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 8Eliminating discrimination and advancing equality in policy and strategy 9Eliminating discrimination and advancing equality in service usage 9Eliminating 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. Embrace Equality and Diversity within Sport Wales and through our Policies

2. Appropriately Engage, Consult, Inform and Challenge 3. Increase Female Participation in all Aspects of Sport4. Increase Participation amongst Disabled People in all Aspects of

Sport5. 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.

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Our vision is simple: Uniting a Proud Sporting Nation

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 POPULATIONWALES 3,063,500South EastTorfaen 91,100Caerphilly 178,800Newport 145,700Blaenau Gwent 69,800Monmouthshire 91,300REGIONAL TOTAL 576,700NorthWrexham 134,800Denbighshire 93,700Conwy 115,200Flintshire 152,500Gwynedd 121,900Anglesey 69,700REGIONAL TOTAL 687,800Central SouthRhondda Cynon Taff 234,400Merthyr 58,800Bridgend 139,200Cardiff 346,100Vale of Glamorgan 126,300

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REGIONAL TOTAL 904,800Mid and WestPembrokeshire 122,400Carmarthenshire 183,800Swansea 239,000Neath Port Talbot 139,800Powys 133,000Ceredigion 75,900REGIONAL TOTAL 893,900Table 1

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:

South

East

Centra

l South

Mid W

est

NorthW

ales

0.00

20.00

40.00

60.00

80.00

100.00

WELSH POPULATION AGE BY SPORT WALES REGIONS

90+ 80-89 70-79 60-69 50-59 40-49 30-39 20-29 10 19‒ 0-9

Per

cen

tage

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.

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South East135,029

North148,598

Central South198,704

Mid and West

213,524

DISABILITY BY SPORT WALES REGIONS

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.

WALES

South Ea

st

North

Centra

l South

Mid and W

est

0%10%20%30%40%50%60%70%80%90%

100%

ETHNICITY BY SPORT WALES REGIONS

Other Ethnic Groups Mixed/Multiple Ethnic GroupsBlack African/Caribbean/Black British

Asian/Asian British

White

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

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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:

REGIONS

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

Central South 53.60 0.34 0.64 0.11 2.93 0.19 0.39 35.71 7.31

Mid and West 76.90 0.43 0.29 0.07 1.13 0.09 0.68 40.03 10.34

Table 2

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 OtherDon't know No response

Transgender

In 2011, the Gender Identity Research and Education Society (GIRES)1 estimated that some 12,500 people across the UK had presented

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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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.

REGIONS Population

Marriage(No's)

Marriage(%)

Civil Partnerships(No's)

Civil Partnerships (%)

Wales 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 0.18Table 3

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. Embrace Equality and Diversity within Sport Wales and through our Policies

2. Appropriately Engage, Consult, Inform and Challenge 3. Increase Female Participation in all Aspects of Sport4. Increase Participation amongst Disabled People in all Aspects of

Sport5. Increase Participation in all Aspects of Sport amongst our Ethnic

Minority Communities

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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.

Leadership

Leadership comes from the top of the organisation where there is full support for diversity and inclusiveness in the workplace and through our

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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

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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.

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. Looking at diversity on boards2. Developing Sports profiles and investment into research within Sports3. Developing a communications campaign aimed at getting women back

into sport

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4. Changing the culture of what the PE and School Sport Offer is in schools for girls

5. 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.

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:

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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.

Age

Target 2011/12: Staff cover all age ranges (18-70 years)

Actual 2011/12: Staff cover all age ranges (18-70 years)

Average Age Wales: 42 Average Age Sport Wales: 42

AGECOMPARISON AGAINST

CENSUS POPULATION DATA 2011: CARDIFF (346,100)

COMPARISON AGAINST CENSUS POPULATION DATA

2011: WALES (3,063,456)

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AGE RANGE

SPORT WALES CARDIFF % DIFFERENCE AGAINST

POPULATION

WALES % DIFFERENCE AGAINST

POPULATIONNo. % No. % No. %

<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

Table 4

Gender

Target 2011/12: Range either way between 45% and 55%

Actual 2011/12: Male - 45% Female - 55%

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COMPARISON AGAINST CENSUS POPULATION DATA 2011: WALES (3,060,000)

GENDERSPORT WALES WALES % DIFFERENCE

AGAINST POPULATIONNo. % No. %

Male 65 45 1,500,000 49 -5.00

Female 78 55 1,560,000 51 5.00Table 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 part-time 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): 4% of staff with a disability Target 2011/12:>2.5% of staff disclosing disability 0% Non-

disclosure Actual 2011/12: 5% of staff with a disability 0%

Non-disclosure

DISABILITYCOMPARISON AGAINST

CENSUS POPULATION DATA 2011: CARDIFF (346,100)

