Public Sector Equality Duty Report
March 2013
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Contents
Purpose of the report
3
Background to Sport Wales
3
Local demographic profiles
4
Management of equality and diversity within Sport Wales
8
Eliminating discrimination and advancing equality in policy and strategy
9
Eliminating discrimination and advancing equality in service usage
9
Eliminating discrimination and promoting equality in employment
11
Moving Forward
21
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Purpose of the report
Sport Wales has worked tirelessly over the last 12 months embedding the requirements of the Equality
Act 2010 including the specific public sector duties set for Wales (listed in appendix 1), and on its
progress toward meeting the 5 equality commitments made within the Sport Wales Strategic Equality
Plan 2012-2016. These commitments are:
1.
2.
3.
4.
5.
Embrace Equality and Diversity within Sport Wales and through our Policies
Appropriately Engage, Consult, Inform and Challenge
Increase Female Participation in all Aspects of Sport
Increase Participation amongst Disabled People in all Aspects of Sport
Increase Participation in all Aspects of Sport amongst our Ethnic Minority Communities
Over the course of this report, Sport Wales will demonstrate the work it has undertaken to meet the
specific duties identified in appendix 1 and on the progress it has made against the commitments
detailed above. We will show how we achieved a 5% reduction in our non-returns for equality monitoring
and a 47 place advancement on the Stonewall Workplace Equality Index for 2013.
Background to Sport Wales
Sport Wales are a national organisation responsible for developing and promoting sport and physical
activity in Wales. We are the main adviser on sporting matters to the Welsh Government and are
responsible for distributing National Lottery funds to both elite and grassroots sport in Wales.
Employing around 140 staff across 4 sites: Cardiff, Carmarthen, Deeside and Plas Menai, we fully
subscribe to the Welsh Government's vision for a physically active and sporting nation, and aim to not
only improve the level of sports participation at grassroots level but also to provide our aspiring athletes
with the support required to compete successfully on the world stage.
We see our role as bringing partners and people together; local authorities, governing bodies of sport,
communities, coaches, adults, young people, children and the entire nation to support, participate and
excel in sport.
Our vision is simple: Uniting a Proud Sporting Nation
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Local demographic profiles
Population
Wales is a country of approximately 3,063,500 people living in 22 unitary authorities. The table below
shows the population breakdown by each of the authorities as detailed in the ONS Census 2011,
released in December 2012. The work of Sport Wales focuses on each of these unitary authorities, but
recognises these within the regional boundaries of the South East, the North, Central South, and the
Mid West.
REGION
WALES
POPULATION
3,063,500
South East
Torfaen
91,100
Caerphilly
178,800
Newport
145,700
Blaenau Gwent
69,800
Monmouthshire
91,300
REGIONAL TOTAL
576,700
North
Wrexham
134,800
Denbighshire
93,700
Conwy
115,200
Flintshire
152,500
Gwynedd
121,900
Anglesey
69,700
REGIONAL TOTAL
687,800
Central South
Rhondda Cynon Taff
234,400
Merthyr
58,800
Bridgend
139,200
Cardiff
346,100
Vale of Glamorgan
126,300
REGIONAL TOTAL
904,800
Mid and West
Pembrokeshire
122,400
Carmarthenshire
183,800
Swansea
239,000
Neath Port Talbot
139,800
Powys
133,000
Ceredigion
75,900
REGIONAL TOTAL
893,900
Table 1
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Age
The same data shows that the average age in Wales is 42 years and that approximately 63% of the
welsh population are within working age. The graph below shows the differences in age distribution
across the regions:
WELSH POPULATION AGE BY
SPORT WALES REGIONS
100.00
Percentage
80.00
60.00
90+
80-89
70-79
60-69
40.00
50-59
20.00
40-49
0.00
30-39
20-29
10 ‒ 19
0-9
Disability
There are currently 695,855 people within Wales with a reported disability. The Mid West cites the
highest number of disabled people within its population (213,524), with Central South the next with
198,704 people.
DISABILITY BY SPORT WALES REGIONS
Mid and West
213,524
South East
135,029
North
148,598
Central South
198,704
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Ethnicity
4% of the Welsh population is now made up of black or ethnic minority (BME) residents. The North and
Mid-West regions represent the highest white populations in Wales, with the Central South region
recording the largest Asian community, representing 3.9% of the local population.
ETHNICITY BY SPORT WALES REGIONS
100%
98%
96%
94%
92%
90%
88%
Other Ethnic Groups
Mixed/Multiple Ethnic Groups
Black African/Caribbean/Black
British
WALES
Asian/Asian British
South
North
East
Central
South
White
Mid
and
West
Gender
Latest figures from the Cenus 2011 show that the gender ratio in Wales is 48:52 (Male:Female), 1.5
million men and 1.6 million women.
