Equity, diversity and inclusion

Our commitment

At British Equestrian, we're fully committed to the principle of equality of opportunity, and aim to ensure that no individual receives more or less favourable treatment on the grounds of age, sex, gender, disability, race, parental or marital status, pregnancy, religion or belief, sexual orientation and gender reassignment. This includes all those involved in different capacities across the industry – participants, employees, coaches, consultants, owners, officials, volunteers and spectators.

On 8 June 2022, we announced a united pledge with our member bodies to make a difference. 

Download BEF and MB pldge.pdf

We want to make equestrianism, delivered by us and by our member bodies, an activity that's open to anyone who wishes to be involved, in whatever capacity and at whatever level they desire, and to actively encourage a more diverse range of participants and staff. We are committed to equity and diversity, and are on the path to achieving the Advanced Equality Standard.

We already meet the requirement of having at least 30% of each gender on our Board and have done for some time, and we will continue to strive towards gender balance. We're committed to increasing the diversity of the Board to more fully reflect those involved in our sport, and in time the wider population, because we know diverse boards make better decisions.

Horses for All

In 2022, we embarked on a research project to better understand underrepresented communities and their engagement with equestrian activities and sport. Under the banner of 'Horses for All,' we spent ten months working with AKD Solutions gathering data, insight and lived experiences to produce a report which we then delivered a response document which acknowleged we were strong in some areas but needed to make improvements in others to make our industry truly inclusive and equal. Our commitments were laid out over the short, medium and long term and progress continues to be made. 

In November 2023, we proudly launched our diversity and inclusion strategy, retaining the title 'Horses for All,' as this is our ultimate aim. This ambitious document was put together with a federation-wide working group with representatives from the industry and leading expertise so we have a representative strategy which provides the vision, mission and objectives which we, and our member bodies, will then use to develop action plans.

Horses for All strategy november 2023 

Horses For All report summary and response APRIL 2023

Horses For All six month UPDATE SEPTEMBER 2023 

Horses For All: one year on january 2025

Horses For All 2025 update

What we are doing

We implement our commitments around equity and diversity through an Equal Opportunities and Equality Policy. Following the publishing of our Horses for All strategy, we're currently reviewing this document and we'll publish an updated version very soon. 

Diversity and Inclusion Action Plan 2024 - 28

Our Diversity and Inclusion Action Plan details how we'll work to bring the vision and mission outlined in our diversity and inclusion strategy to life and drive the change in culture to achieve our aims - essentially, our 'roadmap'. Launched in September 2024, it covers our short term objectives.

bef diversity and inclusion action plan 2024 - 28

Equity, Diversity and Inclusion Working Group

A group comprising representatives from Member Bodies who lead EDI initiatives within their organisations. The group’s aim is to enhance equity and accessibility in equestrian sport, ensuring that anyone who wishes to participate has the opportunity to do so.

The purpose of the EDI Working group is to:

• Act as the steering group for activating the Horses for All Strategy, the federation-wide Diversity and Inclusion (D&I) strategy; overseeing the broader aspects of the BEF Diversity and Inclusion Action Plan (DIAP) in relation to actions relevant to the whole federation and reviewing member body progress towards the development and adoption of their own EDI action plans. 
• Championing EDI across the federation beyond their own member organisation. 
• Encourage greater engagement and collaboration through sharing best practice and knowledge - discussing matters of importance and finding the best ways of cascading the message up to the Boards and down to the federation members’ staff. 
• Promote a consistency of communication on areas of shared interest and activity. 

We continue to drive change to ensure Horses are for All

Our current objectives are:

Leadership and governance

1. Lead visible EDI commitment: Continue to evolve the oversight role of the BEF Board on the requirements of the minimum standards of governance, including diversity and inclusion, and check and challenge member body actions based on their pledges from June 2022.
2. Strengthen representation: Establish a targeted federation wide intervention by March 2027 to ensure the pipeline of future leaders (Board and senior leadership positions) can reflect the diversity of the UK population.
3. Plan generationally: Create a long-term plan to create meaningful belonging in equestrian at all levels based on insight on workforce culture and diverse voices/ experience feedback from participants.

Data and diversity indicators

1. Standardise data: Support all member modies to submit Board and membership diversity data by December 2026.
2. Create annual insight reviewed in March: Benchmark progress, identify trends and use evidence to guide EDI decisions across the federation.
3. Evaluate impact: Embed a framework by March 2027 to track funded initiatives, participation, inclusion and outcomes.

Workforce

1. Share inclusive practice: Help member bodies review recruitment and culture through shared case studies, learning and resources by November 2026.
2. Broaden access to delivery roles: Provide coaching bursaries and targeted support for underrepresented and financially disadvantaged groups.
3. Use workforce insight: Understand the barriers for diverse communities in paid and volunteer roles and shape next-year solutions.

Partnerships and collaboration

1. Target support: Provide bespoke inclusion support to at least four member bodies to improve diversity and inclusion and in doing so meet associated governance requirements.
2. Build shared capability: Use the EDI Working Group, knowledge hub and learning opportunities to exchange practice and maximise resources.
3. Co-design initiatives: Host a Horses for All Forum in February 2027 and continues to develop strategic partnerships with community and audience-specific organisations.

Education and accountability

1. Embed EDI in pathways: Integrate EDI into Board induction, the coaching qualification framework and professional development.
2. Equip member bodies: Providea central knowledge hub, toolkit, learning resources and shared training and engagement tools.
3. Close capability gaps: Use the July 2026 learning review to develop targeted resources and training by March 2027.

Communication and engagement

1. Implement audit actions: Complete priority recommendations from the inclusive communications audit by December 2026.
2. Tell inclusive stories: Amplify diverse voices and role models to increase positive engagement with equestrianism.