SURF LIFE SAVING AUSTRALIA
DIVERSITY, EQUITY AND INCLUSION FRAMEWORK
LIFE SAVING FOR ALL AUSTRALIANS
2024-2026
ACKNOWLEDGEMENT OF COUNTRY
SLSA acknowledges the traditional custodians of country throughout Australia and the deep enduring connections to land, sea and community. We pay our respects to elders past and present and extend that respect to all Aboriginal and Torres Strait Islander people.
ACKNOWLEDGEMENTS
SLSA acknowledges all those who have contributed their lived and professional experience to the development of the SLSA DEI Framework and Strategy.
FOREWORD
MESSAGE FROM THE PRESIDENT
I am honoured to introduce the first SLSA Diversity, Equity and Inclusion Framework to our national membership.
Our dedication to Diversity, Equity, and Inclusion (DEI) is borne from the belief that every individual, regardless of their background, should be given the opportunity to thrive in each element of surf lifesaving they choose.
We are committed in fostering an environment where differences are celebrated, voices are heard, and everyone feels a profound sense of belonging. By embracing diverse perspectives, and by visibly being a more colourful and diverse organisation our perspectives and engagements with others are richer and more meaningful as a result.
This DEI Framework is more than just a document; it is a call to action. It challenges us to look beyond our current state and actively work to dismantle barriers that impede progress in our movement. It is our promise to volunteers, partners and communities that we are committed to pursuing equity in all our endeavours.
As we advance, let us remember that the journey toward true inclusion is ongoing. It demands continuous effort, selfreflection and a willingness to learn and grow. Together we can cultivate a culture where everyone feels valued and empowered to contribute their best.
Thank you for your vigilance and service and for forging ahead with us on this vital journey.
Together we will build a strong, inclusive and resilient future for all.
John Baker AM ESM President Surf
Life Saving Australia
MESSAGE FROM THE CEO
In 2023 SLSA embarked on the process to develop a Diversity, Equity and Inclusion Framework for delivery across the national Surf Life Saving movement.
This was a significant process initiating from the SLSA Board but one that involved our whole organisation, from working groups, to organisational committees, an all-staff survey and stakeholder workshops.
After extensive consultation with groups such as Aspect Australia, Deaf Sports Australia, Lifesavers with Pride and Pride in Sport, we are confident that this framework is one that will give our diverse membership the opportunity to thrive.
Our Diversity, Equity and Inclusion Framework includes communication and language guidelines, factsheets and a reconciliation action plan in 2025. It also involved rewriting our Limited and Permanent Disability Policy to bring practices in line with modern standards and expectations.
It is our goal that Surf Life Saving is an environment where differences are celebrated, diverse voices are heard, and where everyone feels that they can belong and meaningfully participate.
By embracing diversity and fostering an inclusive environment, we hope that even more people in the Australian community will feel they too belong in Surf Life Saving – and this can only enhance our operational effectiveness, strengthen community ties, and improve water safety outcomes, benefiting both the organisation and the broader Australian society.
Adam Weir Chief Executive Officer Surf Life Saving Australia
INTRODUCTION
WHO WE ARE
ABOUT US
With 193 009 members and 315 affiliated Surf Life Saving clubs, Surf Life Saving Australia represents the largest volunteer movement of its kind in the world.
SLSA has a proud heritage with over 115 years of history and tradition. Since 1907, the organisation has grown significantly, and knowledge gained has been passed on from one generation to the next. This growth has been fundamental to SLSA’s success in managing some of the most dangerous and unpredictable beaches in the world. Over the years, more than 685,000 people have been rescued by a surf lifesaver.
VISION
ZERO PREVENTABLE DEATHS IN AUSTRALIAN WATERS.
OUR MISSION
WE SAVE LIVES, CREATE GREAT AUSTRALIANS AND BUILD BETTER COMMUNITIES.
10,275 RESCUES ANNUALLY
1,765,990 PREVENTIVE ACTIONS ANNUALLY
1,326,544 VOLUNTEER PATROL HOURS ANNUALLY
61,568
12,000 BEACHES
52,000KM OF COASTLINE
500MILLION BEACHES VISITATIONS ANNUALLY
OUR VISION FOR DIVERSITY, EQUITY AND INCLUSION
By embracing the diverse identities, lived and living experiences of our members, volunteers, and the communities we serve, Surf Life Saving Australia will strengthen an inclusive and welcoming culture. We are committed to ensuring everyone feels respected, valued and safe, fostering a sense of belonging where inclusive practices are the norm and surf life saving is open to all.