Religion
The predominant religion in Wales is Christianity, representing some 57.56% of the population. The
numbers reporting having no religion was 32.09%, with the Muslim religion representing 1.5%. Further
regional percentage (%) breakdowns can be found in the table below:
Christian
(%)
Buddhist
(%)
Hindu
(%)
Jewish
(%)
Muslim
(%)
Sikh
(%)
Any Other
Religion
(%)
No
Religion
(%)
Not
Stated
(%)
South
East
54.78
0.22
0.23
0.04
1.37
0.08
0.36
35.32
7.61
North
48.56
0.21
0.15
0.04
0.44
0.02
0.26
20.42
5.92
53.60
0.34
0.64
0.11
2.93
0.19
0.39
35.71
7.31
76.90
0.43
0.29
0.07
1.13
0.09
0.68
40.03
10.34
REGIONS
Central
South
Mid and
West
Table 2
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Sexual Orientation
Government statistics used by Stonewall Cymru suggest there are currently 184,000 lesbian, gay and
bisexual people living in Wales. However, the ONS Integrated Household Survey April 2011 to March
2012: Experimental Statistics, show that 94.8% of the 16 plus welsh population identify themselves as
heterosexual, 1% as gay/lesbian, 0.4% as bisexual and 0.3% as other. 2.4% of the respondents did not
know how they would identify themselves and 1% did not respond.
SEXUAL ORIENTATION FOR WALES
Heterosexual /
Straight
Gay / Lesbian
Bisexual
Other
Transgender
In 2011, the Gender Identity Research and Education Society (GIRES)1 estimated that some 12,500
people across the UK had presented themselves for treatment of gender dysphoria, 7,500 of whom
have undergone transition. In the same report GIRES estimated that a further 50,000 people could also
present themselves for treatment.
Marriage & Civil Partnerships
In Wales, 0.15% of the population are in civil partnerships (4,654 couples) compared to some 38.10%
of couples who are married. Regional breakdowns show that locally civil partnerships are more common
than that of the national average, with the exception being in the North of Wales.
Population
Marriage
(No's)
Marriage
(%)
Civil Partnerships
(No's)
Civil Partnerships
(%)
3,063,500
1,167,315
38.10
4,654
0.15
South East
576,700
224,185
38.87
1,061
0.18
North
904,800
271,389
29.99
883
0.10
Central South
893,900
324,966
36.35
1,483
0.17
Mid and West
687,800
305,907
44.48
1,227
0.18
REGIONS
Wales
Table 3
1
GIRES (2011) Gender variance in the UK Update: Prevalence, incidence , growth, and geographic distribution;
http://gires.org.uk/Prevalence2011.pdf
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Management of equality and diversity within Sport Wales
Equality Objectives
In January 2012, Sport Wales published specific and measurable outcome-focused equality objectives,
the publishing of which followed an extensive period of consultation with our staff, partners and key
stakeholders. Our objectives for 2012-2016 are:
1.
2.
3.
4.
5.
Embrace Equality and Diversity within Sport Wales and through our Policies
Appropriately Engage, Consult, Inform and Challenge
Increase Female Participation in all Aspects of Sport
Increase Participation amongst Disabled People in all Aspects of Sport
Increase Participation in all Aspects of Sport amongst our Ethnic Minority Communities
The objectives are recognised within our clearly defined priorities as set out in our Corporate Plan,
which contributes to our vision of ‘Uniting a Proud Sporting Nation’ and within local level planning.
Diversity & Inclusiveness Strategy Group
The Opportunity for All group was formed shortly after the publishing of these objectives to ensure
equality and diversity considerations were integrated into all work undertaken by the organisation. The
group was represented by departments from across the organisation and undertook a very pro-active
role in terms of tackling inequalities.
Following a review of the effectiveness and the value added by the Opportunity for All Group, the group
will now be referred to as the Diversity & Inclusiveness Strategy Group and will be responsible for
scrutinising and challenging the work of the organisation in delivering against the objectives set. It will
also continue to develop and implement policy, respond to emerging issues and promote innovative
practice across Sport Wales. However, it will be the departments and individuals who will consider and
drive diversity and inclusiveness at a local, operational level.
The Diversity & Inclusiveness Strategy Group will work to scorecards which detail each objective,
describe what success will look like for the objective, establish the data we will use to measure our
success and provide an action plan which details our progress. A high level scorecard has been
developed in line with our aspiration of ‘Every child hooked on sport for life’ (appendix 2).
Promotion & Reporting
Best practice and success in equality, diversity and inclusiveness at Sport Wales and within the sporting
community is promoted via our sporting snapshots initiative and through our monthly Team Sheet.
Departmental and individual objectives also recognise the importance of work on equality, diversity and
inclusiveness. Quarterly reports are presented to our Senior Management Team on progress to date,
with this being fed into the Board where our work on diversity and inclusiveness is challenged and
scrutinised to ensure we are doing all we can to promote participation in sport for all.
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Leadership
Leadership comes from the top of the organisation where there is full support for diversity and
inclusiveness in the workplace and through our service provisions. Members of Board and our Senior
Management Team are regularly speaking and campaigning on equality and diversity issues with the
government, challenging national governing bodies and partners on the work they are doing to remove
barriers to sport participation and promoting our work through local and national media.
