the equality standard: a framework for sport uk national governing bodies self assessment survey...
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The Equality Standard: A Framework for Sport
UK National Governing Bodies
Self Assessment Survey
Report prepared for Equality Standard Pilot Project Steering Group
By Chris Hudson and Maxine BarlowSport Industry Research Centre at Sheffield Hallam University
[email protected] tel: 0114 225 2546
April 2005
The Equality Standard
A Framework for Sport
Vaga Associates
2
Contents
Slide No.The Equality Standard for Sport 3Research Aims 4Outline of Methodology 5Project Outputs 6
SURVEY FINDINGS 7
Section 1. Current position of NGBs 8 - 18(Survey questions 1 – 7)
Section 2. Demographic Profiles 19 - 26(Survey questions 8 – 10)
Section 3. Perceived benefits of gaining the Standard 27 - 40 (Survey question 11)
Section 4. Challenges faced and assistance required 41 - 44(Survey questions 12 – 15)
3
The Equality Standard for Sport
Sports equality is about fairness in sport, equality of access,recognising inequalities and taking steps to address them. It is aboutchanging the culture and structure of sport to ensure that it becomesequally accessible to all members of society, whatever their age, ability,gender, race, ethnicity, sexuality or socio-economic status.
The aim of the Standard is to provide a framework for sport to achieveequality and to assist agencies to develop structures and processes,assess performance and ensure continuous improvement. Achieving thisaim will help to realise the vision of fair, accessible and high quality sportand physical activity for all.
Source: Equality Standard for Sport. 2004.
4
Research Aims
• The purpose of the survey was to gather the thoughts of the Chief Executive or the most senior volunteer of each National Governing Body (NGB) on the current standing of their organisation with regards to equality.
• The survey was designed to assess how well NGBs are placed to undertake the work necessary to achieve the Equality Standard in the coming months.
• Each Chief Executive/senior volunteer provided an insight into the biggest challenges for the NGB individually and any assistance required in working towards the Standard.
• Finally, the respondents were asked to consider any possible benefits their
organisation might derive from achieving the Equality Standard.
5
Outline of Methodology
• Most of the National Governing Bodies identified to take part in this pilot were selected through their involvement in the UK wide central one stop planning process. A small number of additional NGBs were then nominated by the home country Sports Councils. This provided a sample of 38 NGBs for the research.
• The survey was undertaken by telephone with all NGBs. This was to ensure the best possible response rate from the small number of NGBs in the sample. As a result of the pro-active efforts of everyone involved a 97% response rate was achieved.
• The Chief Executive/senior volunteer of each NGB was asked to take part and introduced to the project via a telephone briefing from one of the VAGA Associates team who are supporting the pilot implementation. After this they were sent a covering letter and a copy of the survey questions in advance. A researcher then contacted them by email or telephone to arrange a convenient date and time to undertake the survey by telephone, which then took place on the agreed date.
• SPSS was the statistical package used to code and analyse the data and produce the headline findings presented in this report.
6
Project Outputs
The outputs of the survey are twofold:
• This summary report of the findings provides a statement of the current position and perceptions of the 37 NGBs as reported by them.
• An individual self assessment statement for each of the participating NGBs has also been produced. These will be used to ensure the support available to assist NGBs working towards the Equality Standard is tailored and targeted where most needed.
In addition, the survey results form the basis for a repeat of the same survey to be conducted in two years time (i.e. after the participating NGBs have gained the Standard). This will allow a comparison of the impact of the Equality Standard to be made.
