STRATEGY INCLUSION 2021-23
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2021-23 INCLUSION STRATEGY
CONTENTS FOREWORD 3 INTRODUCTION 5 OUR JOURNEY SO FAR 7 OUR AMBITION 11 MAKING OUR AMBITION A REALITY 14 INCLUSIVE LEADERSHIP AND GOVERNANCE 15 PEOPLE EMPOWERED TO BE INCLUSIVE 17 TENNIS LOOKING AND FEELING OPENED UP 19 TARGETED INTERVENTIONS FOR GREATER DIVERSITY 21 HOLDING OURSELVES TO ACCOUNT 28 REPORTING PROGRESS 30
3 FOREWORD
FOREWORD In March 2019, we launched a new vision for our sport:
‘Tennis Opened Up’. We want tennis to be Relevant,
Accessible, Welcoming and Enjoyable for everyone and
The strategy set out in this document, which builds on
our previous work, is focused primarily on embedding
long-term cultural change. If people coming to tennis
BY RACHEL BAILLACHE so it is a vision with inclusion at its very heart. I love
this vision for our sport; I want everyone to have the
from different backgrounds see and experience a
culture which is truly Relevant, Accessible, Welcoming
opportunity to enjoy tennis as much as I do. If we are to and Enjoyable, they will want to stay involved. This will
achieve this, though, we all need to work hard not just to lead to increased diversity across our sport. We believe
be accepting of others but, intentionally and positively, embedding an inclusive culture is the key to ensuring that
to be inclusive. We need to recognise that it is on all of us we do not just Open Tennis Up but that it is Opened Up
who love tennis to help bring people into our sport and for good.
make them feel like it is a sport for them, no matter their
Our aim is that this more inclusive culture will enable us,
background or who they are.
over time, to get to a place where the people involved in
I am proud of the progress we have made since the launch tennis, whether it be as players, volunteers or working in
of our Strategy – for example, the LTA Board has directly the sport, truly reflect the diversity of the communities
appointed seven new councillors specifically bringing around us. This is what Tennis Opened Up means.
greater diversity and understanding of inclusion. In this Anything less is not good enough.
strategy you will see an outline of some of the actions
This strategy also comes with a clear commitment to
we have already taken to bring our vision to life. These
measurement and accountability as we progress towards
actions are already beginning to impact diversity in our
this aim. Measurement does matter - data is what will help
sport positively. But we know there is much more to do.
us understand whether or not our strategies are working
We know that not everyone’s experience of tennis is of
and, importantly, what needs to change. My fellow Board
a sport Opened Up to them. We also know that there
members and I will hold ourselves and the wider business
are broader societal issues, for example, the inequalities
to account for constant and consistent progress towards
which have been exacerbated by COVID-19, which make
this aim of a sport that reflects our communities. To this
tennis harder to access for some people. While we cannot
end, we have set ourselves clear objectives for the period
fix these issues, we are determined to work harder, and
to 2023.
more closely with communities most affected by them, to
understand where we can do more.
4 OUR JOURNEY SO FAR
FOREWORD
The current data is very encouraging in some areas but it
also highlights some acute challenges. Whilst our strategy
WITH THE FULL SUPPORT OF,
is designed to focus on building an inclusive culture, it AND ON BEHALF OF
does also seek specifically to accelerate our efforts to
tackle these challenges and we will not hesitate to amend
LTA Board:
our action plan to secure meaningful progress.
As the LTA Board’s lead for inclusion and diversity, I will
now have responsibility for overseeing the execution of this
Lord Mervyn Davies
strategy. I believe we need to be uncompromising in this
LTA Board Chair
execution and I am confident we will be. I have seen, first-
hand, the level of commitment from the Executive and
Colleagues more broadly, all of whom share a passion to see LTA Council:
Tennis Opened Up as a permanent reality for our sport.
The Board is looking forward to being able to report
against the progress we have made in the coming years David Rawlinson
and to continuing to work with the whole LTA team to LTA President
make tennis even more inclusive.
Rachel Baillache
LTA Board Inclusion
& Diversity Champion
5 INTRODUCTION
INTRODUCTION
When I started in this role and we began to develop We will continue this process of listening more, listening
what became our vision of Tennis Opened Up, I spent a better, but we will also be driven by what our data tells us
lot of time listening to people from all areas of tennis. I we should be concentrating on. There are areas both in
believe this led to a vision which brings us together as a terms of our efforts to be more inclusive and in terms of
BY SCOTT LLOYD sport with a shared commitment to making tennis more
inclusive. Events of the last year have re-emphasised the
importance of this vision and the need to go further,
our diversity as a sport where we have made real progress.
