Rover Scouts South Australia Diversity and Inclusion Workgroup OVER SCOUT RSOUTH AUSTRALIAS
Diversity and Inclusion Recommendations Report 2016
Lead Authors: Patrick Smith Rebekah Hobbs Gavin Matthews Rover Scouts South Australia Diversity and Inclusion Recommendations Report 2016 Contents Executive Summary 2 Introduction 5 Methodology 10 Executive Summary Recommendations 11 Current status of the Section 12 Aboriginal and Torres Strait Islander Rovers 14 Multiculturalism and Rovers 16 Transition into Rovers 17 Special Needs 18 In June 2015, a paper was proposed to the South Australian Branch Rover Council (SABRC) seeking to establish a working group to look into the possible issues and initiatives surrounding diversity and Training 20 inclusion within the Rover Scout Section in South Australia. The Diversity and Inclusion Workgroup was established and tasked to gather a ‘current status’ report of the Rover Scout Section and further Rovers who are LGB or T 22 recommend actions to be taken by the SABRC. Women and Rovers 24 The Workgroup then looked into the issues surrounding the current status of the Section in regard to its make up and diversity, and found that while the Section was open to anyone, it’s make up lacked Leaders under-26 25 diversity of cultures, languages and experiences. Research and recommendations then turned to Aboriginal and Torres Strait Islanders, Multiculturalism, Special Needs, LGBT+, Women, Leaders under-26, Rural and Regional Rovers 26 and Rural and Regional Rovers, where a variety of diverse and wide ranging outcomes and ideas were developed and matured. Leaving the Section 27 Upon looking at the potential different sectors of society and culture within the Section, the workgroup Religion, Spirituality and the Rover Scout Section 28 then looked at structural and organisational changes that may need to be considered by the Section and ultimately the Branch. The workgroup then broadened its reach and looked at other National Scout Balanced Programming 29 Organisations, Branches and Rover Councils for examples demonstrating best practice for diversity and inclusion ranging from low-level grassroots support through to ensuring that Scouting is for all. Community involvment 30 The workgroup then turned its focus onto getting Rover Scouts into the Section, supporting them Organisational changes 32 through the Section and then ultimately leaving the Section and the Youth Program discussing what could and should be provided at each stage. This staged insight into the journey of the Rover Scout Implementation of Recommendations 36 ensured that each step of the way was accounted for including the need to have a balanced program that following the basic fundamentals of Scouting including the Scout Method and the Areas of Personal Growth. Barriers to Implementation 37 Acknowledgements 38 In short, the Recommendations Report is a foundational document that will provide the basis for growth, sustainability and ultimately diversity and inclusion within the Rover Scout Section in South Australia. Glossary 40 The 32 Recommendations of the Report are devised in such a way that each will require a varying degree of effort regarding their implementation and cooperation from National, SA Branch, the Branch Rover Council, Crew Leaders, Crews and importantly from each individual Rover Scout in South Australia. References 41 Appendicies 42
2 3 Rover Scouts South Australia Diversity and Inclusion Recommendations Report 2016 Introduction In June 2015, a paper was proposed to the South Australian Branch Rover Council (SABRC) seeking to establish a working group to look into the possible issues and initiatives surrounding diversity and inclusion within the Rover Scout Section in South Australia. The Diversity and Inclusion Workgroup was established and tasked to gather a ‘current status’ report of the Rover Scout Section and further recommend actions to be taken by the SABRC. This is the report recommending those further actions.
Due to the broad scope of what could possibly be covered in the topics of diversity and inclusion, the working group has taken this to be interpreted as ‘how to make Rovers open to all”. In turn, actions that will increase the diversity and inclusion of the Rover Scout Section are fully supported by international and World level Scouting:
The World Organisation of the Scout Movment’s Youth Program Policy (February 2015) outlines on page 17 and 18 the following:
“Key Principles For The Youth Program: Have Young People at its centre Be about Education Develop Active Citizens Be locally adapted and globally united Be Up-to-date and relevant Be open to all Be attractive, challenging and meaningful.”
It goes further and explains “be open to all” as:
“The Youth Programme should meet the needs of all young people. The programme must be flexible to adapt to each society’s culture, economy, race, religious diversity and gender. It should also include people with disabilities.”
This is further enhanced by the inclusion of Australia’s representation on the Work Stream for Diversity and Inclusion and Social Impact (Reaching Out for All) as part of the Triennial Plan for 2014-2017, and various World Scout Regions at various degrees of intensity having some form of Diversity and Inclusion working group implementing initiatives.
The Triennial Plan states:
“Scouting should reflect the societies in which it exists and actively work to welcome all individuals without distinction. This diversity should not only be reflected in the membership, but also the methods and programmes used within the Movement.”
Rover Scouts South Australia actively works to This therefore provides the rationale and basis from which the welcome all individuals without distinction. This Diversity and Inclusion workgroup for the Rover Scout Section in South Australia bases it work on. diversity is reflected in the membership, the methods and programmes used within the Section.
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Scouting is for All Discrimination and exclusion
It is very well documented that Scouting was established as a male-only organization based within the Exclusion is preventing someone or a group for partaking in an activity or a process. Discrimination is the socio-cultural norms, religious ideals and values of the early 20th Century. This has changed over the unjust and prejudicial treatment of people based on certain criteria and characteristics. Discrimination subsequent 100+ years where females have been allowed to joining and the emphasis of religion in can be in the following forms: Scouting has lessened. However, there has always been the underlying notion that Scouting is for all and that Scouting is able to cater for everyone regardless of who they are, what they can do and where they • age are in the world. As such Scouting has grown to cover all continents and is present in almost all nations. • carer and parental status Although there has been a great penetration of Scouting into all nations, it is within those nations that • disability (including physical, sensory and intellectual disability, injury, medical conditions, and mental, some inclusion and discrimination issues can arise. psychological and learning disabilities) Scouting’s Core DemoGraphic • employment activity • gender identity, lawful sexual activity and sexual orientation Australia and South Australia’s make up of Scouting is generally centred on Caucasian males, based • industrial activity on observation and anecdotal evidence. There is some diversity in regard to socio-economic status, • marital status however most tend to be from middle to higher socio-economic bands (Although is are some suggestions from anecdotal evidence to suggest otherwise). While there are some instances of more • physical features diverse Scout Groups having been in existence, notably Scout Groups for Hungarian, Latvian, Estonian • political belief or activity and Vietnamese people and Scout Groups linked to the Universities, Private Colleges (Pembroke, • pregnancy and breastfeeding Christian Brothers and Rostrevor Colleges) and some religious organisations, in 2016 there is little diversity from a cultural and religious aspect that is visible to the non-educated observer. With • race (including colour, nationality, ethnicity and ethnic origin) education and some insight, Scouting in South Australia does present itself to be diverse and inclusive • religious belief or activity of other cultures and identities, however examples need to be explicitly pointed out and described. It • sex and gender should go without mention that Scouting, clearly is more varied and colourful in its fabric and make up, as it does include all people from all nations, all religions and non-religions, all genders, all identities • personal association with someone who has, or is assumed to have, one of these personal characteristics. and all abilities. It is noted that some discrimination does occur by virtue of having separated sections based on age and having a set of membership criteria. Some justified discrimination is needed to create a safe, fun place Diversity for all members, however unjust discrimination is not acceptable anywhere including in Scouting.
Diversity tends to lend itself into being a buzz word or jargon that is thrown about to the point of near meaninglessness, however Diversity, derivative from divergent is to move off, away from a predetermined norm or convention. As previously highlighted, under the surface, Scouting caters for all and is accepting of all, at the very least on paper and in policy. However the statistics of membership do not generally match what is seen and written in publications or reflects statistical data from official governmental sources. To better reflect what is said, what is promoted and what is held to be a virtue for many members, Scouts SA needs to engage its members to become more inclusive and make Scouting for all.
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Current Support
It is assumed that all members have at some point been made aware of inclusion issues and discrimination at some point in their experiences, be it through media, conversation or general awareness. Therefore, there is a sound and just argument that most members will have had some awareness of inclusion issues. However not all members have the same experience nor the same background to their peers and thus, there is the possibility that some may have passed through life without such an awareness being made.
The workgroup’s recommendations aims to cover any gaps that may have arisen from either a lack of awareness or a lack of knowledge on inclusion and discrimination issues.
While some headway has been made previously in regard to the areas that are to have recommendations, the information that is made available from a Scouting source is scant, hard to find and is out-of-date. There are very few Leader resources that cover discrimination, bullying and harassment issues and current Training touches most topics briefly. While it is not possible to have all members well versed in issues surrounding diversity and inclusion issues, it is desired that all members are at least aware of the issues, some consequences of the issues and awareness of the processes that are in place to support all members of Scouting. This includes, but is not limited to education, awareness training, grievance policy and support mechanisms and how each are created, implemented, maintained and evaluated.
As of 2016, the following documents exist to assist members with inclusion and discrimination issues, some explicitly and others with an inferential reference:
• Bullying factsheet 2007 The Scout Law • Behaviour Management 2005 • Child Protection Policies 2012 The Scout Law and Scout Promise for Australia is as follows: • Email Etiquette Guidelines 2009 • Incident Reporting: Policy & Procedure 2013 • Privacy Policy 2008 The Scout Law • Safety Standards and Procedures 2013 • Scouts Australia Policy and Rules 2013 A Scout is trustworthy The Scout Promise A Scout is loyal • Guidelines for Scouts Australia Online Administrators A Scout is helpful On my honour • Sectional Leader Handbooks A Scout is friendly I promise that I will do my best A Scout is cheerful To do my duty to my God, and All documents are available from either MyScout or Scout Central. A Scout is considerate To the Queen of Australia (or Australia) A Scout is thrifty To help other people, and In addition to these documents various resources are available from Scouts Australia and WOSM, A Scout is courageous To live by the Scout Law however requires a bit of prior knowledge and awareness of what to search for. There are some A Scout is respectful worthwhile toolkits and factsheets that are available from various NSOs including the Them N Us toolkit A Scout cares for the environment from Sweden.
However with most documentation that is produced, some will be neglected and will never be accessed by those who would need to access the information. As Scouting aims to cater for all people, regardless In both the Law and the Promise, these statements essentially say that one will be the best that they of ability, literacy and accessibility, information about any topic needs to be easily accessible in a can be without harming anyone else in the process, help where need be and be firm with their beliefs. variety of methods via a variety of means. Therefore concise, explicit and clear factsheets and training While it is noted that there are some contentious aspects to the Law and Promise, changing the Law and should cover this element. While it is safe to assume there that is near universal Internet access for all Promise is beyond the scope of the proposed project and it is hoped that both will be review in the near Australians, there will still be the need for face-to-face, printed and verbal distribution of information to future at a National level. cater for all members.
