For the best experience, we recommend using a laptop or desktop. Make sure your volume is turned up or use your headphones so you don’t miss helpful cues and key insights throughout the course.
Sound on and screen ready!
Equality, diversity and inclusion:
From principles to practice
Get started
Introduction
Understanding equality, diversity & inclusion
Spotting and removing barriers
Inclusive practices and communication
Equality impact in action
Next
Introduction
Next
Understanding equality, diversity and inclusion
What is the Equality Act of 2010? The Equality Act 2010 is the law that protects people in the UK from discrimination, harassment, and unfair treatment. It brings together previous equality laws into one piece of legislation and makes it illegal to treat someone unfairly because of who they are. For clubs and community organisations, this means making sure your activities, facilities, and decisions are fair, inclusive, and accessible to everyone.
Click to see the 9 protected characteristics included in the Equality Act 👉
Next
Understanding equality, diversity and inclusion
Turning law into everyday practice
This activity shows practical ways to apply inclusion and equality principles in your club. Flip each card to see alternative approaches that help make your practices fairer and more accessible.
Try to...Choose accessible spaces or offer online options
Try to... Open up opportunities publicly so everyone can apply
Try to... Offer flexible roles for students, carers or Grandparents
Try to... Ask your members and adjust where possible
Instead of...Assuming only parents can volunteer
Instead of... Recruiting volunteers by word of mouth only
Instead of... Scheduling sessions that clash with key faith days
Instead of... Holding meetings in upstairs rooms
Use this side of the card to provide more information about a topic. Focus on one concept. Make learning and communication more efficient.
Use this side of the card to provide more information about a topic. Focus on one concept. Make learning and communication more efficient.
Use this side of the card to provide more information about a topic. Focus on one concept. Make learning and communication more efficient.
Use this side of the card to provide more information about a topic. Focus on one concept. Make learning and communication more efficient.
Title
Title
Title
Title
Write a brief description here
Write a brief description here
Write a brief description here
Write a brief description here
Next
Reflection: Inclusion starts with everyone
EDI (Equality, diversity and inclusion) isn’t just the job of one person; it’s everyone’s responsibility. From the committee chair setting policy to the coach leading warm-ups, the admin sending reminders, and the volunteer greeting families at the door - every role shapes how inclusive your club feels. Take a moment to think about your own club or organisation:
- Does your membership, coaching team, or committee reflect your wider community?
- Which protected characteristics are most represented, and who might be missing?
- What could you do to make your club feel more inclusive and connected?
+ Mini task
Next
Spotting and removing barriers
What might stop people getting involved?
Even the most welcoming places can have hidden barriers. Barriers are the things, large or small, that stop people joining in, contributing or feeling welcome. They can affect anyone; participants, parents, volunteers, staff or committee members. Most barriers fall into five areas. Click below to find out more.
Representation
Cost
Access
Confidence
Culture
Next
Turning enquiries into booking conversations
Removing barriers: Practical changes
Now that we've identified the areas where your club or organisation may experience barriers, let's take a look at some examples of quick, realistic actions that you can implement. Tap the to explore examples and see tips on how to get it right.
Physical
Belonging
Financial
Social/Cultural
Next
Spotting and removing barriers
What is the best way to find barriers?
Ask!
- Run short polls or chats with parents and volunteers
- Partner with local schools, faith groups, or disability organisations
- Invite honest feedback in a safe, open way
Tip: Make it visible, share how you've listened and acted. It builds trust, credibility and stronger community ties.
Next
Inclusive practices and communication
Creating an inclusive culture isn’t about a single initiative, it’s about everyday actions that shape how your club feels and functions.Click to explore the 4 Ps of inclusive culture:
People
Program
Places
Partnership
Celebrate all contributions, include diverse voices in decisions, and make training on inclusion part of everyday development.
Design flexible, welcoming activities.
Offer sessions for different ages and abilities, provide trial options, and adapt timetables to reduce barriers.
