This week (23-29 September) marks National Inclusion Week (NIW), an initiative introduced by Inclusive Employers, a leading organisation in the UK dedicated to promoting workplace inclusion.
It is an essential time to reflect on the importance of inclusivity in all areas of life—especially within organisations. At its core, it promotes the creation of environments where every individual, regardless of their background, feels welcomed, valued, and able to contribute fully. The 2024 theme is ‘Impact Matters’, which focuses on understanding, identifying, and assessing the impact on marginalised groups while taking deliberate actions that lead to meaningful, lasting change. Our Governance Team share their insights on how sports organisations can continue to progress toward greater inclusivity in the future.
What is National Inclusion Week and why it matters?
Launched in 2012, the initiative was created to provide a platform for organisations to raise awareness about the importance of inclusion, share best practices, and foster a culture where everyone feels valued and included. This week serves as a call to action for organisations across various sectors to reflect on their practices, celebrate progress, and commit to creating more inclusive environments.
Inclusion should not be a box ticking exercise—it is fundamental to the success and well-being of both individuals and organisations. When people feel excluded, it creates barriers to performance, communication, and engagement, stifling innovation and creativity. Beyond the business impact, exclusion fosters division, perpetuates inequality, and reinforces harmful societal norms.
What is The Alliance doing?
On Wednesday September 25th, the Sport and Recreation Alliance will host an online roundtable on inclusive language and communication. This session will explore the impact of words, provide practical strategies for fostering inclusivity, and offer techniques to address unconscious bias. Designed for anyone involved in sports, it aims to enhance team cohesion, promote equality, and improve communication skills. The roundtable will be led by Lauren Kamperman, a Diversity and Inclusion in Sport Consultant, alongside members from the Royal Yachting Association and the Sport for Development Coalition.
Beyond this week’s focus, the Alliance is committed to keep our members engaged on these issues. Our members can access resources from our Inclusivity Hub, additionally, we have partnered with Accelerate Sport, to provide an e-learning platform which serves as a learning tool.
What Actions Can Sport Organisations Take?
Work towards diversifying your leadership team. Establish mentorship programs that support individuals from underrepresented backgrounds in advancing to leadership roles within the organisation. Encourage diverse voices in decision-making processes to ensure a broader range of perspectives.
Provide ongoing diversity and inclusion training for all staff, volunteers, and coaches. This should include understanding unconscious bias, cultural competency, and how to foster an inclusive environment. Ensure that training is not a one-off but part of a continuous education strategy.
Creating safe spaces within the organisation where underrepresented individuals can share their experiences and support one another is key to fostering an inclusive environment. This might include establishing support networks, or forums where members can voice their concerns and discuss issues related to diversity and inclusion.
Sports organisations should actively engage with the communities they serve, especially those that are underrepresented in their current membership. This could involve partnering with local community groups, hosting events that celebrate diversity, or offering your facilities for use by community organisations. By building strong relationships with these communities, sports organisations can better understand their needs and work to remove barriers to participation.
Setting measurable goals for inclusion and regularly tracking progress is crucial for holding the organisation accountable. These goals could relate to diversity in membership, leadership, or participation in outreach programs. Organisations should be transparent about their progress, sharing data with the community and adjusting their strategies as needed based on feedback.
Ensuring that facilities are accessible to all participants is a fundamental aspect of inclusivity. This might involve making structural changes, such as adding ramps, installing accessible restrooms, or providing adaptive sports equipment for individuals with disabilities. It is also important to consider less visible barriers, such as ensuring that information is available in multiple languages or formats.
Having clear policies against discrimination and harassment is essential for creating a safe and inclusive environment. These policies should be well-publicised, and all members of the organisation should be aware of how to report incidents. When issues arise, the organisation must take immediate and decisive action to address them.
Moving Forward
While National Inclusion Week provides a moment to reflect and celebrate progress, it is also a reminder that there is still much work to be done. Sports organisations in the UK must continue to push for greater inclusivity, not just during this week but every day. This means committing to long-term strategies, investing in community outreach, and continually challenging the status quo.
Inclusion cannot rest solely on the shoulders of leaders. Every employee must be part of the journey, and one of the most effective ways to build a culture of inclusion is through allyship. Allyship involves individuals using their privilege and platform to support and advocate for colleagues, helping to create a more equitable workplace. The journey to inclusion may be long, but with conscious effort from the top, robust policies to break down barriers, and the support of allies, we can create workplaces where everyone, regardless of their background, can thrive. Inclusion isn’t just about inviting everyone to the table—it’s about ensuring everyone’s voice is heard and valued.
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