There is still much work needed

Clearly progress is being made but we know there are still some deep-rooted issues and many incidents go unreported or dismissed as ‘banter’ – to me one of the most destructive words in sport and indeed society.

This must be called out and stopped.

Some people are right to question progress based on TRARIIS – but a key lesson from this work has been the need to co-create solutions with communities and we therefore greatly appreciate the ongoing close collaboration with the TRARIIS stakeholder group .

Through a process of collaboration with our funded partners, we have also gained a better understanding of the difficulties in collecting data, so we are now providing more practical support and additional funding, and addressing the barriers to athlete, staff, volunteer and supporter representation.

But not only do we look at how the organizations we fund are performing in this area, we also make sure we have our own house in order and we embed best practices for racial equality into our new operating model. ensure all our investments are anti-racist.

Our own Diversity and Inclusion Action Plan is used to measure internal progress towards equality goals and commitments and sets out key actions to improve representation of all protected characteristics.

Following recent appointments, 40% of Sport England’s board members are from culturally diverse communities.

And while we still have a lot of work to do to achieve the representation we’re aiming for, 18% of our hires in the last three years are from culturally diverse communities — including our executive and senior leadership teams.

To continue our work, we hope to hold a joint symposium later this year that will build on last year’s Mind the Gap conference and also serve to celebrate two years since the release of TRARIIS – our next Progress report will also be published in the summer.

Sporty equal

Almost two years ago, together with UK Sport, we announced changes to strengthen the Code for Sports Governance.

Central to these changes was ensuring that entities receiving significant public funding from either organization must have a detailed and ambitious diversity and inclusion action plan in place.

In addition, we know that many national governing bodies and others have signed the Sporting Equals charter as part of this work on diversity and inclusion.

This recently updated charter can be a valuable tool and framework to help NGBs and other sports governing bodies achieve fairer representation on the pitch and in boardrooms.

It’s an example of where organizations like Sporting Equals can make a difference.

Just like this conference, which stimulates discussion, brings experience and expertise together and, above all, puts the spotlight on the change that is still necessary.

I hope that for as long as I am Chief Executive of Sport England we will continue to make a visible commitment to understanding the challenges and using every lever at our disposal to bring about change.

We won’t do everything right. Nor will we satisfy everyone’s personal belief in the change they wish to see.

We do not regulate, but try to positively influence sustainable, systemic change with our resources and our position.

So I still have to listen and learn. Hearing the voices of those who feel sport and activity are not for them yet.

Because whatever the activity, wherever it takes place in the country, it should feel safe, welcoming, inclusive and fun.

Until then, there is still work to be done.