Call for Written Evidence Questions

You do not need to answer every question – just those you feel able to. Once you start the online form, you will be able to move between questions to review and change your answers, but your answers will not be saved if you close the online form before submission, so we would recommend preparing all your responses in advance. You can view a PDF of the Call for Written Evidence, including the full set of questions, here.  If you would like to give evidence using another format for accessibility reasons (e.g. via a video or audio recording) please contact the ICEC’s Secretariat at info@theicec.com for an initial discussion.

Please note there is a maximum of 500 words for the response to each question. You will be able to include links to online sources in your responses to the questions. You will also be able to upload documents at the end of the questions, and identify which question the documents relate to. You can also email documents to us at info@theicec.com.

You are free to withdraw or change your consent prior to 29 July 2022.

A)   TALENT PATHWAY AND PROGRESSION INTO PROFESSIONAL CRICKET

Talent pathways for women’s cricket

There is limited independent evidence available about the talent pathways in the women’s game. Whilst evidence from the ECB indicates that participation in recreational and professional women’s cricket is increasing year-on-year, currently only 21% of cricket clubs offer dedicated time for women’s and/or girls’ cricket. We have not identified data for rates of progression into professional cricket for women from ethnic minority communities including Black or South Asian women.  There is, however, evidence that privately educated white players are overrepresented in women’s elite domestic cricket.

Talent pathways for men’s cricket

Existing evidence indicates that there is a lack of progression through talent pathways for Black and South Asian cricketers in the men’s game. This has been attributed to a range of factors including, but not limited to, a lack of access to top scouts, an over-reliance on private schools, racism and discrimination, poor understanding of different cultures and a lack of selectors and coaches from Black, South Asian and other minority ethnic backgrounds. We have not identified data for rates of progression into professional cricket for men from other ethnic minorities. There is, however, evidence that privately educated white men are overrepresented in first-class cricket.

Cricket and schools

The existing evidence on cricket and social class is almost exclusively focused on questions of culture, access and the role of the education system in shaping cricketing opportunities. We have not identified data that captures the social class and/or the socioeconomic status of cricketers in the men’s or women’s game. However, as noted above, there is evidence that players who have attended private school are significantly overrepresented in professional cricket. Private schools are much more likely than state schools to be in a position to invest in cricket facilities and high-quality coaching. A 2019 report by the Social Mobility Commission found that 43% of the men, and 35% of the women, playing international cricket for England at the time had attended private school. This is in contrast to the general population, where only 7% of the population attend private school. 

Recent research suggests that private school students are up to 22x more likely to play professional cricket than their state school counterparts. The research also suggests that the gap widens to 34x when comparing white private school students and South Asian state school students. There is also evidence that the structure of the talent pathways into the professional game narrows the visibility of players outside of private schools.

You do not need to answer every question – just those you feel able to.

When relevant, please answer the question with both the men’s and women’s game in mind.

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B)   CULTURE

 

The ICEC is keen to understand the historic and current culture of cricket across England and Wales and how this impacts on equity across the game. Culture is defined in many ways. In this context, culture means the attitudes, values and behaviours that shape the everyday experiences of those within cricket. Culture often dictates what behaviour is welcomed, encouraged or tolerated and what is rejected and considered unacceptable.  The culture of the game exists and is cultivated at school, club, county and international levels. 

The culture of cricket is reflected in the sport’s image and how it is represented by everyone involved, for example through their actions and words and through images in the media. This can lend itself to the creation of cultural norms i.e. shared expectations and rules that guide behaviour. Examples of cultural norms could include a commitment to ‘the spirit of the game’, the idea that cricket is a white male pursuit and a game for the upper classes, or the existence of a culture of drinking alcohol after a game. Culture and cultural norms can include the behaviour and attitudes of players, officials and fans.

Most of the questions in this section focus on cricket for which the ECB is the ultimate regulator. We are aware that some South Asian and Black communities have created clubs and leagues that are independent of the ECB structure, so we have included a question asking about the reasons why people choose to play for these clubs and in these leagues.

