Diversifying the PA Workforce – TGC

Why is the role needed?

• Supporting women to be leaders in their communities – focusing on women who are experiencing the greatest inequalities to be leaders of movement within their communities. These women are diverse in their race, ethnicity and culture, they represent these communities and as a result this helps more women from these diverse communities (who we know are less active) to move more. Developing more diverse leaders will also help change the national landscape of instructors and coaches, helping that network be much more reflective of our local communities.

• Mentoring gap – lack of capacity in the city to support existing and new female leaders/instructors who need guidance and help in their ‘workforce’ role. Existing qualifications are only one part of what is needed for women to be confident and ‘ready’ to deliver.

• Identifying existing and new leaders – by being embedded in communities where women are, the role builds trusted relationships, from this they can identify these leaders. From this they can seek to understand what is needed from individuals to help them along this journey into being a leader. Existing leaders may not always recognize the skills and position they hold in the community, this role can help highlight this.

How has the role worked?

• Funded through This Girl Can Nottingham – to work alongside community groups and women
• Hosted by trusted community organisation – invoicing and payments through Evolve; pre-existing relationship between the organisation and Officer
• Being part of a wider group or network – this role is part of the TGC steering group, this has given a platform to share the work and connect with other work happening through the programme (helps with sharing and hearing learning and joining up work)

What helps the role be effective?

• Relatable person & lived experience – the Officer can often relate with the women they are supporting, partly because of being themselves of Black-Caribbean heritage, a woman and an active deliverer (part of the physical activity workforce) with years of experience. This has helped with;  
  • Understanding firsthand some of the challenges associated with being a deliverer based on ethnicity, culture and gender.
  • Understanding the ‘deliverers system’, for example how to set up as an independent deliverer and the practical elements of insurance, training, qualifications, hiring venues and purchasing equipment.
• Taking time to build trusted relationships – understanding that some people live complex lives and have other competing priorities. The officer needed to be conscious of this and view their support in the longer term, being flexible where needed and giving the relationship the time it needs.
• Informal mentoring – for women to help navigate their journey of becoming a deliverer (instructor etc.). The officer has offered both practical and personal support to the women they have worked with.
• Knowledge of place/community – existing trusted relationships with people and groups; being embedded in the community you are working i.e. women experiencing greatest inequalities

What works well about the current role?

• Autonomy – to do the role how it’s needed (hosting arrangement and relationship with funder helps enable this culture of practice i.e. the Officer is trusted and empowered to lead the work)
• Flexibility – example of meeting people with no set timeframe, spending the time with them that is needed
• Being accessible – to people for example, communicating in the right way depending on preferences (this has included WhatsApp and Facebook predominantly rather than emails)
• Having a sounding board – working with others involved in the TGC work (steering group members) to help share knowledge, experiences and get advice. Having a group and other people in general to connect with around this work is much valued to help seek support and make sure opportunities and challenges are joining up and being worked on together.
• Lived experience – finding out about people’s motivations, interests, challenges and goals (seeking to understand others)

Who has the role supported?

• Individual is of African heritage and personally connected to the black community, the community is especially strong as a member of the black-led church – helping develop a movement and dance offer from within
• Individual from Angolan Women’s Voices – becoming a yoga instructor
• Nottingham Women’s Aid – to develop self-defense activity
• Independent individual – becoming an outdoor PT
• Independent individual – becoming an instructor in Boxercise, Booty Blast, Heels and Feels
• Individual at Forever Young – becoming a Chair-Based exercise instructor
• Individual instructor – creating movement sessions (clubercise, exercise to music) for parents of children with Autism and ADHD
• Individual – developing community dance (exercise to music) in Aspley
• Individual from Nottingham Muslim Womens Network – developing as PT and accessing Health and Fitness Qualification

What have we heard from women about their experiences in this space?

• A key driver and motivator for women becoming leaders is to help boost mental health and share the joy of movement with others
• Individuals are often well skilled and knowledgeable about delivery but without qualifications and insurance needed
• Women are keen to connect with others on a similar path. The Nottingham Deliverers Network was created with this in mind but has proven not to be the right platform for this group and their needs. 
• Women are asking for digital and marketing skills to help them promote their work.
• Women often need an extra bit of support to complete a course. Life can get in the way and the administration involved can sometimes be overwhelming.