35. Equality
Last review: September 2025
Next review: September 2028
We want our staff to excel with due regard to their age, disability, sex, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief (including lack of belief), sexual orientation, Welsh language preference and Socio-economic status, and therefore look to develop a diverse and inclusive working environment where staff are allowed to be themselves, their differences are recognised and their contributions are valued.
This policy sets out our commitment to creating an inclusive workplace where equality is promoted, diversity is respected, and everyone feels they belong.
Equality: Where every person has equal rights and every person has a fair chance. It's an approach where there is recognition that different people have different starting points.
Equity: Recognising that fairness sometimes requires different approaches or support to ensure equal outcomes for everyone.
Diversity: Diverse means different. We are all different so diversity includes us all. The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique, and recognising our individual differences.
Inclusion: Where every person feels respected, valued and that they fit in and are included.
Opportunities for all (equality) will only truly exist when we recognise and value difference (diversity), adopt equity, and work together to create inclusion.
This policy applies to all staff, regardless of contract type, and covers all aspects of employment, including recruitment, training, promotion, and working conditions.
35.1 Commitments
Sport Wales is fully committed to the promotion of equality, diversity and inclusion and following practices which are free from discrimination.
Sport Wales will support any employee subject to discrimination either internally or from a third party. Sport Wales does not under any circumstances, tolerate any form of bullying, harassment, victimisation or discrimination, by or against its employees.
We strive to tackle inequalities in sport and our working practices and want to ensure that those who have the desire to progress have the opportunity to do so. We want to see the customer, including our employees at the heart of our planning and decisions. But most of all we want everyone to feel accepted and be able to be themselves.
Sport Wales’ Strategic Equality Plan was redesigned and updated in April 2024. We are now progressing toward completing the objectives and actions set out in the updated plan. The Plan aims to drive a cultural shift that embeds equality into the fabric of Sport Wales and ultimately sport across Wales.
Here is a link to the Strategic Equality Plan (SEP).
35.2 Responsibilities
The Board (in particular the EDI committee ) is accountable for the compliance with equality legislation and the Social Partnership Duty. They are responsible for agreeing Sport Wales’ Strategic Equality Plan and undertaking a scrutiny role in relation to this.
The Leadership Team are the strategic lead for equality, setting and leading equality objectives, embedding the Social Partnership Duty, and driving equality throughout the organisation.
HR Team and EDI Manager will support the implementation and monitoring of this policy and offer guidance and training where needed.
We all have a responsibility of behaving in a way that supports inclusiveness. We should always be mindful of the impact on others of what we say or do, and not to discriminate, harass or bully, or condone discrimination, harassment or bullying by others.
Training and support will be available as required, e.g. within Induction, to ensure staff are aware of the application of equality and diversity at Sport Wales and their responsibilities within this. This will include updates on any relevant changes to the law or policy, including those affecting transgender rights, single-sex spaces, and the distinction between sex and gender reassignment protections.
35.3 Legal Requirements
We are required by law not to discriminate against our employees and to recognise our legal obligations under, and to abide by, the requirements of the Equality Act 2010.
Under Equality legislation it is unlawful to:
Discriminate directly against anyone and treat him/her less favourably than others on the grounds of the protected characteristics of: age, disability, gender reassignment, marriage and civil partnership, race, religion and belief (including lack of belief), sex and sexual orientation.
Discriminate indirectly against anyone by applying a criterion, provision or practice which disadvantages people with a protected characteristic on the grounds of: their age, disability, gender reassignment, marriage and civil partnership, race, religion and belief (including lack of belief), sex and sexual orientation, unless the person applying the provision can justify it as a proportionate means of achieving a legitimate aim.
Subject someone to harassment for reasons relating to age, disability, gender reassignment, race, religion and belief (including lack of belief), sex and sexual orientation. This includes behaviour that an individual finds offensive on these grounds even if the behaviour is not directed at the individual. It also includes failure of an employer to take reasonable steps to protect an employee from persistent (3 occasions or more) third party harassment.
Victimise someone because they have made, or intend to make, a complaint or allegation or has given or intends to give evidence in relation to a complaint of discrimination in line with the Equality Act.
