Creating Safe, Welcoming and Inclusive Sport Environments

We acknowledge that attitudes, assumptions and stereotypes are learned and that they impact how we treat others and ultimately our entire physical activity and sport system. Our team is committed to processes of expanding our learning so that we can better understand and transform how we treat others. This involves a commitment to learning to recognize our own unconscious biases, learning about structural barriers within our organization, learning about systems of oppression, as well as learning from those who have been excluded about how to reduce barriers to their safe and meaningful inclusion. Having a safe, welcoming and inclusive environment is a collaborative effort that must engage every individual throughout the entire organization. 

We share a commitment to increasing the knowledge, skills and abilities of our team to interact effectively in contexts of similarity and difference, and to understand the different dimensions of an individual. Regular training is available and offered to all. Allyship is an important part of how we operate. We, as a team, understand what a safe, welcoming and inclusive environment looks like, specific obligations, and how to act. Thus, opportunities to participate in knowledge and skill development programs around diversity, inclusion, safe sport and equity are made available to all and regularly reinforced

• Training is provided in the following areas (but not limited to):
• Anti-Doping and Substance Abuse
  • Mental and Physical Health
  • Diversity & Inclusion (Indigenous Cultural, newcomers, Women & Girls, LGBTQI2S, Persons with disabilities, Unconscious Bias)
  • Abuse, Harassment and Anti-Bullying
  • Human Resources
• Members of diverse communities are involved in the planning, delivery and evaluation of diversity, inclusion and equity education & training
• Procedures are developed and in place for disciplinary actions and training in the event of an incident
• Training and support is offered to staff, board members, mission staff, volunteers, athletes and coaches to ensure they comfortable in identifying and challenging stereotypical comments, assumptions and language in meetings and informal discussions.
• There is encouragement for everyone to be allies for members of diverse groups and look for ways to increase involvement
• Staff, board, athletes, coaches volunteers, partners and community are aware of their right to access complaints procedures to address any incidence of discrimination and/or harassment without fear of reprisal

We have policies in place as a foundation for the work that we undertake to create a safe, welcoming and inclusive environment. The policy states our commitment and is a starting point for our work. Our desired end state is that our policies set a foundation to building a culture committed to a safe, inclusive and welcoming environment throughout all that we do. Our governance processes and relationships have space for insight and trust-based dialogue regarding the current issues, as well as an ability to have foresight to what lies ahead.

We will not tolerate inappropriate or offensive behaviour that does not support the broader vision of a safe, inclusive and welcoming environment

The principles of safe, welcoming and inclusive environments are embedded in our vision, priorities, policies and daily practices and we take affirmative action to ensure every person is accounted for.

Policies and guidelines are consistent with principles of safe, welcoming and inclusive environments. Examples include:

Safe Sport Environment (Reflects current status as of November 2019 but will continue to be revised)

Prevention:

Screening

• Police
• Vulnerable Sector

Training

• Respect in Sport
• Diversity & Inclusion Training

Risk Management

Response

• Support Services
• Insurance
• Conflict Resolution
• Investigation
• Discipline

Code of Conduct and link with national prohibitive code of conduct and athlete protections:

Complaints, Disciplinary Action and Dispute Resolution

Harassment

Diversity and Inclusion

Anti-Doping

Association Insurance

Games-Related Agreements:

• NSO Agreement
• Coach Agreement
• Athlete Agreement

Event Related Agreements:

• Participant Agreements
• Athlete Agreements

Privacy

Social Media

Corporate Policy

• There are regular reviews of the general status and possibility of systemic barriers in the recruitment of the Board, committees and senior management, and skills matrices articulate diversity
• Procedures are in place to support safe disclosure of incidences and offer options to reduce re-victimization of affected individuals. Concerns relating to discrimination and/or harassment are treated seriously and in a timely manner – those who come forward are protected
• There are publicly accessible written procedures for enabling anonymous and safe disclosure, and for handling complaints of harassment and discrimination
• Our partners and stakeholders have policies and procedures for prevention and response to safety, access and inclusion issues 
• The Board builds their commitment to diversity, inclusion and equity into formal and informal agreements as a core commitment to the working partnerships with partners, sponsors and organizational affiliates
• The Board or management has informed partners, sponsors and organizational affiliates about their responsibilities regarding the organization’s anti-discrimination, harassment, inclusion and equity policies
• The diversity, inclusion and equity policies that are posted publicly (which include steps to remedy discrepancies) are shared with partners, sponsors and other organizations, particularly who may not have their own

We continually strive to make our programs and services accessible to all participants, we address the individual needs and interests in ways they have identified as appropriate, and we actively break down barriers in the system to create safe, welcoming and inclusive environments. We will recognize and amplify the efforts of others, develop tools and resources where there are gaps, and share our learnings.      