OUR DIVERSITY, EQUITY AND INCLUSION GOALS
These are our big goals for diversity, equity and inclusion in surf life saving. The actions we take will help us achieve these goals.
1. Surf life saving reflects the diversity of the communities we serve.
2. Inclusive practice is embedded and demonstrated in everything we do.
3. Everyone in surf life saving feels welcome, safe, respected and valued.
4. Everyone can participate in surf life saving in a meaningful way.
5. Surf life saving is seen as a movement that is open to all and where everyone feels like they belong.
STRATEGIC ALIGNMENT
THIS FRAMEWORK SUPPORTS THE GOALS AND ACTIONS DEFINED IN THE SLSA 2025 STRATEGIC PLAN. IN PARTICULAR THIS FRAMEWORK WILL SUPPORT ACHIEVING OUTCOMES RELATING TO THESE ACTIONS:
1.6: By leading and delivering as the peak coastal safety body
2.6: Provide accessible and diverse pathways for members within SLS
3.3: Making it easier for volunteers, staff and the community to contribute to the movement
4.4: Being an inclusive organisation that promotes accessibility and diversity.
IN GENERAL, THIS FRAMEWORK FURTHER SUPPORTS SLSA’S STRATEGIC PILLARS IN THESE WAYS:
SAVE LIVES DEVELOP AND SUPPORT OUR PEOPLE
Ensuring the lifesaving movement reflects community diversity with inclusive practice embedded in all that we do enhances responsiveness and effectiveness and reduces drowning deaths.
Creating a diverse and inclusive volunteer and paid workforce fosters a sense of belonging, ensuring all members feel valued and have equitable opportunities for growth and success.
ENSURE A RELEVANT AND GROWING MOVEMENT
Embedding sustainable inclusive practices and engaging with diverse communities ensures the organisation reflects community demographics and offers equitable participation opportunities for everyone.
ENGAGE THE COMMUNITY
Building strong partnerships with diverse community groups and promoting an inclusive movement enhances community support, making surf life saving accessible and welcoming to all.
THE CHALLENGE
The demographic landscape of the communities where Surf Life Saving operates has undergone significant changes. Australia is evolving into a more globally connected, culturally diverse nation and is experiencing an ageing population. Issues of exclusion, discrimination, harassment and vilification persist. Additionally, historically marginalised and disadvantaged groups are seeking greater levels of respect, recognition, and engagement within the surf life saving movement and society at large.
4.4
MILLION (18%) (AIHW, 2024) DISABILITY
49.3%
(ABS, 2024)
50.4%
81,2721 OR 3.2%
(ABORIGINAL 91.4%, TORRES STRAIT ISLANDER 4.2%, BOTH ABORIGINAL AND TORRES STRAIT ISLANDER 4.4%)
FIRST NATIONS - ATSI (ABS, 2024)
SPEAKS LANGUAGE OTHER THAN ENGLISH AT HOME 21%
OVER 300 (ABS, 2017)
LANGUAGES SPOKEN INCLUDING 150 INDIGENOUS LANGUAGES
BORN OVERSEAS
30.7% PLACES OF ORIGIN (ABS, 2024)
THE OPPORTUNITY
By embracing diversity and fostering an inclusive environment, SLSA can enhance operational effectiveness, strengthen community ties, and improve water safety outcomes, benefiting both the organisation and the broader Australian society.
Workpl
ace & economic benefits
• Enhance innovation and problem solving
• Increased employee satisfaction and retention
• Economic growth and productivity
Water safe ty & drowning prevention
• Improved training and awareness
• Broader reach and accessibility
• Culturally tailored water safety programs
Refer to Appendix C for more detail.
Benefits of embracing divers it y
Soci al & communit y benefits
• Strengthened community engagement
• Promotional of social cohesion and equity
• Role modelling and leadership development
OUR DIVERSITY AND INCLUSION JOURNEY
The following milestones highlight SLSA’s ongoing commitment to fostering an inclusive and diverse environment over time.
