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Provide Resources
Resourcing your commitment to inclusion is an important part of making your plans a reality. Resources fall into two broad categories: people and money.
People
Your people will be the key enablers to inclusion. Consider:
- creating dedicated inclusion-related positions, or incorporating inclusion responsibilities into roles that already exist. We recommend considering positions at both the organisational leadership level, and local champion leadership level.
- forming employee resource/advisory groups relating to diversity groups and topics; and
- reviewing recruitment processes to ensure they are inclusive, and that you are attracting diverse applicants for all roles in your organisation.
Skills for inclusion-related positions
Appointing the right people to inclusion-related roles will contribute to the success of your initiatives. Here are some skills and attributes that you might like to look for.
| Organisational leadership level | Local champion leadership level |
|---|---|
| Good knowledge and understanding of enablers and barriers to participation in the aquatics and recreation industry | Good community knowledge and local networks |
| Committed to social inclusion and equity for all | Committed to supporting underrepresented people within their community |
| Strategic, passionate, and innovative, using evidence to confirm need and confirm achievements | Motivated, enthusiastic, and positive |
| Good communication skills to engage diverse stakeholders and to form partnerships and collaborations | Good communication skills to engage diverse groups of people (formally and informally), with a commitment to collaborate and partner to design and implement local initiatives |
| Training and mentoring skills | Ability to be responsive and innovative when addressing community need |
MoneyMany inclusion initiatives will require funding in addition to the cost of inclusion-related staff. This is no different to other initiatives, and is typical in business and community services.
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Case study
Belgravia Leisure understands that the biggest enabler to inclusion across its services, programs and facilities is its people. Employees can create welcoming, and inclusive environments for all to participate. Belgravia Leisure created a role called an ‘Inclusion Coordinator’ to act as a bridge between a leisure venue and its community: to look, to listen, to connect, and create pathways to participation. Inclusion Coordinators follow a community engagement approach to better understand their specific community’s needs, preferences and priorities, and address gaps in programming. They create relationships with key local stakeholders, and aim to co-design initiatives for groups who often miss out on opportunities to participate.
Regular group meetings with Belgravia Leisure’s National Disability & Diversity Manager and National Access & Inclusion Coordinator provide important updates, expert advice, and provide a platform for sharing ideas and opportunities. The meetings also provide an opportunity to showcase the commitment and leadership of local champions, and to celebrate success.