Therefore, points to be taken from the inclusion of the Law and Promise as a guiding set of principles is that both highlight the need for consideration, being respectful (in general or to “God” and “Country”) and being friendly. Sometimes the Law and the Promise is forgotten in the passion of an activity or an undertaking, but it should go without needing further reiteration that both are the very core of what Scouting is about – that is do your best.
8 9 Rover Scouts South Australia Diversity and Inclusion Recommendations Report 2016 Recommendations 1. Implement a working strategy to foster diversity and inclusion across the Rover Scout Section 2. Include a ‘Welcome to Country’ acknowledgement at formal Rover Section events 3. Provide a Reconciliation Statement toward Aboriginal and Torres Strait Islander peoples, while respecting their cultures, perspectives and histories Methodology 4. Provide a translation of basic Rover Section information in languages other than English 5. Develop strategies and plan to combat transport and distance issues 6. Develop Leader Training material for inclusion in Adult Training on the purpose and functions of the Rover Scout Section 7. Develop Training material to support diversity and inclusion in the Rover Scout Section 8. Develop a smooth ‘Transition to Rovers’ pathway from the Venturer Scout Section 9. Develop “Statements of Inclusion” and publicise these Statements 10. Develop strategies to promote openness and transparent Rover Section accountability 11. Implement a review into the Lone Rovering Program The South Australian Diversity and Inclusion Workgroup has also collaborated with interested persons in 12. Develop frameworks for the inclusion of Active Support Groups for specific groups within the Queensland, New South Wales, the Australian Capital Territory, Western Australia, Victoria and Tasmania. Rover Scout Section Some international research has also been undertaken with studies in the United Kingdom, Ireland, Canada, the United States of America, Sweden and New Zealand. 13. Develop strategies for ‘Post-26 Pathways’ for Rovers leaving the Section at 26 years of age 14. Develop a mechanism to promote and share program ideas across each Rover Crew The recommendations for the report come from a wide variety of sources, experiences, experts and Rover Scouts across Australia. Specific focus on South Australian Rovering has been maintained to reflect 15. Encourage Venturer Section interaction with the Branch Rover Council the unique cultural and social context that affects Scouting in South Australia. The working group sought 16. Develop a strategy to public support and promote specific community events, initiatives and to gather information and perspective from Branches, National Scout Organisations, Asia-Pacific World causes Scout Region, and the World Organisation of the Scout Movement, and from other Branch Rover Councils, Region Rover Councils, District Venturer Councils, Branch Venturer Councils and Branch/State Youth 17. Encourage and foster Branch level programs across the Areas of Personal Growth where Crews are Council. Support from and to the National Youth Council and National Rover Council was also provided. not in a position to be able to cover themselves 18. Develop input into the nationalized approach to diversity and inclusion 19. Develop a working strategy into implementing Rover Section diversity and inclusion initiatives across South Australia Branch 20. Develop a working relationship with other youth-focused organizations 21. Develop a mechanism to ensure that diversity and inclusion initiatives remain at the grassroots of Rovering 22. Encourage partnership with interstate and international diversity and inclusion groups working in Scouting 23. Develop a framework for the consistent use of terminology related to diversity and inclusion 24. Develop an outreach program to connect with external organisations and supporters 25. Encourage a better working relationship with Guides SA 26. Encourage the promotion of internal support services for Rovers 27. Develop a consistent, easy to understand methodology for complaints and grievance handling within the Rover Section in South Australia 28. Develop an implementation plan of the “Statements of Inclusion” 29. Develop guidelines for better access to training opportunities 30. Investigate into the appropriateness of data that is collected by administration forms 31. Encourage equal representation across all Rover Section bodies, committees, groups, organization teams and other such entities 32. Develop a ‘Welcome to Rovers’ package
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Current status of the Section
Implement a working strategy As outlined in the Rover Most organisations have in SA has conducted a couple of Network was established in Nationally, due to the federative to foster diversity and inclusion Snapshot Report, most Rovers: recent years have opted to surveys regarding the barriers 2015. Victoria BRC also has some nature of the Association, across the Rover Scout Section create statement of inclusion to Rovering and provided a Rovers working on some diversity some initial headway has been • think that the Rover for a variety of different groups snapshot of a small feeling and inclusion. made with initiatives such Section is a safe and of people. In Australia this is of the Rover Section in South as “Bullying has no place in inclusive space, but some mainly centred on Aboriginal Australia regarding Diversity and With the recent appointment of Scouting” program and the discrimination does occur and Torres Strait Islander Inclusion. At this stage, this has their new Chief Commissioner, Messengers of Peace (cascading • feel that cost and people and has moved toward been kept in house within the Western Australia has an down from WOSM) program. transportation issues LGBT+ people and the status of Rover Scout Section in SA and established strategy regarding Both have had mixed success are the main barriers women. Scouts Australia and NSW. SA and NSW have also kept the inclusion of minority groups and mixed resonance with to enjoying a full Rover WOSM have broad wide ranging their respective BYC/SYC in the within Scouting. Their new Chief everyday members. From an experience sweeping statements that loop regarding their activities. SA Commissioner has been a long- NRC perspective some small- encourage that each formation and their BYC are now starting time supporter and advocate for scale collaboration with outside • have at some point or entity in Scouting commits to work more collaboratively the diversity and inclusion of organisations have occurred, experienced favouritism to including everyone, however and the SABYC is currently all people in Scouting, notably with Stay Smart Online and and nepotism in Scouting in some respects more specific researching their previous work Multicultural Scouting and Reach Out being the most • have mixed-awareness acknowledgement is generally on Diversity and Inclusion. Special Needs. WA BRC is also prominent examples. of the services, training accepted as a positive outcome. From an SA Branch perspective, doing some work in the diversity and resources that Scouts support previously has been and inclusion area. SA and the Rover Scout Australia-wide limited to a BC Special Needs Section can provide approaches and a PC Fundamentals (which Queensland is currently in the looks into mental health issues) • are open to the idea of process of establishing their collaborating with external It should be noted that in the approach, Tasmania has had organisations in regard to past 24 months, there have The Australian Capital Territory initial contact with SA and some topics been separate and independent in 2016 has setup a team for NSW, however nothing of note initiatives coming from each of Diversity and Inclusion under the has come to fruition and the In addressing all of these the Branches, each with their stewardship of Jeshka McConnell Northern Territory is not in a thoughts from the Rover Scout own take and own interpretation and Jess Thomas. The ACT is one position to be able to tackle the Section, the Diversity and of what should be covered. of the more progressed Branches issues raised. Inclusions workgroup, feel that in this area with already having a holistic and wide ranging New South Wales started had established Special Needs, Implementation Plan is needed a Diversity and Inclusion Spirituality and Outreach to be able to ensure that these Workgroup in June 2015 under Commissioners. ACT is taking a thoughts are captured and acted the guidance of Johnathan Morey whole-of-Branch approach. on. The Implementation Plan will (the then NYC Chair), which then be the guiding document and the led to the creation of a similarly Victoria similarly is taking a working strategy. This will link in setup project in South Australia whole-of-Branch approach with with the National Rover Council, headed by Patrick Smith. NSW the recent creation of the State SABRC, Scouts SA and Scouts and SA have since collaborated Commissioner for Diversity Australia strategic plans. and shared resources regarding and Inclusion and the view to their approaches. NSW is establish support groups for currently being led by Alya Jones parts of the Association that on behalf of the NSW BRC. need it i.e. a Rainbow Scouts
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Aboriginal and Torres Strait Islander Rovers
Source: http://www.australianstogether.org.au/join-in/individuals/
Include an ‘Acknowledgement of As demographic data is not While; Australians Together explains Active Support Group Country’ at formal Rover Section collected in a formal fashion further that by demonstrating events within Scouting in Australia, An an acknowledgement of the While currently there is very there is anecdotal evidence Acknowledgement traditional custodians of the low visibility of Aboriginal and Provide a Reconciliation to suggest that the Scouting of Country land, any organization is able Torres Strait Islander Rovers Statement toward Aboriginal and context in Australia is mainly to create more welcoming and within the Section in South centred on ‘white Australia’ and involves visitors diverse space that includes all Torres Strait Islander peoples, acknowledging the Australia, it is envisaged that while respecting their cultures, does not branch out too far into people. there will be a time when some perspectives and histories other communities. There are original Indigenous form of structured support some exceptions notably with custodians of the There is no set protocol as to the framework will be needed. This Develop frameworks for the the creation and success of land and their long exact wording of a Welcome to may be done in both formal and inclusion of Active Support specialist cultural Scout Groups, and continuing Country or an Acknowledgement informal ways but will need to Groups for specific groups within however these are few and relationship with of Country, however in the have the Rover at the centre and the Rover Scout Section far between and are generally their Country. It is Rover Scout context the with their support and input. isolationist. a way of showing Acknowledgement of Country is Without the inclusion of the Develop “Statements of awareness of and considered to be best practice. Rover at the centre the support Inclusion” and publicise these Taken directly from Australians respect for the framework may fail. In this light, Statements Together, a; original Indigenous there may be the possibility of custodians of the establishing an Active Support Group for when the time comes, Develop an implementation plan Welcome to Country land on which an and implement this across all of the “Statements of Inclusion” is a ceremony event is being held. Sections. performed by An Acknowledgment Indigenous of Country can be Australian Elders formal or informal to welcome visitors and, unlike a to their traditional Welcome to Country, land. It can take can be delivered by many forms, a non-Indigenous including singing, person. dancing, smoke ceremonies or a speech, depending on the particular culture of the Traditional Owners.
