POLICY ON GENDER EQUITY
Softball Canada is committed to the achievement of gender equity and recognizes the importance of measuring all activities against the values of equity and access. We define gender equity as a process of allocating resources, opportunities, and entitlements fairly to both females and males without any discrimination based on gender. This also includes redressing undesirable or inequitable balances available to both males and females. General objectives for Softball Canada have been developed for the categories of opportunity, leadership, promotion, resources and advocacy. Also included in this policy statement is a status report by category and specific gender equity targets and timelines for the organization.
- Softball Canada will provide equitable opportunities to participate and compete for both genders.
- The programming needs of each gender will be defined and incorporated within Softball Canada's official plan.
- Softball Canada is committed to the equitable allocation of financial resources and provision of services for both genders as outlined in the organization's corporate priorities and official plan.
- The leadership of Softball Canada will include representation of both genders at the Board and operations level.
- Softball Canada will undertake promotional efforts to portray the sport without gender bias, reflecting the positive influence of females and males at all levels and all roles.
- At both the domestic and international levels, Softball Canada will advocate and enhance opportunities for both genders as leaders and participants.
Guiding Principle to Gender Equity
Softball Canada's existing membership profile, a combination of Athletes, Coaches and Umpires, has a 46% - 54% female-to-male ratio (comparable to 43% - 57% in 2016).
A breakdown of the percent of athletes who represent each of the disciplines administered by Softball Canada is as followed;
- Fastpitch: 58% of player membership profile, 58% - 42% female-to-male ratio.
- Slo- Pitch: 32% of player membership profile, 31% - 69% female-to-male ratio.
- Orthodox: 10% of player membership profile, 21% - 79% female-to-male ratio.
The organization is committed to undertaking initiatives to ensure that there are no systemic barriers skewing this membership profile. Therefore, sport specific research will normally be the starting point to any gender equity initiative. Should systemic barriers exist, Softball Canada is committed to addressing these. Should no systemic barriers exist, then Softball Canada's gender equity efforts will be generally guided by a commitment to undertake its business in an environment reflecting the female-to-male ratio defined in its membership profile.
Gender Equity Status and Targets
Category I: Current Opportunities
- A corporate priority guides an equitable allocation of the Organizations’ resources to the Men’s and Women's National Team Program, based on competitive opportunities and obligations.
- The National Team Coach Pool profile for the 2019 season includes 13 male and 3 female coaches (comparable to a 11-3 female-to-male ratio in 2016). Currently, the women’s program has 3 female and 5 male coaches (comparable to 2 female and 5 male coaches in 2016).
- Of Softball Canada’s 11 Canadian Championships, 5 are female, 6 are male, with Master’s Men’s added where applicable (comparable to 6 female, 6 male and Men’s Masters, where applicable, in 2016).
- Officials’ membership profile: 30% - 70% female-to-male ratio (comparable to 20% - 80% in 2016).
- Coaches membership profile is 36% - 64% female to male ratio (comparable to 34% - 66% in 2016).
- Present Softball Canada management staff complement is 56% female, 44% male (9 positions –5 female, 4 male) compared to a 62% - 38% female-to-male ratio in 2016.
- 50% or higher of the Women’s National Team coaching staff be female.
- That Softball Canada continue to develop and implement apprentice Coaching programs for women.
- Coaches membership profile to be at least 35% female
- Officials’ membership profile to be at least 20% female
- Management staff component will continue to reflect a minimum 25% representation from each sex.
Category II: Leadership
- Present Board of Directors is comprised of 8 directors (4 female, 4 male), maintaining the 50/50 ratio reported in 2016.
- Non – Board working Committees and Ad Hoc Groups currently hold a 51% - 49% female-to-male ratio (34 female, 33 male) compared to a 50/50 ratio reported in 2016 (38 female, 38 male).
- While being subject to the electoral process, the elected Board composition will continue to closely reflect the organization's general membership profile.
- The composition of all committee/working groups will strive to average at least 40% representation by one gender. In addition, the female-to-male ratio will more closely reflect the gender composition of the business' principle target group (i.e. Women's National Team).
Category III: Promotion
- All promotional and educational materials produced reflect gender equity
- Sensitively and equally represent both genders whenever possible
(Coaching and Officials manuals - both genders, Rulebook cover etc.)
- Continuation of same general strategy
- Promotion and advertising of positions (paid and non-paid) will promote Softball Canada as an equal opportunity organization.
Category IV: Resources
- A corporate priority guides all business with a commitment to an equitable allocation of resources to female & male programming.
- The Board continues to monitor this on an annual basis and will address inequities, if they appear.
Category V: Advocacy
- For many years Softball Canada had an understanding that a Provincial/Territorial Association's delegation of three to the Softball Canada Congress should include a minimum of one member of each gender in their three official delegates.
- Softball Canada's representation to the International Softball Federation Congresses since 1993, with the exception of 2009 and 2015, included at least one representative of each sex.
- Softball Canada's delegations to all external agency/organization meetings will consider a gender balance closely resembling the ratio of its membership profile.