Point four:

The proportion of staff playing, coaching and administration working within clubs needs to be monitored and evaluated to provide an accurate reflection of the community in which the club serves and represents the current “state of play”.

We are committed to working on an across-the-game monitoring of footballs work-force and implementing targets to ensure an industry that is representative of the entire population.  Not just at playing, coaching and management level but across the game within administration, medical, and at committee and board level.

As well as this the proportion of all staff and players including scholars needs to be monitored and evaluated at regular intervals to accurately reflect development opportunities within the game.

We are adapting our administration processes so that ethnicity data is collected on membership forms, Coaching Applications, Grant Applications and on line web registration.

In Jan 2014 the PFA conducted a data capture of the 92 clubs to collate information from Community Trusts/Foundations to determine representation of BAME people staffing at community trust / foundations information which will go on to form a “Best Practice” model to include all equality strands.

The PFA has also conducted (informal) research into the ethnicity of staff holding posts in coaching roles within professional football. We now require an annual formal audit of all staff at clubs in the Premier and Football Leagues to monitor the proportion of BAME managers/coaches. This data can be used to measure long-term progression with regards to under-representation in management.

This work is in line with joined up work with all football agencies who are committed to working with those groups that are underrepresented.