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Multiculturalism Transition and Rovers into Rovers
Provide a translation of basic Statements of Inclusion SUpport Groups Develop a smooth ‘Transition In line with other transition The Appendix outlines a Rover Section information in to Rovers’ pathway from the points within the Youth Program potential staged communications languages other than English Despite an overarching principle The Diversity and Inclusion Venturer Scout Section there is a significant drop-off of strategy to include potential that Scouts will always accept workgroup as at 2016 members between each Section. member via a series of letters, Develop frameworks for the anyone regardless of their acknowledges the very low Encourage Venturer Section This is evident with the Venturer noting each time the need inclusion of Active Support heritage, ability, identity diversity of cultures within the interaction with the Branch Rover Scout Section and the Rover for a National Police Check. Groups for specific groups within or education, there was an Rover Scout Section in South Council Scout Section with a significant Furthermore, there is scope for the Rover Scout Section identified need to provide Australia and at this point in percentage of Venturer Scouts each Venturer Section member more specific statements time is not able to suggest which Develop a ‘Welcome to Rovers’ not continuing with the program to be assigned a Rover Crew in Develop “Statements of on the inclusion of Rovers specific cultural backgrounds, package and failing to join a Rover Crew. the first instance, but maintain Inclusion” and publicise these (and therefore Scouts) from heritages or languages need to A combination of a lack of the option to create their own Statements a wide range of different be addressed first, excepting visibility of Rovers and a lack Crew or join another Crew. This heritages, abilities, identities efforts regarding Aboriginal and of awareness by Venturers is practice of assigned linking one part of this drop-off. It is has had success in the UK and Develop an implementation plan and education statuses. Thus, Torres Strait Islanders. acknowledged that at this point Ireland with their equivalent of the “Statements of Inclusion” the Diversity and Inclusion workgroup has opted for the in a Venturer’s development Sections having clear succession inclusion of specific statements there is huge social change with plans and linking arrangements. highlighting visible aspects of the end of secondary school, the Section. While a statement recognition as being an adult for one specific group of Rovers and other pressures playing part will be included, other groups in the decision to continue to that have not been directly Rovers. identified have not been ignored and it is envisaged While some Crews successfully that at a future time these ensure that their name is out groups will be included, if and and about within the Venturer when there is a need to do Scout Section, this is generally so. The Implementation Plan limited to the Adelaide Region and the proposed statements with little recognition occurring in the Appendix will provide in regional and rural areas. the framework from which to This may be attributed to the build further statements and lack of visible Rover presence strategies for greater diversity in these areas and a further and inclusion for all Rovers. compounding that there is the possibility of no Venturer Section in the region. Thus, the workgroup suggests that awareness of both the Venturer Section and the Rover Section across the State be considered.
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Special Needs
Develop frameworks for the It is acknowledged that some by the Branch Commissioners for The Diversity and Inclusion In its current form, there is scope inclusion of Active Support Crews have some members Rover Scouts and Special Needs. workgroup feel that it is not the within the Lone Rover Crew to Groups for specific groups within who require extra supports to responsibility of fellow Rover be able to provide access to the the Rover Scout Section ensure that they have equitable While it may be a long term Scouts to become surrogate Rover Scout Program through access to the Rover Scout future aspiration, there may be carers for Rover Scouts who need this channel. There have been Develop “Statements of program. Some Crews are in an identified time as to which extra supports. We acknowledge notable cases where the Lone Inclusion” and publicise these better positions to be able to there needs to be a specialized that some supports can be easily Rover Crew has provided access Statements accommodate this due to some Rover Section support structure given by the Crew and some to the program for Rover Scouts other Rover Scouts within the to be put in place. As at 2016 supports cannot. There needs who require extra supports due Develop an implementation plan Crew being able and capable due to low numbers, stretched to be a discussion dialogue that to their personal circumstances. of the “Statements of Inclusion” of providing support to these personnel and resources, defines when a Crew can support The workgroup feels that this members. Conversely, there are the Diversity and Inclusion and when a Crew cannot. This approach of placing Rover Scouts Crews who are simply not in a workgroup is not actively will be different for each Crew who require extra supports position or have the capacity pursuing the development of and at various times. Some into Lones is a slightly dated or the knowledge to support a special Active Support Group Crews are better suited to people approach and is against the persons who require extra for persons who require extra who require extra supports. We purpose of the Lone Rover Crew. supports. supports. The workgroup, actively advocate that those Segregation of people who need however is advocating that the Crews who need the support extra supports for an equitable The need for extra supports and framework for such an Active to provide a Rover program Scouting experience run against the need for persons who are Support Group be established for people who require extra the ideal of diversity and suitable in providing the support for when appropriate, with support that this be given by inclusion within Scouting. can be sourced through the ease and efficiency. Instead volunteers who are not Rover- Branch Commissioner for Special of an Active Support Group, aged or a Rover. This role may Needs, who is able to provide the there may be scope for the be covered by a Rover Adviser or necessary access to services and better sharing of resources another younger Leader. knowledge bases so as to ensure and knowledge across the that the needs to the Rover who Association, as there is currently requires support is met. Thus, very little Scout-specific and from this aspect the Diversity Scout-context information. and Inclusion workgroup felt However, with knowledgeable that in its current form the volunteers and persons with support structure in place is responsibilities for people with sufficient, only if the support special needs (for example the being given does not impeach or Branch Commissioner for Special hinder the Scouting experience Needs), there is scope for a of fellow Rover Scouts who are better collaborative relationship providing support to members to be formed. who require extra supports. If the extra support is deemed to be a burden on the Crew and the Rover Scouts within that Crew, then this needs to be addressed
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Training
Develop Leader Training material Rover Section Awareness Access to Training Training Materials The workgroup recommends that Topics selected are the gathered for inclusion in Adult Training on factsheets be created for the from the Rover Snapshot Survey the purpose and functions of the As a Section of a 20 year youth The workgroup is aware that a The workgroup acknowledges following topics: of 2015, some topics have been Rover Scout Section developmental program, there is common complaint from Rovers that a wide variety of community removed due to overlap with significant community confusion about training is the timing as organisations regular prepare • Making Scouting for All other community sources. See Develop guidelines for better as to the purpose and function to when the training will occur and create training materials and • Special Needs and your Appendix for proposals and access to training opportunities of the Rover Scout Section, when for times where there is the resources that are easily covered Rover Crew links to headspace, Safe Schools compared to the Joey Scout, Cub need for a physical presence by other information sources. Coalition and Beyond Blue • Religion, Spirituality and Develop Training material to Scout, Scout and Venturer Scout and that the timing of training In this light, the workgroup resources. Scouting support diversity and inclusion in Sections. It is commonly held courses is set by the Adult acknowledges that in regard the Rover Scout Section by members of the Rover Scout Training and Development Team to mental health and other • Rover Wellbeing Section that the Section aims independently of the Rover associated topics (i.e. sexuality, to be that final developmental Section. This is compounded gender identity, religion and • Scouting relationship step to test and refine skills by the fact that most training bullying and harassment) the breakdown and knowledge attained in sessions are within prime exam subject matter has been covered • Discrimination the previous four Sections. times for most Rovers who by programs such as headspace Commentary and other research happen to be at tertiary study. or the Bullying has no place in • Openness and is contained within the Youth Acknowledging that not all Scouting Messengers of Peace Transparency Program Review materials. Rovers partake in tertiary study, program. Any training material • Post-26 pathways in there not enough numbers to run that is created covers areas Scouting a training session without more that are not covered by other With a lack of definitive data • LGBTI+ Scouting to ascertain that long-held people sustaining the session. sources or if already covered is prejudices against the Rover re-contextualised into Scouting • Aboriginal and Torres Strait Scout Section are still relevant The workgroup actively language and examples. Islander Scouting or even still have significant encourages that a radical • Representing Scouting traction, there may still be a low- approach is taken to address level need for a better Leader the low numbers of trained • Grievances and Complaints introduction to the existence Rovers, Rovers wishing to be in Scouting and purpose of the Rover Scout trained and the accessibility Section. Thus, the workgroup to physical training sessions. proposes that a review into There is a possibility of, with how the Section is introduced enough support, running to other Adults in Scouting. separate individual modules The workgroup suggests that a to coincide with Branch Rover factsheet with basic Sectional Council meetings or as stand- information is circulated to all alone units. Further discussion Groups in the first instance and and dialogue with the Adult then supplemented at Adult Training and Development Leader Training sessions with Team will be required so as to a Rover Section representative ensure continued support and presenting a short introductory endorsement. session.
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Rovers who are LGB or T
http://www.flagscouts.org.uk/imgs/prideinurself2455.jpg
Develop frameworks for the LGBT+ Support Groups Furthermore, research Statement of Inclusion Adminstrative Forms Furthermore, by moving toward inclusion of Active Support conducted by the workgroup a one-point data collection there Groups for specific groups within Precedent for Active Support suggests that from an official While there has been no easily The Workgroup feels that while is the possibility to increase the Rover Scout Section Groups for same-sex attracted, stance of consistency of accessible recorded information there is continued social and program flexibility. If, for some trans* and gender diverse application of policy and on the extent of homophobic cultural change toward better reason this is not possible, the Develop “Statements of young people in Scouting in procedure there is silence from or transphobic behaviours acceptance and equality for workgroups suggests that all Inclusion” and publicise these Australia was established by most Branches in regard to happening in the Rover Scout people who happen to be LGBT forms (Rover Section or Branch) Statements Scouts Victoria in 2015 with the potential issues surrounding Section or across SA Branch, there are still some systemic and remove gender tick boxes and creation of the Rainbow Scout Rover Scouts who happen to there has been anecdotal structural changes that need to replace with a blank text box. To Develop an implementation plan Network in conjunction with be LGB or T. Where policies are evidence to suggest that there be made. The changes centre on most members this will mean a of the “Statements of Inclusion” support from Gay and Lesbian needed regarding potential is some residual low level data collection and retention. small change in how to input the Health Victoria. Similarly, the issues with interpretation of homophobic and transphobic The Workgroup feels that with data, however to members who accommodation, ablution and have transgender experience Investigate into the UK has had some form of Pride behaviour. There are some the systems and processes that other gender-specific, in most this small change may show appropriateness of data that Support Group for many years instances where some chants are available with the technology cases by most Branches these greater acknowledgement and is collected by administration and is continuing to grow with and songs that circulate across that is available, personal have been dealt with in a case- acceptance. forms support. The workgroup advises the country can be seen as information is only needed to that at this moment in time, by-case basis where the Rover homophobic. Conversely, there be collected once and then the there is at least some sort of Scout in which the policy or are some positive instances onus is back on the member to early consideration for the procedure may affect is open where a person who happens ensure that this information is development of a Support Group about their sexuality and/or to be LGBT is able to free and up to date. for Rovers who happen to be LGB gender identity. openly express themselves or T which has the potential to in whatever fashion they feel. Therefore, the workgroup encompass other members of This positive expression and suggests that once an Adult the Association. Furthermore, acceptance is seen across most Membership Application (A1) due to knowledge that there South Australian Rover Crews, has been filled in and processed is a sizeable and manageable with only residual societal that this is the only instance number of Rovers who happen cultural habits slowly being where personal information is to be LGB or T, the workgroup addressed. The workgroup collected, instead of multiple is actively encouraging that for actively encourages that Crew occasions where there is also the first round of Active Support programs have some form of the need for each separate Groups being created for South element which includes aspects event to collect information Australia, that a group for Rovers or activities related to LGBT via a Standard Application and other members who happen cultures. (A4). Repeated disclosure of to be LGB or T be included. gender markers or other such information may cause distress or discomfort.
