Board Diversity Policy Statement

MSP is committed to ensuring equality of opportunity, recognising, valuing and celebrating diversity and promoting a culture of inclusion, for all. This commitment extends from our Board and Team Members out through our network of stakeholders and partners and to the communities and residents of Merseyside who we support to be physically active.

Equality, fairness and treating everyone with dignity and respect are central to everything we do as an organisation. Alongside our Values and Beliefs they are fundamental to everything we do in working towards the realisation of our five Strategic Outcomes.

We are committed to eliminating unlawful discrimination, harassment, bullying and victimisation and to ensuring compliance with the requirements of the Equality Act 2010, within our organisation and network of stakeholders and partners, in everything we do. In addition to complying with the Act, we accept the moral responsibility to work towards addressing those issues or challenges which may be seen as preventing or limiting equality of opportunity but may fall outside of the scope of the specific legislation.

In-line with the scope of LCCs Equality Diversity and Inclusion Plan 2022-2027 and MSP Diversity and Inclusion Plan 2023-2027 our commitment goes beyond the need to comply with the Act and the nine protected characteristics specifically identified. We recognise the need to also include economic status (recognising the poverty and wealth related disparities which exist across the region and individual communities) and the inequalities and challenges which arise for individuals because they are care leavers, carers, armed forces veterans and/or people with an offending history.

As a strategic organisation, we recognise the unique opportunity to further extend this commitment across our network through relationships with stakeholders and partner organisations, across Merseyside. The MSP Board and Team accept the moral duty to take responsibility for advocating and promoting best practice, in order to enable others to provide equality of opportunity; recognise and value diversity and become more inclusive.

Ensuring that we meet our legal obligations and wider commitment towards the principles of equality, diversity and inclusion and that they are embedded in the organisation is the responsibility of all MSP Board and Team Members.

The purpose of this statement is to:

  • Demonstrate that the leadership (Board and Senior Management) of MSP is committed to ensuring greater equality and diversity on its Board and within the Senior Management of the organisation
  • Provide equality, fairness and respect for all members, and oppose and avoid all forms of unlawful discrimination
  • Provide a strong public commitment to not unlawfully discriminate in line with the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation
  • Confirm the role of the leadership of MSP in respect of ensuring the organisation abides by both its legal requirements and commitments to embedding equality and diversity, in realising MSP’s Strategic Framework 2022


  • Proactively encourage equality and diversity on the Board
  • Ensure Board meetings take place in an environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all members are recognised and valued
  • Make opportunities for relevant training and development available to all members, to further raise awareness and understanding of equality issues
  • Proactively seek to recruit members from a diverse range of backgrounds, or members who can provide access to or represent the views of people from a diverse range of backgrounds
  • Publicly demonstrate behaviours and actions which promote the work of MSP to, and encourage applications for Board membership from individuals from a wide range of diverse backgrounds, representative of the population of Liverpool City Region
  • Ensure that a minimum of 30% of each gender is represented on the Board at all times
  • Working towards the aspiration of gender parity on the Board and ensure alignment with the population of Liverpool City Region. In identifying suitable candidates for appointment to the Board, members will consider candidates on merit against objective criteria and with due regard for the benefits of diversity on the Board

  • Review recruitment practices and procedures when necessary to ensure fairness, and also update them and this statement to take account of changes in the law
  • Monitor the make-up of the Board with regard to age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in this statement
  • Publicly state the make-up of the Board on MSP’s website
  • Monitoring will also include assessing how this statement, and the supporting action plan, are working in practice, reviewing them annually, considering and taking action to address any issues, and promoting these publicly via the MSP website
  • Take responsibility for reviewing and endorsing the MSP Diversity and Inclusion Plan 2023-27; review to be undertaken on an annual basis
  • Having oversight of the implementation of the MSP Diversity and Inclusion Plan 2023-27. Annual review led by Executive Director and the Audit Committee

MSP Diversity and Inclusion Action Plan 2023-2027

Click here to view the MSP Diversity and Inclusion Action Plan 2023-2027.

Web Design by Twentytwo