Create accessible, safe environments.Check physical access, use clear signage, and show inclusion visually through imagery and behaviour.
Build connections that strengthen inclusion.Work with local schools, community groups, and funders to reach new audiences and share good practice.
Next
Inclusive practices and communication
Next
Turning enquiries into booking conversations
Let's take a look at what good communication might look like, both inside your organisation and outside in the wider community. Think about how these ideas could apply to your own organisation as you go. Tap the to explore examples and see tips on how to get it right.
Inside your organisation
Outside your organisation
Next
Equality impact in action
What is an Equality Impact Assessment?
An Equality Impact Assessment (EIA) is a structured process used by organisations to check whether their policies, practices, or decisions are fair and do not disadvantage people with protected characteristics under the Equality Act 2010.
When should I use one?
Use it whenever your decision affects people.
For example, when:
- Starting a new session, class, or timetable
- Making changes to fees, kit, or booking systems
- Recruiting staff or volunteers
- Changing your facilities, policies, or communications
Next
Equality impact in action
How to use an EIA
Review
Follow these five steps to make your decision inclusive: Plan – Identify – Assess – Act – Review Click the ‘i’ on each step to see what to do in practice.
Act
Assess
Identify
Plan
Next
Reflection: Identify barriers in your environment
You’ve explored how inclusion works best when it’s part of everyday decisions, from how you plan sessions to how you communicate and welcome new people.Inclusive organisations don’t need big budgets or new policies; they need small, intentional actions that build trust, confidence, and belonging. Take a moment to think about your own organisation:
- What one action from this course could make the biggest difference right now?
- Who will you involve to make it happen?
- How will you know it’s working?
+ Mini task
Next
FAQ's
We don’t have many diverse families in our area, does this still apply to us?
Do we need a formal EDI policy if we’re a small organisation?
What if we make a mistake or someone raises a concern about inclusion?
How can we make sure inclusion isn’t just “one person’s job”?
How can we show progress to funders or parents?
Next
Ready to put your knowledge into action?
Audio
We’ve put together a set of practical resources to help you take the next steps with confidence:
EDI reflection & action checklist
Inclusive communications checklist
Equality impact assessment
Inclusive action planner
Click ‘Save and exit’ at the top right, and we’ll send your action pack straight to your email inbox!
Identify
Who could be affected?List the groups or individuals that may experience a positive or negative impact. Consider protected characteristics (e.g. age, disability, race, sex) and wider barriers such as cost, confidence, or access. Example: A price increase might affect lower-income families or single parents more than others.
Financial
- Start a kit swap or donation scheme to reduce kit and equipment costs
- Introduce flexible payment options like instalments, sibling discounts, or “pay what you can” sessions
- Create a small hardship fund or sponsorship pot using fundraising or local grants
Mini task
Write down one commitment you’ll make this week to strengthen inclusion. It could be listening more, reviewing how you welcome new families, or sharing what you’ve learnt with your team. Remember, inclusion becomes real when it’s lived, not just written. Small actions, repeated often, make the biggest difference.
How can we show progress to funders or parents?
Where to go for support: Use your Equality impact assessment to record actions, outcomes, and examples of inclusive growth.
Answer: Track and share small wins - improved accessibility, new partnerships, or positive feedback. Visible progress builds credibility and trust.
Inside your organisation
- Share updates and minutes in simple language
- Respect names, pronouns, and accessibility needs
- Make meetings open and welcoming
- Celebrate all roles equally; coaches, admins, and volunteers
- Encourage feedback and ideas from everyone
Tip: Every club and activity provider will connect with these groups in different ways, the key is to plan for inclusion from the start. If your club reflects your community, you’re already winning.
The Equality Act protects people with these 9 characteristics:
In sport and physical activity, these characteristics are often linked to groups who may face additional barriers to being active.