We have a holistic understanding of the value of every person and the barriers that prevent someone’s full participation and engagement.

• Members of diverse communities have been identified to participate in the planning of programs and services
• Staff adapt programs and services to respond to identified needs and issues of diverse communities
• Programs and services feature embedded commitment to values-based sport and quality sport
• Specific projects are developed that account for the barriers that diverse communities face when accessing sport
• Program staff, coaches and program leaders, and volunteers receive specific training to meet the needs of a diverse audience
• Staff regularly access resources and services that support diversity and inclusion provided by other organizations and agencies
• Diversity and inclusion specialists are engaged in program planning and delivery to address barriers to participation
• Partnerships are actively sought with organizations representing diverse populations, and meaningful relationships are built with strategies towards joint action
• Third party service support/vendors and contractors have accessible, ethical, safe, welcoming and inclusive policies and accountabilities 
• There are policies and guidelines in place for the use of office spaces, meetings, event spaces etc. that reflects access for all
• Staff regularly access, use and share audit tools and resources to ensure the social and built environments in our programs and services are accessible for all

We have clear, consistent, open communication and we proactively speak to the community members that are not yet part of our team. All aspects of our communications and brand should reflect the diversity of Canada and be accessible for all.

We communicate effectively as a team and share a commitment to understanding the important voice and contribution of every team member. Our role models and leaders represent the diversity of our nation and are champions for safe, welcoming and inclusive sport for all.

• Sample guidelines for inclusive messaging (including for athletes and coaches) are developed and utilized
• Accessibility standards are built in for all communication and marketing materials and assets
• A communications strategy is developed to inform diverse populations of activities and programs and invites them to participate
• An outreach strategy is developed with appropriate resources and message delivery channels tailored to reach various communities, and to reach people who are members of more than one marginalized community
• Commitment to diversity and inclusionary practices is actively promoted on a regular basis to staff through all means of communication
• Information documents and visual or written portrayals of diverse individuals/groups are positively reflected in text and illustrations; consider different levels of literacy; are free of stereotypes and unwelcoming images
• Contributions to the advancement of equity and/or supporting diversity and inclusion are celebrated
• There is recognition, celebration and education about cultural holidays and commemorative days (Example: International Day for Persons with Disabilities)

We believe that what gets measured matters. We believe in establishing clear, concise accountabilities that assist us with staying on track for our goals.  We also believe that accountability should go beyond what is measurable, and also include a transparent process through which those who do not feel like you have done the above can offer either anonymous or identifiable feedback (their choice) and that these will be taken seriously, and acted upon without any negative recourse to those offering feedback, and that the Board wishes to be held accountable for ensuring this is done. Creating a "call in" culture is crucial if you are serious about change.

We have a plan and clear and measurable goals that guide our actions. Evaluation is embedded to monitor progress, effectiveness and appropriateness of inclusion, accessibility and equity initiatives. Data revision and adjustment cycles are built in to ensure ongoing improvement. 

• The Board has made public commitment to diversity, inclusion, equity and safe sport
• The Board clearly outlines its expectations for management on the implementation of diversity, inclusion and equity and discrimination/harassment policies
• The Board and management have committed adequate resources for effective development, implementation and review of diversity, inclusion, equity and discrimination/harassment policies and programs
• An action plan is developed that is aligned with the strategic plan. Operational plans and budgets reflect what we say we’ll do
• Key Indicators for success are established and monitored
• There is ongoing management and oversight of the action plan
• Evaluation processes are in place to monitor the accessibility, appropriateness and effectiveness of programs and services to diverse communities
• There is a holistic understanding of membership demographics (including but not limited to participant, coach, administrators and volunteers)and reliable and validated data is used to measure against. Examples include:
  • Disaggregated data to inform our decisions (example: AthletesCAN survey)
  • Qualitative measures of athlete, participant, coach, administrator experiences
• There is a continual review and assessment cycles and CPC continually seeks out best practices which will inform and improve our work
• There is a commitment to diversity, inclusion and safe sport that translates into daily practices such as hiring practices and other human resources