Programmes like SERVES and Open Court help to show
that our sport can be for anyone. SERVES addresses
faster, in realising it. In deciding how best to do this, economic inequalities by taking tennis to disadvantaged
I was determined that we needed to continue this communities and places it has not been played before,
approach of listening and learning, and so I wrote two including youth clubs, community centres, church halls,
open letters last year asking for views from anyone who mosques and temples. It has so far seen over 30,000
wanted to share their passion and experience. This in young people pick up a racket, many for the first time,
turn led to the creation of our IDEA Group (Inclusion, with three-quarters of participants from the 30%
Diversity, Equity and Accessibility). most deprived areas in the country, and over half from
ethnically diverse communities.
This group has brought together passionate people from
the tennis landscape and from amongst our colleagues; In addition, since its launch following the London 2012
people with lived experience and understanding of the Paralympic Games, the LTA’s Open Court programme
issues, who want to help us make a change. They have has grown to become one of the largest disability
highlighted areas to focus on and generated key ideas programmes of its kind in any sport, with a record number
for how we can address the problems which exist. Issues of disabled people playing tennis across Britain, at a
raised include ensuring that everyone within the business, network of more than 400 venues across the country.
and in key roles across the tennis landscape, is trained
People who play tennis are also more diverse than many
appropriately in how to be more inclusive and understands
people realise: 40% of players are female, 16% are from
their personal role and responsibility in driving changes in
an ethnically diverse background, and 11% are disabled.
our culture; making sure we give greater profile to stories
However, there is still more that needs to be done and
from those with more diverse backgrounds; and increasing
there are areas where we have much further to go –
the diversity of our coaching workforce. These and others
for example, our coaching workforce, which we know is
are themes you will see reflected in this strategy.
male-dominated, with those from an ethnically diverse
background or with a disability also under-represented.
6 INTRODUCTION
We know that people’s experience and perceptions of our inclusive sport in the country. We are committed to doing
sport at a day-to-day level can too often make them feel everything we can, and we will support you to do the same.
like tennis is not for “people like me”. Also, we have gaps If we see everyone around us, whether they are coming to
in our data and understanding, most notably in relation to the sport for the first time or after a lifetime of playing, as an
those from the LGBTQI+ community, and an important opportunity to make someone feel more included, and
element of what we do must be to fill these gaps and we take that opportunity, we will have Opened Up Tennis.
improve our understanding.
This strategy sets out the key actions we will take to drive
further inclusion in tennis as part of our work to turn our Scott Lloyd
vision of Tennis Opened Up into a reality. However, it is Chief Executive Officer
important to say that it is not the whole picture of where
we invest our time, capacity and resource, now and in the
future – I am determined that everything we do as a sport
will have inclusion at its core.
We cannot do this alone though, and success can only be
achieved through working in partnership and collaboration FOR AND WITH THE FULL SUPPORT
with others. We need this to be a joint commitment
from every individual, organisation and group involved OF THE LTA EXECUTIVE TEAM
in our sport in any capacity, with everyone taking an
individual responsibility for helping to drive change. A
part of this must be an acknowledgment that all forms
Vicky Williams Julie Porter Olly Scadgell
of discrimination have no place in tennis and the LTA
People Director Chief Operating Officer Participation Director
will continue to have a zero-tolerance approach as an
organisation.
As a governing body, we do not control the welcome
someone receives when they first arrive at a club or
exactly how a coach adapts to the needs of the person
in front of them. So, I am asking all of you who love Simon Steele Michael Bourne Chris Pollard
our sport to play your part in making tennis the most Finance Director Performance Director Major Events and
Digital Director
7 OUR JOURNEY SO FAR
OUR “Tackling inequalities is at the heart of
JOURNEY
Sport England’s new strategy ‘Uniting
the Movement’. The LTA’s new inclusion
SO FAR strategy, as part of its wider vision of
‘Tennis Opened Up’, aimed at enabling
more people from all backgrounds to
Tennis Opened Up is a vision with inclusion enjoy the benefits that playing can bring,
at its core – this strategy sets out some
is a great step to help bring that to life.”
of the commitments and actions we are
taking to achieve that vision. However, Tim Hollingsworth - Chief Executive, Sport England
while we know we have further to go,
tennis has certainly not been standing still.
There are several steps on the journey we
can and should be proud of.
8 OUR JOURNEY SO FAR
PEOPLE FROM A DIVERSE
ETHNIC BACKGROUND FEELING UP TO
“TENNIS IS FOR
PEOPLE LIKE ME”
£8.4M
40% 14%
ROSE BY
MADE AVAILABLE BY THE
LTA TRUST TO FUND THE
INSTALLATION OF GATE
OF ADULT YEARLY ACCESS SYSTEMS TO
PLAYERS ARE AFTER THE LTA PLAY MAKE PARK COURTS
FEMALE YOUR WAY CAMPAIGN MORE SUSTAINABLE
Tennis has always been at the The recent Play Your Way campaign, If we want more people, from more
forefront of trying to ensure gender designed to encourage people to diverse backgrounds playing tennis,
equity as a sport, led by role models get onto court, demonstrated a they need to be able to access
like Billie-Jean King, and we are significant and sustained shift in tone sustainable courts when and where
one of the most gender-balanced for our strategic communications. they want. We are providing grants
participation sports in the country. Tennis Opened Up means tennis to local authorities and clubs for
being a sport for everyone, to be gate access systems, supported by
played however and wherever people our free Rally booking app, to help
want – we want everyone to Play protect long term public access
Your Way. to courts.