“BEACH TO BUSH” PROGRAM
SLSA’s Beach to Bush program, a roadshow of Surf Life Savers travelling thousands of kilometres across Australia to deliver Beach to Bush to over 50,000 students. Since the program commenced in 2004 over 350,000 students have received critical beach safety messaging from qualified life savers.
1980
Women were officially accepted to become active patrolling members. This was a significant milestone for gender inclusion in Surf Life Saving Australia, breaking a long-standing tradition of male-only membership.
2006
2008
INDIGENOUS ENGAGEMENT PROGRAM
SLSA launched the Indigenous Engagement Program to increase the participation of Aboriginal and Torres Strait Islander peoples in surf life saving activities. Including programs that promoted water safety and lifesaving skills within Indigenous communities.
MULTICULTURAL PROGRAM “ON THE SAME WAVE”
On the Same Wave program is the flagship multicultural water safety program in Australia. Developed in 2006, the program was developed as an accessible option for multicultural communities to learn surf safety and to encourage involvement in Surf Life Saving.
2004 2013
DISABILITY INCLUSION BEACHES
The Inclusive Beaches introduced to ensure saving clubs and are accessible to disabilities. This accessible facilities equipment such
JOURNEY
INCLUSION - INCLUSIVE
Beaches initiative was ensure that surf life and beach environments to people with This includes providing facilities and specialised such as beach wheelchairs.
DIVERSITY AND INCLUSION STATEMENT
SLSA released its formal Diversity and Inclusion Statement, outlining its commitment to fostering an inclusive environment that respects and values diversity across all levels of the organisation.
2018
LGBTQIA+ INCLUSIONPRIDE IN SPORT MEMBERSHIP
SLSA became a member of the Pride in Sport program, which supports LGBTQIA+ inclusion in Australian sports. This membership involves implementing policies and practices that ensure a safe and inclusive environment for LGBTIQA+ members and participants.
MEMBER PROTECTION POLICY 6.05
In 2016 the SLSA Board endorsed a Member Protection Policy bound on all members and SLS entities. This Policy aims to assist SLSA to uphold its core values and create a safe, fair and inclusive environment for everyone associated with SLS. Adaptions to the policy over the years strengthened the protection of all members particularly those with protected characteristics under the law.
WOMEN’S MENTORING PROGRAM
The Women’s Mentoring Program supports and encourages confident, strong and skilled women within SLS, to strengthen leadership skills, and develop the next generation of leaders to position SLS for the future.
RAINBOW BEACHES
Rainbow Beaches initiative was introduced to celebrate and support the LGBTQIA+ community in surf life saving. Host clubs were supplied with rainbow packs to decorate patrols as a visible sign of support and celebration of the contribution to surf life saving by the LGBTQIA+ community.
CULTURAL COMPETENCY TRAINING
SLSA introduced Cultural Competency Training for its members and staff to improve understanding and engagement with culturally and linguistically diverse communities. This training aims to enhance the ability of lifesavers to interact effectively with people from various cultural backgrounds.
The Rescue to coincide as a Australia’s now beaches.
PINK PATROL
In celebration of International Women’s Day and the contribution of women to surf life saving, clubs donned pink patrolling gear for the Pink Patrol and each year this initiative is gaining popularity amongst patrolling members nationwide.
SLSA PRIDE SURF RESCUE BOARD
first ever pride themed Surf Rescue Board was launched in 2023 coincide with Sydney World Pride, visible sign of inclusion on Australia’s beaches. Over 100 clubs now proudly display the board on their beaches.
SLSA PRESIDENT AND BOARD AT MARDI GRAS
For the first time in the history of surf life saving, SLSA President and board members marched alongside Lifesavers with Pride at Sydney’s Mardi Gras.
2023 & 2024
PRIDE IN SPORT AWARDS
SLSA has built on its pride practices since becoming a member of Pride in Sport in 2018 with improving on the scores each year on the Pride in Sport Index. The index is a benchmarking tool for organisations to mark their LGBTQIA+ inclusion.
In 2023 SLSA achieved Bronze level status, to doubling that score in 2024 with achieving Gold Status on the Index for the very first time.