Eliminating discrimination and advancing equality in policy and strategy
Equality Analysis
Equality analysis is an imperative step in the decision making process at Sport Wales. Using the
structure formerly referred to as ‘Equality Impact Assessment’ we assess all policy, procedure and
service change requirements to identify and understand the differential impact on the people that the
policies are designed to support. The analysis prompts consideration of ways that these differentials
can be avoided and/or monitored from the earliest stages and provides a framework for action
required.
Consultation and Engagement
As an organisation we understand the need to engage with all groups to ensure that we listen to the
widest perspective when improving what we do and how we operate. As part of our equality analysis we
regularly consult with key partners, including Disability Sport Wales, Stonewall and our Young
Ambassadors to name but a few.
Eliminating discrimination and advancing equality in service usage
Equality Standard in Sport
Sport Wales has demonstrated its commitment to access for all in Sport since its 2004 collaboration
with UK Sport, Sport England, Sport Scotland and Sport Northern Ireland in the development and
implementation of the Equality Standard in Sport: a framework that guides sports and community
organisations towards achieving equality - assisting organisations in developing structures and
processes, assessing performance and ensuring continuous improvement in equality matters.
Sport Wales continues to work with a number of its national governing in their attainment of the
foundation, preliminary, intermediate and even advanced levels of the Standard.
National Centres
In terms of the national centres, which are accessible by the general public, all literature is reviewed to
show that the services and memberships we offer are applicable to all. Policies and procedures are in
place to manage inappropriate and discriminatory behaviours against and by staff and customers and
customer feedback is reviewed monthly by the management team of the national centres to ensure
improvements continue in our service delivery.
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LGB Participation in Sport
In early 2012, in partnership with Stonewall Cymru, a piece of research into LGB participation in sport
was commissioned. Lesbian, gay and bisexual individuals living in Wales were invited to share their
views about sport by taking part in focus groups, semi-structured interviews or completing an online
survey.
The research found that whilst many lesbian, gay and bisexual people are interested in sport, they have
also been put off by negative experiences or the perception that it is an unpleasant and unsafe
environment for gay people.
In response to this report, Sport Wales have been working with the Welsh Government, National
Governing Bodies and the LGB community to establish how to tackle these issues. In early 2013 a Sport
Network was established to take these matters forward. Progress by the group, in line with
recommendations from the report is due to be reported in December 2013.
Increase Female Participation in all Aspects of Sport
Our research into Female Participation in sport suggests that males are more likely to participate in
sport than females across all groups. Gender gaps in extracurricular or club sport participation levels
are relatively small among primary school pupils, but a ‘gender gap’ develops in secondary school,
particularly for community participation. Amongst adults, males were twice as likely as females to be a
member of a club, and almost four times more likely to be a member of a ‘pure’ sports club. More
affluent and ‘higher’ social grade individuals are also more likely to participate in sport and those in
‘lower’ groups.
An extensive programme of activity is in place to increase female participation in sport including:
1.
2.
3.
4.
5.
Looking at diversity on boards
Developing Sports profiles and investment into research within Sports
Developing a communications campaign aimed at getting women back into sport
Changing the culture of what the PE and School Sport Offer is in schools for girls
Investing an additional £250,000 in Community Chest to prioritise those projects that address
issues of inequality
6. Supporting and up skilling potential women leaders from the sector in Wales
Increase Participation in all Aspects of Sport amongst our Ethnic Minority Communities
Using a collaborative working model Sport Wales are addressing the structure, support and
development of sport and physical activity opportunities for children, young people and adults from
BME communities in a variety of Local Authorities (Newport, Cardiff, Swansea and surrounding area).
The overall aim of this is to ensure opportunities are equal to non-BME groups within communities.
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Eliminating discrimination and promoting equality in employment
Embrace Equality and Diversity within Sport Wales and through our Policies
The key outcome from this objective is that we become an organisation that is: ‘Diverse, where our staff feel
valued and treated fairly’.
We want our staff to excel regardless of their gender, ethnicity, national origin, sexual orientation,
religion or belief, culture, disability, background or life experiences, and therefore look to develop a
diverse and inclusive working environment where staff are allowed to be themselves, their differences
are recognised and their contributions are valued.
Our 3 goals for diversity and inclusion in the workplace are therefore:
1. Workforce Diversity:
Ensuring we have a diverse, high performing workforce.
2. Workplace Inclusion:
Developing a culture that encourages creativity, flexibility, and fairness to enable individuals to
be themselves, have their differences recognised, perform to their full potential and have their
contributions valued.
3. Sustainability and Accountability:
Developing structures and strategies to equip managers and supervisors with the ability to
manage diversity within their teams, be accountable, measure and act on results of these
measures, and embed a culture of inclusion within their team and the wider organisation.