7
Survey Findings
The findings are structured into four sections which present the following:
Section 1. The current position of NGBs
Section 2. The demographic profiles of the membership, staff and National Council/Board
Section 3. Any perceived potential effects and benefits of gaining the Equality Standard
Section 4. Challenges to overcome and assistance required
All quantitative responses were measured on a scale of 1 – 4
1 represents ‘not at all’ and 4 represents ‘greatly’
8
Section 1:The current position of National Governing Bodies regarding equality and the implementation of the
Equality Standard
9
Chart 1. Desire to ensure NGB operates equitably The extent to which your Governing Body has the DESIRE to ensure
it operates equitably
0.0%3.0%
81.0%
16.0%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
80.0%
90.0%
1 Not at all 2 3 4 Greatly
10
Chart 2. Necessary knowledge to ensure NGB operates equitably The extent to which your Governing Body has the NECESSARY KNOWLEDGE
to ensure it operates equitably
0.0%
30.0%
54.0%
13.0%
3.0%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
1 Not at all 2 3 4 Greatly Don't Know
11
Chart 3. Necessary human resources to ensure NGB operates equitably
The extent to which your Governing Body has the HUMAN RESOURCES to ensure it operates equitably
6.0%
51.0%
35.0%
8.0%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
1 Not at all 2 3 4 Greatly
12
Chart 4. Necessary financial resources to ensure NGB operates equitably
The extent to which your Governing Body has the FINANCIAL RESOURCES to ensure it operates equitably
30.0%
16.0%
3.0%
8.0%
43.0%
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
40.0%
45.0%
50.0%
1 Not at all 2 3 4 Greatly Don't Know
13
Chart 5. How equitable is your NGB?
How equitable is your Governing Body as a whole at this moment in time?
0.0%
35.0%
51.0%
11.0%
3.0%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
1 Not at all 2 3 4 Greatly Don't Know
14
Chart 6. To what extent is your NGB committed to equality? The extent to which your Governing Body is committed to equality
0.0%
11.0%
51.0%
38.0%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
1 Not at all 2 3 4 Greatly
15
Chart 7. Understanding issues faced by under-represented groups The extent to which your Governing Body understands the issues faced
by under-represented groups
0.0%
46.0%
11.0%
43.0%
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
40.0%
45.0%
50.0%
1 Not at all 2 3 4 Greatly
16
Chart 8. Comparison of responses from Questions 1 – 7
Current position of NGBs overall
3%
11%
31%
46%
51%
44%
38%
55%53%
81%
51%
8% 8%
17%
6%
36%31%
35%
43%
16%11%11%
14%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Desire to operateequitably
How committed isNGB?
Knowledge How equitable isNGB?
Understandingunder-represented
groups
Human ResourcesFinancial Resources
1 Not at all 2 3 4 Greatly
17
Chart 9. Comparison of responses from Questions 1 – 7
Current position of NGBs overall
2
6
14
1113
17
19
16
6
14
2019
16
1311
30
19
5 4 4 3 3
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Desire to operateequitably
How committed isNGB?
Knowledge How equitable isNGB?
Understandingunder-represented
groups
Human Resources FinancialResources
Number of NGBs
Per
cent
age
of N
GB
s
1 Not at all 2 3 4 Greatly
18
Summary of current position of NGBs
• Encouragingly, NGBs expressed a very high level of desire to work equitably (81%), with 51% also stating their organisation was greatly committed to achieving equality.
• There are notable areas of need expressed by the NGBs if they are to realise their ambitions.
– 84% of NGBs have a stated need for greater knowledge on equality, with 30% of these respondents stating this as a particular requirement
– Perhaps worryingly, 57% of NGBs believe they do not have the necessary human resources and 59% do not have the required finance in place in order to appropriately address this area of work
• Chart 9 provides an overall comparison of the impact of the various factors NGBs were asked to score. The reported position of the NGBs can be stated as being very committed to equality, but having real needs around resourcing and information in order to achieve their goal of improving equity within their policy and practice.
• It is notable that 62% of NGBs stated they are fairly (i.e. score 3) or greatly equitable at this moment in time. This contrasts with the findings regarding demographic profile in the next section.
19
Section 2: The demographic profiles of NGBs membership, staff and National Council/Board with regard to
gender, ethnicity and disability
20
Chart 10. To what extent does the demographic profile ofyour membership reflect the population as a whole?
