Equality at sportscotland

sportscotland strives to ensure, through our collaboration with partners, that every person in Scotland has opportunities in sport. We are also committed to embedding a culture of equality and diversity in our organisation and ensuring that all employees are treated fairly, without discrimination because of age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, sex, race, religion or belief, or sexual orientation.

sportscotland is committed to meeting its requirements under the Equality Act 2010. The Equality Act 2010 states that public bodies must have due regard to the need to:

  • Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.
  • Advance equality of opportunity between people who share a protected characteristic and those who do not.
  • Foster good relations between people who share a protected characteristic and those who do not.

The Act is supported by more specific duties for Scottish public bodies in the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012.

Equality outcomes

Our equality outcomes for 2017 to 2021 are:

Outcome 1: Young people from our most deprived areas, girls and young women and disabled young people will have access to improved sport and physical activity opportunities, enabling them to participate and progress in school sport and club sport

Outcome 2: sportscotland and Scottish sport are supported to embed equalities and inclusion in their work

Outcome 3: sports organisations and people working in sport will have an improved understanding and awareness of the needs of people with protected characteristics.

The outcomes were informed by the findings of the Equality in Sport research and are supported by an action plan.

Equality reporting

In line with the Public Sector Equality Duty, every two years sportscotland is required to publish the following equality reports:

  • Mainstreaming - Outlines our progress towards ensuring equality is integrated into our day-to-day work.
  • Outcomes - An overview of how we have delivered against our equality outcomes
  • Employee information - The employee information we collect and what action we are taking to better perform the General Equality Duty.

Regulation 6A of the Public Sector Equality Duty came into force in 2016. It requires sportscotland to publish information on the diversity of its Board. Some of this information is being gathered by Scottish Government, but was not provided in time for the 2017 mainstreaming and outcomes progress report. In absence of this information, page 38 of the 2017 report includes a section about the gender diversity of sportscotland’s Board and the steps we have taken to promote greater diversity of Board membership. This section meets the current requirements of Regulation 6A as set out in communications from Scottish Government.  

Equality impact assessments

sportscotland assesses the impact of its policies and practices against the needs of the General Equality Duty.

Impact assessments involve considering evidence relating to people who share relevant protected characteristics and developing actions to take account of the results. Our impact assessments are regularly reviewed as policies and practices change or are updated.  

We publish impact assessments as they are completed.

Related content

Date published: 29 June 2016
Date updated: 22 March 2018

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