9 OUR JOURNEY SO FAR
OVER
13K 30,000
YOUNG PEOPLE TAKING
PART IN SERVES,
PLAYERS AND NEARLY
400 VENUES 75% FROM A LOWER
SOCIO-ECONOMIC BACKGROUND,
ACROSS THE COUNTRY
ARE PART OF OUR
DISABILITY PROGRAMME
50% FROM ETHNICALLY
DIVERSE COMMUNITIES
We have one of the largest Our SERVES programme, working
disability-specific programmes in with expert organisations such
sport in this country in Open Court – as StreetGames, reaches into
providing opportunities across diverse community settings where tennis is
impairment types and venue types not usually seen, such as community
for people to play how they want to. centres, youth clubs, church halls,
This includes innovative new mosques or temples.
partnerships with key disability-
focused organisations like MENCAP.
10 OUR JOURNEY SO FAR
1
WE WERE THE
st
50
FEMALE NATIONAL GOVERNING BODY
AMBASSADORS & TO SIGN UP TO THE SPORTING
2,000
EQUALS CHARTER ON RACE
EQUALITY IN SPORT IN
ACTIVATORS TRAINED SINCE
THE PROGRAMME STARTED
Through our She Rallies programme,
spearheaded by Judy Murray, we
APRIL
2019
We were the first National
Governing Body to sign up to the
have worked to empower and expand Sporting Equals Charter on race
the number of women and girls equality in sport in April 2019
coaching and playing tennis, with a and this strategy is part of our
new Introduction to Level 1 Coaching commitment to that Charter.
Course introduced to make the first
step onto the coaching ladder easier.11 OUR JOURNEY SO FAR
OVER
2,000 130
Part of the journey, though, is knowing
how far you still have to go. In 2020,
in response to the increased focus
and discussion brought by the Black
COACHES ALREADY TENNIS FOR FREE SITES, LTA BOARD Lives Matter movement in particular,
7
DIRECTLY APPOINTED
NEW
TRAINED TO DELIVER LTA WITH A TARGET Scott Lloyd wrote two open letters,
YOUTH, WITH A TO GET TO acknowledging that we still have a
200
TARGET OF OVER significant journey ahead.
4,000 COUNCILLORS,
As part of our commitment to listen more and listen
better, we followed up the responses to these letters
TEACHERS TO BE by creating our IDEA Group (Inclusion, Diversity,
TRAINED IN 2021 IN 2021 INCREASING DIVERSITY Equity and Accessibility), after an open invitation to
respondents to get involved. We know how important it
is to listen to people with lived experience and have been
Our new programme aimed at We work in partnership with, We recognised that in order
very grateful for the willingness of people to share their
children and young people, LTA and provide significant financial to attract the best people we
views. The group has helped to inform the development
Youth, has been specifically support to, Tennis for Free to needed to revamp our approach
of this strategy and, alongside us seeking the views of
designed to be fully inclusive, enable them to provide free to recruitment, how we
external expert organisations, will continue to inform the
from the training being given to tennis sessions in some of the communicate it, what the LTA
implementation of the strategy.
coaches and teachers, through to most deprived areas has to offer to candidates and
the imagery and materials used to of the country. where we target our recruitment.
promote the programme. We have developed a new
Employee Value Proposition –
“Ambition Opened Up” – and
employer branding with a specific
aim to be more attractive to
under-represented groups.12 OUR AMBITION
OUR
AMBITION
Everyone involved in tennis understands
that inclusion is central to our vision for
the sport and they confidently choose
to be inclusive every day.
Tennis Opened Up is a vision for tennis to be truly
"Inclusion and diversity is so
open to all, no matter their background, whether they
are disabled, or what their age, sex, gender identity,
important, and I love the fact
sexual orientation or ethnicity is.
that with this strategy the
This will only be fully achieved when every person’s
experience of tennis, in every place it is played in this LTA is taking a lead on this
country, makes them feel included. We should not
pretend that this will be easy or that we can do it to make it part of tennis in
alone – coaches, venues and volunteers are central
to this experience. Britain every day."