COMPARISON AGAINST CENSUS POPULATION DATA

2011: WALES (3,063,456)

DISABILITYSPORT WALES CARDIFF % DIFFERENCE

AGAINST POPULATION

WALES % DIFFERENCE AGAINST

POPULATIONNo. % No. % No. %

Disclosed <10 <6.33 62,331 18 <18 695,855 22.7 <22.7

Non-Disclosure 0 0 n/a n/a - n/a n/a -

Table 6

Ethnicity

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Previous (2010/11): 2012 saw % splits similar to those below

Target 2011/12: Not available (new area) 0% Non-disclosure

Actual 2011/12: 1.27% Non-disclosure

ETHNICITYCOMPARISON AGAINST

CENSUS POPULATION DATA 2011: CARDIFF (346,100)

COMPARISON AGAINST CENSUS POPULATION DATA

2011: WALES (3,063,456)

ETHNICITY

SPORT WALES CARDIFF % DIFFERENCE

AGAINST POPULATION

WALES % DIFFERENCE

AGAINST POPULATIONNo. % No. % No. %

White 152 96.20 293,114 84.7 11.5 2,928,253 95.59 0.61

Asian/Asian British <10 <6.33 27,885 8.06 n/a 70,128 2.29 n/a

Black African CaribbeanBlack British

<10 <6.33 8,201 2.37 n/a 15,946 0.52 n/a

Mixed / Multiple Ethnic Groups

<10 <6.33 10,031 2.9 n/a 31,521 1.03 n/a

Other Ethnic Groups 0 0 6,859 1.98 -1.98 15,278 0.50 -0.50

Non-Disclosure 2 1.27 0 0 1.27 0 0 1.27

Table 7

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Religion/Belief

Target 2011/12: Not available (new area) 0% Non-disclosure rate

Actual 2011/12: 10.08% Non-disclosure rate

RELIGIONCOMPARISON AGAINST

CENSUS POPULATION DATA 2011: CARDIFF (346,100)

COMPARISON AGAINST CENSUS POPULATION DATA 2011: WALES

(3,063,456)

RELIGIONSPORT WALES CARDIFF %

DIFFERENCE AGAINST

POPULATION

WALES % DIFFERENCE AGAINST

POPULATIONNo. % No. % No. %

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

Sikh 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

Non-Disclosure 28 17.72 24,780 7.16 10.56 233,928 7.64 10.08

Table 8

Sexual Orientation

Previous (2010/11): 77% Disclosure 23% Non-disclosure Target 2011/12: 80% Disclosure 20% Non-disclosure

(reduction of 3%) Actual 2011/12: 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

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who have disclosed their sexual orientation we are unable to publish this data.

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.

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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.

GRADE MALE NO'S

FEMALE NO'S

MALE FEMALE DIFFERENTIALS

Total Average Total Average % Difference (M:F)

A 7 3 £120,635.00 £17,233.57 £50,253.58 £16,751.19 -2.80

B 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

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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.

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.

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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.

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

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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.

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The Personal Details Review undertaken in September 2012 saw our non-disclosure rate for LGBT and other equality data falling by a massive 5%.

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 ForwardDiversity & 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

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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.

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

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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.

Appendix 1SPECIFIC 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

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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 2RESULTS BASED ACCOUNTABILITY

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Population The Population of Wales

Diversity and Inclusiveness Scorecard

“Every Child Hooked on Sport for Life” “A Nation of Champions” Outcome: Every Child Hooked on Sport for Life

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.

Current Data

School Sports Survey Active Adults Survey 2011 Census

Key Performance IndicatorsIt 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 5. Best Companies Survey2. Adult Volunteering 6. Stakeholders Survey3. Club participation4. Attainment Levels at KS 3

WHAT WILL SUCCESS LOOK LIKE? – ‘every child hooked on sport for life’

Taken from the individual operational scorecards

Data Development

Population Data on BME Population Data on LGBT Specific Data on Disability

HOW WELL ARE WE DOING – STORY BEHIND THE BASELINE.

WHO ARE OUR PARTNERS?Taken from the individual operational scorecards

Objective 1 - National Diversity and Inclusiveness Strategy Group to 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.

Objective 2 - Embed the 5 main themes of equality into mainstream work programmes.

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.

Objective 3 - Embrace Diversity and Inclusiveness within Sport Wales.

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. Workforce Diversity2. Workplace Inclusion3. 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 longStrong programme of young leaders needs to be converted into active adult volunteers45% of volunteering measure=coachingNet 36% increase in active coaches in last 2 yearsBottleneck 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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