Taking each of these goals in turn:
1. Workforce Diversity:
A high level analysis of our workforce has identified that whilst we show diversity in terms of age and
gender, we still have much work to do to improve our representations across disability, ethnicity,
religion and belief, and sexual orientation.
The profiles below show Sport Wales by comparison to Cardiff and Wales. Cardiff has been selected
as 80% of our staff are currently based at our Sophia Gardens offices.
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Age



Target 2011/12:
Actual 2011/12:
Average Age Wales:
Staff cover all age ranges (18-70 years)
Staff cover all age ranges (18-70 years)
Average Age Sport Wales:
42
42
COMPARISON AGAINST
CENSUS POPULATION DATA
2011: CARDIFF (346,100)
AGE
SPORT WALES
CARDIFF
COMPARISON AGAINST
CENSUS POPULATION DATA
2011: WALES (3,063,456)
WALES
No.
%
No.
%
% DIFFERENCE
AGAINST
POPULATION
<20
<10
<6.33
84,866
24.52
<24.52
199,120
6.5
<6.5
20-24
<10
<6.33
38,735
11.19
<11.19
211,924
6.92
<6.92
25-29
11
6.96
30,515
8.82
-1.86
185,728
6.06
0.90
30-34
20
12.66
25,290
7.31
5.35
174,694
5.7
6.96
35-39
30
18.99
22,195
6.41
12.58
183,045
5.98
13.01
40-44
27
17.08
22,461
6.49
10.59
213,155
6.96
10.12
45-49
22
13.92
22,410
6.48
7.44
220,711
7.2
6.72
50-54
22
13.92
20,231
5.85
8.07
201,599
6.58
7.34
55-59
12
7.59
17,337
5.01
2.58
186,923
6.1
1.49
60-64
<10
<6.33
16,498
4.77
n/a
204,885
6.69
<6.69
65-69
<10
<6.33
12,204
3.53
n/a
166,007
5.42
n/a
70-74
<10
<6.33
10,501
3.03
n/a
134,543
4.39
n/a
75-79
0
0
9,043
2.61
n/a
108,202
3.53
n/a
AGE
RANGE
No.
%
% DIFFERENCE
AGAINST
POPULATION
Table 4
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Gender


Target 2011/12:
Actual 2011/12:
Range either way between 45% and 55%
Male - 45% Female - 55%
COMPARISON AGAINST CENSUS POPULATION DATA 2011: WALES (3,060,000)
No.
%
No.
%
% DIFFERENCE
AGAINST
POPULATION
Male
65
45
1,500,000
49
-5.00
Female
78
55
1,560,000
51
5.00
SPORT WALES
WALES
GENDER
Table 5
Of the 143 staff employed by Sport Wales during the period of this analysis, 140 were employed on
permanent contracts of employment with the remaining 3 on fixed term contracts. The 3 fixed term
contractors were all female employees.
In terms of working patterns, Sport Wales employed 32 part-time staff and 111 full-time staff during
2011/2012. When looking at the gender breakdowns within these categories 15.6% (5) of the parttime staff were male and 84.4% (27) were female. Of those employed on a full-time basis the ratio
of male to female employees was 60:51 (54% male and 46% female).
Disability



Previous (2010/11):
Target 2011/12:
Actual 2011/12:
4% of staff with a disability
>2.5% of staff disclosing disability
5% of staff with a disability
COMPARISON AGAINST
CENSUS POPULATION DATA
2011: CARDIFF (346,100)
DISABILITY
SPORT WALES
CARDIFF
0% Non-disclosure
0% Non-disclosure
COMPARISON AGAINST
CENSUS POPULATION DATA
2011: WALES (3,063,456)
WALES
No.
%
No.
%
% DIFFERENCE
AGAINST
POPULATION
Disclosed
<10
<6.33
62,331
18
<18
695,855
22.7
<22.7
NonDisclosure
0
0
n/a
n/a
-
n/a
n/a
-
DISABILITY
No.
%
% DIFFERENCE
AGAINST
POPULATION
Table 6
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Ethnicity



Previous (2010/11):
Target 2011/12:
Actual 2011/12:
2012 saw % splits similar to those below
Not available (new area) 0% Non-disclosure
1.27% Non-disclosure
COMPARISON AGAINST
CENSUS POPULATION DATA
2011: CARDIFF (346,100)
ETHNICITY
SPORT WALES
CARDIFF
ETHNICITY
No.
%
No.
%
White
152
96.20
293,114
84.7
Asian/Asian
British
<10
<6.33
27,885
Black African
Caribbean
Black British
<10
<6.33
Mixed
/
Multiple
Ethnic Groups
<10
Other Ethnic
Groups
NonDisclosure
%
DIFFERENCE
AGAINST
POPULATION
COMPARISON AGAINST
CENSUS POPULATION DATA
2011: WALES (3,063,456)
WALES
%
DIFFERENCE
AGAINST
POPULATION
No.