Fear of being judged, not fitting in, or not having the ‘right’ experience. Confidence barriers often come from a lack of welcome, overuse of jargon, or assumptions that people already know how things work.Who it affects: Anyone who doesn't yet feel part of the clubExample: A new parent wants to help but feels intimidated joining a long-established committee; a disabled volunteer worries they’ll slow down a session
Confidence
Not seeing “people like me” in coaching, leadership, or visible roles. When people don’t feel represented, they’re less likely to believe they belong or can progress.Who it affects: Women and girls, older adults, LGBTQ+ individualsExample: A young girl never sees female coaches, or a volunteer from a diverse community doesn’t see their culture reflected in club imagery or leadership
Representation
Facility availability, transport links, parking, and session times. Even when costs are manageable, access can be restricted by limited public transport, inaccessible venues, or scheduling clashes with work or family life.Who it affects: Disabled paticipants, parents with prams, older volunteersExample: Sessions at 3:30pm exclude working parents; an upstairs committee room may exclude wheelchair users
Access
Review
Did it work?After implementation, gather feedback and check if the changes made a difference. Review regularly to ensure your decision continues to support fairness and inclusion. Example: After three months, you survey members and find more parents and disabled adults are now taking part.
Assess
What are the risks or opportunities?Evaluate whether your decision could create unfairness or new barriers. Ask: Can we remove or reduce these barriers? and how can we make the outcome fairer? Example: Changing session times could disadvantage carers. Offering an alternative slot or online option reduces that impact.
Club traditions, language, behaviours, or social norms that unintentionally exclude people. Sometimes it’s not what’s said, it’s what’s assumed, expected, or overlooked.Who it affects: Culturally diverse communities, new residentsExample: Social events centred around alcohol; religious holidays not considered when planning competitions; using gendered language that alienates members
Culture
What if we make a mistake or someone raises a concern about inclusion?
Answer: It’s okay to get things wrong, what matters is how you respond. Listen, thank them for their honesty, and take time to review and learn.
Where to go for support: Check your EDI reflection & action checklist to help plan constructive follow-up and improvement steps.
Social/Cultural
- Celebrate key cultural and religious events (e.g. Ramadan, Diwali, Pride) in your communications
- Review club imagery, website, and social media - make sure they reflect your community’s diversity
- Provide inclusive training for coaches and volunteers on respectful language and behaviours
Belonging
- Set up a buddy or welcome system for new members and volunteers
- Use plain language in emails, signage, and handbooks; avoid jargon or acronyms
- Create regular “you said, we did” feedback loops to show people their voices matter
Physical
- Review your facility layout; ensure clear signage, step-free access, and accessible toilets
- Adjust equipment and space setup (e.g. use visual markers, lower apparatus, flexible seating)
- Offer quiet or sensory-friendly sessions for those who need reduced noise or smaller groups
We don’t have many diverse families in our area, does this still apply to us?
Answer: Yes, inclusion is about mindset, not just demographics. It means everyone feels welcome, respected, and represented in how you communicate and deliver activity.
Where to go for support: Explore the Your inclusion action pack for ideas on outreach, imagery, and inclusive design that suit all communities.
Plan
What are you trying to achieve?Start by being clear about your goal and who your decision could affect. Think about who benefits, who might be excluded, and how you’ll involve others early on. Example: When planning a new gymnastics class, who is it for and have you considered different age groups, abilities, and times that work for families or shift workers?
How can we make sure inclusion isn’t just “one person’s job”?
Where to go for support: The Inclusive communications checklist and Barrier review tool will help teams keep inclusion visible and consistent.
Answer: Inclusion works best when everyone plays a part, from coaches and volunteers to the committee. Build it into inductions, team meetings, and everyday conversations.
Membership fees, kit, travel, and hidden extras like competition entries or fundraising expectations. Even small costs e.g. buying team kit or paying for parking can make activities inaccessible for lower income families or volunteers.Who it affects: Lower income families, part time staff, studentsExample: A parent may want to volunteer but can’t afford time off work or travel costs to attend training
Cost
Mini task
Think about your club today:
- Who gets involved most often?
- Who might be missing on the pitch, in the session, on the committee, or behind the desk?
