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sports coach UK Develop Your Coaching Workshop. Equity in Your Coaching Welcome. Equity in Your Coaching  Slide 1. Workshop Outcomes By the end of this workshop, you should be able to:.

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slide1

sports coach UK

Develop Your Coaching Workshop

Equity in Your Coaching

Welcome

Equity in Your Coaching  Slide 1

slide2

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
ground rules
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’
slide4

What do Sports Equity, Equal Opportunities and Equality mean?

  • Equity
  • Equality
  • Equal opportunities
slide5

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
what is equity
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
what is equal opportunities

What is Equality?

What is Equal Opportunities?
  • 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.

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
legislation
Legislation
  • Equal Pay Act 1970
  • Equal Value (Amendment) Regulations 1983
  • Employment Rights Act 1996
  • Rehabilitation of OffendersAct 1974
  • Sex Discrimination Act 1975, 1986, 1999 and 2008
  • Race Relations Act 1976, Amendment Act 2000
  • Race Relations (Northern Ireland) Order 1997
  • Employment Protection (Consolidation) Act 1978
  • Children Act 1989 and 2004
  • Civil Partnership Act 2004
  • Disability Discrimination Act 1995 (Amendment Regulations 2003) and 2005
  • Northern Ireland Act 1998
  • Scotland Act 1998
  • Human Rights Act 1998
  • Employment Equality (Sexual Orientation) Regulations 2003
  • Employment Equality (Religion and Belief) Regulations 2003
  • Equality Act 2006
  • Equality Act (Sexual Orientation) Regulations 2007
  • Employment Equality (Age) Regulations 2006
  • Single Equality Bill 2009
slide9

Equality Act 2010

  • Consolidate and streamline existing legislation:
  • – Equal Pay Acts
  • – Sexual Discrimination Acts
  • – Race Relations Acts
  • – Disability Discrimination Acts
  • New definitions
slide10

Equality Act 2010 – Definitions

  • Discrimination:
  • – Direct
  • – Indirect
  • – By Association
  • – By Perception
  • – Combined
  • Harassment
  • Victimisation
framework for the equality and human rights commission
Framework for the Equality and Human Rights Commission
  • Gender
  • Disability
  • Ethnicity
  • Age
  • Sexual orientation
  • Religion
slide12

Population Statistics

    • Population for England and Wales included:
    • 51.4% women
  • 5–20% disabled people (depending on definition)
    • 10% people from ethnic minorities
    • NB : These figures are from the 2001 Census
why is sports equity important
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

the equality standard
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

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

positive action or positive discrimination
Positive Action or Positive Discrimination?

Positive Action

Positive Discrimination

slide19

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?
slide20

Coloured

  • Half-caste
  • Ethnics
  • Pakis
  • Spastics
  • Handicapped
  • Normal people
  • Victim of/stricken with
  • The elderly
  • Mongols
  • Retards
  • Niggers
  • Ladies/birds/chicks/girls
  • Homosexuals
  • Queers
  • Love/dear/duck/pet

Unacceptable v Acceptable Terms

  • Disabled people
  • Mixed-heritage
  • Down’s syndrome
  • Has a disability
  • Older people
  • Black British
  • Lesbian
  • Transgender

Acceptable–Unsure–Unacceptable

coaching questions
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…?’
types of inequitable behaviour
Types of Inequitable Behaviour
  • Verbal
  • Written
  • Physical
slide23

Inequitable Behaviour – Verbal

    • Racist language
    • Sexist language
    • Homophobic language
    • Ridicule or bullying because of a personal characteristic
slide24

Inequitable Behaviour – Written

    • Racist, sexist or homophobic language written in some way:
    • Graffiti
    • Letter
    • Mobile-phone text message
slide25

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
slide26

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
sources of liability for coaches
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
duty of care
Duty of Care
  • Safe
  • Qualified
  • Competent
  • Insured
where next
Where Next?
  • sports coach UK
  • 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
slide30

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
slide31

Thank you

Have a safe journey home

Equity in Your Coaching  Slide 31

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