This tool is a handout to help people understand the issue of gender equity in sport. It can easily be modified and reproduced as a tool to communicate your message to those who do not understand or are confused about what gender equity means. It includes four key areas:

1)       Achieving Gender Equity: The What?

•  Definitions of equity and gender equity
• Description of what a gender equitable sport organisation looks like

2)       Achieving Gender Equity:  The Why?

•  Why is Gender Equity an Issue in Sport?
• Benefits of Gender Equity to a Sport Organisation

3)      Achieving Gender Equity: The How?

• Tips for Affecting Change in a Sport Organisation

4)      Achieving Gender Equity: Common Questions and Answers

Q:What is gender equity all about? 

Q:Don’t girls and women choose to participate less in sport?  Aren’t they less interested? 

Q:Isn’t the whole issue of gender equity irrelevant to many sports, in particular the single gender sports?

Q:Don’t special measures and equity programs promote girls and women based on gender rather than on individual merit? 

Q: Aren’t gender equity programs reverse discrimination?

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When to Use it?

• When you need to build an understanding and common knowledge of gender equity in order to discuss it intelligently
• When you want to establish a common language for discussion and debate
• When you are trying to bring people on side with your change process. For example, the Commonwealth Games Federation circulated this handout to 70 Commonwealth Games Associations in order to assist their Board members in understanding gender equity.

Format

Handout for adaptation and/or reproduction.

Tool

Achieving Gender Equity:  The What?

Equity is synonymous with fairness and justice; to be equitable means to be fair, and to appear to be fair. Equity addresses many forms of discrimination including discrimination on the basis of race, gender, ability, age, national or ethnic origin, and religion.

Equity and equality are often confused. Webster’s dictionary defines equality as “of the same quantity, size, number, degree, value, intensity” and “having the same rights, privileges, ability, rank, etc.” Equity, on the other hand, is defined as “justice, impartiality; the giving or desiring to give each person their due; anything that is fair.”  Equity does not necessarily mean that all persons must be treated exactly the same 

Gender equity is the principle and practice of fair and equitable allocation of resources and opportunities for females and males. Gender equity eliminates discriminatory practices that are barriers to full participation of either gender.  A primary goal of gender equity is to provide all individuals with access and opportunity to a full range of activities, thus enabling them to realize their human potential.

What Does a Gender Equitable Organisation Look Like? 

An organisation which is gender equitable has systems and structures that do not discriminate against either gender. This includes:

·         Creating opportunities for both women and men to assume leadership roles
·         Ensuring a balance of women and men on committees and work group
·         Using gender inclusive language and images in publications and promotion 
·        Allocating resources, events and opportunities fairly to both gender 
·         Maintaining a database on gender patterns and trend
·         Understanding specific issues facing girls and women in sport and making decisions using this information.

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  Achieving Gender Equity:  The Why?

Why is Gender Equity an Issue in Sport?

Women are under-represented at all levels of sport: in participation rates; in positions of leadership; and in public recognition. This is not because of a lack of interest on the part of women, but reflects a long history of direct and indirect forms of discrimination. It is important for men and women to work together to enhance sport for everyone.

Benefits of Gender Equity to a Sport Organisation

• Sport organisations have much to gain by committing themselves to gender equity in sport.  For example, such a commitment 
• Ensures fuller representation of the population base that sport serves
• Uses the resources of all members, regardless of gender, thereby creating larger, stronger, and more effective organisations
•   Increases the talent pool of skilled administrators, coaches, and officials
• Demonstrates a progressive organisation, responsive to social change, which may improve the image of the organisation in the eyes of government, members, spectators, media, potential sponsors, and the publi
• Attracts more public interest and private investment and, in turn, attracts more members
• Increases the market segment to which the sport appeals and potentially widens the revenue base
• Demonstrates leadership, innovation, and risk-taking  — an organisation at the leading edge!

Achieving Gender Equity: The How?

Tips for Affecting Change in Sport Organisations

 Understand the power and influence structure (both formal and informal). Know who are the key influencers.  Find allies in the power structure. Understand the process of change and who needs to be involved for change to take place. Build a critical mass of people committed to the change.

Challenge the system but recognize and be sensitive to existing culture, values, and structures. Be patient but determined.  Do not be deterred by rejection; try again in different ways.

Make your points based on the priorities of the individual or group you are trying to influence, e.g., financial, emotional, legal, health.

Maintain clarity and commitment to your values while respecting those different from you.

Provide a vision to help others understand the benefits of change, such as more events and opportunities for girls and women and more women in leadership positions.

Do your homework.  Be prepared with statistics and answers to questions.  Know what you are talking about.  Have a plan.

Provide advance information so that others have a chance to think about your points.

Work with individuals from other organisations committed to gender equity in sport.  Build strength through alliances.

Build collective power through empowering others. 

Focus on influencing others and developing effective networks.

Prepare future leaders by providing the experiences and mentoring.

Be realistic and build in short-term manageable steps in conjunction with long-term goals.

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Achieving Gender Equity: Common Questions and Answers

Q:   What is gender equity all about? 

A:   Equity is concerned with correcting inequitable situations that stem from past practices.  Equity means allocating resources and providing opportunities fairly and without bias or discrimination.

Q:   Don’t girls and women choose to participate less in sport?  Aren’t they less interested? 

A:   Female athletes and coaches do not prefer less recognition, less power, less money, and fewer choices than their male counterparts.  The combination of cultural norms, discriminatory practice and women’s position in society results in girls and women participating less in sport, although not usually by choice.

Q:   Isn’t the whole issue of gender equity irrelevant to many sports, in particular the single gender sports?

A:   Whether a sport has only female or male players, persons of the opposite gender may become coaches, administrators, and officials.  That is why the principles of equal opportunity are relevant to all sports.  A sport can maximise its human resources by recruiting from 100% of the population.

Q:   Don’t special measures and equity programs promote girls and women based on gender rather than on individual merit? 

A:   Because of the discriminatory nature of the sport system, it is not always possible for girls and women to succeed on their own merit. Without special measures, qualified women seldom get the chance to contribute.  When selecting individuals for certain positions and tasks, research has shown that we tend to select those most like ourselves. In the case of sport, the tendency has been for men to select men.

Q:   Aren’t gender equity programs reverse discrimination?

A.   Removal of barriers and traditions that deter the full participation of girls and women is necessary to give them a reasonable chance in the system.  Introducing actions designed specifically for girls and women is necessary to level the playing field. Supporting the diverse needs of females in the short-term may create the possibility of equity in the long-term.

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