- What’s one small change you could make to open the door wider?
Every small step towards inclusion creates a stronger sense of belonging. Start where you are, use what you have, and take one action that helps more people feel they truly belong.
Act
What changes will you make?Take action based on what you’ve found. Adapt your plans to be more inclusive and document what you’ve changed and why. Example: You decide to add a “pay in instalments” option and introduce a free trial week to widen access.
Do we need a formal EDI policy if we’re a small organisation?
Answer: Yes, even a short, simple statement shows you’re committed to fairness and respect. It helps guide decisions and reassure families, funders, and partners.
Where to go for support: Use the Inclusive action planner and Equality impact assessment templates in your action pack to create or review your policy.
Outside your organisation
- Share updates in local online groups, newsletters, or community pages
- Display flyers in schools, shops, and community venues
- Use clear photos that show real diversity in your members and teams
- Make joining information easy to find and understand on your website and socials
- Share stories and testimonials from a mix of members and families
Equality, diversity and inclusion:
Jess Melville
Created on October 6, 2025
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Transcript
For the best experience, we recommend using a laptop or desktop. Make sure your volume is turned up or use your headphones so you don’t miss helpful cues and key insights throughout the course.
Sound on and screen ready!
Equality, diversity and inclusion:
From principles to practice
Get started
Introduction
Understanding equality, diversity & inclusion
Spotting and removing barriers
Inclusive practices and communication
Equality impact in action
Next
Introduction
Next
Understanding equality, diversity and inclusion
What is the Equality Act of 2010? The Equality Act 2010 is the law that protects people in the UK from discrimination, harassment, and unfair treatment. It brings together previous equality laws into one piece of legislation and makes it illegal to treat someone unfairly because of who they are. For clubs and community organisations, this means making sure your activities, facilities, and decisions are fair, inclusive, and accessible to everyone.
Click to see the 9 protected characteristics included in the Equality Act 👉
Next
Understanding equality, diversity and inclusion
Turning law into everyday practice
This activity shows practical ways to apply inclusion and equality principles in your club. Flip each card to see alternative approaches that help make your practices fairer and more accessible.
Try to...Choose accessible spaces or offer online options
Try to... Open up opportunities publicly so everyone can apply
Try to... Offer flexible roles for students, carers or Grandparents
Try to... Ask your members and adjust where possible
Instead of...Assuming only parents can volunteer
Instead of... Recruiting volunteers by word of mouth only
Instead of... Scheduling sessions that clash with key faith days
Instead of... Holding meetings in upstairs rooms
Use this side of the card to provide more information about a topic. Focus on one concept. Make learning and communication more efficient.
Use this side of the card to provide more information about a topic. Focus on one concept. Make learning and communication more efficient.
Use this side of the card to provide more information about a topic. Focus on one concept. Make learning and communication more efficient.
Use this side of the card to provide more information about a topic. Focus on one concept. Make learning and communication more efficient.
Title
Title
Title
Title
Write a brief description here
Write a brief description here
Write a brief description here
Write a brief description here
Next
Reflection: Inclusion starts with everyone
EDI (Equality, diversity and inclusion) isn’t just the job of one person; it’s everyone’s responsibility. From the committee chair setting policy to the coach leading warm-ups, the admin sending reminders, and the volunteer greeting families at the door - every role shapes how inclusive your club feels. Take a moment to think about your own club or organisation:
+ Mini task
Next
Spotting and removing barriers
What might stop people getting involved?
Even the most welcoming places can have hidden barriers. Barriers are the things, large or small, that stop people joining in, contributing or feeling welcome. They can affect anyone; participants, parents, volunteers, staff or committee members. Most barriers fall into five areas. Click below to find out more.
Representation
Cost
Access
Confidence
Culture
Next
Turning enquiries into booking conversations
Removing barriers: Practical changes
Now that we've identified the areas where your club or organisation may experience barriers, let's take a look at some examples of quick, realistic actions that you can implement. Tap the to explore examples and see tips on how to get it right.
