ChangeMakers Intermediate Guide

Welcome to Your Diversity and Anti-Discrimination Journey Intermediate Guide

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Strengthening Inclusion: A Growth Roadmap for Intermediate Organisations INTRO ABOUT THIS DOCUMENT Reaching the intermediate stage means you’ve already built solid foundations across all six intervention areas of the ChangeMakers framework. This guide supports organisations ready to deepen their practice, strengthen weaker areas, and move from basic compliance toward intentional, strategic inclusion.

Important note: Although this resource is openly available on our website, it is designed to be used after completing the ChangeMakers self‑assessment. If you haven’t taken it yet, we strongly encourage you to do so to ensure your next steps are targeted and effective.

ACTIONS OVERVIEW At this stage, your focus shifts from establishing the basics to strengthening specific intervention areas where gaps remain. The six intervention areas continue to function as an interconnected system: strong prevention reduces the need for countering. Good monitoring improves reporting.

Effective networking strengthens all areas. Focus on your gaps but remember that progress in one area supports progress in others.

For detailed guidance on implementing each intervention area, access the full ChangeMakers Policy and Practice Guidelines at changemakers.isca.org

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CHANGEMAKERS DETAILED ACTION PLAN FOR INTERMEDIATE ORGANISATIONS Your detailed suggested list of actions follows here.

SAFEGUARDING - Immediate Priority (0-6 months) 1. Close Policy Gaps For example: ● Review all questions where you answered "NO" in Part A ● Prioritise developing missing policies (complaints procedures, reasonable accommodations, recruitment) ● Ensure all policies are consistent and cross-referenced

COUNTERING - Immediate Priority (0-6 months) 2. Strengthen Accountability For example: ● Assign clear roles and responsibilities for inclusion work ● Embed anti-discrimination commitments in your bylaws/constitution ● Add inclusion as a standing agenda item in leadership meetings ● Set specific targets with timelines

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PREVENTION - Immediate Priority (0-6 months) 3. Systematic Training For example: ● Implement mandatory training for all coaches, officials, and volunteers ● Track training completion and require refreshers every 2 years ● Develop inclusive language guidelines for all communications

MONITORING - Medium-Term Action (6-18 months) 4. Data-Driven Approach For example: ● Implement systematic demographic data collection (with consent) ● Analyse participation patterns quarterly ● Set evidence-based targets for underrepresented groups ● Track all discrimination incidents systematically ● Conduct regular member experience surveys

PREVENTION (CONTINUED) - Medium-Term Action (6-18 months) 5. Targeted Programmes For example: ● Launch at least one programme specifically designed to welcome an underrepresented group ● Partner with community organisations to reach new audiences ● Offer flexible formats (women-only sessions, adapted sports, beginner programmes)

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6. Improve Representation For example: ● Actively recruit board members and coaches from diverse backgrounds ● Implement positive action measures where legally permitted ● Create mentorship or pathway programmes for emerging leaders ● Use blind recruitment or diverse interview panels 7. Advanced Communication For example: ● Audit all communications for inclusive language and diverse imagery ● Develop multilingual materials if relevant to your community ● Actively celebrate diversity through campaigns and events ● Ensure diverse representation in all promotional materials

COUNTERING (CONTINUED) - Medium-Term Action (6-18 months) 8. Incident Management For example: ● Establish a clear investigation process with timelines ● Train designated individuals in handling sensitive complaints ● Create a confidential record-keeping system ● Be prepared to use sanctions when warranted

NETWORKING - Medium-Term Action (6-18 months) 9. Build Strategic Partnerships For example: ● Sign up for external anti-discrimination charters or campaigns ● Develop policies requiring partners/sponsors to uphold anti-discrimination values ● Actively partner with community organisations representing underrepresented groups ● Share your practices with other organisations

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