The extent to which the demographic profile of the MEMBERSHIP reflects the population
16.0%
30.0%
16.0%
11.0%
27.0%27.0%
30.0% 30.0%
10.0%
22.0%
13.0%
3.0%
19.0%
8.0%
38.0%
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
40.0%
1 Not at all 2 3 4 Greatly Data not available
Disability Gender Ethnicity
Significant gender representation amongst memberships - 30% = females ‘greatly’ represented, with a further 30% ‘fairly’ well represented (i.e. answered ‘3’ on 1 - 4 scale).
Low levels of ethnicity and disability representation amongst memberships
21
Chart 11. To what extent does the Demographic profile of your National Council/Board reflect the population as a whole?
The extent to which the demographic profile of the NATIONAL COUNCIL/BOARD reflects the population
70.0%
14.0%
5.0%3.0%
24.0%
30.0%
35.0%
3.0%5.0% 5.0%
8.0%8.0%
68.0%
22.0%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
80.0%
1 Not at all 2 3 4 Greatly Data not available
Disability Gender Ethnicity
Level of gender representation varied, but 89% of NGBs have female representation to some extent
Very low disability and ethnicity representation, these groups were absent from National Councils/Board in 70% of NGBs
22
Chart 12. To what extent does the Demographic profile of your staff reflect the population as a whole?
The extent to which the demographic profile of the STAFF reflects the population
54.0%
27.0%
5.0%3.0%
11.0%
5.0%
11.0%
19.0%
49.0%
22.0%
13.0%
57.0%
8.0%8.0%8.0%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
1 Not at all 2 3 4 Greatly Data not available
Disability Gender Ethnicity
Representation of ethnicity and disability is again low amongst NGB staff
In contrast 57% of NGBs stated that females were ‘greatly’ represented on their staff
23
Chart 13: Demographic profile in terms of disability
Overall, NGBs display a very weak profile across all three aspects
How people with a disability are represented within NGB structures - membership, National Council/Board, staff
70.0%
54.0%
30.0%
14.0%
5.0%
11.0%
5.0%3.0%3.0%
11.0%
16.0%
8.0%
27.0%
16.0%
27.0%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
80.0%
Membership National Council/Board Staff
1 Not at all 2 3 4 Greatly Data not available
24
Chart 14: Demographic profile in terms of gender
One in three NGBs reported that females were "greatly" represented in all three aspects, that figure rises to two in three for representation amongst staff
How females are represented within NGB structures - membership, National Council/Board, staff
3.0%5.0%
27.0%
24.0%
11.0%
30.0% 30.0%
19.0%
30.0%
35.0%
10.0%
3.0%
8.0%
57.0%
8.0%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
Membership National Council/Board Staff
1 Not at all 2 3 4 Greatly Data not available
25
Chart 15: Demographic profile in terms of ethnicity
Whilst there is some representation of ethnic minorities amongst NGB membership, these levels are minimal. By contrast, 90% have little or no ethnic minority
representation on their National Council/Board and 71% no representation amongst staff
How people from different ethnic groups are represented within NGB structures - membership, National Council/Board, staff
22.0%
49.0%
22.0% 22.0%
13.0%
5.0%
19.0%
5.0%
13.0%
68.0%
38.0%
8.0% 8.0%8.0%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
80.0%
Membership National Council/Board Staff
1 Not at all 2 3 4 Greatly Data not available
26
Demographic Profile SummaryGender:• Significant gender representation amongst memberships (30% ‘greatly’ represented).• Females ‘greatly’ represented on the National Council/Board for one in three (35%) of
NGBs.• 57% of NGBs reported that females are ‘greatly’ represented on their staff with several
NGBs stating that they had more female staff than male.
Disability:
• 16% of NGBs reported that disabled people were ‘not at all’ represented within their membership. 27% of NGBs did not have access to information regarding whether their members had a disability.
• Disabled people were ‘not at all’ represented on the National Council/Board for 70% of NGBs.
• 54% of NGBs reported that disabled people were ‘not at all’ represented on their staff.
Ethnicity:
• 68% of NGBs stated that people from different ethnic groups were ‘not at all’ represented on their National Council/Board.
