MSP’s Board is committed to encouraging equality (1) and diversity (2) among its membership and eliminating unlawful discrimination.
MSP recognises and embraces the benefits of having a diverse Board, and sees increasing diversity at Board level as an essential element to achieve our stated aims and objectives as outlined in Strategic Framework 2022. A truly diverse Board will include and make good use of differences in the skills, experience, background, race, gender and other qualities of members. These differences will be considered in determining the optimum composition of the Board and when possible should be balanced appropriately.
All Board appointments are made on merit, in the context of the skills and experience the Board, as a whole, requires to fulfil its responsibilities. In reviewing Board composition, members will consider the benefits of all aspects of diversity including, but not limited to, those described above, in order to maintain an appropriate range and balance of skills, experience and background on the Board. In identifying suitable candidates for appointment to the Board, members will consider candidates on merit against objective criteria and with due regard for the benefits of diversity on the Board.
The aspiration is for our Board to be truly representative of our population and for each member to feel respected and able to give their best.
The purpose of this statement is to:
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|No.||Commitment||Current Position||Additional Action||Date|
|1||Ensure at least 30% of each gender is represented on the Board||38% Female
|Raise awareness of current gender representation through publication and promotion of MSP Governance Framework 2017-2022 and to highlight compliance with requirements of a Code for Sports Governance||December 2017|
|2||To collectively monitor and review the makeup of the Board and leadership team contrasting the breakdown of protected characteristics with the population of Merseyside||12% BAME||Report to be submitted to Board to provide comparison of characteristic with the population of Merseyside||December 2017|
|3||Work towards a greater diversity of achieving in respect of the membership of the Board||Greater diversity e.g. Gender, ethnicity and disability||Raise awareness of the aspiration of achieving gender parity to ensure alignment with the population of Merseyside. This will include promotion of MSP Governance Framework 2017-2022.
Compliance, Scrutiny and Nominations Group (CSNG) to review process for Board member recruitment to ensure that it remains fit for purpose balancing the need to continue to make appointments based on merit against set criteria whilst paying due attention to the background and other qualities of a potential applicant
|4||Proactively engage with the diverse communities of Merseyside to ensure the work of MSP and the Board is more widely known||MSP Governance Framework 2017-2022; available to access on the ‘About Us’ section of the MSP website||To develop and implement a marketing campaign focused on raising awareness of the work of MSP and the Board. Activity to specifically include raising awareness of MSP Governance Framework 2017-2022.
Develop new and maximise existing relationships to highlight the work of MSP and the Board
|5||Where vacancies arise for Board membership, to proactively promote the opportunities across the communities of Merseyside.||Process for Board member recruitment outlined in Appendix 7.1 of the MSP Governance Framework 2017-2022; available to access on the ‘About Us’ section of the MSP website||Maximise MSP Board members, networks, partners and stakeholders, and community groups to ensure awareness of vacancies is shared||As and when vacancies arise|
|6||Provision of equality and diversity training opportunities, briefings and resources to Board members||Board members provided with briefing on equality and diversity as part of induction process, upon joining Board. Training opportunities and resources on equality and diversity shared with Board members||MSP to continue to identify and highlight specific equality and diversity training opportunities, briefings or resources to Board members||Annually|
|7||Ensure MSP Advisory Board Equality and Diversity Statement and Action Plan is publicly available on website.||MSP Advisory Board Equality and Diversity Statement and Action Plan contained within MSP Governance Framework 2017-2022; available to access on the ‘About Us’ section of the MSP website||Awareness raising of MSP Governance Framework 2017-2022||December 2017|
|8||Ensure information on Board members (including gender) are stated publicly on MSP website.||Profiles on individual Board members available to access on the ‘About Us’ section of MSP website||Profiles of all Board members to be reviewed on an annual basis to ensure they remain up to date||December 2017|
|9||Ensure MSP Advisory Board Equality and Diversity Statement is included within the MSP Annual Report.||2016-17 MSP Annual Report already produced||To ensure inclusion in 2017-18 MSP Annual Report||September 2018|
|10||Ensure this Action Plan is reviewed on a regular basis and reported to Board annually at each December meeting by Executive Director.||Action Plan endorsed by MSP Board||Action Plan to be prepared for Board for meeting in December each year Compliance, Scrutiny and Nominations Group (CSNG)||December 2017 then subsequently in 2018, 2019, 2020, 2021 and 2022|