This means that our ambition needs to be a clear
call to action to the whole tennis community. Billie-Jean King13 OUR AMBITION
WHEN WE REALISE OUR THE
OUTCOME
AMBITION, TENNIS WILL BE:
RELEVANT
Exciting and engaging, whoever you
are and wherever you are from, more
of you will want to pick up a racket People playing, working and volunteering
and play tennis your way. in, and watching our sport will reflect the
ACCESSIBLE
diversity of our communities.
ith no barriers between you and your
W
court – whether your court is in a park,
a community centre, a school, or your
own front room.
WELCOMING
Whether you want to play, coach,
watch or volunteer, you will feel
at home and an equal part of your
tennis family.
ENJOYABLE
You will want to keep coming back
again and again because, whether it
is watching the best or simply being
your best, tennis will be fun.14 OUR AMBITION —
MAKING OUR AMBITION A REALITY
THE STRATEGY COVERS FIVE AREAS:
MAKING OUR 1. Inclusive leadership
4. Targeted interventions
AMBITION and governance
Role-modelling and driving the right
for greater diversity
Specific interventions, over and above
A REALITY
behaviours from the top down and setting our focus on inclusion, to drive more
expectations for those in leadership roles rapid changes in diversity where they
across the sport; making sure that the are most needed.
systems are in place so that inclusion is
5.
always at the heart of everything we do.
Holding ourselves
To deliver on our ambition, choosing to
2.
to account
be inclusive needs to be seen as the People empowered
Making sure that we have the data to
norm, instinctive, simply the way we to be inclusive report openly on our progress and being
do things in our sport. Building greater understanding of inclusion transparent in order to learn from both
and the capability to be inclusive, while at where we do well and where we are
the same time creating the conditions which weaker; as well as learning from those
We believe an inclusive culture will deliver lasting enable everyone in tennis to feel confident organisations and individuals considered
change with more people from more diverse in sharing their own experiences and to to be leading the way on inclusion.
backgrounds wanting to get involved, and stay challenge non-inclusive behaviour.
involved, in our sport.
This strategy is therefore focused on setting out the
commitments and supporting actions we believe will
drive an inclusive culture.
3. Tennis looking and
feeling Opened Up
The way people perceive tennis is key to
Being held accountable for the success of this them choosing tennis against many competing
strategy is important. We are committed to activities and demands on their time. Anyone
measuring the impact of the actions we are taking engaging with our sport, in any place or across
and to being transparent in our reporting. We will not any medium, should feel like tennis is “for
hesitate to adjust our actions if required. people like me”.15 OUR AMBITION —
INCLUSIVE LEADERSHIP & GOVERNANCE
INCLUSIVE “The first step towards inclusion
and diversity always needs to be
LEADERSHIP & to listen, so it is fantastic that has
GOVERNANCE been the very foundation of the
development of this strategy.”
F
unke Awoderu,
Role-modelling and driving the right LTA Tennis Development Committee
behaviours from the top down and setting Inclusion Advisory Group Chair
expectations for those in leadership roles
across the sport; making sure that the
systems are in place so that inclusion is
always at the heart of everything we do.16 OUR AMBITION —
INCLUSIVE LEADERSHIP & GOVERNANCE
COMMITMENTS TO DRIVE CHANGE:
We will emphasise the importance We will continue to ‘Listen More, We will embed inclusion into every part We will set out a clear framework and
of inclusion as core to who we are Listen Better’, actively seeking out the of the way we function day-to-day as a guidance for leaders across all areas of
as a National Governing Body and views of under-represented groups. National Governing Body. our sport to embed inclusion into their
demonstrate clear leadership and policies, processes and behaviours.
responsibility for it. ACTION: ACTION:
By continuing to work with the LTA By making a new inclusion and diversity ACTION:
ACTION: IDEA Group – as we have done in dashboard, showing progress against this By working with counties, venues, coaches
By making inclusion one of our core Values. developing this strategy – as well as wider strategy, a standing item on Board/Exec and sector experts to draw all relevant
Our current values of Integrity, Excellence, stakeholders and those who want to help Team meeting agenda, with a full report at policies together under a clear Inclusion
Teamwork and Passion are central to every us drive greater inclusion, directly feeding least twice a year. Charter for our sport. Under this will be
stage of our employment cycle, from the views on implementation and further clear and effective minimum standards
way we attract new talent to the way we development of the strategy into the ACTION: to which LTA Registered Venues and
performance manage – Inclusion will be too. Board and Executive. By all new programmes having to complete Accredited Coaches have to adhere in terms
an Inclusion Impact Assessment before of providing an inclusive environment.
ACTION: they can be approved.