You do not need to answer every question – just those you feel able to.

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C)   GOOD PRACTICE

 

The ICEC is keen to hear of examples of any initiatives that have delivered real improvements towards ensuring cricket is genuinely an equitable and inclusive sport. We are particularly interested in evidence about initiatives that have supported access to the talent pathways for underrepresented groups, and initiatives that have delivered increased equity and diversity in coaching and in cricket leadership roles including at Board/Executive level. We are also interested in initiatives taken to tackle discrimination and/or promote  inclusion  more broadly in cricket. We welcome responses from those involved in other professional sports where the learning is likely to be transferable.

You do not need to answer every question – just those you feel able to.

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D)   COMPLAINTS AND DISCIPLINE (DISCRIMINATION RELATED)

 

If someone feels they have experienced discrimination or been treated unfairly, it is crucial that they have enough confidence to report this to a body that will take their allegation seriously, investigate it properly, and ensure that appropriate action is taken. Investigating and resolving allegations of discrimination or unfair treatment (which in this context means unfair treatment on the basis of class), whether formal or informal, is a challenging but essential part of how any organisation creates a fair and equitable culture. It is also essential that all cricketing bodies, and particularly those in leadership roles, take proactive steps where they have evidence that anyone is behaving in a way that undermines their commitment to ensuring cricket is an equitable and inclusive sport. 

The ECB publishes guidance and regulations for the disciplinary process in both the professional and recreational  game. They also launched their first Anti-Discrimination Code ahead of the 2021 season. In November 2021 the ECB published a game-wide action plan to tackle racism and all forms of discrimination in the game. The plan includes a commitment to launch a standardised approach to reporting, investigating and responding to complaints, allegations and whistleblowing and the creation of a new Anti-Discrimination Unit to help tackle discrimination in the game.

You do not need to answer every question – just those you feel able to.

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E)   GOVERNANCE AND LEADERSHIP

The ECB is the National Governing Body (NGB) for cricket in England and Wales and is responsible for all aspects of the game from recreational cricket through to the elite level (including promoting and regulating the game). The ECB helps fund every aspect of the sport: international teams (men’s, women’s, and disabilities), professional clubs and the recreational game plus charitable initiatives such as Chance to Shine. The ECB is a private company limited by guarantee and is owned by its 41 members, comprising the Chairs of the 18 First Class Counties, the 21 Cricket Boards of the non-First Class Counties, the National Counties Cricket Association and the Marylebone Cricket Club (MCC). 

The ECB’s strategy for cricket, Inspiring Generations, sets out how they intend to grow cricket in England and Wales from 2020 to 2024. It describes how they plan to make cricket more accessible, engage children and young people and transform women’s and girls’ cricket. They also have a number of plans that sit underneath the strategy that the ECB say seek to improve equity in the game including, but not limited to, the South Asian Action Plan and the Transforming Women's and Girls' Cricket Action Plan. 

On 26 November 2021, the ECB issued a new 2021-23 Equity, Diversity and Inclusion Plan (EDI Plan) as part of its Inspiring Generations strategy to make cricket a game for everyone. The EDI Plan includes a commitment to ‘evolve cricket’s culture, structures and governance at all levels’.   

Also on 26 November 2021, the ECB published the game-wide action plan to tackle racism and discrimination that we referred to earlier, which had been agreed with the major stakeholders in the game (e.g. the First Class Counties and the Women’s Regional Teams). On 25 January 2022, the ECB published an update on the delivery of the 12 actions set out in the game-wide plan.

The next set of questions ask for your views and supporting evidence about the ECB’s efforts to make the sport more diverse, equitable and inclusive. If you cite any examples, please indicate how recently they took place.

You do not need to answer every question – just those you feel able to.

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Anything else to bring to our attention

Please share anything else that you would like to bring to the ICEC’s attention and that you would like to be considered as part of this call for evidence. 

Please note that you are only able to upload one document. If you would like to send more documents through please send these to: info@theicec.com