Contents:

  1. Respondent comments and observations
    a) From current league members
    b) From the wider roller derby and skating community
  2. Respondent suggestions
    a) From current league members
    b) From the wider roller derby and skating community

1. Respondent comments and observations

a) From current league members:

Black and POC league members described feelings of alienation due to the very high proportion of white league members

  • Respondent suggestion that large number of white people have created an atmosphere that can feel exclusionary to non-white league member(s); it was also mentioned that this at times has been exacerbated by the ‘Britishness’ of the league, creating an environment that feels exclusionary to non-British POC league member(s)
  • Action​: LRR to reassess how to provide Black and POC skaters with a safe path to provide feedback, concerns and/or grievances
  • Action​: LRR to undertake anti-racist training to reevaluate how to identify and action exclusionary behaviours/climates to provide a more safe, inclusive and welcoming environment
  • Action​: LRR to reassess and amend league Magna Carta and Code of Conduct with explicit anti-racist policies and actions against harmful behaviours – research for this to be obtained from wider roller derby network, other leagues and anti-racist organisations

Concern that the anti-racism group is largely white, which has caused at least one BPOC member to avoid joining the group for fear of being erased within the league

  • Respondent suggestion to combat this: reach out to other leagues and roller derby networks with larger numbers of Black and POC skaters
  • Action: ​LRR to seek Black and POC insights, experiences and suggestions from the wider roller derby network, other leagues and anti-racist organisations to amplify Black and POC voices within the community and better guide anti-racist actions
  • Action​: Anti-racism group to establish a safer spaces policy to guide our meetings, and to challenge us to reflect on the way our interactions are shaped by white supremacy and other forms of oppression

Observation that many skaters who dropped out of one intake were Black/POC, and query if this may be a pattern

  • Action: ​LRR to actively seek feedback from Black and POC rookie skaters to ensure a welcoming and inclusive environment is being provided and maintained
  • Action​: LRR to reassess how to provide Black and POC skaters with a safe path to provide feedback, concerns and/or grievances, including providing Black and POC skater 1:1 parent duck meetings, as suggested by one respondent
  • Action: ​LRR to begin collecting feedback from, and data about all skaters who complete the rookies program, to be able to confidentially and voluntarily monitor retention and experiences more closely. Providing feedback for this will be optional and LRR will work to ensure that data collection and processing will meet GDPR compliance requirements

b) From the wider roller derby and skating community:

Experience of being punished and labelled as having a “bad attitude” in LRR, for behaviours that were also being exhibited by one or more white skaters

  • Cultural understanding and tolerance were shown to white skater(s) but were not extended to BPOC skater(s)
  • Action​: LRR to provide anti-racist training to league members in positions of power (including grievance committee members)
  • Action: ​LRR to organise Black and POC 1:1 parent duck meetings to provide a safe path for BPOC skaters to report micro-aggressions, concerns and/or overt racist behaviour, as suggested by survey respondent

“Toxic” people in positions of power in LRR, have held various high position for many years running

  • Action​: LRR to provide more transparency and clearer communications to main league, wreck league and rookie skaters around the structure of the league, how people are elected into positions of power and how to raise a concern and/or grievance around candidates for positions of power
  • Action: ​LRR to increase recruitment activities and efforts to retain Black and POC skaters so that voting for positions of power in LRR are more inclusive and representative of Black and POC skaters
  • Action: ​LRR to reassess current barriers to recruitment for positions of power and how to provide more incentives and support for these roles so that they are more accessible

Surprise at how few Black people join the league, and how even fewer make A team

  • Action: ​LRR to engage with and actively recruit from local Black and POC communities, to develop positive relationships and increase league diversity – discussions about specific ways to do this are ongoing
  • Action: ​LRR to reassess and provide more transparency around internal ranking systems and communications from parent ducks on skaters’ progress

2. Respondent Suggestions

a) From current league members:

Open up to local community. Rase money and awareness for local issues. Actively direct recruitment efforts to Black and POC communities rather than white people inviting their white friends

  • Action: ​LRR to engage with and actively recruit from local Black and POC communities to develop positive relationships and increase league diversity – this can include charity drives and/or initiatives that support local Black and POC communities

Have a clear anti-racist policy/section in Magna Carta and Code of Conduct

  • Action: ​LRR to reassess and amend league Magna Carta and Code of Conduct with explicit anti-racist policies and actions against harmful behaviours. Research for this to be obtained from wider roller derby network, other leagues and anti-racist organisations

Provide anti-racist training to league members (particularly those in positions of power)

  • Action: ​LRR to provide anti-racist training to league members in positions of power – LRR are currently researching anti-racist options and we are committed to ensuring that pertinent training is provided

Ask POC skaters to head anti-racism working group if they would like to (but do not expect POC to do this)

  • Action: ​LRR to promote positions of power within the Diversity and Inclusion Team to BPOC league members and rookie skaters to increase and amplify Black and POC voices within the working team
  • Action: ​LRR to ensure that anti-racist work is led by Black and POC voices but is carried out by white skaters to avoid undue pressure and emotional labour on BPOC individuals

b) From the wider roller derby and skating community:

Criteria for ranking skaters for teams should be clear and not open to personal biases, i.e. bad attitude

  • Action: ​LRR to reassess transparency around internal ranking systems and communications from parent ducks on skaters’ progress
  • Action: ​LRR to provide anti-racist training to league members in positions of power, to ensure personal biases are not influencing skater ranking

Provide regular 1:1 sessions with POC members so they can report any concerns that they may not want to raise to level of grievance

  • Action: ​LRR to organise Black and POC 1:1 parent duck meetings to provide a safe path for BPOC skaters to report micro-aggressions, concerns and/or overt racist behaviour

Suggestion of not holding positions of power for more than a year

  • Response: ​Directorships in LRR cannot be held consecutively for 2 years in a row; however, this rule does not currently apply to captaincy positions which are vote based. These positions of power are typically very difficult to recruit for within LRR
  • Action:​ LRR to re-assess barriers to directorship and captaincy recruitment
  • Action:​ LRR to introduce incentives (e.g. no/reduced fees) and mentoring schemes to increase diversity within these roles
  • Action: ​LRR to increase recruitment activities and efforts to retain Black and POC skates so that voting for positions of power in LRR are more inclusive and representative of Black and POC skaters
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