By nominating a Board champion who
will liaise on a regular basis with the Exec ACTION:
Team lead for inclusion and the LTA IDEA By all Executive Team members
(Inclusion, Diversity, Equity, Accessibility) committing to a personal goal with respect
Group, attending at least one meeting of to their leadership on inclusion, for
the group a year, with other board members example, to act as a mentor, to participate
attending as part of their induction process. in reverse mentoring or to champion a
Also, through the Board leading by example colleague network.
in modelling best practice in its ways of working.17/ OUR AMBITION —
PEOPLE EMPOWERED TO BE INCLUSIVE
PEOPLE “I love the fact this strategy is
focused on inclusion. It will help
EMPOWERED create a learning environment,
TO BE where people can learn and grow
together, and that is critical.”
INCLUSIVE Asif Sadiq,
Inclusion Expert & Senior Vice President,
WarnerMedia International
Building greater understanding of
inclusion and the capability to be
inclusive, while at the same time
creating the conditions which enable
everyone in tennis to feel confident in
sharing their own experiences and to
challenge non-inclusive behaviour.18 OUR AMBITION —
PEOPLE EMPOWERED TO BE INCLUSIVE
COMMITMENTS TO DRIVE CHANGE:
We will ensure that we build the capability We will improve our understanding of We will ensure better championing for
and understanding of Colleagues, Board, how people feel, in particular but not and understanding of inclusion at a
Council and County Committees, as limited to those from the LGBTQI+ tennis venue level.
well as key elements of the wider tennis community as the area we have least
community, with training in what it data on, about inclusion in tennis and ACTION:
means to be fully inclusive as a first step build opportunities to learn from and We will do this by reviewing relevant roles
to making people more confident to support each other through the sharing within venues to ensure that they are
discuss and meet the needs of others in an of lived experience. properly trained, equipped and supported
inclusive way. to help their venue to be more inclusive,
ACTION: including implementing minimum standards.
ACTION: By ensuring that all surveys we use to
By implementing a new Learning Management monitor coach, volunteer and colleague
System (LMS) with high-quality training engagement, and venue health, include
packages, supplemented by improved appropriate questions on how well people
induction and renewal training. Training will be experience inclusion and belonging
made mandatory for coaches as part of their
qualification at LTA Assistant and Instructor ACTION:
levels (Levels 1 & 2), and for officials. By proactively creating safe spaces, which
might include networks aimed at specific
ACTION: characteristics, and a safe environment
By developing conversation and language generally for both groups and individuals
guides for colleagues, venues and our wider with diverse lived experiences, to feel both
workforce to ensure language used and valued and to be able to provide feedback
how we present ourselves is consistent and and make suggestions for improvement.
appropriate in any and all communications.19 OUR AMBITION — TENNIS LOOKING AND FEELING OPENED UP
TENNIS
LOOKING
AND FEELING
OPENED UP
The way people perceive tennis is key “The LTA's work in taking tennis into
to them choosing tennis against many local communities is a testament to
competing activities and demands on their
time. Anyone engaging with our sport, in their commitment to inclusion and
any place or across any medium, should diversity and this strategy is a real
feel like tennis is “for people like me”.
opportunity not only to build on the
positive work they have been doing
but also to lead the way.”
Arun Kang, Sporting Equals CEO20 OUR AMBITION — TENNIS LOOKING AND FEELING OPENED UP
COMMITMENTS TO DRIVE CHANGE:
We will ensure that all our We will ensure that our communication We will make sure that our Major Events are
communication channels are in line drives and highlights inclusion and as inclusive and accessible as possible, and
with best practice for accessibility. diversity with equal prominence. are firmly embedded into and connected
with the communities around them.
ACTION: ACTION:
By ensuring the LTA website meets AA By continuing to use Play Your Way as ACTION:
standard for accessibility under the Web our overall brand positioning, to change By conducting a full review of accessibility
Content Accessibility Guidelines using perceptions of tennis and to appeal to a at all LTA Major Events to ensure that we
tools such as accessibility functionality more diverse group of participants. comply with or are better than industry
on social media platforms (e.g. ALT text), best practice.
producing accessible pdfs, and ensuring ACTION:
appropriate subtitles are included with By ensuring that all colleagues ACTION:
all videos. involved in communications and By reviewing the “look and feel” of our
marketing are specifically trained in events to ensure they fully embody and
communicating inclusively. promote Tennis Opened Up.
ACTION: ACTION:
By implementing a content tracking process By working with our partners to look at the
for social media (and similar for publications) to diversity of our workforce at Major Events and
monitor different aspects and ensure they are put in place measures to ensure it is more
appropriately represented in how we present reflective of local and national diversity. Also,
and cover the sport, with a balanced output. by using our Major Events as opportunities
to engage young people from more diverse
backgrounds in the tennis industry.21 OUR AMBITION —
TARGETED INTERVENTIONS FOR GREATER DIVERSITY
TARGETED
INTERVENTIONS
FOR GREATER
DIVERSITY
Specific interventions, over and above
our focus on inclusion, to drive more
rapid changes in diversity where they “It’s great to see a focus on driving
are most needed.
greater diversity, especially within
the workforce. Different perspectives
will lead to higher engagement,
increased creativity and better
outcomes for everyone.”