ADAPTIVE EVENTS AT 2024 AUSSIES
The inaugural Adaptive Aussies –events for people with disabilities –was launched at the Aussies in 2024. Participants from all over Australia came to compete in events including distance runs, beach sprints, beach flags, wade race, surf race and board races. Resources were provided to support beach officials in delivering the event in a supportive and welcoming manner.
OUR DIVERSITY AND INCLUSION INSIGHTS
GENDER
COUNTRY OF BIRTH
We surveyed SLSA members 3 , employees and leaders 4 to better understand people’s inclusion experiences. Here’s what we found:
MEMBERS
• 36% of adult participants indicated that there has been a time that they would have liked to participate in surf life saving, but weren’t able to
• Disability is the greatest barrier to participation among those surveyed; more than half (54%) of those that identified as having a disability indicated that at some point, they were not able to participate because of their disability
• More than 75% of parents surveyed found that there was a barrier to participation based on aspects like their child’s socioeconomic status, culture, race, age, ability, etc.
• 80% of adults surveyed felt like they belonged in the surf life saving community and 78% felt that they were welcome
THEMES
These are the key thematic areas highlighted by insights gathered from our members, workforce and leaders through our surveys, member data and stakeholder engagements throughout 2024. Our actions will be focussed on addressing these themes.
1. Access
We need to improve accessibility to environments, processes and systems so that everyone can get involved and stay involved in surf life saving in the way they choose, especially for people with disabilities, women, First Nations Peoples and multicultural communities.
2. Safety and respect
We need to ensure all people feel safe and respected by creating environments free from discrimination, harassment and vilification and empower people to call out and act on harmful attitudes and behaviours, especially for women and LGBTQIA+ communities.
3. Education and awareness
We need to improve understanding, acceptance and confidence when engaging with diverse lived and living experiences and identify and remove barriers to participation, especially for First Nations Peoples and multicultural communities.
4. Public engagement
We need to improve how we share stories of good practice, positive experiences, outcomes and impacts of our inclusion efforts to grow our engagement with diverse communities and showcase the benefits of being part of the surf life saving movement.
WHO WE WORK WITH
We engage with a range of partners, programs and suppliers to help achieve our DEI goals. We will maintain these relationships and identify new opportunities to support and advance our efforts.
OUR PROGRAMS
We already deliver a range of targeted programs in collaboration with our stakeholders and partners. We will continue to evolve these and identify new initiatives to achieve our DEI goals.
INCLUSIVE BEACHES GRANT
SILVER SALTIES
INCLUSIVE BEACHES
WOMEN’S MENTORING PROGRAM
RAINBOW BEACHES
PROUD BEACHES SCHOLARSHIPS
SLSA PRIDE SURF RESCUE BOARD
INDIGENOUS LEADERS SCHOLARSHIP
MULTICULTURAL LEADERS SCHOLARSHIP
DEI STRATEGY
Our DEI Strategy will deliver on our DEI Vision and Goals considering our identified themes and priority diversity dimensions.
PRIORITY DIVERSITY DIMENSIONS
Whilst this framework seeks to address the inclusion of everyone, SLSA has identified specific groups, or diversity dimensions, who face disadvantage and barriers when it comes to involvement in surf life saving. Our inclusion actions and measurement efforts will emphasise outcomes and impacts for these groups.
• Women
• People with Disability
• First Nations
• Culturally and Linguistically Diverse communities
• LGBTQIA+
STRATEGIC ACTION AREAS
Our DEI Strategy is organised under 8 Strategic Action Areas. We will work to continually identify and deliver on key actions across the following Strategic Action Areas. Each action will be designed to address our DEI goals, themes and priority diversity dimensions. This will provide a consistent structure to identify, track and report on our DEI activities internally and with our stakeholders.
GOVERNANCE
AND LEADERSHIP
Ensure inclusion and diversity are integral to SLSA’s leadership practices, setting the tone for diverse representation and decision-making at all levels.
PRODUCTS AND PROGRAMS
Develop offerings for SLSA employees and members that are accessible, consider diverse needs and interests ensuring choice and control to enable fair and meaningful participation.
DATA COLLECTION & REPORTING
Collect demographic data and monitor diversity metrics to measure progress and identify areas for improvement, ensuring accountability and guiding future efforts.
POLICY
Develop, implement and strengthen clear policies to address discrimination, harassment, and equal opportunity, fostering a supportive and inclusive environment.
