Train staff Introducing access and inclusion related training demonstrates organisational commitment and can improve the skills of team members to better welcome, support and include everyone into your facilities, programs and services. It can also help your staff to understand why inclusion activities are important. Questions to consider include: What topics do you need to address? For example, will you start with a broad, general diversity and inclusion focus, or will you start with training relating to one or two underrepresented groups? Can training be created in-house or created in partnership with a learning provider so it is tailored to your organisation? Or will you use ‘off-the-shelf’ training packages? Will training be delivered online, face-to-face or a mixture of both? Will training be mandatory?  What are the desired outcomes of the training? How will the outcomes be evaluated?   A communication strategy to accompany training initiatives, so staff understand how the training relates to the vision and goals of the organisation, and why it is important.

Determine training needs

Avoid assuming the training needs of staff, as your assumptions may not match the needs expressed by staff.  You can gather valuable evidence by surveying staff in relation to their needs, and can then tailor your training approach.  When staff are asked about their training needs, and then receive support to address these needs, they respond more positively to training than when they are ‘told’ what they need to learn.

Training delivery methods

The unique characteristics of your organisation will impact your choice of delivery method. One key question is whether training will be face-to-face, online, or a mixture of both. Online training may be more cost-efficient, particularly if there are suitable free or low-cost packages available. Online training packages are also accessible from any location, at any time, ensure quality control and consistency, allowing the employee to work at their own pace. These advantages can be important in the aquatics, recreation and leisure sectors – online training can be an easy way to reach a large number of staff who work across multiple locations, and in shifts. As the recreation industry has high staff turnover, online training may also be the best way to ensure new staff can access training when they join your organisation. Alternatively, face-to-face training provides an opportunity to discuss, collaborate and role-play, with the guidance of the facilitator. A group setting also has the potential to build team morale and understanding.

You can also consider a hybrid model. The online delivery of ‘real time’ training (e.g. a group session using a video conferencing platform) may be an attractive compromise for some training activities.

Evaluate the impact of training

When you have decided what training you would like to roll out across your organisation, you should think about how you are going to assess its impact. Building an evaluation plan will help you to define what you want to achieve, and to keep track of your progress. Consider using tools like surveys and assessments- preferably online and anonymous to understand what knowledge and skills are gained, and whether the program has been a cost and time-efficient way of meeting your objectives.

Training resources

This section provides suggestions for some training resources that you may like to incorporate into your plans.

Our list focuses on training related to the aquatics and recreation sector, or sport sector. Training designed for the sport context needs to be carefully considered for appropriateness for the aquatic, recreation and leisure sector. The contexts are related, but not identical.

Our list is not intended to cover all potentially underrepresented groups, or to provide a comprehensive list of all research sources.

General Inclusion Training

People with Disability

Culturally and linguistically diverse (CALD) communities

First Nations people

LGBTIQA+ communities

Mental health

Encourage staff