Yasmin Clarke,
LTA Councillor & Master Performance Coach22 OUR AMBITION —
TARGETED INTERVENTIONS FOR GREATER DIVERSITY
COMMITMENTS TO DRIVE CHANGE:
BOARD & COUNCIL COLLEAGUES
We will continue to drive greater diversity We will ensure that our Colleague We will improve the diversity of colleagues
in our decision-making bodies wherever base better reflects the diversity of in senior roles across the business, in
possible, while also meeting all the diversity society, in particular in relation to particular for women.
requirements of the Code for Sports those who are disabled and from a
Governance as a minimum. diverse ethnic background. ACTION:
By enabling greater progression through
ACTION: ACTION: targeted manager and leadership training
By ensuring that as vacancies occur on By implementing the new LTA Employer and mentoring programmes, as well as
the Board or as part of the Board’s direct Branding, by working proactively with more rigorous identification of emerging
appointments to Council, we work with expert recruiters to ensure diverse interview pools, talent through our annual reviews and
external recruitment partners to target under- by using a more diverse range of advertising talent planning/skills framework.
represented groups. channels to target recruitment in new ways,
and by putting in place a new “Licence to Hire”
ACTION: which requires recruiting managers to have
By working with Counties, as part of the completed inclusion training.
County Governance Review already underway,
to increase the diversity of their committees
and how they feed through into Council.23 OUR AMBITION —
TARGETED INTERVENTIONS FOR GREATER DIVERSITY
COMMITMENTS TO DRIVE CHANGE:
PLAYERS – PARTICIPATION
We will continue to ensure that under- ACTION: We will create increased and more We will invest in Opening Up more
represented groups are targeted through By ensuring the training for coaches and engaging opportunities to compete, for venues for long-term, sustainable public
specific programmes, while at the same teachers in LTA Youth is inclusive in terms women and girls in particular, to drive access, to reach more diverse participants.
time ensuring that all of our mainstream of materials and presentation, and by greater frequency of participation and
provision is as inclusive as possible. identifying opportunities to join up our also to help enable more females to be ACTION:
SERVES programme to create sustainable prepared to coach at a higher level. By continuing to roll out improved digital
ACTION: participation opportunities for children access, developing better operating models
By reviewing all our programmes, in from lower socio-economic groups. ACTION: for parks, and capital investment to help
particular those delivered in partnership By driving increased girls only options in enable long-term sustainability, whilst also
with Sport England, and work with them ACTION: existing junior competition products like supporting clubs which open their doors to
to develop a set of interventions focused By building an innovative partnership with the Team Challenge, Matchplay and Local Tour; non-members. We will also continue to work
on social impact and reducing stubborn Girl Guides to take tennis to non-traditional creating more women-only doubles Local with national partners, e.g. StreetGames and
inequalities in participation rates, especially spaces and reach a new audience by giving Tennis Leagues; and building on the success Tennis for Free, to ensure that there are free
where there is overlap between different girls an introduction to fun, simple activities. of previous Tie Break Tens events to provide routes into tennis in more socio-economically
under-represented groups. We are developing off-the-shelf resources, competitive opportunities in a format which is disadvantaged areas.
offering training to volunteer leaders through relevant and enjoyable for teenage girls.
the network of She Rallies Ambassadors and
access to equipment.24 OUR AMBITION —
TARGETED INTERVENTIONS FOR GREATER DIVERSITY
COMMITMENTS TO DRIVE CHANGE:
PLAYERS – PERFORMANCE
We will continue to focus on increasing We will continue to build on what is a
diversity in the players starting out on world-leading wheelchair performance
their Performance journey, in particular programme as well as for other
those from a lower socio-economic group. impairments, including Learning
Disability, Visual Impairment and Deaf.
ACTION:
By a combination of broadening the very top ACTION:
of the funnel onto the performance pathway By developing a new Wheelchair Tennis
through the measures set out above and Talent Initiative, in partnership with the
developing a clearer plan to achieve greater National Lottery, which will be designed
progression through to National Age Group to be as inclusive as possible, ensuring that
and Pro-Scholarship level. the opportunities created reach into more
diverse communities and venues.
