Equality and inclusion Champion products

The LOCOG Overlay Access File (LOAF) was developed to provide a framework to the engineering, design and procurement teams at LOCOG on access and inclusion standards for temporary facilities and infrastructure added to Gamesvenues (known as ‘overlay’).The LOAF was an...

LOCOG’s role in employment and skills initiatives was either to deliver (to drive and be responsible for delivery of initiatives); to partner (working with other stakeholders on initiatives); or to communicate (using our position to communicate and influence initiatives delivered...

The Diversity and Inclusion Business Charter set out specific business objectives for diversity and inclusion, outlined the methods used to meet those objectives and explained how we would measure success. It also set out diversity and inclusion procurement values.

LOCOG’s Diversity and Inclusion Strategy set out the framework to deliver a truly inclusive culture where diversity is valued and celebrated, and was presented in two parts. The first part identifies what LOCOG wanted to achieve, and the second, the...

Park People gives examples of the employment and skills interventions, through case studies, about individual members of the Olympic Park workforce. Park People illustrated the diversity, location, different trades and the impact that being part of the Olympic Build programme...

Complementing existing Building Regulations, Town Planning or Licensing requirements, the ODA’s Inclusive Design Standards highlight current best practice and act as a source of information for designers, project managers, engineers, access consultants and cost consultants who are interested in creating...

The document explains how the ODA will deliver gender equality. It outlines the context of gender equality in terms of the UK population, employment, construction and business. It is useful to Government Departments and public private sector bodies that want...

This document provided a high level overview of how the ODA planned to meet its statutory public sector duties to promote equality, eliminate discrimination and promote good community relations.

The Race Equality Scheme document explains how the ODA planned to deliver race equality. Outlining the ethnic diversity of the five Host Boroughs, the document described inequalities experienced by people from black, Asian and minority ethnic backgrounds (BAME) in terms...

The Disability Equality Scheme document explains how the ODA planned to deliver disability equality. Using the social model of disability as its definition, the scheme outlined the context of disability equality in terms of the UK population, employment, construction and...

The ODA’s Inclusive Design Strategy provided a framework for how the Olympic Park would be designed and constructed to be inclusive and accessible to all; in particular for disabled people, and people of all cultures, faiths and ages. The Strategy...

This is a best practice example of collaborative working to deliver equality and diversity between organisations with different and yet related remits.

Diversity was a central theme of the London 2012 Olympic and Paralympic Games bid and the ODA was required to develop a strategy that reflected the aspirations of the bid and enabled the public and stakeholders to appreciate its direction...

The Jobs Skills Futures quarterly updates established regular communication with stakeholders, the media and the public. The updates also provided transparency and accountability, and the definitive source for information and data about the equality, inclusion, employment and skills interventions.

Park Women is a commemorative document celebrating the diversity of women who worked on the Olympic Park. This document is a good example of how to promote gender equality by using case studies.

This document provides a high level overview of how the ODA met its statutory public sector duties to promote equality and good community relations, and eliminate discrimination.