PSI Support

The Pride in Sport Index™ sets out a range of expectations. Many of these expectations are explained through key terminology defined below. In addition, we show you best practice examples of how to record and submit your evidence.

 

Definitions


Push communication

Push communication refers to any message that is sent from a sender to a receiver. Push is a broadcast. The sender is in control, determining who receives the communication, how they receive it, and when. Push communications are used to communicate interesting, important, or time-sensitive announcements. This is information that needs to be communicated immediately and directly. Email blasts, posters and digital billboards, push notifications (digital alerts sent from a mobile app), SMS, and voicemails are all examples of push communications. [1]


Pull communication

Pull communication refers to any information that is accessible by a recipient on his/her/their terms. Think of pull as self-service—ideally, pull communication solutions enable open and convenient access to information. Pull communication is typically informational and is not time-sensitive. It is designed to be a resource for people in a moment of interest or need. Intranet portals, websites and self-service employee apps are examples of pull communication tools.[2]


Interactive communication

Interactive communication is exactly as it sounds. It is an interaction or dialogue between parties. Intelligence is communicated and discussed in real-time, alleviating any confusion or misinterpretation that may come from broadcast dialogue. Stopping an employee in the hallway to chat, engaging in an email dialogue, or holding a town-hall meeting where all employees are given a voice are examples of interactive communication. Though a push or pull strategy can be easier to manage and typically requires less strain on HR resources, many employees prefer an interactive dialogue, especially when navigating difficult topics.[3]


Days of Significance

Diversity Days are all about celebrating or honouring LGBTIQ days of significance, and increasing awareness of the LGBTIQ community’s rich and fabulous diversity. View a list of Diversity Days here.[4]


Transphobia

Describes negative feelings or actions towards someone who’s trans or gender diverse. You may have heard transphobic language like ‘tr*nny’, or seen restrictions on the way that people are allowed to express their gender. Things like which uniform you’re allowed to wear or toilets you can use. Transphobia can also include abusive threats or actual physical violence, sexual harassment and deliberately excluding someone because of their gender.[5]


Homophobia

Verbal homophobia is the most common form. Things like name-calling, rumours and abusive words (‘fag’ or ‘dyke’). Phrases like “that’s so gay” which compare sexuality to words like ‘crap’ can have a negative impact. Homophobia also include abusive threats or actual physical violence, sexual harassment and deliberately excluding someone because of their sexuality.[6]


Biphobia

Biphobia is abuse towards someone who is attracted to more than one gender, and even includes when that person’s identity is erased. This can be in the form of telling someone that their sexuality is “just a phase”, or even telling them to “pick a side.”[7]


Interphobia (also known as Intersexphobia[8] and Intersex discrimination[9])

Intersex discrimination happens when a person is treated less favourably than another person in a similar situation because that person has physical, hormonal or genetic features that are neither wholly female nor wholly male; a combination of female and male; or neither female nor male. This can include exclusion or mistreatment in medical services.[10] [11]


Recommended Sexuality and Gender Indicators

Through regular and ongoing consultation with our communities and LGBTI health research experts we have developed the following sexuality, gender and intersex related indicators to capture our communities in data sets. We recommend the use of these questions in all health/human services data collection and in research where applicable.[9]


Internal Events

Internal events can vary quite significantly, but will generally have a few common factors – i.e. they are run by your organisation and are held ‘in house’ for a closed group of specific people. Examples of these may include (but are not limited to) staff/committee dinners, morning teas, celebratory functions etc.

Internal: ‘Of or situated on the inside’ / ‘Existing or occurring within an organization’[12]

Event: ‘A thing that happens or takes place, especially one of importance’[13]


External Events

External events can also vary, but are more often than not an ‘open invitation’ to members of your sport, organisation their friends and supporters. Examples of external events led by you/your organisation may include (but are not limited to) conferences, come and try days, fair/fates, end of season celebrations etc.

External: ‘Coming or derived from a source outside the subject affected’ [14]


Academic Research

Systematic investigation into a problem or situation, where the intention is to identify facts and/or opinions that will assist in solving the problem or dealing with the situation. Research can be conducted internally, however academic research is the incorporation of professional researches from educational institutions within Australia.

Note: Most Australian universities will have a “find a researcher/expert” section on their website, where you can source a professional in this space who can either assist with your study, or point you in the right direction for a subject matter expert.

Current known institutions who have completed research in the space of LGBTIQ+ inclusion in Australian sport/s, include:

You can also find a list of Australian Universities, here.


Additional Work (Ideas)

This is – work that does not fit into any of the index categories and has not been covered elsewhere within the index, or is above and beyond expectations of components within the index.

In Section 6 of the Pride in Sport Index (PSI), you have the opportunity to add items of extra work that your organisation may have complete that is relative to LGBTI+ inclusion to people in sport. Below are a list of simple ideas that could be considered:

  • Grant Applications:
    • Showing evidence of specific LGBTI+ related grants that have been successfully achieved and implemented within your organisation.
    • Showing evidence of using research within a grant or sponsorship application, showing alignment of your LGBTI values to that of the potential sponsor/grant.
  • Mentoring other club/sporting organisations
  • Local contribution that has had international impact
  • Taking a public stand on issues affecting the LGBTI community (ie. mental health, suicide ideation, bullying/harassment)
  • Influencing of key sponsors and/or suppliers to participate in LGBTI inclusion and/or anti-homophobia/transphobia activities.

IMPORTANT: By no means is completing these ideas a guarantee of point allocation. PSI markers will take each piece of additional work on its merits, and the quality of evidence supplied.


Recording Evidence for Submission

When you submit your Index Document, you will be required to include a range of items (documents, photos, video etc) for evidence. For each piece of evidence required, we suggest you create a digital folder and include each piece of evidence within that folder.

Important: When adding items to your digital folder, ensure the start of each file name corresponds with the Index question number. For example, if you attached a supporting document for question 1.1a, add the text “1.1a –” to the start of that file so it is quickly accessible by the index marking team.

 

 


Reference List:

 

[1] https://www.employeechannelinc.com/insights/blog/4-tips-for-achieving-communication-balance-to-improve-employee-experience

[2] https://www.employeechannelinc.com/insights/blog/4-tips-for-achieving-communication-balance-to-improve-employee-experience

[3] https://www.employeechannelinc.com/insights/blog/4-tips-for-achieving-communication-balance-to-improve-employee-experience

[4] https://www.welcomehere.org.au/diversitydays

[5] https://www.idahobit.org.au/index.php/get-active/the-stats

[6] https://www.idahobit.org.au/index.php/get-active/the-stats

[7] https://www.idahobit.org.au/index.php/get-active/the-stats

[8] https://www.intersexequality.com/what-is-interphobia/

[9] https://ihra.org.au/discrimination/

[10] https://www.idahobit.org.au/index.php/get-active/the-stats

[11] https://ilga.org/turnitoff

[12] https://www.lexico.com/en/definition/internal

[13] https://www.lexico.com/en/definition/event

[14] https://www.lexico.com/en/definition/external

 


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