%
11.5
2,928,253
95.59
0.61
8.06
n/a
70,128
2.29
n/a
8,201
2.37
n/a
15,946
0.52
n/a
<6.33
10,031
2.9
n/a
31,521
1.03
n/a
0
0
6,859
1.98
-1.98
15,278
0.50
-0.50
2
1.27
0
0
1.27
0
0
1.27
Table 7
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Religion/Belief


Target 2011/12:
Actual 2011/12:
Not available (new area) 0% Non-disclosure rate
10.08% Non-disclosure rate
COMPARISON AGAINST
CENSUS POPULATION DATA
2011: CARDIFF (346,100)
RELIGION
COMPARISON AGAINST CENSUS
POPULATION DATA 2011: WALES
(3,063,456)
No.
%
No.
%
%
DIFFERENCE
AGAINST
POPULATION
Christian
72
45.57
17,7743
51.35
-5.78
1,763,299
57.56
-11.99
Buddhist
0
0
1,690
0.49
-0.49
9,177
0.30
-0.30
Hindu
0
0
4,736
1.37
-1.37
10,434
0.34
-0.34
Jewish
0
0
802
0.23
-0.23
2,064
0.07
-0.07
Muslim
<10
<6.33
23,656
6.84
<6.84
45,950
1.50
n/a
0
0
1,317
0.38
-0.38
2,962
0.10
-0.10
Any Other
Religion
<10
<6.33
1,406
0.41
n/a
12,705
0.41
n/a
No
Religion
51
32.28
109,960
31.77
0.51
982,997
32.09
0.19
NonDisclosure
28
17.72
24,780
7.16
10.56
233,928
7.64
10.08
SPORT WALES
CARDIFF
RELIGION
Sikh
WALES
No.
%
% DIFFERENCE
AGAINST
POPULATION
Table 8
Sexual Orientation



Previous (2010/11):
Target 2011/12:
Actual 2011/12:
77% Disclosure 23% Non-disclosure
80% Disclosure 20% Non-disclosure (reduction of 3%)
82% Disclosure 18% Non-disclosure
The collation of data on sexual orientation within Sport Wales has been in place for a number years.
However due to the low numbers of those who have disclosed their sexual orientation we are unable
to publish this data.
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Over the last 12 months we have taken extensive steps to encourage staff to provide equality data
including guidance on why we require this data, what it means to staff and how we store and use the
information provided. A workforce profiling policy has also been developed to further demonstrate
our commitment to using the data appropriately and safely.
Pregnancy and Maternity
Sport Wales offer a fantastic maternity option for its staff, which is evidenced with 12.8% of those
eligible taking up the option of maternity leave. As a result of the offering, together with the support
provided and the flexible working opportunities available on their return, 100% of those taking
maternity leave during 2011/2012 have returned to work.
Gender Reassignment
Data monitoring for gender identity was introduced into Sport Wales in April 2012. As such we have
no comprehensive data on which we are currently able to report.
Equal Pay Analysis
Pay structure & policy
Most grades within the Sport Wales salary structure, with the exception of grade A and O, are
analogued to that of the Welsh Government. All rates are negotiated annually with the PCS Union
following the issuing of guidance on acceptable pay remits by the Welsh Government.
Incremental points are applied on an annual basis until the employee reaches the top of their scale.
This enables all employees within a grade to reach the same maximum salary once the relevant
length of service has been achieved.
Furthermore, all jobs are evaluated using the JEGS job evaluation scheme, ensuring that ‘work of
equal value’ and ‘like work’ are graded appropriately.
Equal pay review
For the period 2011/2012 the average full time equivalent basic annual salary, across the
organisation was £27,060.77. For male staff this figure was £28,492.44 and for female staff
£26,233.00.
When reviewing the average full time equivalent total annual salary, inclusive of applicable
allowances, the figure for the organisation was recorded as £30,585.63, for male staff £32,313.36
and for female staff £29,168.00. The pay gap at 9.73% is in favour of male staff. This is attributed to
a larger presence of females occupying grades A, B and C, roles which predominantly relate to
administration, catering, officers, housekeeping and customer services.
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MALE
NO'S
FEMALE
NO'S
A
7
B
GRADE
MALE
FEMALE
DIFFERENTIALS
Total
Average
Total
Average
% Difference
(M:F)
3
£120,635.00
£17,233.57
£50,253.58
£16,751.19
-2.80
6
25
£129,546.00
£21,591.00
£528,504.08
£20,327.08
-5.85
C
13
10
£346,660.90
£26,666.22
£259,384.60
£25,938.46
-2.73
D
19
21
£739,532.00
£38,922.74
£831,928.00
£39,615.62
1.78
E
8
7
£375,480.00
£46,935.00
£332,770.00
£47,538.57
1.29
F
3
2
£169,753.00
£56,584.33
£113,177.00
£56,588.50
0.01
O
1
8
£14,310.00
£14,310.00
£114,139.00
£14,267.38
-0.30
SC1
4
2
£88,810.00
£22,202.50
£44,948.00
£22,474.00
1.22
SC3
3
0
£83,328.00
£27,776.00
£0.00
£0.00
-100.00
Table 9
Grade D (Senior Officers) is an excellent example of removing gender bias from our pay processes,
the only skew in the figures being related to the greater number of female staff occupying roles at
this level. Grade E (Management) and Grade F (Senior Management) further demonstrate the
effectiveness of the Sport Wales pay policy and structure in terms of pay equality.
Change of Role
Mainly due to restructuring, 35 members of staff changed their roles in 2011/2012.
Of those affected 16 (45.71%) were male and 19 were female (54.29%). The age range spanned
25-59 years with 31% sitting within the 40-44 years age group. All staff members with a change in
role were white. As mentioned previously, due to the small numbers of disclosures in relation to
religion, disability and sexual orientation, we have not been able to report on these areas.
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Learning & Development
102 learning and development opportunities were available in 2011/2012, equating to 344
training places. All 344 places were filled with 86% (123) of staff taking part. There was a 50:50
split in attendance amongst male and female employees. The age range for learning and
development spanned 20-69 years with 24.4% sitting within the 35-39 years age group. Again, due
to the small numbers of disclosures in relation to religion, disability and sexual orientation, we have
not been able to report on these areas.
Complaints, Grievances, Disciplinaries
Sport Wales has an Anti-Bullying, Harassment, Discrimination and Victimisation policy which clearly
sets out standards of behaviour, detailing in particular those that are deemed unacceptable by the
organisation and the likely consequences if any breach of these behaviours is founded. Processes
are also available for complaints made by the general public. At present we do not proactively record
whether the complaints or grievances made are related to any of the protected characteristics cited
within the Equality Act 2010, however, this will be introduced in the coming year.
No complaints or grievances for this period were attributed to bullying, harassment, discrimination
or victimisation of individuals within the protected groups.
4 disciplinary hearings were conducted during 2011/2012 for various matters, but again none were
related to bullying, harassment, discrimination or victimisation. The employees ranged from 25-69
years and represented a 25:75 gender differential (male:female). Due to the small numbers of
disclosures in relation to religion, disability and sexual orientation, we have not been able to report
on these areas.
Leavers
2011/2012 saw a period of adjustment at Sport Wales with an organisation wide restructuring
taking place, reflecting a staff turnover rate 24.08%. 55.5% of the leavers recorded left as a result of
redundancy. Outside of this restructuring our staff turnover rate of 10.24% better reflects the
national average for the public sector. The Sport Wales leavers spanned all age ranges with the
majority falling within the 35-39 years age category (19.4%). Furthermore, 69.5% were women and
the remaining 30.5% men. 8.33% of leavers were from BME backgrounds. Due to the small numbers
of disclosures in relation to religion, disability and sexual orientation, we have not been able to
report on these areas.
Recruitment
Equality monitoring data is provided voluntarily by applicants for Sport Wales vacancies.
295 individuals applied for 14 roles within 2011/2012. 10.85% of applicants were from BME
backgrounds. 56.3% were female, 42% male, with the remaining 1.7% choosing not to disclose
their gender. Only 32 applicants disclosed their age, the average of which was 38.3 years.
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2. Workplace Inclusion
Over the past year Sport Wales has extensively progressed the development of diversity and
inclusiveness within the workplace, with its predominant focus being on LGBT and Data Monitoring.
LGBT
In 2011 Sport Wales became the first sporting organisation in Wales to join Stonewall Cymru. This
partnership has enabled Sport Wales to truly understand the issues facing LGBT employees,
identifying barriers they may experience and raising awareness amongst our staff.
In March 2012 a survey was sent to all staff to gauge their understanding of LGBT matters and seek
the voice of LGBT employees. The results of this survey led us to developing an action plan for raising
awareness, educating our staff and reviewing our equality data monitoring.
As a Diversity Champion of Stonewall, we ensure we appear in the Stonewall Starting Out Guide, a
guide for those graduating looking for employment opportunities within LGBT friendly organisations.
Within this remit we also submit an annual application for Stonewalls Workplace Equality Index. In
2011/2012 we reported a score of 67/200 and placed 282nd out of 363 UK based organisations,
covering the public, private and third sector. An action plan was put in place to raise our profile and
results received in January 2013 showed a marked improvement in this area:



Out of the 376 submissions across the UK, Sport Wales placed 235th
We scored 93/200, an increase of 26 points on the 2011/2012 submission
Against the Sport sector we placed 2nd out of 5
The biggest improvement we saw against our scores for the previous year was in staff engagement.
We have seen a 13 point improvement to 15 out of 19. Our amendments to staff benefits including
the family friendly policies saw us score 3 points out of 5, an increase of 300% on 2011/2012.
Data Monitoring
As a subsequent result of the LGBT Staff Opinion Survey, we reviewed our means of gathering
equality data. Whilst the method for 2011/2012 remained in a paper format, we provided a cover
letter explaining the purpose of our request, how it can help the organisation determine how to move
forward and the importance we place on storage and confidentiality of this personal sensitive
information. A workforce profiling policy was developed at this time to show our commitment to the
points we raised.