22 23 Rover Scouts South Australia Diversity and Inclusion Recommendations Report 2016
Women Leaders and Rovers under-26
Develop “Statements of While female-identifying As there is still a perception Develop “Statements of The Rover Scout Section is The workgroup feels that there Inclusion” and publicise these people comprise of half of the that Rover Scouts is a male- Inclusion” and publicise these fully-aware that there are is scope and opportunity to Statements population in Australia, this orientated pursuit, the Diversity Statements some members of SA Branch include members under 26 is poorly reflected within the and Inclusion workgroup feels who are under 26 years of age years of age within the major Develop an implementation plan membership of the Rover Scout that directly highlighting this Develop an implementation plan and have not engaged with the events that the Rover Section of the “Statements of Inclusion” Section with a large deviation and providing an overarching of the “Statements of Inclusion” Rover Scout Section. There are holds. Some headway is made from this statistic and a bias welcoming statement may a plethora of reasons for this, with the Open Class for NONT, Investigate into the toward male-identifying people. provide positive steps ranging from the clique culture but this could be expanded. appropriateness of data that This maybe reflection of the forward. The workgroup also that surrounds some Crews The ACT and NSW Branches is collected by administration historic background of Scouting, acknowledges that there is scope to the apparent inflexibility of invites any Scout member along forms however female members were for the inclusion of outside membership of a Rover Crew. to its events on the proviso allowed to join the Rover Scout organisations and causes in In some instances this may be that they are sponsored by a Section in 1975, over 40 years ago these efforts. The workgroup completely justified, however Crew to attend the event. The Encourage equal representation and the gender representation also notes that Scouts Victoria with more concerted awareness workgroup recommends looking across all Rover Section bodies, has not reflected the general actively supports the inclusion of with sustainable and consistent into options with come-and-try committees, groups, organization population. While this could women (and female-identifying message about Rovers and what events. teams and other such entities also be attributed to the types people) through the support of Rovers can provide to these of programs being delivered and White Ribbon Day, with public members under 26 years of age, Furthermore, with the myths long-held social stereotypes, support shown and special there may be a greater chance about the Rover Section and the there is still some areas in which scarves being made. of increasing membership of supposed drinking culture that this can be improved in. Ensuring the Rover Section with other is present, there may be a need that each Rover Crew is able to Representation members of Scouting. The for an ‘Open Day’ or information provide equitable facilities for workgroup does not advocate session for other members of all, regardless of their expression The workgroup does not for the UK’s solution where Scouting so as to dispel the is one way forward. actively support the need for their Rover Section equivalent myths and showcase the Section. quotas being applied to ensure (Network) automatically registers This showcasing of the Section equitable representation is made any member of the Association could have major positive across the Rover Scout Section in that falls within the age bracket. benefits and could potentially its bodies, committees, groups, lead to Sectional growth. organisation teams or other such entities. The workgroup, however advocates that each Rover Scout encourages as far as possible and to the best of their ability to ensure that natural social and cultural change attains equitable representation. This may take time and there is the possibility that there will be times where equitable representation is not possible.
24 25 Rover Scouts South Australia Diversity and Inclusion Recommendations Report 2016
Rural and Leaving Regional Rovers the Section
Develop strategies and plan to The workgroup had become While some current initiatives Develop strategies for ‘Post-26 In conversation with active those who are leaving are in combat transport and distance aware of some Rovers within are underway to better bond Pathways’ for Rovers leaving the Rovers nearing the end of their positions to be able to do so in a issues the Lone Rover Crew wishing to the current Lone Rover Crew, Section at 26 years of age Rovering, most active Rovers are positive fashion. The workgroup complete their Baden-Powell there is an overarching need for aware of what possible “post- acknowledges that it is an Implement a review into the Lone Scout Award and feeling that the a revision into what the Crew 26 Pathways” are available. Association ruling that the Youth Rovering Program Lone Program was not in positive aims to do over a service area Some of these active Rovers Program ends at 26 and does not position to be able to sufficiently that covers the whole State. The already have another Scouting advocate for Rovers to stay on th Develop “Statements of support the Rover Scout through workgroup advocates that due to appointment either in a Group, past their 26 Birthday, however Inclusion” and publicise these the Award Scheme. In light of the special nature of the Crew, a Section or as a Commissioner. the workgroup suggests that Statements this and long-term ongoing that the Lone Rover Crew be When conversing with less-active there is a need for a sustainable inefficiencies being evident maintained and that BRC-level Rovers, knowledge on possible support structure to be put in with the Lone Rover Crew, the support is given to the Crew. pathways are limited to just place for Rovers who are leaving Develop an implementation plan workgroup is actively advocating becoming a Leader at a local the Section, who have been of the “Statements of Inclusion” that there is a review within the Group. Pressed further, some identified as being ‘at-risk’ and inclusion of current and past feel that there is a negative in definite need of support. Lone Rovers into the viability, perception for mid-twenties suitability and sustainability adults joining a Group. Anecdotal To address this the workgroup of the Lone Rover Crew. The evidence suggest that this advocates that a support workgroup advocates that this be negative perception is greatest structure be created within addressed with the appropriate for young males leaving the the wider Branch setup with subject-matter experts regarding Rover Section and who have not the Rover due to leave being rural and regional Scouting. yet engaged fully with their local allocated a mentor/adviser Group. This may seem unfounded who is able to guide the Rover and easily refuted, however through the transition away from the workgroup acknowledges the Youth Program. Ideally, this that this fear exists and that person would have been a Rover the current social climate and at some point and is able to culture promotes this fear. understand the unique, special and peculiar characteristics of In recent years, there have the Section. It is acknowledged been some high-profile cases that not all Rovers will actively where there have been Rovers seek this support or require who have left the Section it. See Appendix for further at 26 and had all of their elaboration on the support support structures almost fall structure. away overnight. While, not all Rovers will need sustained and regular support for up to two years after they have left the Section, there is still a need from a social responsibility perspective to ensure that
26 27 Rover Scouts South Australia Diversity and Inclusion Recommendations Report 2016
Religion, Spirituality and Balanced Programming Beliefs
Encourage and foster Branch Religion and Spirituality With the Section again under Encourage and foster Branch With the impending Youth Program Review research level programs across the Areas review at a National level, the level programs across the Areas implementation of the Youth from Stage 3 of the Review of Personal Growth where Crews In the early development workgroup actively advises that of Personal Growth where Crews Program Review in the coming from 2014/2015 indicated that are not in a position to be able to of Scouting, it was actively for the South Australian context are not in a position to be able to years, current advice is that the the Spiritual, Intellectual and cover themselves encouraged that each Scout that further collaboration with cover themselves new Youth Program will have a Emotional Areas of Personal maintain some element of faith. the SA Branch Fundamentals greater emphasis on the Areas Growth had a low occurrence in This has then flowed into the Team be undertaken regarding of Personal Growth and the directly identified programming Scout Promise with specific religion, spirituality and the Australian interpretation of the across most Sections. This references to having a ‘duty to Rover Scout Section. Any Scout Method. With both of these increased when the programming my God’, ensuring that each collaboration should include fundamental concepts being for the Section became more Scout is to maintain some dialogue regarding the purpose core to the Program, there is the independent of Leaders and element of religious adherence and application of the Rover possibility that some application other Adults in Scouting. In order or spirituality. In turn this has Prayer, attendence at St George’s and implementation of the to respond to this the workgroup been interpreted to allow many Day and presence within current or even the new Program proposes that a Rover Retreat to religions into Scouting and many communities of faith. may include the potential for cover the Spiritual, Intellectual variations of spirituality into some Areas of Personal Growth and Emotional Areas of Personal Scouting. Beliefs and some parts of the Scout Growth be considered by the Method to be neglected or Branch Rover Council as a The Youth Program Review The workgroup acknowledges entirely omitted. It is in this first step. Initial planning for a has extensive research and that in some cases religous light that in order to ensure 2016 Rover Retreat is currently commentary on the subject beliefs will also come with that a balanced Youth Program underway. of religion in Scouting with a other cultural implications such for the Rover Scout Section is general consensus that there as diet, customary dress and implemented that the Branch is still a place for religion in timing of rituals. This could Rover Council consider fostering Scouting, however notes that also be extended toward other and encouraging events or there is the possibility of a lifestyle expressions such as a programming that covers Areas Scout not being religious but maintaining a non-religiously of Personal Growth that have also spiritual concurrently. Thus, based vegan diet and lifestyle. difficulty in being addressed in this light, the workgroup within the Crew context or being run on behalf of Crews where suggests that while religious In light of this, the workgroup this is not feasible. elements are present in the actively suggests that some program, these elements are investigation into the potential explained and implemented conflicts of mind that may occur within the Section with when beliefs may clash with sensitivity and inclusivity. In turn practices of the Rover Scout the lack of religion should not Section. The workgroup has be a barrier to allowing a Rover become aware of the potential Scout to enjoy the full Rover for a clash with veganism and Scout experience. the usage of a leather Gilwell woggle.