ACTION:
By continuing to use and develop the
Open Court Programme to help identify
potential talent for the GB National
Disability Squads and supporting a calendar
of competition opportunities to provide
players with a platform to showcase this.25 OUR AMBITION —
TARGETED INTERVENTIONS FOR GREATER DIVERSITY
COMMITMENTS TO DRIVE CHANGE:
COACHES
We will support and enable more ACTION: We will prioritise the development ACTION:
coaches from under-represented By delivering subsidised ‘female taster and progression, including through to By targeting our mentoring scheme to help
groups to see coach education as courses’ via our new network of Coach Performance levels, of coaches from more diverse coaches develop the on and
welcoming, and coaching as a viable Development Centres, that aim to increase under-represented groups, and ensure off court skills to progress professionally
career for them. significantly the proportion of female that they feel supported and listened to. and to help grow their business.
coaches entering the qualification pathway
ACTION: at LTA Assistant (Level 1). ACTION: ACTION:
By launching a strategic grants By enabling greater peer-to-peer knowledge By implementing the Female Performance
programme, via our new network of ACTION: transfer around inclusive coaching through Coach Engagement Programme to drive
Coach Development Centres, aimed By ensuring our qualification and dedicated ‘Online Communities of Practice’ progression for female coaches wanting to
at encouraging those from under- educational materials are published that focus on inclusive coaching best practices. work on the Talent Pathway.
represented groups to start out on the with alternative formats for those with
coaching pathway. We will specifically impairments – including electronic ACTION:
target females, those from an ethnically Braille and audio formats, alternative text By upskilling our qualification tutors and
diverse background, and disabled people. descriptors and subtitling as standard for coaches to have greater understanding of
our educational video content. inclusion and diversity, so that they can
facilitate a more welcoming and inclusive
course environment on our educational
courses and tennis sessions – with specific
new units across disability, ethnicity
and gender.26 OUR AMBITION —
TARGETED INTERVENTIONS FOR GREATER DIVERSITY
COMMITMENTS TO DRIVE CHANGE:
VOLUNTEERS
We will ensure that more people, We will work with and support
from more diverse backgrounds, are Counties and venues to be more
supported and enabled to become Inclusive and drive diversity in
“activators”, i.e. people who enable their governance structures.
fun and accessible simple play sessions
rather than more structured coaching, ACTION:
recognising the vital role these By carrying out an audit of diversity
volunteers can play in driving informal among County volunteers and reviewing
participation, often in settings more County governance with support from
likely to have more diverse participants. Sport England, including looking at how
systems and approaches could be made
ACTION: more inclusive. Also by expanding our
venue registration offer to encompass non-
By completely reviewing the role of
traditional tennis venues, especially parks,
activators in order to ensure we are
community venues and education sites to
recruiting, training and supporting
enable us to reach new audiences
them in enabling tennis activity whilst
of volunteers.
also recognising and rewarding the
contribution they make to Opening
Tennis Up. As part of this, we will look
at how we can drive even more diversity
in this group of people.27 OUR AMBITION —
TARGETED INTERVENTIONS FOR GREATER DIVERSITY
COMMITMENTS TO DRIVE CHANGE:
OFFICIALS ACTION:
By expanding the Officials Licence Scheme
to include Competition Organisers and
We will ensure a more diverse range ensuring greater diversity of intake for the
new Officiating Academy, including through:
of people are enabled and encouraged
to become officials and that there is • conducting further research into attitudes
a less intimidating first step on the towards officiating among women, people
officiating ladder. from diverse ethnic backgrounds and
disabled people;
• working with existing partners like
StreetGames, Women in Sport and
the Activity Alliance to increase
understanding and knowledge of the
opportunities around officiating;
• working with Counties to ensure better
sign-posting of officiating as an option
for volunteers and players from diverse
backgrounds; and
• using LTA professional events as
opportunities to engage young people
from more diverse backgrounds through
shadowing opportunities.28 OUR AMBITION —
HOLDING OURSELVES TO ACCOUNT
“Tennis has been a brilliant
HOLDING sport for me to get involved
OURSELVES in, and the more that can be
done to understand diversity in
TO ACCOUNT sport, the more others will be
able to benefit too.”
Making sure that we have the data to F
rankie Rohan , Visually Impaired Tennis Player/Coach
report openly on our progress and being & LTA IDEA Group Member
transparent in order to learn from both
where we do well and where we are
weaker; as well as learning from those
organisations and individuals considered
to be leading the way on inclusion.29 OUR AMBITION —
INCLUSIVE LEADERSHIP & GOVERNANCE
COMMITMENTS TO DRIVE CHANGE:
We will always seek to learn from ACTION: We will ensure that we improve our ACTION:
others, including being open to and By proactively working with other sports ability to present an accurate picture By producing and publishing an annual
actively seeking constructive criticism bodies and regularly looking outside the of the diversity of our sport and will report detailing our progress against
and advice from relevant partners sector to assess where others have made be transparent about progress in order this strategy and including an analysis of
and representative organisations for improvements and to measure ourselves that we, and others, can hold ourselves current diversity data and lived experiences
under-represented groups. against what is considered best practice. to account effectively. of inclusion across the sport. This will at
least include what data we have in the
ACTION: ACTION: areas set out in the table below and we will
By proactively building ‘critical friend’ By working with all of the audience specifically seek to include data also on
relationships with appropriate external groups identified in this strategy – LGBTQI+ and socio-economic diversity
bodies, as well as listening more to voices coaches, players, volunteers and officials as soon as we can.
