Inclusion toolkit: Groups

This toolkit is for Group leadership teams. You’ll find questions to reflect on, practical tips and resources to help you build on what’s already going well and make your Group even more inclusive.

You may wish to print off the PDF version of this resource: Inclusion toolkit: Groups

Ideas for when to use this toolkit: 

• As part of a regular review. 
• As part of an activity for Group volunteers. 
• As part of a team meeting. 
• With volunteers from other Groups to learn from and support each other.  
• Before recruitment drives. 
• When prompted by your County Lead Volunteer or District Lead Volunteer. 
• When a new Group Lead Volunteer joins. 
• Whenever you’d like to reflect on your inclusivity.

Does your Group’s volunteer team reflect the diversity of the local area?  

Compare the demographics of your local area with those of your Group. You can use ONS census maps to compare your local area to who’s in Scouts, and spot which groups might be missing out. 

Growing: Our volunteers don’t yet reflect the diversity of the local area in any demographic areas (gender, ethnicity, disability, age, faith, sexual orientation or socio-economic background), or they reflect diversity in one area. 

Steady: Our volunteers reflect the diversity of the local area in two or three demographic areas (gender, disability, age, faith, sexual orientation or socio-economic background), but ethnicity isn’t one of these. 

Strong: Our volunteers reflect the diversity of the local area in three or more demographic areas (gender, ethnicity, disability, age, faith, sexual orientation or socio-economic background), including ethnicity. 

Does your Group actively support disabled people? 

When we talk about disabilities at Scouts, we include hidden disabilities. 

Growing: Our meeting place and facilities aren’t accessible for disabled people yet. Accessibility and reasonable adjustments aren’t regularly considered when planning activities and events. There’s little or no support in place for disabled people. 

Steady: Our meeting place and facilities are accessible for some disabled people, but not everyone. Accessibility and reasonable adjustments are sometimes considered when planning activities and events. We make changes to support disabled people when asked, or when we think changes are needed, but not as a regular part of planning. 

Strong: Our meeting place and facilities are accessible for everyone. Accessibility and reasonable adjustments are considered from the start when planning activities and events. We regularly review how accessible our Group is for disabled people. Reasonable adjustments are recorded and reviewed, including changes to our meeting place, programmes, uniforms and badges. 

Does your Group actively address incidents of discrimination and unacceptable behaviour? 

Growing: We don't yet have a clear and documented process for addressing incidents of discrimination and unacceptable behaviour. We aren’t sure how to respond to behaviours, attitudes and language that’s exclusionary or offensive. 

Steady: We have a process for addressing discrimination and unacceptable behaviour, but it’s not documented, consistently applied or well-known. We’re sometimes confident addressing behaviours, attitudes and language that’s exclusionary or offensive. 

Strong: We have a clear, documented, well-known process for addressing incidents of discrimination and unacceptable behaviour. We apply the process fairly and consistently to address any behaviours, attitudes or language that’s exclusionary or offensive. 

Does your Group actively respond to feedback or queries about inclusion? 

Growing: We don’t yet have a clear and documented process for people to give feedback or raise queries about inclusion. We aren’t sure how to respond to or act on feedback. 

Steady: We have a process for collecting feedback and addressing queries about inclusion, but it’s not documented, consistently applied or well-known. We sometimes respond to and act on feedback. 

Strong: We regularly seek feedback about inclusion, and we have a clear, documented, well-known process for collecting feedback and addressing queries. We make improvements based on feedback. The feedback and improvements are communicated to members. 

How confident are volunteers in delivering an inclusive programme?

An inclusive programme means everyone is welcome and included. 

Growing: Our volunteers aren’t yet confident in delivering an inclusive programme. They’d like support to build their confidence. 

Steady: Our volunteers are confident in delivering an inclusive programme in some areas. They’d like support in other areas where they’re building their confidence. 

Strong: Our volunteers are confident in delivering an inclusive programme. They know where to get support outside of their Group.