'Anchors of Belonging' framework for those working in sports organisations

The challenge

Working within the Centre for Social Justice in Sport and Society (CSJ) has provided opportunities for the research team to work with various sports organisations on issues of equity, diversity and inclusion. What has become increasingly apparent is the need to conceive inclusion in ways that move beyond issues of access and participation, an addition to a policy, or a targeted programme.

The framework focuses on how organisations can take a more involved and proactive approach that is person-centred in their efforts to create an inclusive environment in which to work. In so doing, it considers the daily interactions and opportunities to build meaningful relationships between individuals, and how these actions and relationships impact lived experiences.

Evidence-informed, grounded in such lived experiences, and created from a significant body of research from an internationally leading team of researchers in this area, the purpose of the framework is to move our thinking, conversations, and actions from a compliance or transactional approach to one that is more transformative and person-centred. Its value is in reframing the issue of inclusion, challenging our thinking and shifting our sense of responsibility through a focus on four anchors.

The approach

What emerges from across our various research projects within the Centre is the ways in which belonging is embodied through four processes, feeling seen, feeling heard, feeling valued and feeling known – together these form our ‘Anchors of Belonging’ framework.

• Feeling Seen:
  Recognising individuals for both their performance and the unique life experiences they bring to the workplace. It’s about celebrating diversity in all its forms and ensuring people see themselves reflected across roles and leadership in the organisation.
• Feeling Heard:
  Providing employees with opportunities to voice their ideas and concerns, and then acting on them. Open, transparent dialogue in safe spaces is essential for driving meaningful change.
• Feeling Known: Employees want to be understood as unique individuals, with opportunities to connect meaningfully across teams and levels. Holistic understanding of both their professional roles and life outside work is key.
• Feeling Valued: Knowing your work and authentic self are respected, celebrated, and needed. A supportive culture that prioritises growth, development, and work-life balance is critical.

The impact

This integrative, person-centred framework enhances our understanding of the features of what it means to belong when working in sport (e.g., as coaches, officials, administrators, governance) and provides a foundation for organisations to structure their efforts towards creating more inclusive sport workforces.