PATHWAYS
Create opportunities for under-represented groups to participate and advance within SLSA offerings including in employment, awards and surf sport, promoting diversity within the organisation and wider movement.
PARTNERSHIPS
Collaborate with external organisations and stakeholders to leverage resources, share best practices, and amplify impact in promoting inclusion and diversity within SLSA, the movement and broader community.
COMMUNICATIONS
Promote awareness and understanding of diversity issues through transparent and inclusive communication channels, encouraging dialogue and engagement.
EDUCATION
Provide training and resources to equip members with the knowledge, skills and confidence to navigate diversityrelated issues, fostering a respectful environment.
DEI ROADMAP
SLSA will drive initiatives to enhance inclusive culture and increase access for diverse groups. This Roadmap describes how our priorities and progress will shift over time. This will be underpinned by a comprehensive DEI Action Plan all aligned to our DEI Vision, Goals and Action Areas.
Action Areas
Governance and Leadership
Policy
Communications
Products and programs
Pathways
Education
Data Collection and reporting
Partnerships
Horizon 1. Set benchmarks and take strategic action 2024-25
Gaps and opportunities are identified, and diversity targets set.
Policies to address discrimination, harassment, and equal opportunity are identified and developed.
Approaches and targets are set, and accessibility and inclusive practices identified for implementation.
Product and program gaps are identified, and new solutions implemented.
Opportunities for underrepresented groups are identified and initial solutions are developed.
Initial training and resources are identified and provided to employees and members to navigate diversity-related issues.
Demographic data collection processes are established, and initial metrics are set.
Initial partnerships with external organisations are established to share resources and best practices.
Horizon 2. Report progress and embed inclusive practice and culture 2026-27
SLSA’s leadership is diverse with responsibility shared across the organisation.
Impacts of Policies are evaluated, and improvements implemented fostering a safe and supportive environment.
Progress is reported, and inclusive practices are embedded within communication strategies.
Existing programs are assessed and refined to ensure they meet inclusivity goals.
Pathways are expanded, and progress is monitored to ensure increased diversity within the organisation and movement.
Continuous education and training programs are embedded, fostering a culture of respect and inclusion.
Regular reporting on diversity metrics is conducted, and data-driven improvements are made.
Outcomes are reviewed, collaboration with partners is strengthened, and joint initiatives are undertaken to enhance DEI impact.
Horizon 3. Innovate to lead and explore new opportunities 2028-29
Inclusion and diversity are integral to SLSA’s leadership practices, setting the tone for diverse representation and decision-making.
SLSA leads DEI Policy direction across the movement and other sectors.
Innovative communication methods are explored to further enhance inclusivity and engagement.
New and innovative programs are introduced to lead in DEI efforts within the movement.
New opportunities and pathways are explored to continually enhance diversity and inclusion.
Advanced and innovative educational programs are developed to lead in DEI education within the movement.
Advanced data analytics are used to innovate and lead in DEI reporting and strategy.
New and innovative partnerships are explored to further amplify DEI efforts across the movement.
GOVERNANCE - WHOLE OF SLS APPROACH
SLSA BOARD
SLSA Executive Leadership Group (ELG) EMG
SLSA DEI Working Group (staff)
1 representative from each SLSA portfolio.
Development Advisory Committee (DAC) (volunteer)
1 representative from each state/territory.
Development Management Committee (DMC) (staff)
1 representative from each state/territory
DEI Governance Working Group
Chair: SLSA DEI Coordinator
SLSA DEI WG Chair (1) DAC Chair (1)
National DEI Advisor (1)
DEI Champions 1 per SLSA Committee
DEI Advisory Working Group
Lived experience of priority diversity domains.
Chair: National DEI Advisor Women CALD LGBTQIA+ People with Disability First Nations
Community Partners
Act and report
Location and/or role-based contribution
Localised/Cross stakeholder connections through state representatives
Support delivery of actions
Report on outcomes and impacts
Advise and inform
People with subject matter expertise and lived experience within 1 or more diversity domains
Inform priority actions
Provide feedback on initiatives
MEASURING OUR SUCCESS
We will measure the success of our strategy using the following mechanisms:
• Quarterly tracking and reporting on the progress of our DEI Action Plan
• Annual Member Data Reporting
• Annual Employee Data Reporting
• Biennial Inclusion and Belonging Surveys
• Biennial Satisfaction Survey
APPENDICES
APPENDIX A: KEY DEFINITIONS
These are our key definitions central to this Framework:
Diversity: The presence of a wide range of human characteristics and experiences within SLSA and the wider surf life saving movement.
