1. Equity in Your Coaching

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

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
Tutor not the ‘equity police’

4. What do Sports Equity, Equal Opportunities and Equality mean?

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

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

7. What is Equality and Equal Opportunities?
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.
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 .

8. Legislation Equal Pay Act 1970
Disability Discrimination Act (Amendment Regulations 2003) and 2005
Equal Value (Amendment) Regulations 1983
Northern Ireland Act 1998
Employment Rights Act 1996
Scotland Act 1998
Rehabilitation of Offenders Act 1974
Human Rights Act 1998
Sex Discrimination Act , 1986, 1999 and 2008
Employment Equality (Sexual Orientation) Regulations 2003
Race Relations Act 1976, Amendment Act 2000
Employment Equality (Religion and Belief) Regulations 2003
Race Relations (Northern Ireland) Order 1997
Equality Act 2006
Equality Act (Sexual Orientation) Regulations 2007
Employment Protection (Consolidation) Act 1978
Employment Equality (Age) Regulations 2006
Children Act 1989 and 2004
Civil Partnership Act 2004
Single Equality Bill 2009

9. Equality Act 2010 Consolidate and streamline existing legislation:
Equal Pay Acts
Sexual Discrimination Acts
Race Relations Acts
Disability Discrimination Acts
New definitions

10. Equality Act 2010 – Definitions
Discrimination:
Direct
Indirect
By Association
By Perception
Combined
Harassment
Victimisation

11. Framework for the Equality and Human Rights Commission
Gender
Disability
Ethnicity
Age
Sexual orientation
Religion

12. Population Statistics
Population for Scotland included:
51.5% women
9 – 20% disabled people (depending on definition)
5% people from ethnic minorities
NB: These figures are from the 2011 Census

13. 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

14. 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

15. 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?

16. Barriers Coach Assumptions Lack of knowledge Time Poor communication
Facilities
Other commitments
Personal issues
Transport
Convenience
Self-esteem
Safety
Fear of discrimination and unwelcoming environment
Inadequacy
Cost
Cultural/religious influences
Lack of role models
Fee
Kit
Equipment

17. 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

18. Positive Action or Positive Discrimination?

19. 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?

20. Unacceptable v. Acceptable Terms
Coloured
Mongols
Mixed-heritage
Half-caste
Retards
Down’s syndrome
Ethnics
Niggers
Has a disability
Pakis
Ladies/birds/ chicks/girls
Older people
Spastics
Homosexuals
Black British
Handicapped
Queers
Lesbian
Normal people
Love/dear/duck/ pet
Transgender
Victim of/ stricken with
Disabled people
The elderly

21. 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…?’

22. Types of Inequitable Behaviour
Verbal
Written
Physical

23. Inequitable Behaviour – Verbal
Racist language
Sexist language
Homophobic language
Ridicule or bullying because of a personal characteristic

24. Inequitable Behaviour – Written
Racist, sexist or homophobic language written in some way:
Graffiti
Letter
Mobile-phone text message

25. 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

26. 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 language
Challenge inequitable behaviour
Support equitable behaviour
Be fair and consistent

27. 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:
Slander – the spoken word
Libel – the written word

28. Duty of Care
Safe
Qualified
Competent
Insured

29. Where Next? UK Coaching Sporting Equals Pride Sports StreetGames
EFDS/Home Nation Disability Sports Organisations
Women’s Sport and Fitness Foundation
Home nation sports councils
Governing body of sport
County sports partnership
Local authority

30. 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

31. Thank you Have a safe journey home
Workshop Outcomes
Thank you Have a safe journey home