Equity in Your Coaching Welcome Equity in Your Coaching Slide 1 sports coach UK Develop Your Coaching Workshop

Equity in Your Coaching Slide 2 Workshop Outcomes By the end of this workshop, you should be able to: explain what sports equity means, the legal framework and why it is important for your coaching identify factors that deny access to disadvantaged groups use appropriate language and terminology identify and challenge inequitable behaviour and identify how you can become more equitable establish where to go for further information.

Equity in Your Coaching Slide 3 Ground Rules Anonymity Confidentiality Respect others’ contributions Listen carefully to others’ contributions Respect the right to be heard Challenge comments in a positive way Move around the subject Don’t put other coaches down Not the ‘equity police’

Equity in Your Coaching Slide 4 Is it: EQUITY EQUALITY EQUAL OPPORTUNITIES What do they mean?

Equity in Your Coaching Slide 5 Sports Equity Sports equity is about fairness in sport, equality of access, recognising inequalities and taking steps to address them. It is about changing the culture and structure of sport to ensure that it becomes equally accessible to everyone in society. Definition from Making English Sport Inclusive: Equity Guidelines for Governing Bodies, Sport England (2000)

Equity in Your Coaching Slide 6 What is Equity? Equity is about: fairness equality of access recognising inequalities and taking steps to address them. Sports equity is about: changing the culture and structure of sport to ensure that it is accessible to everyone, whatever their ability, age, ethnicity, gender, nationality, race, sexuality or social status.

Equity in Your Coaching Slide 7 What is Equal Opportunities? Equal Opportunities: ensuring that employment practices are fair and that the workplace is an environment free from discrimination and harassment. Employers are required to comply with UK and EU discrimination legislation. What is Equality? Equality: the state of being equal – treating individuals equally, which is not necessarily the same as treating them the same. In some cases, the need for equality may require unequal effort to ensure that the principle of equality is achieved.

Equity in Your Coaching Slide 8 Legislation Equal Pay Act 1970 Equal Value (Amendment) Regulations 1983 Rehabilitation of Offenders Act 1974 Sex Discrimination Act 1975, 1986 and 1999 Race Relations Act 1976, Amendment Act 2000 Employment Protection (Consolidation) Act 1978 Children Act 1989 and 2004 Disability Discrimination Act 1995 and 2004 Race Relations (Northern Ireland) Order 1997 Northern Ireland Act 1998 Scotland Act 1998 Human Rights Act 1998 Employment Equality (Sexual Orientation) Regulations 2003 Employment Equality (Religion and Belief) Regulations 2003 Disability Discrimination Act 2005 Equality Act 2006 Employment Equality (Age) Regulations 2006

Equity in Your Coaching Slide 9 Framework for the Commission for Equality and Human Rights (to be formed October 2007) Gender Disability Ethnicity Age Sexual orientation Religion

Equity in Your Coaching Slide 10 Population Statistics 51.4% women 5–20% disabled people (depending on definition) 10% people from ethnic minorities NB: These figures are from the 2001 National Census.

Equity in Your Coaching Slide 11 Why is Sports Equity Important? It enables us to: recognise inequalities in sport make sport fair and accessible to all take action to address inequalities in sport. Sporting organisations have a moral, and sometimes legal, obligation to be equitable.

Equity in Your Coaching Slide 12 The Equality Standard: was launched in 2004 across the UK provides a guide to ensure continuous improvement in striving for equality in sports organisations has four levels of achievement. It is expected to take years, rather than months, to ensure real cultural change is achieved. Most governing bodies of sport are actively working towards achievement of the Standard.

Equity in Your Coaching Slide 13 Barriers to Participation What are the barriers that people coming to your coaching sessions may encounter? Are any barriers common to more than one group?

Equity in Your Coaching Slide 14 Barriers Coach –Assumptions –Lack of knowledge –Poor communication Facilities –Transport –Convenience –Safety –Inadequacy Cost –Fee –Kit –Equipment Time – Convenience – Other commitments Personal issues – Self-esteem – Fear of discrimination and i i unwelcoming environment – Cultural/religious influences – Lack of role models

Equity in Your Coaching Slide 15 Sports Participation Ethnic minority participation: 40% National average: 46% Men from ethnic minority communities: 49% National average: 54% Women from ethnic minority communities: 32% National average: 39% People in the ‘professional’ social class are more likely to participate in sport than those in the ‘unskilled manual’ group. Source: Office of National Statistics

Equity in Your Coaching Slide 16 Positive Action or Positive Discrimination? Positive ActionPositive Discrimination

Equity in Your Coaching Slide 17 Language and Terminology Language used should be: appropriate sensitive relevant consistent. Is it derogatory, or is the receiver or anyone else in the group offended?

Equity in Your Coaching Slide 18 Unacceptable v Acceptable Terms Coloured Half-caste Ethnics Pakis Spastics Handicapped Normal people Victim of/ iiistricken with The elderly Mongols Retards Niggers Ladies/birds/chicks/girls Homosexuals Queers Love/dear/duck/pet Acceptable–Unsure–Unacceptable

Equity in Your Coaching Slide 19 Coaching Questions ‘Come on, you lot. Can’t you see you’re playing like…?’ ‘Could all the…stand over here and the rest over there?’ ‘Do you need to change in another room as you’re a…?’

Equity in Your Coaching Slide 20 Types of Inequitable Behaviour Verbal Written Physical

Equity in Your Coaching Slide 21 Inequitable Behaviour – Verbal Racist language Sexist language Homophobic language Ridicule or bullying because of a personal characteristic

Equity in Your Coaching Slide 22 Inequitable Behaviour – Written Racist, sexist or homophobic language written in some way: Graffiti Letter Mobile-phone text message

Equity in Your Coaching Slide 23 Inequitable Behaviour – Physical Action taken against somebody because of their race, gender, a personal characteristic or sexuality: Pushing Biting Tripping Touching inappropriately Stealing Excluding from an activity

Equity in Your Coaching Slide 24 Dealing with Inequitable Behaviour Establish a code of conduct Avoid confrontation Time your actions appropriately Be a good role model Use appropriate, sensitive and relevant Iiilanguage Challenge inequitable behaviour Support equitable behaviour Be fair and consistent

Equity in Your Coaching Slide 25 Sources of Liability for Coaches Discrimination –The action people take on the basis of their prejudices. Discrimination occurs when a prejudiced person has the power to put their prejudices into action, which results in unfair and unjust treatment. Negligence –There exists a duty of care towards the participant. –This duty of care imposes a standard and negligence means this standard has not been met. –The participant has suffered loss, harm, damage or injury. –The breach of duty contributes to the loss, harm, damage or injury. Defamation –There are two types of defamation: oslander – the spoken word olibel – the written word.

Equity in Your Coaching Slide 26 Duty of Care Safe Qualified Competent Insured

Equity in Your Coaching Slide 27 Where to Go Next sports coach UK Sporting Equals English Federation of Disability Sport Women’s Sport Foundation National sports council UK Sport Governing body of sport County sports partnership Local authority

Equity in Your Coaching Slide 28 Workshop Outcomes By the end of this workshop, you should be able to: explain what sports equity means, the legal framework and why it is important for your coaching identify factors that deny access to disadvantaged groups use appropriate language and terminology identify and challenge inequitable behaviour and identify how you can become more equitable establish where to go for further information.

Thank you. Have a safe journey home. Equity in Your Coaching Slide 29