Equity, Diversity & Inclusion

“Our members are at the centre of everything we do and we understand that each player requires different support to thrive both on and off the field. Equity, diversity and inclusion underpin all of our services, and we are committed to identifying and removing barriers by embedding them throughout our policies, processes and practices.

As a players’ association, we strive to build an inclusive culture where every member and member of staff feels that they belong and can be their genuine selves, while ensuring the PCA is seen as an employer of choice. We do not tolerate discrimination of any kind and will act decisively to support anyone who experiences it.

At the PCA, we take responsibility for leading by example and championing the ongoing interests of our members and for dressing rooms to be inclusive. We want every member and employee to feel empowered to be themselves and to reach their full potential.”

PCA Director of People & EDI, Donna Fraser OBE

The Culture Lab, launched in February 2026, represents an inspiring new evolution of the EDI Working Group first established in July 2020 in response to the Black Lives Matter movement. While acknowledging that work remains in tackling racial discrimination, the Culture Lab moves forward as a dynamic, player‑led space, shaped by real experiences and focused on purposeful, targeted action.

Designed with players at its core, the Culture Lab places lived experience and meaningful stakeholder engagement at the centre of its approach. It provides an energising forum where players and key stakeholders from across cricket come together to share insights, align on EDI priorities, and drive inclusive change throughout the game.

By creating these intentionally designed spaces, the Culture Lab strengthens players’ sense of inclusion and representation, while reducing feelings of isolation through shared conversation and collective understanding. It exists to amplify player voices, inspire progress, and help build a more inclusive cricketing ecosystem for all.

To fulfil the Culture Lab’s purpose and drive inclusion across cricket, two core pillars guide our work:

You can view the members of the Culture Lab below.

Phase 1 of our EDI education was the ‘Learn Before Wicket’ (LBW) programme, launched in January 2023. It was shaped by insights from previous player surveys, discussions between players and Personal Development Managers (PDMs), and findings from the ECB Dressing Room Culture Capture review.

The programme is designed to empower our members with the knowledge and skills needed to embrace diversity, including neurodiversity, exercise inclusivity, and promote equity and equality within their cricket environment. The LBW series has been delivered across our membership and covers a range of topics that help players deepen their understanding through open and meaningful conversations in a safe space. These sessions aim to strengthen team cohesion, support performance, and build inclusive behaviours across dressing rooms and teams.

Coaches and support staff are also encouraged to attend, enabling them to contribute to discussions, share experiences, and reinforce a consistent culture of inclusion. Topics within the programme include:

Power Play is Phase 2 of our EDI education. An innovative, game-based diversity and inclusion learning experience, it is designed to spark meaningful conversations and drive cultural change. Born out of discussions among players through the ‘Learn Before Wicket’ programme, Power Play blends healthy dialogue with a sense of competition in a fun and interactive way.

We took the Power Play game to England Women in January 2025. Click the button below to see a video of the day and find out more about the game.

The PCA are a Level 1 Disability Confident Committed employer.  Disability Confident is creating a movement of change, encouraging employers to think differently about disability and take action to improve how they recruit, retain and develop disabled people. We are committed to:

Under the Equality Act 2010 there is an obligation for a public authority (and a person exercising public functions) to fulfil the Equality Duty set out in section 149 of that Act.

The Duty requires public bodies to have due regard to the need to eliminate unlawful discrimination, to advance equality of opportunity and to foster good relations between those with a protected characteristic and all others.

The protected characteristics are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.