BWL is fully committed to providing equal opportunities to all employees, potential employees, past, present and potential members and participants, coaches, instructors, volunteers and officials. Our commitment to equal opportunities ensures everyone will be treated fairly and on an equal basis. We do not condone discrimination on the grounds of sex, age, disability, race, colour, nationality, ethnic or national origin, religion or belief,  sexual orientation, pregnancy or maternity or marital or civil partnership, gender reassignment or social status.

Our strategic vision for 2021 – 2025: Stronger Together

Over the next four years our mission is to educate, inspire and create greater opportunities that appeal to a more diverse and inclusive audience resulting in greater levels of activity and a fitter, healthier and stronger nation.

The BWL Stronger Together strategy is split into two key themes:

Showcasing strength as a lifestyle

As an advocate for strength; creating positive experiences for all; connecting strength to health and well being and connecting communities beyond the traditional boundaries.

As an enabler of sporting success

Where membership is at the heart of everything we do; enabling talent and performance ambition; attracting and retaining a talented workforce and bringing innovation to the sport to secure its future.

Through this strategy we hope to get more active and stronger communities, effectively tackle inequality; ensure sustainability and be successful and respected as a sport.

Click below to read the full British Weight Lifting strategy document:

BWL STRATEGY

The Equality Standard - A Framework for Sport

BWL is fully committed to the Equality Standard for Sport, established by the Sports Councils as a benchmark for NGBs to whom they provide funding.  Key dates that we have achieved these awards are: 

BWL Board Diversity

3 of the 9 active BWL board members are female, with all members varying in age and background.  Two members are from a minority ethnic group and one of our athlete representatives is disabled.  We aim to have a minimum of 30% female directors on our Board.

Board vacancies are advertised openly using a wide range of media, including Stakeholder websites, Women on Boards and the Sporting Equals Leader board.  Candidates are shortlisted by our appointed Nomination Committee on the basis of their competences, knowledge, skills and experience, taking account of any skills gaps in the competences of the remaining Board members.   Where there is more than one candidate with a similar range of skills and competences, the Nomination Committee use positive action with the aim of ensuring that, if at all possible, the shortlist includes suitably skilled women, people with disabilities and people from BAME backgrounds.

Monitoring

BWL conducts regular equality monitoring of all groups - Board, staff, job applicants, members, coaches, instructors, officials, elite squads.

DOWNLOAD OUR EQUALITY, DIVERSITY AND INCLUSIVITY PLAN HERE