28 29 Rover Scouts South Australia Diversity and Inclusion Recommendations Report 2016
Community involvment
Develop a strategy to publicly With major social change feedback (namely, from the to more members across the The workgroup suggests that COllaboration with other support and promote specific occurring in recent years, there Snapshot Report) that some Sections. Furthermore such an as at July 2016, the following Youth Organisations community events, initiatives and is a growing need for Scouting to events are no longer appropriate event will be an opportunity organisations be considered as causes remain relevant, contemporary to support – most notably for Rover Crews to be able to part of any outreach program: Given that there have been and visible across all areas of (with strong arguments for and get their names out and about declarations at Branch, National Encourage a “Rover Open Day’ society. Thus, with heady given against) Commonwealth Day and and raise awareness and recall • Beyond Blue and World levels, that Scouts event by other NSOs such as the UK, St George’s Day. The workgroup of their existence, especially in • Headspace is to become the preeminent Ireland, New Zealand, the USA recommends further discussion younger Sections and with other youth organisation, there is • ShineSA Develop an outreach program and Canada where some support and dialogue with the Section Adult Members. considerable advocacy at each to connect with external groups have been representing before any action is to be taken. • Safe Schools Coalition of these levels for Scouts to be Scouting at large community Outreach Program able to provide commentary on organisations and supporters • events such as Pride or Mardi Furthermore, the workgroup Recognise youth-related topics. In light of Gras, the workgroup feels that it Encourage a better working recommends that when The workgroup advocates that a • White Ribbon this, the workgroup feels that is time we make some headway appropriate that nay community the Rover Scout Section at least relationship with Guides SA Branch-wide Branch-supported • Australians Together here in South Australia. or international day is outreach program to external should find similar-minded celebrated, that the Rover Scout organisations to collaborate with Develop a working relationship organisations and supporters The workgroup feels that these In 2015, the Chief Commissioner Section shows it support through so as to be able to achieve the with other youth-focused be created and encourages. organisations will be able to of Australia, in private capacity its social media channels. Such goal of pre-eminence as a youth organisations The workgroup sees that such provide mutual benefit to the attended Mardi Gras with the days could include IDAHOT a program will allow for greater Rover Scout Section and the organisation. hope that in years to come there (International Day against collaboration between each organisations themselves with would be a Scout presence Homophobia and Transphobia), organisation and allow for a the potential for the Rover As of July 2016, the workgroup at the event in Sydney. NSW International Day of Peace, World reduction in resources being Scout Section to provide some is not in a position as to which Branch Rover Council is currently Refugee Day and similar such allocated to duplicated tasks. form of Service. Furthermore, organisations specifically, pursuing official representation. days. Such collaborative efforts will the workgroup feels that if however, a better working In South Australia, the similar also create opportunities for there were to be some more relationship with Guides SA is event held every November Rover Open Day community awareness and could solid or official ties to other strongly recommended. is the Feast Festival with an lead to potential membership organisations, then there is opening parade and picnic. The In order to dispel any myths growth in either organisation. a greater chance of external workgroup feels that there would or misconceptions about the Service projects actually be enough support from at least Rover Scout Section internally occurring with success. the Rover Scout Section to have and externally, there is an visible presence at the opening opportunity to run an “University As at July 2016, the workgroup parade for 2016. Open Day’ style event which recommends that the Rover showcases the Section, its Scout Section and SA Branch as a Moving further afield, the Program and what it does to whole looks into forming serious workgroup recommends that any the wide Scouting community partnership with Beyond Blue, current events or causes that the and the general public. It is headspace and Safe Schools Section supports be reviewed to envisaged that such event will Coalition, as these organisations see if the current membership have the potential to grow to will fit into the current climate of feels that they can comfortably include a Branch-wide general Scouting in South Australia and support the event or the cause. sign up to Scouts event and addressing pressing social need. There has been considerable could have the potential to lead
30 31 Rover Scouts South Australia Diversity and Inclusion Recommendations Report 2016
Organisational changes
Develop input into the National Approach to the same time maintaining workgroup suggests looking at the workgroup feels that using through the prism of Scouting nationalised approach to Diversity and Inclusion Scouting core values. With previous recruitment programs the UK document as a basis from is not acceptable and is in diversity and inclusion this lack of leadership from SA such as the YES! Ambassadors, which to adapt for Australian contravention of a large swathe With the eight separate Branch, the Rover Section has previous efforts with Arnott’s use is advised. See Appendix for of Scouting policies, namely the Develop a working strategy into approaches and a potential ninth gone under its own steam to Biscuits (circa 1998) or current excerpts from this document. Law and Promise. implementing Rover Section approach being undertaken in create and implement potential efforts in Victoria with Be1. diversity and inclusion initiatives regard to diversity and inclusion, strategies for a way forward. The By having consistent use of The workgroup acknowledges across South Australia Branch there is a growing need for an workgroup recommends that Partnership Interstate terminology that remains that there are instances where agree nationalised approach. The a future set of Rovers will be relevant and contemporary it may be seen to be easier and Develop a mechanism to ensure nationalised approach needs to needed to be able to implement It is noted by the workgroup allows for greater education, efficient to head-hunt and anoint that diversity and inclusion be flexible enough to cater for and maintain any groundwork that there are instances where understanding and acceptance a member with a particular role initiatives remain at the the wide variety of local Scouting that has been established by a similar initiative to the of people from diverse identities or appointment, however this is grassroots of Rovering contexts that are present the 2015-2016 workgroup. It is workgroup is being implemented and backgrounds, which then in exclusionary and discriminatory. across the country and allow hoped that within the short term, interstate in other Branches. turn should allow for a better The workgroup actively promotes that diversity and inclusion has Encourage partnership with for variation in implementation The workgroup has made and and more diverse Rover Scout and recommends that all grown in awareness and moved interstate and international within each Branch. Local maintained contact with these Section in South Australia. It is appointments, roles, hats, to a more sustainable operation diversity and inclusion groups circumstances must be taken groups and have started to share envisaged that this consistent responsibilities, nominations within SA Branch. working in Scouting into account. However, this resources, ideas and progress use document will then be and the like be put to an open does not immediately discount information. The workgroup passed throughout the Branch call in every instance even if the possibility of a National Fostering Grassroots and be a guiding document the selection panel may have a Develop a framework for the recommends that in order to framework or structure that Rovering for the Branch. Furthermore, candidate in mind. Furthermore, consistent use of terminology avoid duplication, repetition allows the implementation of this will then allow recognition the workgroup acknowledges related to diversity and inclusion or complete divergence from age-appropriate initiatives and The workgroup with their consistency that a partnership that youth have lead with that there is the possibility that programs. combined experience has between each Branch be adults supporting the youth the desired candidate is installed Develop guidelines to reduce observed that over the years established so as to further in providing headway into an into the role but the process of nepotism, cronyism and Implementation Strategy with a combination of poor the cause. In time, there will be initiative that was created by an open call is followed. A right favouritism communication cascading down scope and possible drive to be youth members – additionally, to review should also be given to While there has been significant from the top, cultural change able to connect internationally this links in perfectly with World other candidates who applied for Encourage the promotion of silence on diversity and inclusion initiatives have either been with like-NSOs such as the UK, and National level objectives and the role. Further explanation of a internal support services for topics from South Australia successful in small demographic Ireland or New Zealand and link goals. proposed process is provided in Rovers Branch as a whole, noting areas or complete failures into their efforts and share our the Appendix. lack of commentary on some across the board. The workgroup work. Reducing favouritism Develop a consistent, easy major current social issues, the feels that for greater success at If the Rover Scout Section is to understand methodology Rover Scout Section in itself achieving the goals of a greater Consistent Terminology The workgroup is aware that to be open to all then all roles for complaints and grievance is outlier and is progressing sense of diversity and inclusion some high-profile appointments must be opened in an open call handling within the Rover forward with its own agenda within in Scouting, there needs The Scout Association (UK) has within the Rover Scout Section to all Rovers regardless of their Section in South Australia regarding diversity and inclusion. to be encouragement and developed an agreed document and across the Branch in recent location, accessibility and other The Section itself and the fostering of grassroots level which outlines best use of times have been contentious and personal circumstance. While membership within the Section support and implementation. language and terminology for a possible show of favouritism, in some instances there maybe has identified that it needs to While the workgroup does not the United Kingdom. While cronyism or even nepotism. eligibility criteria such as being be more reflective of the society specifically have a solid vision noting small cultural differences These behaviours and the at a desired training level, such in which it operates while at as to how this may look, the between the UK and Australia, expression of these behaviours criteria should be kept to a
32 33 Rover Scouts South Australia Diversity and Inclusion Recommendations Report 2016
minimum and not be a vehicle to Linking into this, is the creation Complaints and This process has not been respect of their peers so as to discourage potential candidates of Branch-level coordinators for Grievances used in recent times, nor has be able to have a constructive for roles. National or World level programs the process been tested. The dialogue between the Rover such as the Messengers of Current practice for the dealing workgroup feels that this process and the support structures that Internal Support Peace and Bullying has not of grievances and complaints is open to systemic bullying are in place. This means that a place in Scouting program. The has a mixed and contradictory and harassment of either the Rover should be able to stand Prior to major Sectional upheaval workgroup recommends that understanding across the Rover complainant or defendant and up at a BRC Meeting and express in 2015, where a catalyst for these roles, the people in those Scout Section. Most Rovers does not allow for an inclusive their opinion without having to change was bought about, roles and functions of those understand that the complaints Rover Scout Section. The be shut down and relegated to internal support structures for roles be promoted actively to the and grievance procedure centres workgroup actively advocates being forced to either represent Rover Scouts in times of need Rover Scout Section. on reporting up the line in a that the Court of Appeal process a Crew or the BRC Executive. The were either known by very few similar fashion to this: be removed and replaced by workgroup feels that all opinions or had a very low awareness As at July 2016, the following a contemporary and robust should be heard, noted and and recall rate within the support structures and roles Rover > Crew Leader > BC complaints model. Additionally, acknowledged regardless of their Section. Post this upheaval, the need further promotion to the Rover Scouts > Assistant Chief the workgroup is aware that source. workgroup has become aware of Rover Scout Section: Commissioner Youth Program > there have been previously some long standing support structures Chief Commissioner instances where conversations that have previously failed to • BC Bullying is not a part and dialogue has been shut connect or promote to the Rover of Scouting However some interpretations down by the persons in role with higher responsibilities Scout Section with SA Branch • PC Fundamentals include: and across Scouts Australia. The without explanation or workgroup acknowledges that • BC Special Needs sufficient reason. This may be Rover > Crew Executive > Crew attributed to the lack of safe it is saddening to know that • PC Messengers of Peace Leader > BRC Executive > BRC such a major upheaval caused spaces to be able to have these • PC Scout Central Chair > BC Rover Scouts > conversations or the ability to awareness of support structures Assistant Chief Commissioner to be known. The workgroup • Most Adventurous Activity allow such conversations to Youth Program > Chief be heard. Please see Appendix feels that the support structures Teams and their Leaders- Commissioner for Rover Scouts should have in-Charge for proposed structure for been known by Rover Scouts and complaints handling within the • The confusion as to where to the BRC Executive prior to such District Commissioners Rover Scout Section. go and what to do next has events and that such support and Group Leaders discouraged some members from structures be continuously be The workgroup actively speaking up about grievances promoted and advocated for. encourages all Rovers to speak they hold and prevents effective Most notably is the existence up when they feel that there change and action taking place. of the PC Fundamentals and BC is an opportunity to provide The workgroup recommends Special Needs. Rover awareness commentary and suggest change that this be investigated and of the BC Special Needs is to Sectional processes and changes implemented followed helped by the fact that the undertakings. This should be by an education campaign. incumbent was a former Rover done in the knowledge that the Furthermore, the current BRC Scout. Rover awareness of the PC Rover will be given the time, Standing Resolutions call for the Fundamentals and their function the appropriate space, the need to hold a Court of Appeals was non-existent. appropriate medium and the for the dealing of grievances. 34 35 Rover Scouts South Australia Diversity and Inclusion Recommendations Report 2016
Implementation of Recommendations Barriers to Implementation
Of the Recommendations, the following are ‘implementation ready’: The workgroup acknowledges there will be Support from Branch some barriers to the full implementation of the • Include an ‘Acknowledgement of Country’ at formal Rover Recommendations from this Report and therefore The workgroup is of the understanding that the Section events careful consideration as to a pathway forward support structures that are in place are there to is needed by the Branch Rover Council. The support the operation and implementation of • Provide a Reconciliation Statement toward Aboriginal and workgroup notes that there will be some financial the Youth Program that is ultimately developed Torres Strait Islander peoples, while respecting their cultures, cost to some of these proposed Recommendations, to service the Youth Members. By extension this perspectives and histories however most are low-cost or no-cost structural is also to be understood that the structures that changes. exist in addition to the Branch Rover Council are • Develop “Statements of Inclusion” and publicise these there to support the activities of the Branch Rover Statements Furthermore, the workgroup is open to the idea Council and the respective member Rover Crews. of having an Implementation Officer for the Thus, the workgroup will be recommending that Recommendations be established. The workgroup some Recommendations from this Report be • Develop an implementation plan of the “Statements of however advocates that this be done by a Rover implemented under the governance of the Branch Inclusion” Scouts who is in the middle of their time within the Rover Council with support given by the volunteers Section and has the time to be able to commit to and staff of Scouts Australia (SA Branch) and • Develop Training material to support diversity and inclusion the cause and see the Implementation through to associated systems. in the Rover Scout Section the end.
