Accessible and Inclusive Futures
Earlier this week, we welcomed Lou Englefield from Pride Sports to lead a webinar for colleagues in the sector on LGBTQ+ inclusion as part of our Accessible and Inclusive Futures series, delivered in partnership with Inclusive Employers.
The session outlined the challenges LGBTQ+ people face across the sporting landscape and explored what organisations and individuals can do to improve cultures and environments, rather than just participation figures.
Being your whole self while being active
Lou talked us through Pride Sport’s research findings, which show that whilst many LGBTQ+ adults are active, we tend to favour solo pursuits such as walking, running, swimming or going to the gym, over team-based activities.
Additionally, those of us who do take part in traditional or team sports don’t always feel comfortable sharing our gender identity or sexual orientation with the teammates around us.
The figures were particularly stark for bisexual men and women, with only 22% and 26% respectively, reporting that either everyone, or most people, are aware of their sexual orientation in the sport they play.
Why this matters
The findings from Pride Sports matter because they highlight the hidden effort that many LGBTQ+ people put into deciding whether it is safe to be open about who they are.
Research on Minority Stress Theory shows that LGBTQ+ people experience stress from discrimination itself, but also from anticipating negative reactions and feeling the need to hide parts of their identity.
Different studies show that concealing your sexual orientation or gender identity can negatively impact wellbeing, whereas feeling able to be yourself is linked to better mental health outcomes and a stronger sense of belonging.
So, whilst many LGBTQ+ people might be achieving positive activity levels, they may not be experiencing all the social connectivity and wellbeing benefits that we know sport can provide.
Creating welcoming spaces
Creating more inclusive environments does not necessarily require large-scale programmes or significant investment.
It often begins with listening.
Organisations can start by building authentic relationships with LGBTQ+ communities and asking people directly about their experiences, needs and aspirations.
In our webinar, Lou suggested that organisations could start by reviewing the policies and processes that shape participants' experiences, including:
- codes of conduct
- membership and registration forms
- equality, diversity and inclusion policies
- trans and non-binary inclusion policies
- safeguarding procedures
- reporting and complaints processes.
The human role of creating inclusive cultures
As well as policies, people matter too and it is our coaches, volunteers, instructors, officials and front-line staff who often have the most significant influence on whether individual participants feel welcome.
Inclusive practice isn’t about having all the answers.
It’s about allyship and respect, as well as avoiding assumptions about identity, relationships or pronouns, using inclusive language and being open to learning from participants' experiences.
A welcoming coach or teammate can be what turns participation into belonging.
Looking ahead with Pride
Across the UK and Europe, LGBTQ+ sports clubs and events continue to create spaces where inclusion is built in, not bolted on.
Next year, Pride Sports will host the EuroGames in Cardiff, welcoming thousands of LGBTQ+ athletes to celebrate participation, diversity and belonging through sport.
Events like these remind us that the goal isn't simply to increase participation, but to create environments where everyone feels safe, respected and that they belong.
Because the true measure of inclusion is not just looking at who takes part – it's who feels they belong.