Sport Wales is also subject to the Public Sector Equality Duty, which requires us to consider how to positively contribute to a fairer society by advancing equality and good relations in our day-to-day activities.
Sport Wales is also subject to the Welsh Language Act and standards to ensure that Welsh and English are treated equally in the conduct of public service delivery in Wales.
In addition, under the Socio-economic Duty we are legally required to consider how our strategic decisions can help reduce inequalities of outcome resulting from socio-economic disadvantage.
Note: In line with the UK Supreme Court ruling in April 2025, we acknowledge that the protected characteristic of “sex” refers to biological sex. However, we continue to fully protect and support individuals under the characteristic of “gender reassignment” as defined by the Equality Act 2010, and we remain committed to an inclusive environment for all staff regardless of gender identity.
35.4 The protected characteristics and our commitments
The Equality Act 2010 refers to nine Protected Characteristics. We also recognise the Welsh language as a key part of identity and inclusion in Wales and our responsibility to reduce socio-economic disadvantage, as set out below:
Age
- ensure that people of all ages are treated with respect and dignity
- ensure that people of all ages are given equal access to our employment, training, development and promotion opportunities
- challenge discriminatory assumptions about younger and older people
Disability
- provide any reasonable adjustments to ensure disabled people have access to our services and employment opportunities
- challenge discriminatory assumptions about disabled people
- seek to continue to improve access to information by ensuring accessibility is maintained
Sex (Biological)
- Promote equality for women and men across employment, pay, and services.
- Apply single-sex policies in compliance with legal requirements and with sensitivity to the needs of all staff.
- Challenge sex-based discrimination and stereotypes.
- Offer equal access for women and men to representation, services, employment, training and pay and encourage our partners, national governing bodies and suppliers to do the same.
Gender Reassignment
- provide support to prevent discrimination against transsexual people who have or who are about to undergo gender reassignment
- Ensure our workplace is inclusive and free from transphobia.
- Clarify the application of single-sex exceptions, ensuring lawful and fair treatment under current guidance.
Pregnancy and Maternity
- ensure that people are treated with respect and dignity and that a positive image is promoted regardless of pregnancy or maternity
- challenge discriminatory assumptions about the pregnancy or maternity of our employees
- ensure that no individual is disadvantaged and that we take account of the needs of our employees’ pregnancy or maternity
Race/Ethnicity
- challenge racism wherever it occurs
- respond swiftly and sensitively to racist incidents
- actively promote race equality
Religion, Belief and Culture
- ensure that employees’ religion or beliefs and related observances are respected and accommodated wherever possible
- promote mutual respect while ensuring beliefs do not infringe on others' rights.
Sexual Orientation
- ensure that we take account of the needs of lesbians, gay men and bisexuals
- promote positive images of lesbians, gay men and bisexuals
Marriage and Civil Partnerships
- ensure that people are treated with respect and dignity and that a positive image is promoted regardless of marriage or civil partnership;
- challenge discriminatory assumptions about the marriage or civil partnership of our employees
- ensure that no individual is disadvantaged and that we take account the needs of our employees’ marriage or civil partnership.
Welsh Language
- ensure that people are treated with respect and dignity and that a positive image is promoted regardless of language preference
- challenge discriminatory assumptions about Welsh speakers
- ensure that no individual is disadvantaged and that we take account the needs of our Welsh speakers
Socio-Economic Disadvantage
- embed the Duty in strategic decision-making
- demonstrate due-regard in the decision-making process, not just procedural compliance
- understand and address inequalities of outcome
- engage with affected communities
35.5 Complaints
All members of staff are expected to be committed to the development of an inclusive working and operational culture and to raising concerns about unwanted or inappropriate behaviour in the workplace.
Concerns can be raised, and complaints can be made whether you are personally affected by the unwanted actions or as a third-party witnessing bullying, harassment, victimisation and discrimination.
Full information on how to raise a complaint can be found in the Grievance Policy
35.6 Monitoring
Our Equality Duty report is produced annually and includes our diversity data and monitoring information. If trends and patterns are found to be emerging, we will analyse these and use the data to evidence our future work to create an inclusive, equal and diverse Sport Wales. The effectiveness of this policy is further monitored through staff surveys which focus on experienced behaviours.