Boccia England

Diversity Annual Statement

Boccia England is fully committed to the principles of equality of opportunity and is committed to ensuring that no-one in the sport is unlawfully discriminated against regardless of individual circumstances or background.

A key aim of the Boccia England Board is to achieve greater diversity, including but not limited to gender, age, Black, Asian & Minority Ethnicities (BAME) and disability. As part of this, we maintain a target of having a minimum of 30% of each gender on the Board, are committed to progressing towards achieving gender parity, continuing to have a variety of ages and increasing our disabled and BAME representation, with the aim for the Board profile to represent our member base.

Since the beginning of 2018, we have had numerous changes on our Board, with four leavers, and four new Board members being appointed: a new Independent Chair, Treasurer, Vice-Chair and Member Director.

We have recently appointed a Vice-Chair who will be co-opted onto the Board in February 2019. We are currently recruiting to a Director vacancy.

During the recruitment for Board posts, we have advertised via a range of platforms and methods, including:

• our website, newsletters and social media,

• specialist industry sites, for example, for the Treasurer role we advertised on finance industry sites,

• Trustee recruitment sites

• generic volunteer recruitment sites

• generic recruitment sites

• recruitment sites aimed at diversity e.g.
Women on Boards

• charity websites

• partner organisation websites

• word of mouth

• recruitment agency (for Independent Chair only).

By reaching out to a range of platforms and specialist websites we managed to get a good diversity of candidates.

• 45% BAME background,

• 36% female,

• 14% disabled,

• at least 1 application for each age group from 16-65+.

Whilst we didn’t receive a large number of applications, we are very proud of the diversity of applicants and aim to achieve the same if not better diversity in future recruitment campaigns and will continue to look at different methods/platforms to advertise.

When recruiting for Board posts, whilst being mindful of our diversity targets, we still recruit the most suitable applicant for the role based on their skills, knowledge and experience and any skill gaps on the Board which they need to fill.

Our current Board profile is:

Female 37.5%: Male 62.5%
100% White
13% Disabled
Age Range: 25-34 to 55-64

We are currently going through the recruitment process for our vacant Board post so once this is filled we will provide a further update on our Board profile. We will continue to be mindful of our targets and hope to increase our female, BAME and disabled representation.

If you would like to know more about the work we have been doing this past year on diversity, covering recruitment, engagement and progressing talent, you can view our diversity action plan here.