Equity: Fair treatment, access, opportunity, and advancement for all individuals, while striving to identify and eliminate barriers and disadvantages that have prevented the full participation of some groups within SLSA and the wider surf life saving movement.
Inclusion: The active, intentional, and ongoing engagement and support of diverse individuals in all aspects of SLSA and the wider surf life saving movement, fostering a sense of belonging and value for every person.
Belonging: Creating an environment where every individual feels accepted, valued, and integral to SLSA and the wider surf life saving movement, through a culture where diverse identities and perspectives are recognised and respected, ensuring that everyone feels a sense of connection, inclusion, and support.
Lived and living experience: The personal experiences and history of an individual, encompassing both past (lived) and present (living) circumstances and how these experiences shape their identity, perspectives, and interactions with SLSA, the wider surf life saving movement and the world.
APPENDIX B: SECTOR FRAMEWORKS AND GUIDELINES
ANTI-DISCRIMINATION LEGISLATION
This Framework is underpinned by the following federal and state laws that prohibit discrimination and support equal opportunities and fair treatment.
FEDERAL
• Fair Work Act 2009 and the National Employment Standards (NES)
• Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Act 2022
• Australian Human Rights Commission Act 1986
• Age Discrimination Act 2004
• Disability Discrimination Act 1992
• Sex Discrimination Act 1984
• Racial Discrimination Act 1975
• Racial Hatred Act 1995
• Workplace Gender Equality Act 2012
• Privacy Act 1988
STATE AND TERRITORY
• Australian Capital Territory – Discrimination Act 1991
• New South Wales – Anti-Discrimination Act 1977
• Northern Territory – Anti-Discrimination Act 1996
• Queensland – Anti-Discrimination Act 1991
• South Australia – Equal Opportunity Act 1984
• Tasmania – Anti-Discrimination Act 1998
• Victoria – Equal Opportunity Act 2010
• Western Australia – Equal Opportunity Act 1984
SECTOR STANDARDS AND FRAMEWORKS
The following resources support the goals and actions within this Framework by promoting inclusive environments and encouraging participation from diverse groups in relation to the range of contexts relevant to Surf Life Saving Australia’s core roles and offerings
• The National Standards for Volunteer Involvement
• Australian Sports Commission DEI Framework
• Guidelines for the Inclusion of Transgender and Gender Diverse People in Sport
• Transgender & Gender-Diverse Inclusion Guidelines for HP Sport
• Sport Horizon National Sport Strategy
• Sport Integrity Australia National Integrity Framework
• Standards for Registered Training Organisations (RTOs) 2015
RELATED POLICIES AND GUIDELINES
SLSA has several policies and guidelines related to DEI. We will regularly review and add to these policies to underpin and support our DEI goals.
Policies include: Inclusion & Diversity Statement; 6.05 Member Protection Policy
APPENDIX C: BENEFITS OF EMBRACING DIVERSITY
1. WORKPLACE & ECONOMIC BENEFITS
Enhanced Innovation and Problem Solving
A diverse workforce combines various perspectives and experiences, fostering innovation and creativity.
This adaptability is essential, leading to unique solutions and service improvements (Page, 2007)
Increased Employee Satisfaction and Retention
Inclusive workplaces see higher employee satisfaction, leading to better retention rates and reduced recruitment costs. This is crucial where volunteer commitment and experience are vital (Roberson, 2006)
Economic Growth and Productivity
Embracing diversity enhances financial performance through improved creativity and problem-solving. Inclusive practices attract a broader talent pool, boosting overall productivity (Herring, 2009) (Hunt, Layton, & Prince, 2015)
2. SOCIAL & COMMUNITY BENEFITS
Strengthened Community Engagement
A diverse and inclusive organisation better reflects and serves its community. Engaging various backgrounds builds stronger relationships and fosters trust, essential for a volunteer-based organisation (Putnam, 2000) (Surf Life Saving Australia, 2024)
Promotion of Social Cohesion and Equity
Inclusion fosters social cohesion by uniting individuals from different backgrounds. This mutual understanding contributes to a more equitable society, creating a welcoming environment for all Australians (Ely & Thomas, 2001) .
