Administrators - What to do now

Administrators of sporting organisations are vital in creating a culture and environment that welcomes, supports and values the full involvement and contribution of all its members. You have a responsibility to ensure that all members, paid staff and volunteers are able to participate fully in the organisation.

If a person complains that they have been denied a position in your club or association because of their gender

e.g., board, committee, management, coaching

• Listen carefully to the person’s concerns. Be aware that missing out on selection can be an emotional issue.
• Discuss the criteria and process for the appointment and find out why they believe they have been unfairly treated and what they want done. Often providing feedback will be enough to resolve the issue.
• Explain that they can also discuss their concerns with the sport’s Member Protection Information Officer (if you have one). This is a good option if you have conflict of interest in hearing their concerns.
• Consider bringing the matter to the attention of the management committee in order to review the steps taken prior to appointment:
  • Did the process follow the club’s policy or guidelines?
  • Was there an objective position description?
  • Did the selection criteria and process focus on the skills and experience required for the position (e.g., merit)?
  • Was there a balance of men and women on the selection panel?
  • Could gender or related characteristics have been a factor, either directly or indirectly, in the decision?

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If the management committee finds that the process was unfair

Obtain directions from the committee in writing on how the matter may be resolved. This may include:

• re-opening applications or nominations for the position, based on established selection criteria
• offering the position as a dual or shared role for all or part of the term
• offering the person an alternative position (where their skills might be better placed)
• providing training to the person to increase or broaden their skill base (e.g., leadership, coaching, officiating,  sport’s administration, financial management)
• teaming the individual with someone in a similar role acting as mentor.

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If a person believes that they have restricted access because of their gender

• Listen to the person’s concerns.
• Explain your club’s membership rules and the processes for organising competitions, using equipment, scheduling games and competitions.
• Consider whether those rules and processes favour one sex over the other, for example, are the most desired times/best equipment predominately allocated to one sex? If they are, then the person has a justifiable complaint.
• Discuss the complaint with the club’s management committee if there is an equity issue – or the individual wishes to take the matter further:
  • the committee should review all the club’s roles and processes to determine whether they are discriminatory  
  • if unfair practices exist they need to be changed – this may involve amending the club’s Constitution or By-Laws, as well as altering processes and procedures to make the club more fair and equitable.
• Inform the person in writing about the decision about access to facilities or membership.
• Be aware that they may be able to lodge a complaint at an anti-discrimination agency.

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