The Personal Details Review undertaken in September 2012 saw our non-disclosure rate for LGBT
and other equality data falling by a massive 5%.
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Cultural monitoring is undertaken via our supplementary staff survey which forms part of our
electronic Best Companies survey submission. The data received has provided us with a steer on our
employee’s views on inclusiveness which in turn has enabled us to develop a diversity and
inclusiveness strategy which was approved by our Senior Management Team in 2012/2013.
3. Sustainability and Accountability
To show the value we place on diversity and inclusiveness within Sport Wales, all new employees
receive on-line Equality and Diversity training. Understanding and awareness is the key to
embedding diversity within any organisation and this training helps us to educate our staff about
acceptable and non-acceptable behaviours, the impact of these behaviours on us as an
organisation, but more importantly on colleagues, team mates and customers. It sets the standards
from day one.
Departmental Managers are responsible for their teams business planning and consideration and
challenge of diversity matters form a key part of this planning and of their service delivery.
Organisational behaviours have been developed and consider equality and diversity matters within
these. They set the standards required by Sport Wales and staff are appraised against these
behaviours during their probation period, monthly one to one meetings and at their annual
appraisal.
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Moving Forward
Diversity & Inclusiveness Strategy Group
Strategic and local sport plans within Sport Wales reference equality and where applicable have small
scale projects addressing local inequality issues attached. Having reviewed the structure for managing
diversity across the organisation, all external diversity work will be fed into the Diversity & Inclusiveness
Strategy Group for consideration and challenge, to ensure Sport Wales see a dramatic shift in sport
participation for under-represented groups.
The projects and initiatives will be undertaken by the staff within Sport Wales with whom the work best
sits. Staff will report on progress and challenges to the Diversity & Inclusiveness Strategy Group, who in
turn, will provide advice and guidance to enable the work to progress. This work will become a part of
the work programme for the individuals in question and will form a part of their monthly one to one
reviews with their managers.
Using the Results Based Accountability (RBA) reporting mechanism (appendix 2), the group will review,
on a quarterly basis, the progress of work on our key priorities for 2012/2013 and 2013/2014:
1. Every Female Hooked on Sport for Life:
Increase Female Participation in all Aspects of Sport
2. Every Disabled person Hooked on Sport for Life:
Increase Participation amongst Disabled People in all Aspects of Sport
3. Every BME person Hooked on Sport for Life:
Increase Participation in all Aspects of Sport amongst our Ethnic Minority Communities
4. Every LGB&T person Hooked on Sport for Life:
Increase Participation in all Aspects of Sport amongst our LGB&T Communities
5. Every Member of Staff Hooked on Sport Wales for Life:
Create a diverse organisation, where our staff feel valued and treated fairly
This work is certainly not conclusive. We will continue our work on inclusivity across all protected groups
and strive to link with and better understand the needs of all.
All scorecards will be available via our diversity web pages.
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Investments
Over the coming year we will be maintaining our current investment levels in local and national
communities. Investment in the Urdd is to be increased to broaden its reach following its on-going
success in providing sport to young people through the medium of Welsh, alongside its other sporting
activities and Gemau Cymru. We will continue to support the good work done by Street Games in
engaging those harder to reach young people.
The Calls for Action programme will seek to generate innovative and step change bids through sport to
tackle children and young people living in poverty, women and girls, BME, disability, key age groups e.g.
14 to 24 year olds and getting adults back into sport.
Diversity & Inclusiveness in the Workplace Strategy
The Diversity & Inclusiveness in the Workplace Strategy has recently been approved by the Senior
Management Team. Work is due to commence on the implementation of the strategy which will ensure
the foundations for building an all-inclusive workplace culture are set. Training, education and
awareness, and the development and implementation of applicable policies and processes will be a key
priority over the coming months.
Diversity & Inclusiveness on the Web
Accessibility of our work on diversity and inclusiveness in sport and the workplace is currently being
reviewed.
The web pages will show, among other things:







Sport Wales Strategic Equality Plan
Sport Wales Equality Action Plan
Sport Wales monitoring information
Sport Wales’s sports participation data
RBA Scorecards
Initiatives undertaken
Consultation and Engagement opportunities and outcomes
Conclusion
Sport Wales are very excited about the potential it has to make a cultural change within sport and look
to make substantial strides in the advancement of diversity and inclusiveness in the workplace and in
sport over the next 12 months.
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Appendix 1
SPECIFIC DUTIES FOR WALES
The specific duties in Wales cover:
1. Setting of equality objectives and Strategic Equality Plans
2. Engagement with relevant groups and communities
3. Assessment of impact - conduct and equality impact assessment
4. Compilation of equality monitoring data in general population
5. Compilation of equality monitoring data in employment
6. Gender pay monitoring
7. Access to staff training
8. Procurement
9. Annual reporting of progress
10. Publishing and communicating equality plans and objectives
11. Review progress on an on-going basis
12. Accessibility of plans and priorities
There is also a duty on Welsh Ministers' to report on equality progress to the Welsh Assembly.
