Promoting Inclusion in Sport Workplaces: Lessons and Recommendations from the BeST Inclusion Project

The European sport sector has long been recognized as a powerful driver for social change, community development, and personal growth. However, it still faces significant challenges when it comes to inclusivity within its workforce. The BeST Inclusion project was developed in response to these challenges, building on findings from the ESSA-Sport initiative, which highlighted the urgent need to improve inclusion across the sport labour market.

Logo Horizontal Raccourci 500x210

Although the project has now officially concluded, its outcomes remain highly relevant. The consortium continues to promote and advocate for the implementation of the recommendations developed, aiming to ensure long-term impact across European sport organisations and beyond.

 

The BeST Inclusion project focused on three key dimensions of inclusion: gender, age, and disability. By bringing together experts, employers, and stakeholders from across Europe, the project fostered knowledge exchange and identified practical, actionable measures to support a more inclusive sport workplace.

 

A key strength of the project was its emphasis on intersectionality – recognising that individuals may face multiple, overlapping barriers based on different aspects of their identity. This approach ensures that inclusion strategies are not one-dimensional but instead reflect the complex realities of people working in sport.

Key Recommendations

 

The project produced a comprehensive set of recommendations designed to be adaptable across different national and organisational contexts. These include:

 

  • Age Inclusion
    • Supporting young professionals through apprenticeships, mentorship, and career guidance
    • Investing in digital skills and lifelong learning
    • Strengthening employment services and pathways into sport careers
    • Encouraging entrepreneurship through grants, incubators, and financial support

 

  • Gender Inclusion
    • Promoting equal representation in leadership through quotas or parity measures
    • Ensuring equal pay and transparent salary structures
    • Implementing zero-tolerance policies on gender-based violence
    • Supporting work-life balance through flexible working conditions and parental leave

 

  • Disability Inclusion
    • Adopting inclusive hiring practices and accessible communication formats
    • Creating adaptive work environments tailored to individual needs
    • Establishing clear HR policies on accessibility and inclusion
    • Promoting role models to challenge stereotypes and inspire change

 

  • Intersectional Measures
    • Conducting regular diversity and pay audits
    • Ensuring bias-free recruitment processes
    • Embedding inclusion into organisational culture and values
    • Providing continuous education and training on diversity and inclusion

 

An important contribution to the project came from ENGSO Youth, which played a key role in shaping the age inclusion dimension of the recommendations. Our expertise ensured that the perspectives, needs, and aspirations of young people were meaningfully reflected, particularly in areas such as career pathways, skills development, and youth engagement in the sport workforce.

 

This contribution reinforces the importance of involving young people not only as beneficiaries but as active contributors in designing policies and frameworks that affect them.

While the BeST Inclusion project has come to an end, its mission continues. The recommendations provide a valuable roadmap for sport organisations, policymakers, and stakeholders who are committed to building fairer and more inclusive workplaces.

Flag2Colors.Eps

Share with your friends