Physical
Belonging
Financial
Social/Cultural
Next
Spotting and removing barriers
What is the best way to find barriers?
Ask!
- Run short polls or chats with parents and volunteers
- Partner with local schools, faith groups, or disability organisations
- Invite honest feedback in a safe, open way
Tip: Make it visible, share how you've listened and acted. It builds trust, credibility and stronger community ties.Next
Inclusive practices and communication
Creating an inclusive culture isn’t about a single initiative, it’s about everyday actions that shape how your club feels and functions.Click to explore the 4 Ps of inclusive culture:
People
Program
Places
Partnership
Celebrate all contributions, include diverse voices in decisions, and make training on inclusion part of everyday development.
Design flexible, welcoming activities. Offer sessions for different ages and abilities, provide trial options, and adapt timetables to reduce barriers.
Create accessible, safe environments.Check physical access, use clear signage, and show inclusion visually through imagery and behaviour.
Build connections that strengthen inclusion.Work with local schools, community groups, and funders to reach new audiences and share good practice.
Next
Inclusive practices and communication
Next
Turning enquiries into booking conversations
Let's take a look at what good communication might look like, both inside your organisation and outside in the wider community. Think about how these ideas could apply to your own organisation as you go. Tap the to explore examples and see tips on how to get it right.
Inside your organisation
Outside your organisation
Next
Equality impact in action
What is an Equality Impact Assessment?
An Equality Impact Assessment (EIA) is a structured process used by organisations to check whether their policies, practices, or decisions are fair and do not disadvantage people with protected characteristics under the Equality Act 2010.
When should I use one?
Use it whenever your decision affects people. For example, when:
Next
Equality impact in action
How to use an EIA
Review
Follow these five steps to make your decision inclusive: Plan – Identify – Assess – Act – Review Click the ‘i’ on each step to see what to do in practice.
Act
Assess
Identify
Plan
Next
Reflection: Identify barriers in your environment
You’ve explored how inclusion works best when it’s part of everyday decisions, from how you plan sessions to how you communicate and welcome new people.Inclusive organisations don’t need big budgets or new policies; they need small, intentional actions that build trust, confidence, and belonging. Take a moment to think about your own organisation:
+ Mini task
Next
FAQ's
We don’t have many diverse families in our area, does this still apply to us?
Do we need a formal EDI policy if we’re a small organisation?
What if we make a mistake or someone raises a concern about inclusion?
How can we make sure inclusion isn’t just “one person’s job”?
How can we show progress to funders or parents?
Next
Ready to put your knowledge into action?
Audio
We’ve put together a set of practical resources to help you take the next steps with confidence:
EDI reflection & action checklist
Inclusive communications checklist
Equality impact assessment
Inclusive action planner
Click ‘Save and exit’ at the top right, and we’ll send your action pack straight to your email inbox!
Identify
Who could be affected?List the groups or individuals that may experience a positive or negative impact. Consider protected characteristics (e.g. age, disability, race, sex) and wider barriers such as cost, confidence, or access. Example: A price increase might affect lower-income families or single parents more than others.
Financial
Mini task
Write down one commitment you’ll make this week to strengthen inclusion. It could be listening more, reviewing how you welcome new families, or sharing what you’ve learnt with your team. Remember, inclusion becomes real when it’s lived, not just written. Small actions, repeated often, make the biggest difference.
How can we show progress to funders or parents?
Where to go for support: Use your Equality impact assessment to record actions, outcomes, and examples of inclusive growth.
Answer: Track and share small wins - improved accessibility, new partnerships, or positive feedback. Visible progress builds credibility and trust.
Inside your organisation
Tip: Every club and activity provider will connect with these groups in different ways, the key is to plan for inclusion from the start. If your club reflects your community, you’re already winning.
The Equality Act protects people with these 9 characteristics:
In sport and physical activity, these characteristics are often linked to groups who may face additional barriers to being active.