• Develop a smooth ‘Transition to Rovers’ pathway from the Venturer Scout Section
• Develop strategies for ‘Post-26 Pathways’ for Rovers leaving the Section at 26 years of age
Please see the attached appendices for further elaboration on each of these Recommendations, their implementation and potential vision as to a positive outcome. The Diversity and Inclusion Workgroup foresees that some if not all Recommendations that are considered to be ‘implementation ready’, will be in place wihtin the Section by the close of 2016.
The Workgroup will work with the Branch Rover Council in achieving implementation by the end of 2016.
36 37 Rover Scouts South Australia Diversity and Inclusion Recommendations Report 2016 Glossary Rover/Rovers/Rover Scouts: a member of the section of Scouts in Australia for persons aged 18 to 26 years of age
Scouts: the youth development program run by Scouts Australia
WOSM: World Organisation of the Scout Movement Acknowledgements NSO: National Scout Organisation that is a member of WOSM
SABRC: South Australian Branch Rover Council
BRC: Branch Rover Council
RRC: Region Rover Council/Region Rover Community (Victoria only)
Scouts SA: The Scout Association of Australia (SA Branch) The Diversity and Inclusion Workgroup would like to thank the following people and organisations for their collaboration, input or usage as a source: Rover Scout Section in South Australia/Rover Scout Section: the Section within Scouting that caters for Scouts aged 18 to 26 years of age SA Health Rebekah Hobbs Oliver Morgan NRC: National Rover Council Headspace Gavin Matthews Rhiannon Vine NYC: National Youth Council Beyond Blue Patrick Smith Simon Frederick BC: Branch Commissioner Recognise Jack Caddy Gavin Owen ABC: Assistant Branch Commisioner Australians Together Johnathan Morey Lauren Vilanova PC: Project Commissioner Multicultural SA Ben Cherry-Smith Julian Stone National: The Scout Association of Australia, the National Scout Organisation for Australia World Organisation of the Scout Catherine Metcalfe Toby Phillips Movement Branch: an affiliated member of The Scout Association of Australia Sam Moffatt Dylan Hunt Scouts Australia and each State World: see WOSM Branch Stephanie Tite Lizz Affleck LGBTI+: Lesbian, Gay, Bisexual, Trans* and Intersex plus. Trans* includes transgender, transsexual and National Youth Council Jessica Tsakiris Lloyd Ings variants. Plus indicates other sexuality and gender identities. The acronym maybe split up if only referring to some identities in most cases LGB or T. National Rover Council of James Love Jake Alker Australia Leaders under-26: a Leader within the Scout Movement under the age of 26 and is eligible to become a Eloise Trickett Jess Thomas Rover Scout. National Rover Council of New Zealand Alex Warin Jeshka McConnell
Scouts Canada Caitlin Polack Ayla Jones
Scouting Ireland Jared Vanmali Michael Ford
The Scout Association (UK) Thomas Milham Alison Vivian
Jared Frost Ben Phillips Liam Painter
Simon Inverarity Gemma Wood
Hayley Sheehy 38 39 Rover Scouts South Australia Diversity and Inclusion Recommendations Report 2016 References Burns MK 2007, Them ‘N Us – a toolkit on diversity in Scouting, Swedish Scout and Guide Council,
Creative Spirtis 2016, Welcome to Country, http://www.creativespirits.info/aboriginalculture/spirituality/ welcome-to-country-acknowledgement-of-country#ixzz48y9SSN6P
Pacific Mircomarketing 2012, MOSAIC profiling of The Scout Association of Australia (SA Branch),
Gay and Lesbian Health Victoria 2015, Spring Newsletter, http://www.glhv.org.au/newsletter/glhv- newsletter/spring-edition-september-2015
NSW Branch Rover Council 2015, proposal for establishment of a workgroup for diversity and inclusion
Rover Scouts South Australia 2015, Rover Snapshot Report, Diversity and Inclusion Workgroup
Scouts SA 2014, MyScout,
Victorian Equal Opportunity and Human Rights Commission 2014, Types of discrimination, viewed The Rover Scout Section is committed to equity and diversity where the rich cultures of 15/6/14,
World Organisation of the Scout Movement 2014, Triennial Plan of the World Organisation of the Scout Movement 2014-2017, https://www.scout.org/sites/default/files/library_files/TPLAN_2014-2017_EN_V%20 2.0_xwebFinal.pdf
40 41 Rover Scouts South Australia Diversity and Inclusion Recommendations Report 2016
Appendix 2: Statements of Inclusion Appendix 3: Implementation Plan of the Statements of Inclusion
It is proposed that the following statements of inclusion be publicised through electronic media and Statements of Inclusion are to appear on the policies section of the SABRC website in the first instance where possible and appropriate through print: and where appropriate in printed form in high-traffic areas at Halls and other meeting spaces.
Broad statement: Special Needs Statement Immediate term Short term Medium term Broad X A broad statement is provided for circumstances Rover Scouts South Australia Multiculturalism X where there is a need not to highlight a specifically actively works to welcome all identified group, but agrees on standardised individuals, regardless of their LGB or T X wording. This directly links in with WOSM, National, ability, capacity and capabilities. Special Needs X NRC and Branch policies: This diversity is reflected in the membership, the methods and Women X Rover Scouts South Australia programmes used within the Rural and Regional X actively works to welcome all Section. individuals without distinction. Aboriginal and Torres X This diversity is reflected in the Strait Islander membership, the methods and Women in Rovers programmes used within the With the Statements of Inclusion, the promotion and circulation of the content is highly dependent on Section. sustained continued support from Crews, Crew Leaders, the Branch Rover Council Executive and the Rover Scouts South Australia Branch Commissioner Rover Scouts. Holding this in mind, the DIversity and Inclusion Workgroup will actively works to welcome all monitor efforts to circulate information and content regarding the Statements of Inclusion. women, regardless of their identity, Multiculturalism and Rovers: expression and contribution. This diversity is reflected in the Rover Scouts South Australia membership, the methods and actively works to welcome all programmes used within the individuals, regardless of their Section. heritage, cultural background and histories. This diversity is reflected in the membership, the methods Rural and Regional Rovers and programmes used within the Section. Rover Scouts South Australia actively works to welcome all individuals, regardless of their Lesbian, Gay, Bisexual, Trans* and geographic location, social locality Intersex plus: and accessibility. This diversity is reflected in the membership, the Rover Scouts South Australia methods and programmes used actively works to welcome all within the Section. individuals, regardless of their gender, gender identity, sexuality and asexuality. This diversity is reflected in the membership, the methods and programmes used within the Section.
42 43 Rover Scouts South Australia Diversity and Inclusion Recommendations Report 2016
Appendix 5: Post-26 Pathways Attachment B:
The Diversity and Inclusion Workgroup recommends that South Australia adopt the proposed actions outlined by the November 2012 National Operations Committee meeting for the concept of ‘Rover Pathways’ or ‘Post-26 Pathways’.
Excerpt from the National Operations Committee:
At the June 2015 National Rover Council meeting, the NRC Chair asked if each Branch could update the National Operations Committee on the progress of developing Rover Pathways, an action item from the November 2012 National Operations Committee meeting:
NOC agreed that Branches will create formal ‘Rover Pathways’ teams to identify opportunities and assist Rovers exiting the Section to find new opportunities within the Movement as set out in Attachment B.
It was agreed that each Branch would provide a report to the NRC Chair, and the NRC Chair could compile this into a summary for the NOC.
Five Branches responded and provided details about Rover Pathways in their Branch. It seems as though the concept of Rover Pathways Teams (as outlined in Attachment B from 2012) is working to varying degrees, with some branches settling into their own routine. Nonetheless, there certainly does not appear to be enough evidence to claim Rover Pathways has been a successful initiative.
Of particular note, it seems as though in the Branches where conscious effort is applied (rather than a mailout), this effort comes from Rover Section Commissioners. This is inconsistent with the proposal agreed in 2012, which suggested that “Rover Pathways” should be run through Adult Leadership teams, not through their Rover Section Teams.
NOTE: South Australia did not respond to this paper
44 45 Rover Scouts South Australia Diversity and Inclusion Recommendations Report 2016
Appendix 6: Transition to Rovers
The Diversity and Inclusion Workgroup recommends that the following be implemented in order to create a smoother transition into the Rover Scout Section:
• Develop agreements with Groups/Units and Rover Crews for automatic transfer from the Unit to the chosen Crew • Foster the relationship that will grow between the Group/Unit and Crew from a formalise relationship • Implement a staged communications strategy to Venturer Scouts after their 17th birthday
Unit and Crew Accord
As per the model used by the UK, the Accord is an agreement between the equivalent Venturer Scout Unit (an Explorer Unit in the UK) and a Rover Crew (a Scout Network in the UK). This ensures that Venturers from a particular Unit link into a particular Crew, thus creating a smooth transition into Rovers. The Venturer will then know where they are heading after they finish Venturers.