Role Modelling and Leadership Development
Promoting diversity and inclusion, SLSA can serve as a role model, showcasing the benefits of inclusive practices and encouraging others to adopt similar approaches (Hunt, Layton, & Prince, 2015)
3. WATER SAFETY & DROWNING PREVENTION
Broader Reach and Accessibility
Increased diversity means engaging more communities, including the underrepresented, to educate a wider audience about water safety, reducing drownings across demographics (Bennett & Lemoine, 2014)
Culturally Tailored Water Safety Programs
Inclusion enables culturally tailored water safety programs, resonating with different communities. Understanding cultural attitudes towards water and safety enhances
communication and education strategies (Stough & Kang, 2015)
Improved Training and Awareness
A diverse organisation is more responsive to various community needs, leading to better training for lifeguards and volunteers. Enhanced awareness contributes directly to safer beaches and waters (Roberson, 2006) (Surf Life Saving Australia, 2024)
APPENDIX D: UNDERPINNING PRINCIPLES
HUMAN RIGHTS
A Human Rights approach to diversity, equity and inclusion strategy involves adopting policies, practices, and a culture that respects, protects, and fulfils the human rights of all individuals, regardless of their background, identity, or characteristics.
It involves promoting non-discrimination, ensuring equal opportunities, and fostering an inclusive workplace that respects the rights and dignity of all individuals. This approach aligns with Australia’s commitment to human rights and the principles outlined in international human rights instruments, such as the Universal Declaration of Human Rights and other international treaties and Australian legislation.
Adopting a Human Rights approach to diversity and inclusion in SLSA goes beyond legal compliance. It reflects a commitment to fostering a workplace culture that values and upholds the inherent dignity and rights of every individual, contributing to a more just, inclusive, and equitable environment.
UN SUSTAINABLE DEVELOPMENT GOALS
The United Nations Sustainable Development Goals (SDGs), also known as the “Global Goals”, are a set of 17 interconnected goals designed to address a wide range of global challenges and promote sustainable development. These goals were adopted by all United Nations Member States in 2015 as part of the 2030 Agenda for Sustainable Development. The SDGs cover various dimensions of development, including social, economic, and environmental aspects.
In total there are 17 SDGs, these can be viewed here: https://sdgs.un.org/goals
Several United Nations Sustainable Development Goals (SDGs) are relevant to achieving SLSA’s diversity and inclusion goals.
SDG
4: Quality Education
Education is a key factor in promoting diversity and inclusion. SDG 4 aims to ensure inclusive and equitable quality education. SLSA will contribute to this goal by implementing training programs, raising awareness, and fostering a learning culture that values diverse perspectives. SLSA will also work to ensure its delivery of education and training is accessible to all.
SDG 5: Gender Equality
Gender diversity is a critical aspect of diversity and inclusion. SDG 5 emphasises achieving gender equality and empowering all women and girls. For SLSA this means addressing gender bias, ensuring equal opportunities, and creating an inclusive environment for people of all genders.
SDG 8: Decent Work and Economic Growth
Inclusive workplaces contribute to sustainable economic growth. SDG 8 focuses on promoting sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all. For SLSA this means implementing strategies that promote equal opportunities and fair employment practices, both paid and volunteer, for everyone.
SDG 10: Reduced Inequality
SDG 10 aims to reduce inequalities within and among countries. For SLSA this means our diversity and inclusion strategies will target reducing disparities and fostering an environment where individuals from diverse backgrounds and experiences have equal access to opportunities, resources, and benefits.
SDG 16: Peace, Justice, and Strong Institutions
Inclusive organisations contribute to social cohesion and stability. SDG 16 focuses on promoting peaceful and inclusive societies, providing access to justice for all, and building effective, accountable, and inclusive institutions. Diversity and inclusion are essential for creating fair and just structures and cultures within SLSA and the wider SLS community.
SDG 17: Partnerships for the Goals
Collaboration is crucial for advancing diversity and inclusion. SDG 17 emphasises the importance of partnerships to achieve sustainable development goals. For SLSA this means forming partnerships with other businesses, communities, and stakeholders to enhance the relevance, impact and effectiveness of diversity and inclusion initiatives.
