Equality, Diversity & Inclusion at HSP

Introduction

As the Active Partnership for Hertfordshire, we recognise that providing equality of opportunity, valuing diversity, and promoting a culture of inclusion are vital to our success. Consequently, we want to be an organisation where people can be free to be themselves no matter what their identity or background and we will strive to create an environment and culture where everyone can reach their potential and can utilise their skills and talent to the full, without fear or prejudice or harassment.

Inclusion is at the heart of the Partnership’s values, and we will use our position as both a system partner to Sport England, and as system leader for the wider sport and physical activity sector in the county, to bring about positive change. It is only when our workforce reflects the communities that we are seeking to support that we will be able to better understand their needs and priorities. So, we will be proactive in our attempts to diversify the local sport and physical activity workforce and to create employment and participation opportunities for those who until now, have felt excluded.

Our aim is to ensure that equality, diversity, and inclusion (EDI) are hard-wired into everything that we do as a Partnership and we will take a lead from our host, the University of Hertfordshire (UH), in embedding some of its progressive policies and programmes into our wider work.

Our EDI Steering Group is the driving force behind our EDI ambitions - championing change and inspiring a future where everyone belongs. It produces an annual HSP Equality, Diversity & Inclusion Policy & Action Plan 2024-25 to guide our work, and provides a collective commitment to inclusion. The action plan covers:

• Learning & Insight: Build our knowledge, skills, and confidence to improve equality, diversity and inclusion in physical activity and sport, and ensure HSP is an inclusive and supportive work environment for all.
• Governance & Policy: Putting the right governance and policy in place that promotes and embeds EDI.
• Delivery & Impact: Ensure the majority of our work is focused on inactivity and inequality and we have mechanisms in place to measure our progress and impact.
• Marcomms: Promote Inclusive communications and access to the opportunities we offer and amplify positive stories and role models. 
• Advocacy: Advocate for EDI across our partner organisations and provide opportunities for shared learning.

EDI Quality Standards & Awards

As a Sport England System Partner, we operate within Tier 3 of the UK Code for Sports Governance, which includes an annual assessment and a significant EDI element.  

HSP is very proud to be shortlisted as:

• a finalist at the Inspiring Hertfordshire Awards 2025 in the Diversity & Inclusion Award category
• as Highly Commended in the University of Hertfordshire's Vice Chancellor Awards in the Diversity & Inclusion category.

Progress

Outlined below are some of the ways that we are embracing our commitment to EDI...

• We introduced the Inclusion Passport, an innovative initiative that empowers team members to outline their ideal working conditions and engage in open conversations with their line manager. This supportive approach has led to workplace adaptations, ensuring that everyone can thrive in an environment tailored to their needs. We have shared this with the UH EDI Team who are looking to roll it out across the University.
• Inclusion in Sport Learning Series - with over 300 delegates attending our monthly workshops, we’ve tackled vital topics in inclusion, sparking real conversations and aligning with the UH Diversity Calendar. One delegate shared: "Loved it – a vital conversation and so glad that it was provided. We need so much more advocacy in society for our trans community members".
• Embracing Lived Experience - examples of lived experiences now feature prominently in our monthly meetings, bringing powerful personal stories to the table. From a disabled participant’s journey to a gay rugby team’s inspiring video, these real-life insights help us design programmes that truly reflect the needs of our diverse community.
• Building a More Diverse and Inclusive Workforce - recognising the need for greater diversity in our organisation, we collaborated with UH HR and external experts to enhance our inclusive recruitment practices. By refining our approach to job adverts, role specifications and advertising channels, we are actively working to remove barriers and attract a broader, more representative talent pool.

EDI at the University of Hertfordshire (UH)

HSP is proud to be hosted and be a business unit of the University of Hertfordshire. The UH has an EDI Policy and Plan which we actively contribute to, and we work closely with and benefit from the support of the UH EDI Team.

HSP EDI Policy

Our EDI Policy guides our work and is set out below….

The Herts Sport & Physical Activity Partnership (HSP) is committed to encouraging equality, diversity and inclusion within our workforce, in the partnerships we support and in the delivery of sport and physical activity programmes.  We will continually develop our understanding of the diverse needs of different communities and partners within Hertfordshire, and positive action will be used to redress inequalities, discrimination and to maximise participation.

We oppose all forms of unlawful and unfair discrimination including direct and indirect discrimination, harassment, bullying and victimisation. HSP will abide by the requirements of the Equality Act 2010. The purpose of this policy is to provide equality and fairness for those in our employment and all those we work with and ensure they are not unlawfully discriminated against because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief (including lack of belief), sex and sexual orientation (together the protected characteristics).

All employees, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability and all employees will be helped and encouraged to develop their full potential.

We will constructively challenge any discriminatory behaviour and take all complaints seriously, and if necessary, take appropriate measures against any staff member or stakeholder who unlawfully discriminates against, harasses, bullies or victimises any other person.

We know that as an Active Partnership our influence goes much wider than our individual organisations. We have the opportunity to lead by example in making clear statements of intent and implementing clear action plans, and set a high standard for our local partners.