Racing is proud to be one of the few sports where all genders compete on equal terms. The sport have come together and unified to create a formal commitment in its approach to diversity and inclusion.
There’s extensive activity already taking place which includes community engagement, education activity and charitable work.
The Industry Commitment follows on from the establishment of the Diversity in Racing Steering Group in 2017 which represents part of British racing’s Covid-19 ‘Recovery Plan for British racing’.
The Steering Group’s work includes putting in place foundations for a longer-term sustainable recovery in the sport through engaging new and diverse audiences in all aspects of the racing industry.
Eight organisations representing various groups across the industry including ourselves were involved in this commitment and will be involved putting the number of the diversity and inclusion related activities.
Our Chairman, Tony Langham has said, “It is vital that all of us within racing do more to increase diversity and inclusion in the sport. The commitment is an important step but we need action as well as words from the industry and it is incumbent on all of us to ensure that there is continuous, sustained and tangible progress.”
Women in Racing, Striding for More #IWD2021 series @SulekhaVarma is the first woman to become clerk of the course @AintreeRaces— Great British Racing (@GBRacing) March 10, 2021
Sulekha talks about how fulfilling and fun her role is and encourages more women to get involved in our exciting industry @TheJockeyClub pic.twitter.com/N9518UmBbQ
Across the industry the key areas of focus will be leadership and accountability, good governance, education and awareness raising, celebrating racing’s diversity and engaging new audiences. For more information.
The key focuses specifically for us will be the following:
Promoting diversity and inclusion in our work; helping to make racing a more welcoming sport to a wider group of consumers and broadening our appeal. Work in this area includes:
Developing our Board to be more diverse and inclusive and embedding diversity and inclusion as a priority for the organisation from the top. Work in this area includes:
Delivering better recruitment practices, providing opportunities for underrepresented groups, and increasing the diversity of our teams. Living by our newly adopted inclusive organisational values.
Committing to regular diversity and inclusion training so that these issues do not drop off the agenda, we are educating ourselves and each of us within the team is aware of the role we need to play. Work in this area includes: