WIREDGOV

Structures and Systems 

We're committed to embedding best practice in race equality and creating a culture where all colleagues can champion race inclusion through their everyday operations and through corporate planning, strategy implementation and investments. 

This means we're placing an anti-racist lens on the implementation of our organisation activities through our new operating model. We've created a set of principles which we will help determine the right equality measures are agreed for our emerging service offers and investments. This can be as simple as measuring engagement with culturally diverse communities, agreeing to invest intentionally in specific delivery, or agreeing the relevant insight required to ensure we are clear on why and how we engage with black and brown communities.  

Working collaboratively with the stakeholder group, alongside UK Sport, we have engaged our strategic commitment leads representing partnerships, strategy, place, HR, health, workforce, digital marketing and comms, investment management and the black staff network lead, to work with our external consultants on finalising our TRARIIS race equality framework.  

People and representation 

Our Diversity Inclusion Action Plan is the focus for measuring our internal progress on our equality targets and commitments. It sets out key actions for improving representation from across all protected characteristics, within our workforce. The progress on our actions is updated quarterly; reporting to our internal Equality Diversity and Inclusion Working Group (chaired by the CEO) and also to Board. 

Alongside that, we are preparing the executive/senior leadership team to undertake a Race Equality code diagnostic assessment which will comprise of:  

• Pre-assessment Race Survey for senior leadership team  
• a pre-diagnostic document desk top review 
• comprehensive race assessment  
• a final report and a Race Action Plan.

The agreed Race Action Plan (RAP) will become a primary tool for change and will support the creation of realistic and timebound objectives for us to identify what is needed to comply with the emerging principles of the TRARIIS Framework.  

These actions will also include specific and agreed responsibilities for key personnel across the organisation and progress on delivery will be reported back through Executive Leadership Team and to Board. 

Insights

Informed equality impact assessments are key to how we can improve the way we invest: without bias and with the confidence that we will reach the very communities who often feel distanced and excluded from our investment. 

To move this forward we've sampled some of our own equality impact assessments from investments made in the last two years that have sought to positively impact different communities including culturally diverse people. 

We'll share the findings to demonstrate the value that a good equality impact assessment can add in supporting fairer decisions and providing confidence that we're maximising the impact and reach of our investments on black and brown communities. 

To support this and other actions, we are developing an internal resource hub where colleagues can access and utilise a range of products to help increase confidence in their own abilities in order to have the necessary and ongoing conversations with our partners as we identify and bring onboard new allies. 

Investments 

We continue to invest in organisations that align to our strategic objectives, that are led by culturally diverse community leaders and have good reach and engagement with culturally diverse communities. 

We'll include our data and insight commitment to ensure that we can effectively measure the impact of our investments on diverse communities and share our learning externally with our partners. 

The number of these investments will increase over the next 12 months as we finalise our investment plans and explore new partnerships from different and new equality partners and organisations.