Fear of being judged, not fitting in, or not having the ‘right’ experience. Confidence barriers often come from a lack of welcome, overuse of jargon, or assumptions that people already know how things work.Who it affects: Anyone who doesn't yet feel part of the clubExample: A new parent wants to help but feels intimidated joining a long-established committee; a disabled volunteer worries they’ll slow down a session
Confidence
Not seeing “people like me” in coaching, leadership, or visible roles. When people don’t feel represented, they’re less likely to believe they belong or can progress.Who it affects: Women and girls, older adults, LGBTQ+ individualsExample: A young girl never sees female coaches, or a volunteer from a diverse community doesn’t see their culture reflected in club imagery or leadership
Representation
Facility availability, transport links, parking, and session times. Even when costs are manageable, access can be restricted by limited public transport, inaccessible venues, or scheduling clashes with work or family life.Who it affects: Disabled paticipants, parents with prams, older volunteersExample: Sessions at 3:30pm exclude working parents; an upstairs committee room may exclude wheelchair users
Access
Review
Did it work?After implementation, gather feedback and check if the changes made a difference. Review regularly to ensure your decision continues to support fairness and inclusion. Example: After three months, you survey members and find more parents and disabled adults are now taking part.
Assess
What are the risks or opportunities?Evaluate whether your decision could create unfairness or new barriers. Ask: Can we remove or reduce these barriers? and how can we make the outcome fairer? Example: Changing session times could disadvantage carers. Offering an alternative slot or online option reduces that impact.
Club traditions, language, behaviours, or social norms that unintentionally exclude people. Sometimes it’s not what’s said, it’s what’s assumed, expected, or overlooked.Who it affects: Culturally diverse communities, new residentsExample: Social events centred around alcohol; religious holidays not considered when planning competitions; using gendered language that alienates members
Culture
What if we make a mistake or someone raises a concern about inclusion?
Answer: It’s okay to get things wrong, what matters is how you respond. Listen, thank them for their honesty, and take time to review and learn.
Where to go for support: Check your EDI reflection & action checklist to help plan constructive follow-up and improvement steps.
Social/Cultural
Belonging
Physical
We don’t have many diverse families in our area, does this still apply to us?
Answer: Yes, inclusion is about mindset, not just demographics. It means everyone feels welcome, respected, and represented in how you communicate and deliver activity.
Where to go for support: Explore the Your inclusion action pack for ideas on outreach, imagery, and inclusive design that suit all communities.
Plan
What are you trying to achieve?Start by being clear about your goal and who your decision could affect. Think about who benefits, who might be excluded, and how you’ll involve others early on. Example: When planning a new gymnastics class, who is it for and have you considered different age groups, abilities, and times that work for families or shift workers?
How can we make sure inclusion isn’t just “one person’s job”?
Where to go for support: The Inclusive communications checklist and Barrier review tool will help teams keep inclusion visible and consistent.
Answer: Inclusion works best when everyone plays a part, from coaches and volunteers to the committee. Build it into inductions, team meetings, and everyday conversations.
Membership fees, kit, travel, and hidden extras like competition entries or fundraising expectations. Even small costs e.g. buying team kit or paying for parking can make activities inaccessible for lower income families or volunteers.Who it affects: Lower income families, part time staff, studentsExample: A parent may want to volunteer but can’t afford time off work or travel costs to attend training
Cost
Mini task
Think about your club today:
- What’s one small change you could make to open the door wider?
Every small step towards inclusion creates a stronger sense of belonging. Start where you are, use what you have, and take one action that helps more people feel they truly belong.Act
What changes will you make?Take action based on what you’ve found. Adapt your plans to be more inclusive and document what you’ve changed and why. Example: You decide to add a “pay in instalments” option and introduce a free trial week to widen access.
Do we need a formal EDI policy if we’re a small organisation?
Answer: Yes, even a short, simple statement shows you’re committed to fairness and respect. It helps guide decisions and reassure families, funders, and partners.
Where to go for support: Use the Inclusive action planner and Equality impact assessment templates in your action pack to create or review your policy.
Outside your organisation