INTERSECTIONALITY
In the organisational context, intersectionality refers to the recognition and consideration of overlapping social identities, such as race, gender, ethnicity, and other factors, to understand and address unique challenges and experiences faced by individuals. It emphasises the interconnected nature and compounding impacts of various forms of discrimination and privilege. Intersectionality advocates for inclusive strategies that account for the complexity of diverse perspectives within the SLS work environment and wider movement.
FIRST NATIONS CENTRALITY
First Nations Centrality in an organisational context involves prioritising and recognising the essential role of Aboriginal and Torres Strait Islander peoples. This means adopting policies and practices that actively include, respect, and empower Aboriginal and Torres Strait Islander employees and members, fostering an environment that values their unique histories, cultures, and contributions. It requires addressing historical injustices, promoting equity, and aligning organisational strategies with principles of Indigenous rights, reconciliation, and self-determination.
REFERENCES
• ABS. (2017). 2016 Census: Multicultural, Media Release. Retrieved from ABS: https://www.abs.gov.au/ausstats/ abs@.nsf/lookup/Media%20Release3
• ABS. (2024). Australian Aboriginal and Torres Strait Islander Population Summary. Retrieved from ABS: https://www.abs.gov.au/articles/australia-aboriginaland-torres-strait-islander-population-summary
• ABS. (2024). Australia’s Population, Country of Birth, Latest Release. Retrieved from ABS: https://www. abs.gov.au/statistics/people/population/australiaspopulation-country-birth/latest-release#internationalcomparisons
• ABS. (2024). Population Census, Latest Release. Retrieved from ABS: https://www.abs.gov.au/statistics/ people/population/population-census/latest-release]
• AIHW. (2024). People with disability in Australia 2024Summary Fact sheet 1: How many people have disability? Retrieved from aihw.gov.au: https://www.aihw.gov.au/ getmedia/d8878f3c-ab61-4627-839e-54ffeeab9da7/aihwdis-72-2024_fact-sheet-01_how-many-people-havedisability.pdf
• Bennett, C., & Lemoine, G. J. (2014). What Varying Program Design Strategies Can Teach Us About Cultural Competence. The Journal of Continuing Education in the Health Professions, 34(4), 181-189. Retrieved from https:// onlinelibrary.wiley.com/doi/abs/10.1002/chp.21255
• Ely, R. J., & Thomas, D. A. (2001). Cultural Diversity at Work: The Effects of Diversity Perspectives on Work Group Processes and Outcomes. Administrative Science Quarterly, 46(2), pp. 229-273. Retrieved from https:// journals.sagepub.com/doi/10.2307/2667087
• Herring, C. (2009). Does Diversity Pay? Race, Gender, and the Business Case for Diversity . American Sociological Review, 74(2), 208-224. Retrieved from https://journals. sagepub.com/doi/10.1177/000312240907400203
• Hunt, V., Layton, D., & Prince, S. (2015). Why Diversity Matters. McKinsey & Company. Retrieved from https:// www.mckinsey.com/business-functions/organization/ our-insights/why-diversity-matters
• Page, S. E. (2007). The Difference: How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies. Princeton University Press. Retrieved from https://press.princeton.edu/books/
paperback/9780691138541/the-difference
• Putnam, R. D. (2000). Bowling Alone: The Collapse and Revival of American Community. Simon & Schuster. Retrieved from https://www.simonandschuster.com/ books/Bowling-Alone/Robert-D-Putnam/9780743203043
• Roberson, Q. M. (2006). Disentangling the Meanings of Diversity and Inclusion in Organizations. Group & Organization Management. Group & Organization Management, 31(2), 212-236. Retrieved from https:// journals.sagepub.com/doi/10.1177/1059601104273064
• Stough, L. M., & Kang, D. (2015). The Inclusion of Community Members with Disabilities in Public Safety. Journal of Disability Policy Studies, 26(1), 4452. Retrieved from https://journals.sagepub.com/ doi/10.1177/1044207315583898
• Surf Lifesaving Australia. (2024). Surf Lifesaving in the Community. Retrieved from Surf Lifesaving Australia: https://sls.com.au
