Effectiveconsultationwithstaff,playersandkey stakeholders ofyourorganisationwill help you to increase readiness for change, build support foraction and manage resistance.Consultation is essential to providefeedback on experiences, identify ways gender influencesand shapes their working lives, and to provide feedback on theirexperience of the equality and respect change process.
Engage the whole organisation in the consultation process
Consultation is key and reaching out toeveryone across the organisation, actively asking for theirinput is important. To understand what needs to change, and why, staffshould be asked questions about the current situation aswell as how they see the future. Providing a variety of ways in which staff can give feedbackand provide input is necessary. Some ways to consult include:
brainstorming in meetings
raising gender issues as discussion points at planning days
Ensure appropriate and supportive consultation processes
The consultation process is also an opportunity to raise awareness, increase understanding of violence against women and positively influence organisational culture. While these conversations about gender equality and violence are necessary and useful, they can be uncomfortable and bring up sensitive issues. It’s important, therefore, that you ensure confidentiality where needed and provide safe and supportive opportunities for people to speak openly.
Collect information on your sporting organisation
Different types of information need to becollected for you to prioritise and plan yourstrategies for change. The Gender Equality Indicatorstell you what information to collect, give adviceon how to collect this information and providelinks to useful resources to support you.A key part of the data collection and consultation processinvolves collecting information using the Staff Survey,which asks staff about organisational culture and practices.The Staff Survey is a useful way to measure the final twoGender equality indicators.Once you’ve consulted with staff, and collected otherdata, you can use the information gathered to helpcomplete the Self-assessment tool and to select whichactions to prioritise.
Assess your organisation against the Standards to determine priorities
To complete the Self-assessment tool, you’llneed to pull together a team from yourworkplace with a broad range of experiencesand perspectives, who can realisticallyassess your progress towards meeting the fiveStandards. This might be the same team who isleading the equality and respect initiatives,or it may involve other staff members.The self-assessment tool will help you to reflect on yourexperience, practice, culture and processes, and identifykey areas on which to focus your violence preventionefforts.
Choose the best practice actions that are right for your organisation
It’s importantthat your choice of actions is deliberate andappropriate for your organisation.Mapping out how one action or achievementleads to the next will show if you’re on trackto meet your long-term goals. Consider whichactions might support other actions; forexample, making sure that changes to one policyare reflected in other relevant polices.
Develop an immediate action plan
Once a long-term strategy is developed, yourimmediate priority areas will be clearer and youwill be ready to develop an immediate actionplan. This plan will need to be reviewed and updatedannually.If multiple areas need to be addressed, consider whatresources you have, and identify smaller steps you cantake to move closer to achieving your long-term goals.Sometimes small steps can make a big cultural changewhich will help to build engagement and momentum acrossthe organisation.