from within tennis, we will ensure that – we will make it clearer why we need
we are using external expertise and the to gather personal diversity information ACTION:
product of lived experience to continue on them, in particular in relation to the By fully reviewing the content of this
to inform and co-create the next steps LGBTQI+ community where our data and strategy every three years in order to
on the journey as we learn from the understanding is poorer. assess whether it still represents best
implementation of this strategy. practice and reflects appropriately the
issues which our partners and our data tell
us should be our priorities.30 OUR AMBITION — REPORTING PROGRESS
REPORTING “Tennis can provide so many
amazing opportunities, and
PROGRESS I really look forward to this
strategy helping to open them
up to so many more people
In order to understand and monitor
the impact of this strategy and to whatever their background.”
hold ourselves to account, we will James Keothavong,
publish a dashboard of relevant data ITF Gold Badge Chair Umpire & LTA Councillor
on an annual basis. This will set out the
direction of travel against each metric to
demonstrate progress made.31 OUR AMBITION — REPORTING PROGRESS
REPORTING PROGRESS CURRENT DATA THE 2011 CENSUS SAID THAT ROUGHLY:
The table shows the data we currently
The table below sets out where we
have. We have also used a Red/Amber/
currently have appropriate baseline data
Green (RAG) rating to highlight the
against gender, ethnicity and disability.
50.9%
areas where we think the most significant
progress needs to be made and which
As the actions contained in the strategy
outline, we will be taking steps to improve the actions outlined in the strategy
OF THE POPULATION
and expand our capture of diversity data will address. WAS FEMALE
and we plan to be able also to report against
the following areas, where possible and Given the outcome we are aiming at is to
appropriate, in due course: ensure that the people playing, working and
volunteering in, and watching our sport will
· age; reflect the diversity of our communities, we
· sexual orientation; have used official census data as a comparator,
· socio-economic background; and and will reassess this when the results of this
14% OF
· the inclusion metric which will be year’s census are published.
contained in our Colleague, Coach, THE POPULATION
Volunteer and Venue surveys. WAS FROM A DIVERSE
ETHNIC BACKGROUND
18% OF OF THE POPULATION REPORTED HAVING A
LONG-TERM HEALTH PROBLEM OR DISABILITY
(INCLUDING RELATED TO AGE) THAT LIMITED
THEIR DAY-TO-DAY ACTIVITIES32 OUR AMBITION — REPORTING PROGRESS
GENDER ETHNICITY DISABILITY*
BOARD 42% female No current member from a No current data
In order to arrive at a (Amber) diverse ethnic background
12 people
Red/Amber/Green (RAG) rating, (Red)
we used the following approach: 38% female 10% from a diverse No current data
COUNCIL
61 people (Amber) ethnic background
(Amber)
GENDER
rom in line with or better than
F EXECUTIVE TEAM 40% female 20% from a diverse No current data
national demographic to within 5 people (Amber) ethnic background (Green)
5 percentage points
COLLEAGUES 44% female 9% from a diverse 9% disabled (Red)
From 6 percentage points under ~ 295 people (Amber) ethnic background
the national demographic to 15 (Amber)
percentage points under
OFFICIALS 35% female 3% from a diverse 4% disabled (Red)
More than 15 percentage ~ 800-900 people (Amber) ethnic background (Red)
points under
ACCREDITED COACHES 24% female 4% from a diverse 1% disabled (Red)
~ 5,700 people (Red) ethnic background (Red)
ETHNICITY AND DISABILITY
Given the smaller proportions of VOLUNTEERS 45% female 5% from a diverse 6% disabled (Red)
people with these characteristics ~ 11,500 people (Green) ethnic background (Red)
we have used narrower banding:
PLAYERS - PERFORMANCE PATHWAY 49% female 26% from a diverse 20% disabled (Green)
rom in line with or better than
F (Green) ethnic background (Green)
84 people
national demographic to within 3
percentage points 30% female 20% from a diverse 18% disabled (Green)
PLAYERS - PARTICIPATION (MONTHLY)
rom 3 percentage points under
F From our tracker data: ~ 1.3m people (Red) ethnic background (Green)
the national demographic to 6
percentage points under PLAYERS - PARTICIPATION (YEARLY) 40% female 16% from a diverse 11% disabled (Red)
From our tracker data: ~ 4m people (Amber) ethnic background (Green)
More than 6 percentage
points under Based on current business data at 1st May 2021.
Board and Council members, and employees, are counted once in the most senior role they are in, e.g. the CEO and Financial Director are counted on the Board.
* As self-reported, which may lead to under-reporting of hidden disabilities.You can also read