The option for the Venturer to link to a Crew of their choice shall remain. However, in most cases a Unit will be linked to a Crew. It will then be encouraged that the Crew and the Unit do regular activities together to create a functional working relationship.
List is not yet available and shall be available once a list of Venturer Units is provided by Venturer Section
Each Agreement shall be reviewed every 12 months at the respective AGMs of the Crew and the Unit. The Agreement shall be signed between the Crew Leader (with endorsement of the BRC and Branch Commissioner (Rover Scouts) or appropriate delegate) and the Venturer Scout Leader (with endorsement from the Group Leader and Program Adviser (Venturer Scouts) or appropriate delegate).
There is the possibility that the Agreement forms part of the Crew’s Standing Resolutions.
46 47 Rover Scouts South Australia Diversity and Inclusion Recommendations Report 2016
Letter to be sent to Venturer at 17 years of age Letter to be sent to Venturer at 17.5 years of age
Dear Venturer, Dear Venturer,
As you are aware you are nearing the last 12 months of your time in the Venturer Scout Section and We are writing to you to see how you are progressing with the transition from Venturers to Rovers. We time is fast approaching for you to complete your Queen Scout Award and prepare to move on into the acknowledge that this is the second letter we have sent you. We would like to provide you with some Rover Scout Section. This letter is to provide you with some information regarding the next step of your information about how to start the Linking process into your Rover Crew. The Link Badge from Venturers Scouting journey. to Rover should take about six months. The Requirements are listed below:
The Rover Scout Section is for Scout members from the age of 18 through to their 26th Birthday and CURRENT BADGE REQUIREMENTS builds on what was experienced in the Venturer Scout Section. The Rover Section is self-managing and the program is entirely decided by the Rovers. Uniquely, the Rover Section is also managed by the As you may see some of the things for the badge have already been completed and there are some Branch Rover Council at the Branch level by the Rovers themselves. others that will need to be completed in due course. Your Rover Crew will assist you in completing the Link Badge. Each Rover is part of a Rover Crew, as part of your transition from Venturers to Rovers you have been allocated a Rover Crew in which to start the process. You have been allocated to the: If you haven’t already contacted your Rover Crew please do so. We have included their contact details below as an additional reference: ROVER CREW CREW NAME The Crew meets regularly at LOCATION. The current Crew Leader is NAME. CREW CONTACT
The Crew Leader helps to manage the Crew; they are also your first point of contact. We suggest that you If you have not done already so, please contact the Branch Rover Council if you wish to link to another contact the Crew Leader of your allocated Crew as soon as possible. Crew, instead of the Crew that was allocated to you.
If you have already started to contact another Crew or wish to contact another Crew, Crew information As part of the process in becoming a Rover Scout, you will need to fill in the attached A1 Application for can be found via the Rover Scouts South Australia website. Please inform the Branch Rover Council as Adult Membership form along with a National Police Certificate. The instructions for this process are soon as you can if you choose to contact another Crew – this will help ensure that your transition to included with this letter. Please get this done as soon as you can so as to ensure a stress free transition Rovers is smooth and seamless. to Rovers.
If you have any further questions about Rovers and the transition to Rovers, feel free to contact the If you have any questions please contact your Rover Crew for assistance. Branch Rover Council or the Crew nominated above. Yours in Rovering, Yours in Rovering, Branch Rover Council of South Australia Branch Rover Council of South Australia
48 49 Rover Scouts South Australia Diversity and Inclusion Recommendations Report 2016
Letter to be sent at 17.75 years of age Letter to be sent at 18 years of age after A1 has been processed
Dear Venturer, Dear Rover Scout,
Congratulations you are nearly toward the end of an exciting time of your life. We hope that the last few Congratulations and welcome to the Rover Scout Section in South Australia. You should have already months of your Venturing is fun and enjoyable. However, the fun and enjoyment should not stop when completed your A1 Application for Adult Membership form and be well on the way to becoming a fully you are 18. The fun and enjoyment should ramp up to the extreme with what Rovers can offer you. invested Rover Scout.
If you have not done so already, please contact your Rover Crew and get to know your fellow Rovers. If If, you have come through from the Venturer Scout Section, you should be well on the way to completing you have, that is awesome and we can now start to arrange for your Adult Membership to go through and your Link Badge. If you have joined Scouts, we would like to warmly welcome you into Scouting. organize a Going-Up Ceremony. Rovers is all about what you want to do and what you want to get out of it. You should get involved with Your Crew contact details are as follows: as much as you can, when you can. Your Crew will know you best and will work solutions with you so that you can have the best Rovering. You will also be presented with a whole range of opportunities to CREW NAME develop yourself and other. You will be given opportunities to go interstate and overseas with Rovers. CREW CONTACT Contact the Branch Rover Council for some more information.
You should already be looking forward to becoming a Rover and completing your first Rover Badge – the As you are at the start of your Rovering journey, please take the time to settle into your Crew and get to Link Badge. Contact your Crew to complete this badge. know your Crew members. Your Crew will provide you with a safe environment in which to settle into. Once settled, you will be presented with an opportunity to complete your Rover Training – this is a series Rovers is an exciting, fun and wonderful experience that will stick with you for many years to come and of courses that will equip you with all you need to get the most out of Rovers. Contact the Rover Training we would like to formally invite you all Rover Section events and activities. Rovers is open to anyone Team for more information. aged between 18 and 25. So if you have some friends that you like to come along to Rovers, please invite them too. We look forward to seeing you at the next Branch Rover Council event. We hope that you are finding your start to Rovering as fun and as exciting as most Rovers past and present have. We look forward to seeing you at many Branch Rover Council events to come. If you have any questions please contact your Rover Crew or contact the Branch Rover Council. We have included a resource with relevant contacts for you with this letter. Yours in Rovering, Yours in Rovering, Branch Rover Council of South Australia Branch Rover Council of South Australia
50 51 Rover Scouts South Australia Diversity and Inclusion Recommendations Report 2016
Appendix 4: Training Materials Appendix 7: Training FactSheets
The Scout Association of the UK has resources and materials that can easily be transferred to the The Diversity and Inclusion Workgroup proposes that factsheets and supplementary information on Australian Scouting context. These resources are accessible via the Members section of their website at: Scout Central on the following topics will assist Rovers who have little previous knowledge on the subject https://members.scouts.org.uk/supportresources/search/?cat=377 area:
• Making Scouting for All Special Needs • Special Needs and your Rover Crew Scouting is inclusive. This means we respect and value differences in ethnicity, gender and gender • Religion, Spirituality and Scouting identity, age, origin, disability, sexual orientation, education and religion. Ensuring you are using the • Rover Wellbeing correct terminology is a good starting point for enabling all young people to fully participate in Scouting. • Scouting relationship breakdown The terms below aim to support you in discussing additional needs and disabilities in Scouting by • Discrimination explaining the terms used. • Openness and Transparency • Post-26 pathways in Scouting Accessibility Inclusion • LGBTI+ Scouting Accessibility refers to the methods by which Inclusion describes embracing all people • Aboriginal and Torres Strait Islander Scouting people with a range of needs, such as people with irrespective of age, gender, ethnicity, sexual disabilities, people with caring responsibilities, orientation, disability, medical or other need. It • Representing Scouting people on low incomes or other socially excluded refers to processes aiming to remove the barriers • Grievances and Complaints in Scouting groups, find out about and use services, advice, and factors which lead to exclusion, isolation and information and opportunities. lack of opportunity. These factsheets will be in Scout-friendly terminology and will limit the use of subject-specific jargon, allowing greater access to all. Topics for the factsheets should not be replications of factsheets or other materials from other organisations who operate within the space. Therefore, most mental health and Additional Needs Reasonable adjustments health topics are not included but are easily addressed and covered by headspace materials. Similarly, some sexual health content is sufficiently covered by SA Health and Shine SA. Additional needs refers to the individual Where a disabled person is at a substantial requirements of a child or young person with a disadvantage in comparison with people The following pages show some of the factsheets that could be produced and examples of existing sensory, communication, behavioural, physical or who are not disabled, there is a duty to take factsheets from headspace and Safe Schools Coalition. learning disability. This also includes long-term reasonable steps to remove that disadvantage by and life limiting conditions. changing provisions, criteria or practices. What is ‘reasonable’ depends on the nature of the adjustment required. Disability
Disability is the loss or limitation of opportunities Special Educational Needs (SEN) to take part in the everyday life of the community on an equal level with others due to physical and/ Special Educational Needs affect a child or or social barriers. young person’s ability to learn. This may include difficulties in social skills, behaviour, reading and writing, understanding, concentration and physical Impairment needs. Impairment is the loss or limitation of physical, mental or sensory function on a long-term or permanent basis. Most impairments or disabilities are not visible. Hidden disabilities include mental and cognitive disabilities, some hearing and visual impairments, epilepsy and diabetes.
52 53 Rover Scouts South Australia Diversity and Inclusion OVER SCOUT RSOUTH AUSTRALIAS Openness and Transparency
What you can Ways to support your fellow Openness and Transparency do Rovers Keep an aye out for g opportunities for • Be a model of the Scout Law and Promise What is Openness? information sharing. Keep pressure on • Provide guidance to other Rovers when they feel others Openness as a social concept is being those in roles of are hiding information. responsibility to be open, transparent and free about • Be supportive and provide support. the sharing of information, decision accountable for their actions. • Use your network of peers to share information making and implementation. Remind people that • Advise when confi dentiality is needed In short it is about not hiding those in roles of responsibility are anything under carpets or sweeping there to serve all them aside. Members. Ensure that all minutes from Meetings are in an easy to access space for Crew members and other Rovers. What is Transparency? Scout Law says Agree with your peers when information is we are to be Y Transparency is working in such a way that is it easy and confi dential and time Trustworthy, effortless to know what is going on, how decisions were made when this information Considerate and may be released. or knowing why some information cannot be shared. Courageous. Develop a strategy for By being Open and Being transparent is an indicator that you are able to trust how information can be shared. Useful websites Transparent we your peers with the information you are sharing. It takes can show we can courage and consideration. This also forms part of the Scout Rover Scouts South Australia - www.sarovers.com.au trust our peers, Law. Rovers Australia - www.rovers.com.au be considerate of Headspace - www.headspace.org.au their need to know Cybersmart – www.cybersmart.gov.au w and the courage to share everything What is being done? f Lifeline – www.lifeline.org.au that is going on. In recent years the Branch Rover Council has been uploading the It is good practice minutes from BRC Meetings to the server space of MyScout, which to share and most allows anyone with an interest to see what the Rover Section is of us learnt that as up to. Joey Scouts. Furthermore, any Rover is allowed to attend a BRC Executive For more information, to fi nd your nearest Scout Group or Meeting as an Observer with prior notice to the BRC Chairman. Rover Crew, please visit sa.scouts.com.au OVER SCOUT Other information sharing ititiatives such as uploading of policies RSOUTH AUSTRALIAS and guides are in progress as of March 2016. Fact sheets are for general information only. They are not intended to be and should not be relied on as a substitute for specifi c medical or health advice. While every effort is taken to ensure the information is accurate, Scouts SA makes no representations and gives no warranties that this information is correct, current, complete, reliable or suitable for any purpose. o We disclaim all responsibility and liability for any direct or indirect loss, damage, cost or expense whatsoever in the use of or reliance upon this information.