• Similarly, 49% stated that that ethnic groups were ‘not at all’ represented on their staff.
• It is notable that approximately 40% of NGBs did not have data available regarding disability and ethnicity in order to answer the question.
27
Section 3:The reported potential effects and benefits of the working towards gaining the Equality Standard
28
Chart 16: Providing a framework
To what extent do you anticipate working towards the Standard will help to……..Provide a framework for achiving equality in sport
0.0%
16.0%
41.0% 41.0%
2.0%
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
40.0%
45.0%
1 Not at all 2 3 4 Greatly Don't know
29
Chart 17: Ensuring democracy
To what extent do you anticipate working towards the Standard will help to……..Ensure democracy and the sound governance of the sport
49.0%
24.0%
11.0%8.0% 8.0%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
1 Not at all 2 3 4 Greatly Don't know
30
Chart 18: Increase participation
To what extent do you anticipate working towards the Standard will help to……..Increase participation by reaching new audiences
32.0%
41.0%
5.0%
19.0%
3.0%
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
40.0%
45.0%
1 Not at all 2 3 4 Greatly Don't know
31
Chart 19: Meet legal duties
To what extent do you anticipate working towards the Standard will help to……..Meet legal duties thereby reducing the likelihood of litigation
3.0%
49.0%
40.0%
8.0%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
1 Not at all 2 3 4 Greatly
32
Chart 20: Enhance skills & knowledge
To what extent do you anticipate working towards the Standard will help to…….Enhance the skills and knowledge base of staff & volunteers
0.0%
22.0%
54.0%
24.0%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
1 Not at all 2 3 4 Greatly
33
Chart 21: Increase active involvement
To what extent do you anticipate working towards the Standard will help to……Increase active involvement in equality at every level
0.0%
32.0%
49.0%
19.0%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
1 Not at all 2 3 4 Greatly
34
Chart 22: Improve equality through monitoring/evaluation
To what extent do you anticipate working towards the Standard will help to……Improve equality practices through monitoring, evaluation & review methods
0.0%
16.0%
54.0%
30.0%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
1 Not at all 2 3 4 Greatly
35
Chart 23: Access funding & sponsorship
To what extent do you anticipate working towards the Standard will help to……Improve your chances of accessing funding & sponsorship
5.0%
27.0%
46.0%
22.0%
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
40.0%
45.0%
50.0%
1 Not at all 2 3 4 Greatly
36
Chart 24: Build on good practice
To what extent do you anticipate working towards the Standard will help to……Build on existing good practice in equality
0.0%
19.0%
38.0%
43.0%
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
40.0%
45.0%
50.0%
1 Not at all 2 3 4 Greatly
37
Chart 25: Review current policy
To what extent do you anticipate working towards the Standard will help to……Assess and review current equality policy
3.0%5.0%
43.0%
49.0%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
1 Not at all 2 3 4 Greatly
38
Chart 26: Review equality achievements
To what extent do you anticipate working towards the Standard will help to……Assess and review equality performance & achievements
0.0%
16.0%
60.0%
24.0%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
1 Not at all 2 3 4 Greatly
39
Chart 27: Comparison of responses to Question 11 – Anticipating the impact of the Standard
Current position of NGBs overall
40.0%
19.0%19.0%22.0%
24.0%24.0%24.0%
30.0%
38.0%41.0%
43.0%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
1 Not at all 2 3 4 Greatly Don't know
Percentages shown for the score of 4 = the Equality Standard will help 'greatly'
40
Chart 28: Comparison of responses to Question 11 – Anticipating the impact of the Standard
Current position of NGBs overall
1 13 2 1
2 3 6 7 6 68
3
1012
12
1818
1516
2022
2018
17 18 15
16 15 15 1411
9 9 98 7 7
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Number of NGBs
Per
cent
age
of N
GB
s
1 Not at all 2 3 4 Greatly
41
Section 4:The challenges to be overcome in working towards
the Equality Standard and assistance required
42
What are the major challenges that National Governing Bodies face in working towards the Standard?