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Appendix 2
RESULTS BASED ACCOUNTABILITY
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Diversity and Inclusiveness Scorecard
“Every Child Hooked on Sport for Life”
“A Nation of Champions”
Strategic Diversity and Inclusiveness
Objectives
1.
National Diversity and Inclusiveness Strategy Group to move
forward with greater emphasis on scrutiny of internal programmes,
visioning groups and external partners.
2.
Embed the 5 main themes of equality into mainstream work
programmes.
3.
Embrace Diversity and Inclusiveness within Sport Wales.
Population
The Population of Wales
Outcome: Every Child Hooked on Sport for Life
Key Performance Indicators
It is envisaged that the 5 themes of equality Sport Wales are currently
signed up to via this and the other 5 operational scorecards will contribute
to the following overarching Key Performance Indicators:
1. Hooked on Sport
2. Adult Volunteering
3. Club participation
4. Attainment Levels at KS 3
WHAT WILL SUCCESS LOOK LIKE? – ‘every child hooked on sport for
life’
Taken from the individual operational scorecards
Current Data
 School Sports Survey
 Active Adults Survey
 2011 Census
Data Development
 Population Data on BME
 Population Data on LGBT
 Specific Data on Disability
5. Best Companies Survey
6. Stakeholders Survey
WHO ARE OUR PARTNERS?
Taken from the individual operational scorecards
HOW WELL ARE WE DOING – STORY BEHIND THE BASELINE
.
2.
Objective 3 - Embrace Diversity and Inclusiveness within Sport
Objective 1 - National Diversity and Inclusiveness Strategy Group to
Objective 2 - Embed the 5 main themes of equality into mainstream
move forward with greater emphasis on scrutiny of internal
programmes, visioning groups and external partners.
The national D&I group was formed about 18 months ago and has to date
developed an action plan, agreed targeted equality strands and promoted
equality via sporting snapshots. The group has good representation from
across the organisation and is very pro-active in terms of tackling
inequalities. The role of the group will move forward to support and
scrutinise.
The majority of strategic plans and local sport plans reference equality
and usually have small scale projects addressing local inequality issues but
these tend to not be high level or culture changing in their approach. Very
few have interventions which will lead to a dramatic shift in participation
for under represented groups.
work programmes.
Wales.
The main piece of work working towards embedding equality is the work
that is currently being done with NGB’s working through the Equality
Standards. Federation Disability Sport Wales are also pro-active in rolling
out their ‘insport’ programmes. The 2013/14 partner perception survey also
highlights equality as an important factor in partnership working. There is
still a lot of work to do both internally and with partners to ensure equality
is high profile within plans and partnership agreements. This objective
would go hand in hand with Objective 3 which is around building
knowledge and confidence around equality which will enable Sport Wales
staff to challenge and support partners and internal colleagues.
In line with this objective and the cultural work of the organisation, the
Diversity & Inclusiveness in the Workplace strategy was signed off by
SMT in February 2013. The three key themes of the strategy are:
1.
2.
3.
Workforce Diversity
Workplace Inclusion
Sustainability & Accountability
The immediate priorities are education and awareness amongst our staff
and a programme of activity will be put into place to develop staff
understanding and to drive the behaviours we seek from our workforce.
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Hooked on Sport
28% primary pupils (31% male & 25% female) and 26% secondary pupils (30% male & 22% female) participate on at least 3
occasions per week.
Girls less likely to participate on 3 occasions.
At secondary school gender gap more noticeable (and increases with age).
Need a better connection between school and community, with more opportunities in community.
Club Participation
Club participation for primary school pupils is highest level since 2000 at 85% (84% for girls and 87% for boys).
Levels have dropped for secondary pupils to 68% (65% for girls and 72% for boys). Participation levels are lower among older pupils
– from 76% in Year 7 compared to 63% in Year 10.
No clear variations at a regional level.
Volunteering
Limited culture of volunteering – Time is barrier –process of becoming a coach is too long
Strong programme of young leaders needs to be converted into active adult volunteers
45% of volunteering measure=coaching
Net 36% increase in active coaches in last 2 years
Bottleneck at L3 (poor transfer L2 - L3)
Losing active coaches on annual basis
Supplementary Staff Survey
Over a quarter of all staff believe Sport Wales Is hierarchical, with a similar number describing the culture as empowering. 14% of staff
described the workplace culture as inclusive, with 8% describing the culture as exclusive. The word cloud demonstrates the focus and value
that staff place on the supportive, enjoyment and respectful aspects of the Sport Wales workplace culture. In terms of brand archetypes, these
descriptors sit within the ‘Jester’ and ‘Lover’ areas, the opposite to the ‘Creator’ that we are looking to achieve. That it is not to say, however,
that these are unimportant facets of the culture we seek - it is imperative we ensure that they continue to be reflected.
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