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OUR FOUR CORNERS
Our Four Corners are the values we uphold as a Foundation. They describe how we go about our work, how we treat each other and how our teammates and all those who interact with the Foundation can expect to be treated. EDI is implicit throughout each one of our corners and by living up to them, we’re demonstrating our commitment to EDI.
We Are Star Performers
We unlock the power of pitches. We transform lives and strengthen communities. Whatever position we play in, we always strive for excellence.
We Are A United Team
We support each other and work together to deliver the greatest impact wherever it’s needed the most. Nothing brings people together like sport, and teamwork is at the heart of what we do.
We Are Passionate Supporters
We support the game in any way we can. We make sure applicants access funding as easily as possible. We work with partners to deliver outstanding football facilities. We transform lives and communities on behalf of our Funding Partners.
We Are Fair Players
Being inclusive and understanding diversity allows us to tackle inequalities through everything we do. We play fair regardless of gender, race, ability or place, from the star performers we recruit, to the way we work; from the facilities we fund, to the people who play on them.
Equality + Equity
Removing barriers and helping people to have equal access opportunities.
Equality – is about making every effort to eliminate any form of discrimination, creating equal opportunities, and developing good working relationships between different people.
Equity – Doesn’t mean treating everyone the same, it’s about minimising the barriers that individuals face. Creating opportunities for people to participate in different ways and creating an equal playing field, so that individual’s outcomes have the potential to be the same.
Diversity
The mix of who we are.
We see diversity, in its broadest sense, as a huge strength. With a diverse mix of people, with different thoughts, ideas, and perspectives, we know we’ll be able to problem solve and make better and more creative decisions.
The Equality Act 2010, references nine protected characteristics (age, disability, trans or gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, gender or sex and sexual orientation). Differences can be visible and non-visible. Diversity is all these things and more. By adopting a broader approach, we can consider socio-economic backgrounds, caring responsibilities, menopause, neurodiversity, and the diversity of our thinking and working styles.
Diversity gives us the mix of people within and interacting with the Foundation.
Inclusion
How we ensure everyone can contribute, in the way that they feel comfortable.
We all know what it feels like when we’re not included. To feel left out, left behind or to not have our needs or views considered doesn’t feel good. And when we feel like that we don’t perform at our best.
Establishing a culture of inclusion means that everyone’s voice and perspective matters. It’s about feeling seen. Ensuring people feel like they can be themselves and that they feel like a valued part of the team.
The themes and activities in this plan are just the start, intended to help us to progress towards our goal of becoming an organisation that clearly demonstrates its commitment to inclusion, sees diversity as a strength, and further understands and reflects the diverse communities we support. To achieve a change in culture will take time and we’ll need to be reactive to change, including changes to the law, language preferences and societal attitudes.
We’re continually monitoring our progress against our Key Performance Indicators and report transparently, to our Teammates and our Board of Trustees. Our annual data report will be published on our website and we’ll communicate our story and progress throughout on an ongoing basis as part of our marketing and communications strategy.
Our work on EDI will always continue. As society changes, we’ll listen and learn, we’ll adapt, challenge and evolve.
The Inclusion Maturity Model Embedded
Inclusion and diversity is seen as a major asset, truly embedded into all areas and considered in decision making. All employees see an inclusive culture as being beneficial and as their responsibility to maintain. Both employees and organisations reap the benefit.
Integrated
Inclusion and diversity is seen as a priority business matter. The culture shows clear signs of change. The lived experience for the majority of employees is positive and the actions of leaders and line managers match the corporate message of commitment.
Through selfassessment, the Foundation currently sees its position as progressing from inconsistent to established; our aim is to progress through this maturity model and imbed inclusion into everything we do and every decision we make.
Established
Business case established with support from leadership and champions within the organisation. Processes, systems and policies are in place, a programme of initiatives is designed which results in measurable progress but not all areas of the organisation are implementing established policies / processes effectively.
Inconsistent
Ad hoc programmes and initiatives, often strand* specific and unconnected.
Tick box
Compliance with the law.
Avoidance
No recognition of the need for inclusion and diversion activity.
*Strand specific – this relates to strands of diversity, often the nine protected characteristics of the Equality Act.
Teammates
The goal of this plan is for every individual and team across the Foundation to clearly see how they personally can make a change, develop a greater understanding of EDI, and bring a more inclusive approach. We’re ambitious when it comes to EDI and continued progress relies on commitment from the whole team. There are already excellent examples of individuals and teams considering EDI in ways that ensure that it’s embedded in the way we work.
Funding Partners
We know that EDI is as important to our Funding Partners as it is to us, and we recognise we have a shared vision. Together we’ve developed innovative programmes and initiatives, and we continue to impact diverse communities, bringing more opportunities for more people to participate in sport and enjoy the wealth of benefits it brings. Our unique position means that we can share best practice and ideas across our partnership, developing initiatives alongside multiple partner organisations, creating the best opportunities for the best outcomes.
Applicants and beneficiaries
Community engagement and coproduction is key to the success and sustainability of our investments. We’ll work with and support our applicants to develop a deep understanding of the needs of their local community. This involves researching, designing, and delivering plans and activities together. We build strong relationships with our beneficiaries and continue to support them long after we have provided them with funding.
Leadership
Our Senior Management Team, Panels and Boards have a responsibility to lead by example, setting high standards by role modelling the values and behaviours set out in our four corners. Our leaders help to break down barriers and drive this agenda forward, bringing about the change we want to see.