• The primary challenge for NGBs concerns communication and raising awareness in order to achieve real change. Specifically, some require a greater understanding and clarity about the Equality Standard itself. This will enable them to engender greater levels of ownership and commitment at all levels within their organisations, from club membership through to Directors.
• The second area of difficulty is the limited availability of resources, financial and human, specifically to drive and lead equality work, particularly for the smaller NGBs. This impacts on their ability to ensure the standard becomes a priority work area amongst other initiatives within their organisations.
• The third major challenge is involving under–represented groups. Many NGBs have difficulty with improving equitable representation from specific minority groups, particularly ethnicity and disability, at all levels within their organisation
– Some NGBs sought to explain this by citing difficulties due to the nature of their specific sport. It was also stated by some that access to suitable facilities coupled with the location of activities may create a significant barrier to encouraging more disabled members.
• Finally, the absence of good quality management information amongst nearly half of NGBs means they are unable to establish baseline figures concerning the demographic profile of their membership, National Council and staff.
43
What assistance do NGBs requirein order to address the challenges?
• There were many requests for the provision of dedicated resources in terms of finance and manpower (for example from the Home Country Sports Councils) if ambitions for achieving the Equality Standard are to be realised.
• A need for initial training and then a programme of ongoing support both from equity specialists and from the Sports Councils. This should include;
– sharing good practice across sports, possibly with the design and adoption of common methods of working e.g. model policies, publicity, or data collection methods
– an emphasis on delivery and change at club level.
• The generation and use of management information about the general population and individual NGB membership (e.g. in constructing and managing databases) was stated as a particular area where external assistance is needed, in order to establish baseline figures and then monitor any improvements regarding the involvement of women, ethnic minorities and disabled people, particularly within NGB membership.
• Some NGBs sought assurances that there is a realistic timescale for completion of their work.
44
What are the benefits that you believe NGBs may accrue from gaining the Equality Standard?
• The potential to increase participation in the sport by all parts of the population, therefore generating new additional members, possibly resulting in increased finances and stronger clubs.
• Increased awareness of equality and related issues at organisational and individual levels, creating a "feel good" factor about the achievements of the NGB, thus promoting a better external image.
• May open up access to new potential funding opportunities if the NGB is seen to follow equal opportunity principles.
• The Standard will provide a useful mechanism for reviewing current policies and procedures and assessing work already undertaken in this area
45
Chart 29: Level of Equality Standard
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
Per
cen
tag
e o
f N
GB
s
Foundation Preliminary Intermediate Advanced Don’t Know
Level of Equality Standard
What level of the Equality Standard do you think your Governing Body can realistically achieve by March 2006?
5
12 12
1
7
32% of NGBs anticipate reaching either the Preliminary or Intermediate level of the Equality Standard by March 2006. A further 5 NGBs anticipate reaching the Foundation level,
with a single NGB aiming for the Advanced level.
46
Acknowledgements
The UK wide Equality Pilot Steering Group would like to place on record their appreciation of all the National Governing Bodies who took part in this survey:
UK Athletics Football Association of Wales Trust British Judo Association Football Association of Wales British Canoeing Association Northern Ireland Athletics Association British Triathlon Northern Ireland Judo Federation Royal Yachting Association Canoe Association of Northern Ireland England Athletics Royal Yachting Association Northern Ireland British Gymnastics Northern Ireland Amateur Gymnastics Association Amateur Rowing Association Scottish Equestrian Federation British Cycling Association Scottish Swimming British Equestrian Federation Scottish Rugby Union Athletics Association of Wales Scottish Canoeing Association Welsh Judo Association Scottish Triathlon Welsh Canoeing Association Scottish Athletics Welsh Triathlon Association RYA Scotland Welsh Yachting Association Scottish Gymnastics Welsh Gymnastics Association Scottish Cycling Association Welsh Cycling Association Judo Scotland Welsh Swimming Association Scottish Hockey Union British Swimming/Amateur Swimming Association