CORE EDI

Equality, Diversity & Inclusion (EDI) Policy & Action Plan 2026–2028

Approved by: CORE Leadership Team

Applies to: All staff, coaches, players, match officials, volunteers, partners and event participants across all CORE programmes (including CGCC, Masterclasses, Coaching & Academy Certification, Health & Well-Being, and International Tours).

1. Commitment & Vision

CORE is committed to creating an inclusive environment where everyone involved in the sport including but not limited to players, staff, volunteers, partners and supporters, feels welcome, respected and able to participate to the fullest of their abilities. Our vision is to make cricket a game for everyone globally and to champion equity, diversity and inclusion across every level of our organisation.

2. Purpose & Scope

This document sets out CORE’s commitment to equality, diversity and inclusion (EDI) and describes the standards, behaviours and actions we expect across our global ecosystem. It applies to all CORE activities and touchpoints, including events, academies, certifications, data platforms and commercial partnerships. The policy is designed to be compatible with local law in each country of operation and to reflect recognised good practice in sport governance, safeguarding and anti-discrimination.

3. Our EDI Principles

Equality: We remove avoidable barriers and proactively tailor support so people with different starting points can achieve fair outcomes.

Diversity: We welcome visible and non-visible differences across identity, background, experience and thought, recognising how these enrich our programmes and decisions.

Inclusion: We build environments where everyone is respected, able to participate fully and confident to speak up.

Intersectionality: We recognise that people hold multiple identities which interact to shape experiences; our analysis and actions reflect this complexity.

4. How EDI Connects to CORE’s Strategy & Programmes

CGCC (CORE Global Cricket Championship Series): equal access criteria, inclusive tournament operations and transparent selection and ranking processes.

Academy Certification: equity-focused standards on safety, accessibility, coach qualification, and player welfare at Silver/Gold/Platinum levels.

Coaching Certification (Train-the-Trainer): inclusive pedagogy, anti-bias decision-making and pathways for underrepresented groups.

Masterclasses & Elite Tours: inclusive pricing models, scholarship allocation and disability-friendly logistics where practicable.

Health & Well-Being: culturally aware nutrition guidance, mental health support and reasonable adjustments for disability.

Data, Rankings & Analytics: privacy-by-design and bias-aware data collection, reporting and use of performance information.

5. Standards of Behaviour & Prohibited Conduct

Everyone engaged in CORE activities must uphold respectful conduct. Discrimination, harassment, bullying, victimisation or retaliation are strictly prohibited on the basis of protected characteristics recognised in relevant jurisdictions (e.g., age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race/ethnicity, religion or belief, sex, sexual orientation) and on other relevant grounds (e.g., socioeconomic background, language, caring responsibilities). Hate speech, slurs, stereotyping, unwanted sexual conduct or exclusionary behaviour will not be tolerated.

6. Governance & Accountability

Effective governance underpins CORE’s EDI approach. Responsibilities, oversight and consequences for non-compliance are clearly established.

Role / Group

Primary Responsibilities

Oversight & Reporting

Board

Set strategic EDI direction; approve policy; receive annual EDI reports; ensure accountability.

Annual review and reporting to Board

Executive Leadership

Embed EDI across operations; allocate resources; link EDI objectives to performance frameworks.

Quarterly updates and annual report

EDI Lead / Office

Coordinate EDI action plans; support training and policy implementation; monitor progress.

Consolidates data for annual report

Academies & Pathways

Develop and deliver local EDI action plans; report progress; implement inclusive practices.

Periodic reporting aligned with milestones

HR & Safeguarding

Manage recruitment fairness, adjustments and welfare; handle complaints and disciplinary action.

Case reporting and compliance checks

7. Responsibilities

Board & Executive: Set EDI objectives, allocate resources, monitor performance quarterly and model inclusive leadership.

Managers & Coaches: Embed inclusive practice in selection, feedback, training loads, facilities access, travel and wellbeing support.

Event & Operations Teams: Design accessible venues and processes (e.g., registration, accreditation, safeguarding, complaints), with reasonable adjustments and multilingual communication where feasible.

Data & Technology: Ensure ethical data collection, privacy, secure storage and bias-aware analytics in rankings and reports.

Participants & Partners: Follow this policy, complete mandatory training and speak up about concerns.

8. Inclusive Operations – Practical Commitments

Eligibility & Selection: Use published criteria; decisions recorded; provide feedback on request.

Pricing & Scholarships: Publish bursary/scholarship routes; ring-fence aid for underrepresented groups where lawful.

Facilities & Kit: Provide women and family friendly spaces; consider prayer/reflection rooms; offer modesty options where practical.

Language & Communication: Avoid jargon; offer plain-language summaries; provide interpreters or translations when feasible.

Safety & Wellbeing: Zero tolerance for harassment; clear chaperone policies for minors; alcohol management at events; heat and hydration protocols.

Accessibility: Step-free routes where available; seating plans for mobility needs; quiet spaces; reasonable adjustments in assessments. protocols.

Nutrition & Faith: Respect dietary requirements and fasting periods in scheduling and catering.

Travel & Accommodation: Rooming and safeguarding protocols; consideration for religious observance and disability needs.

9. Reporting Concerns & Case Handling

We encourage early, safe reporting of concerns (including anonymously where permitted). Reports can be made via the CORE online form, to a designated Safeguarding/EDI Officer, or event control. We will: (a) acknowledge promptly; (b) triage risk; (c) take proportionate interim measures; (d) investigate fairly and confidentially; and (e) communicate outcomes within the limits of privacy law. We prohibit retaliation against anyone raising a concern in good faith.

10. Training & Education

  • Induction module for all staff, coaches, officials and volunteers prior to engagement.
  • Annual refresh training covering anti-discrimination, inclusive coaching and bystander intervention.
  • Role-specific modules: selectors and coaches (bias-aware decisions), event teams (accessible operations), data staff (ethical analytics).

11. Data, Transparency & Targets

Subject to local law and consent, CORE will collect and report anonymised EDI metrics (e.g., participation, progression, workforce composition, scholarships awarded, complaint themes

12. Governance Linkages

This policy sits alongside CORE’s Safeguarding Policy, Code of Conduct, Health & Safety Policy, Data Protection Policy, Tournament Regulations, and Partner/Supplier Standards. Contracting will incorporate compliance clauses and remedies for material breaches.

13. Localisation & Legal Compliance

CORE operates across multiple jurisdictions. Country annexes may specify additional protected grounds, processes or authorities. Where local law sets higher standards than this policy, local law prevails.

14. Implementation Roadmap (2026–2028)

Q1–Q2 2026: Publish policy; appoint EDI & Safeguarding Officers; baseline data; launch mandatory induction modules; integrate EDI into CGCC 2026 operations.

Q3–Q4 2026: Scholarship framework; accessibility checklist for events; first annual EDI update; pilot equality impact assessments (EIAs) for major decisions.

2027: Scale training; embed EIAs in business planning; extend accessible venue standards; publish workforce and pathway metrics; external assurance review.

2028: Independent evaluation; refresh targets; expand to additional sports partnerships where relevant; publish three-year progress report.

15. Accountability & Consequences

Breaches of this policy may result in corrective actions including education, warnings, removal from events, suspension of accreditation, termination of contracts, or referral to relevant authorities. Decisions will be proportionate and follow a fair process.

16. Review

This policy will be reviewed annually by the EDI Lead and approved by the Executive. Interim updates may be made to reflect learning, stakeholder feedback, or legal changes.