“Our members are at the heart of everything we do and we recognise the different support each and every one of our members need in order to excel both on and off the field of play.  Equality, Equity, Diversity and Inclusion is integral to all our services we provide and we are dedicated to identifying and removing barriers to inclusion, by embedding ED&I across our policies, processes and practices.

“As an organisation we are committed to creating a culture of inclusion where all staff can be their authentic selves and the PCA be an employer of choice.  We do not condone any forms of discrimination and will take action to support our members and staff who experience discrimination.

“We at the PCA are accountable to lead by example and champion and culture of inclusion as we want all of our members and employees of the PCA to be who they are and reach their full potential.”

PCA Director of EDI, Donna Fraser OBE

Our Journey From 2020, An EDI Timeline

July 2020

PCA EDI Working Group launched

August 2020

Current player survey distributed on views on racism in the game

December 2020

Domestic female players join PCA as professional players

February 2021

Anti-Racism education began, delivered to every professional squad

November 2021

Actively engaged and supported ICEC research, encouraging member participation

November 2021

Legal panel appointed

November 2021

First inclusive behaviours workshop delivered to an academy squad

November 2021

DCMS Committee hearing with Azeem Rafiq

November 2021

Game-wide EDI Action Plan Developed

February 2022

PCA appear in front of DCMS Committee

March 2022

Introduced anonymous recruitment tools for all PCA employment positions

May 2022

PCA Whistleblowing hotline launched

August 2022

First Inclusion Champions recruited

October 2022

Appointed Donna Fraser OBE as the PCA's first EDI Director

December 2022

Signed as a Disability Confident Committed Employer

January 2023

Launched the ‘Learn Before Wicket’ EDI educational programme

May 2023

Signed the Race at Work Charter

June 2023

PCA responds to game-changing ICEC Report

December 2023

Inclusion Champions team expands to seven individuals

December 2023

Anuj Dal reveals his pursuit of justice following abuse

Our Ambition

Our ambition is to create a culture of inclusion amongst our membership and workforce by:

  • Developing and improving our approaches for embedding equality diversity and inclusion in everything we do
  • Independently following due process to protect our membership and act as a conduit to challenge the status quo
  • Obtaining insights and data of the diversity profile of our membership and workforce
  • Listening, empowering and supporting our players to make informed personal choices through education
  • Educating our players, PCA workforce and stakeholders to make cricket an inclusive environment

Equality, Diversity & Inclusion (EDI) Working Group

The EDI Working Group came together in July 2020 in the context of Black cricketers contacting the PCA in support of the global movement to stamp out racism and provide equality for future generations.

The widespread solidarity against injustice and racism, combined with support of the Black Lives Matter movement, encouraged many current and former Black cricketers to speak about their experiences.  Subsequently, the EDI Working Group was formed with an mandate from the PCA Board and wider membership in order to address and combat racism and all forms of discrimination within the professional game.

The Group has diverse representation from the cricket community, as well as external advisors who have a wealth of experience in EDI in sport, that will challenge the PCA’s approach to achieving its mission and goals.

Mission Statement

This group aims to ensure that professional cricketers work in an inclusive environment protected from discrimination, where every player is actively supported and included, and has the knowledge and support necessary to challenge any form of discrimination.

To achieve the EDI Working Group’s mission statement, there are three pillars with core goals:

  • Clarity – Provide maximum clarity to players on reporting procedures to address incidences of discrimination
  • Education – Use education and advocacy to create and support an inclusive culture on and of the field of play
  • Accountability – hold itself and others accountable

If you have any further feedback or comments on the work of the EDI Working Group, or if you require any further information, please contact us via the button below.

Get In Touch

Roles and Responsibilities

The PCA EDI Working Group is accountable for:

  • Develop and monitor actions under the EDI Working Group pillars; Accountability, Clarity and Education
  • providing advice and recommendations to the Director of EDI on specific EDI issues
  • Communicating and promoting PCA EDI initiatives
  • Identifying areas of need for improved EDI best practice in the PCA, recommend actions to address these needs, and implement actions agreed by PCA Directors
  • Reporting/updating on any EDI actions and/or individual EDI work undertaken which benefits the sport

You can view the members of the EDI Working Group below.

The EDI Working Group

Chair – Donna Fraser OBE

PCA Director of EDI

Co-Chair Abi Sakande

Former Leicestershire

Anuj Dal

PCA Vice Chair & Derbyshire

Simone Pound

PCA Non-Executive Director

Rob Lynch

PCA Chief Executive

Ian Thomas

PCA Director of Member Services

Charlie Mulraine

PCA Lead Personal Development Manager

Jas Singh

PCA Personal Development Manager

Georgia Elwiss

Southern Vipers

Sophia Dunkley

England & South East Stars

Hassan Azad

Former Leicestershire

Mark Butcher

Former England & Surrey

Sara Niblock

ECB Director Anti-Discrimination Unit and Safeguarding

Kate Aldridge

ECB Strategy and Insights Manager

‘Learn Before Wicket’ EDI Educational Programme

Our ‘Learn Before Wicket’ (LBW) EDI educational programme has been developed based on feedback from previous player surveys, Personal Development Manager (PDM) conversations with players and outcomes from the ECB Dressing Room Culture Capture review.  The programme has been designed to empower our members with the necessary skills and knowledge to embrace diversity, exercise inclusivity, promote equity and equality within their cricket environment.

The LBW series is rolled out across our membership and include different topics, so that players can enhance their understanding through open and meaningful conversations in a safe space so they can in turn support team cohesion and performance.  Coaches and support staff are welcome to attend, so they too can participate in the conversations and share experiences.  The topics included in the programme are; Inclusive Language, Unconscious bias, Intersectionality, Allyship, Faith & Religion, Disability Inclusion, LGBTQ+ Inclusion, Anti-discrimination.

PCA Inclusion Champions

The LBW programme is supported by our cohort of seven Inclusion Champions who are current or former cricketers:

Georgia Elwiss
Nancy Harman
Gemaal Hussain
Abi Sakande
Arul Suppiah
David Thompson
Alex Tudor

Our Accreditations

Disability Confident

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:

  • Ensuring our recruitment process is inclusive and accessible
  • Communicating and promoting vacancies
  • Offering an interview to disabled people
  • Anticipating and providing reasonable adjustments as required
  • Supporting any existing employee who acquires a disability or long term health condition, enabling them to stay in work

Race at Work Charter

The Business in the Community (BiTC) created The Race At Work Charter and is designed to foster a public commitment to improving the outcomes of Black, Asian, Mixed Race and other ethnically diverse employees in the workplace.

The PCA signed the Race at Work Charter in June 2023 to support the ongoing work in creating a a diverse and inclusive organisation.  We are committed to the seven key actions:

  • Appoint an Executive Sponsor for race equality
  • Capture ethnicity data and publicise progress
  • Commit at Board level to zero tolerance of harassment and bullying
  • Make equity, diversity and inclusion the responsibility of all leaders and managers
  • Take action that supports Black, Asian, Mixed Race and other ethnically diverse employee career progression
  • Support race inclusion allies in the workplace
  • Include Black, Asian, Mixed Race and other ethnically diverse-led enterprise owners in supply chains

Equality Act

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.

View Equalities Act 2010

Reporting Discrimination & Whistleblowing

Full Details