Ambition for Diverse Leadership

Pan Idræt is an association whose foundation and basis are built on an ambition for more diversity in the world of sports. Therefore, it is only natural that as an organization, we have an ambition for diversity in our democratically elected leadership.

This particularly applies to the board and steering committees.

(In the latest revision of this ambition, the secretariat has 1 employee, which is why employees are not included in the ambition.)

At Pan Idræt, we aim to have strong, engaged, and competent volunteer leadership in our board and steering committees. Competent decisions are best made in decision-making forums that encompass a broad spectrum of diversity.

We recognize that ambitious efforts are needed in the recruitment of volunteer leaders.

In Pan Idræt's democratic and member-elected forums, different diversity categories collectively should constitute a minimum of 30% of representation. There can be many diversity categories that contribute to diverse leadership and good decisions – in Pan Idræt, particular attention is given to gender, sexual orientation, and age.

Overall, judgment is used, as not all data is recorded.

Example 1 – Gender:

If the board/steering committee consists of 7 people and 5 (71.43%) of them are cisgender men, the ambition should be that the remaining 2 members are not cisgender men, perhaps they are transgender or cisgender women, thereby reaching 28.57% with a different diversity than the majority.

Example 2 – Age:

If the board/steering committee consists of 7 people and 5 (71.43%) of them are in the age range of 50-60, the ambition should be that the other 2 members are not in the age range of 50-60, and perhaps not even 49 or 61, but maybe closer to 25 years or 75 years.

In certain departments of Pan Idræt, such as those without members under 50, it is pointless to talk about recruiting volunteers under 50 for the next steering committee since it would be impossible to find anyone under 50. In such cases, consideration can be given to education/job background, training frequency, seniority in the club, or similar.

Example 3 – Sexual orientation:

If the board/steering committee consists of 7 people and 5 (71.43%) of them are gay men, the ambition should be that the other 2 members are not gay men, perhaps they are bisexual, lesbian women, pansexual, etc., thereby reaching 28.57% with a different diversity than the majority.

The ambition is about looking for differences that can contribute to good and healthy decisions.