Last updated 18.12.2023
“British Fencing is fully committed to the principles of equality of opportunity and is responsible for ensuring that no job applicant, BF representative, volunteer or member receives less favourable treatment on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation (together the ‘Protected Characteristics’).
BF recognises that we live in a diverse society and will be responsible for ensuring that there is open access to all those who wish to participate in all aspects of BF activities and that everyone is treated fairly.
BF will encourage partner organisations, including member clubs, to adopt, apply and demonstrate their commitment to the principles of equality and diversity.”
Board Diversity Statement and 2025 Diversity Objectives – last approved 23rd May 2023
(We are expecting Sport England to provide additional guidance in relation to how they expect NGBs to meet the new governance code requirements in this area. This document will be updated following that exercise)
Current Board (Directors and Observers), Board Diversity Metrics, and Succession Plan
Equality and Diversity Policy – last approved 21.06.2022
Gender Policy for Competition (previously Transgender Policy) – last approved 13.09.2022
The Board maintain a detailed Diversity Action Plan which is a working document, reviewed and updated on a regular basis. This is currently being updated in light of the Sport England DIAPs initiative and once updated will be available to members in summary format.
Board Diversity Metrics are published on the Board Directors page and now form part of the Annual Report.
As at 29.12.2023, 45% of the occupied Director positions are women (5 of 11) and 55% are men.
As at 29.12.2023, 27% of the occupied Director positions are ethnically diverse (3 of 11) and 18% are Black (2 of 11).
The table below shows the target and actual %age of occupied positions by women. (Target = 2025 Gender Diversity Target)
| Leadership | Target | Dec 2018 | Dec 2019 | Dec 2020 | Dec 2021 | Dec 2022 |
Dec 2023 |
| Board | 40% | 50% | 50% | 45% | 42% | 50% | 45% |
| AGRC | 30% | 25%* | 25%* | 25% | 25% | 25% | 25% |
| NomCom | 30% | 66% | 66% | 66% | 33% | 33% | 33% |
| Rules | 30% | 44% | 44% | 44% | 44% | 44% | 44% |
| Safety | 30% | 37.5% | 43% | 43% | 38% | 38% | 38% |
| International Relations Committee | 30% | 66% | 66% | 66% | 75% | 100% | 100% |
| Exec Leadership | 40% | 50% | 57% | 57% | 57% | 40% | 50% |
*AGRC and NomCom are sub-committees of the Board. AGRC has four members, NomCom has three. BF will seek to encourage women with appropriate financial skills and qualifications to stand for election for the Board and subsequent appointment to AGRC.
The BF Board is looking to increase other aspects of diversity (age, ethnicity) within its Standing Committee through improved and targeted recruitment to fill vacancies.
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