ROVER SCOUTS SOUTH AUSTRALIA | DIVERSITY AND INCLUSION 2016 Rover Scouts South Australia Diversity and Inclusion OVER SCOUT RSOUTH AUSTRALIAS After you are Booted
What you can Ways to support your fellow Rovers There are many ways to support a Rover who is about to be Boot or has just After you are Booted do been recently Booted. For some being Keep in regular contact and invite them along to events that are deemed by booted may mean the Crew to be appropriate. GBMs are generally not appropriate. that they may ‘lose’ Being Booted a support base, but Have the hard discussion with them in a mature and nuturing manner - the A Boot is a party and a ceremony to signify the end doing the right thing Rover will have to let go and move on. Do not completely cut them off. of a Rover’s participation in the Youth Program as a and asking people is Guide them through the options of how contact a Group to become a Leader. Youth Member. a good place to start. Use your own network of contacts to assist the Rover. Being Booted is an exciting but also can be a stress You can become a Introduce the Rover to other Leaders to help get their name out to the other time for the Rover being Booted. For some Rovers Leader with another Sections. this may mean the end of their time in Scouting and Section - this is the they may feel lost or a little confused on what to do obvious option. next. Other Rovers may already have plans in place However may not for when they turn 26 years old. appropriate for all. You can become After 26 you can become a... a member of a • Leader with a Group • Committe Member for Specialist Activity Team such as • Commissioner an event or a Group Some Rovers may Rock Climbing, • Fundraiser for a Group be pressured What the policies say Communications, • Member of an Activity Radio Activities or Air Team or a Crew into having a a Activites. Current Scouting policy is not very clear on what is extacly to happen when a large Boot Party You can become a • Fellowship Member Rover turns 26. It merely states that there is a convention that say the Rover that invites that Fellowship member Crew must make the Rover resign from being a Rover and then be moved into the and still be able whole Branch. Fellowship or to another Leader role within the Association. to volunteer with A Boot is a No formalised support to transition the Rover from Rovers into post-Rover life Scouting. is made available, however most Rover Crews in practice have some form of personal thing There are also Useful websites support or will allow the Booted Rover to come along to some events after they options such Rover Scouts South Australia - www.sarovers.com.au for the Bootee are 26 years old. as taking up a and they can Rovers Australia - www.rovers.com.au Commissioner role have what ever available too. Headspace - www.headspace.org.au they want. Cybersmart – www.cybersmart.gov.au w Be it a big Bash What is being done Lifeline – www.lifeline.org.au or somthing like a small dinner As of March 2016, with the Diversity and Inclusion Workgroup some initiatives will be put in place inconjunction with efforts by the Branch Rover Council as a with just the whole. Crew Rover Training does touch on some of the issues surrounding supporting your Just do what the Crew members and those who are due to be Booted. It is reccommeded that all For more information, to fi nd your nearest Scout Group or Rovers complete the Rover Training Program. Bootee wants. Rover Crew, please visit sa.scouts.com.au There are some resources that have been developed around supporting a Rover OVER SCOUT moving on from Rovers into post-Rover life available on MyScout, Scout Central RSOUTH AUSTRALIAS and the ScoutWiki. Fact sheets are for general information only. They are not intended to be and should not be relied on as a substitute for specifi c medical or health advice. While every effort is taken to ensure the information is accurate, Scouts SA makes no representations and gives no warranties that this information is correct, current, complete, reliable or suitable for any purpose. b We disclaim all responsibility and liability for any direct or indirect loss, damage, cost or expense whatsoever in the use of or reliance upon this information.
ROVER SCOUTS SOUTH AUSTRALIA | DIVERSITY AND INCLUSION 2016 Rover Scouts South Australia Diversity and Inclusion OVER SCOUT RSOUTH AUSTRALIAS Discrimination
What you can do Ways to support your fellow If you or another Rover you know has Rovers Discrimination been negatively discriminated against, speak up. • Be a model of the Scout Law and Promise What is Discrimination? Report the incident by following the Greivance Policy by fi lling in an I1 • Provide guidance to other Rovers Discrimination is highlighting the (Incident Report) form from MyScout. when they are going to make a differences between one thing an another. Sometimes this can be positive or negative. If the discrimination is unlawful, take report this up with the appropriate authorities. Discrimination is generally seen as a • Be supportive and provide support. negative concept, where some people are When in doubt contact people you trust. • Advise when confi dentiality is discriminated based on some personal The trusted person may or may not be needed characteristics, such as age, gender your Crew Leader or the BC Rover Scouts. identity or race.
What the policies say a Discrimination can It is unlawful to discriminate on personal characteristics in most be based on age, cases. However sometimes discrimination is needed, for example sex, gender identity, to maintain an age restriction (Rovers are aged between 18 and race, religion, sexual orientation, 26 years old) or to ensure that ablutions are acceptable (Women Useful websites ability, martial in showers allocated to Women). The law and Scout policy allows There is no place for negative status, qualifi cation, for discrimination in these instances. Anything outside of specifi c discrimination in Rovers, this Rover Scouts South Australia - www.sarovers.com.au education level, instances in law or policy is not acceptable. includes hazing your Squires Rovers Australia - www.rovers.com.au distance, transport Headspace - www.headspace.org.au options, fi nance and or making them do demeaning the list goes on. things. Cybersmart – www.cybersmart.gov.au These things are all What is being done Lifeline – www.lifeline.org.au seen as personal characteristics or Progress has been made in this area to stop negative discrimination traits and attributes. from occuring in Scouting. Most barriers to most people have been removed for major areas such as gender identity, race or ability. Sometimes is it ok Some other areas still need some work including language and to discriminate, translation of resources, along with access to the Scout program but is best to know For more information, to fi nd your nearest Scout Group or when to do it. in rural an regional areas. Rover Crew, please visit sa.scouts.com.au OVER SCOUT The Branch Rover Council is currently working through most of the RSOUTH AUSTRALIAS barriers to Rovering through the Diversity and Inclusion Workgroup Fact sheets are for general information only. They are not intended to be and should not be relied on as a substitute for specifi c medical or health advice. While and the BRC Executive’s initatives from March 2016. every effort is taken to ensure the information is accurate, Scouts SA makes no representations and gives no warranties that this information is correct, current, Z complete, reliable or suitable for any purpose. We disclaim all responsibility and liability for any direct or indirect loss, damage, cost or expense whatsoever in the use of or reliance upon this information.
ROVER SCOUTS SOUTH AUSTRALIA | DIVERSITY AND INCLUSION 2016 Rover Scouts South Australia Diversity and Inclusion OVER SCOUT RSOUTH AUSTRALIAS Special Needs and Your Crew
What you can Ways to support your fellow Rovers Special Needs and Your Crew do • Be a model of the Scout Law and Promise Remind people • Provide guidance to other Rovers when accommodating that those in roles Rovers who has Special Needs of responsibility What are Special Needs? • Be supportive and provide support. are there to serve Special needs refers to the individual all Members. • Advise when confi dentiality is needed requirements of a young person with a Ensure that most • Get to know the Rover who has Special Needs sensory, communication, behavioural, events are in an physical or learning disability. This also easy to access • Come to Rover events with an open mind includes long-term and life limiting space for Crew conditions. members and other Rovers. Be that good friend to the Rover who “The Youth Programme should meet the needs of all young has Special Needs people. The programme must be fl exible to adapt to each society’s culture, economy, race, religious diversity and Getting What the policies say Remember to look gender. It should also include people with disabilities.” involved after yourself as a well as the Rover WOSM Youth Programme Policy If you or your In short, WOSM, National and Branch policies all state that the who has Special Crew are Scout Youth Program should be open to all and make efforts to Needs looking for include everyone in their programs. Be of Service where needed opportunities Regarding, Special Needs polcies centre on the need to cater for the person with Special Needs with reasonable adjustments and Useful websites for Service within the capacity of the person with Special Needs, the Formation Rover Scouts South Australia - www.sarovers.com.au with people and support structures. Rovers Australia - www.rovers.com.au who has Headspace - www.headspace.org.au Special Needs, Cybersmart – www.cybersmart.gov.au E consider f Lifeline – www.lifeline.org.au volunteering What is being done at the Jack Roberts Camp The Branch Rover Council is currently working through most of the held every barriers to Rovering through the Diversity and Inclusion Workgroup and the BRC Executive’s initatives from March 2016. January For more information, to fi nd your nearest Scout Group or The BRC is working tithe Branch Commissioner Special Needs Rover Crew, please visit sa.scouts.com.au and other subject matter experts to give access to the Rover OVER SCOUT Scout Program for all. SA Branch is also continuosly reviewing its RSOUTH AUSTRALIAS programs and initiatives to ensure that Scouting is for all. Fact sheets are for general information only. They are not intended to be and should not be relied on as a substitute for specifi c medical or health advice. While every effort is taken to ensure the information is accurate, Scouts SA makes no representations and gives no warranties that this information is correct, current, complete, reliable or suitable for any purpose. b We disclaim all responsibility and liability for any direct or indirect loss, damage, cost or expense whatsoever in the use of or reliance upon this information.
ROVER SCOUTS SOUTH AUSTRALIA | DIVERSITY AND INCLUSION 2016 Depression Depression Getting help for depression
Even though it may seem hard, it is important to talk with someone that you trust about how you feel. You could talk Apart from seeking with a parent, teacher, school counsellor, family member or professional help there are friend. A general practitioner (GP) is another good place to a number of things you Normal feelings vs. depression start when seeking help and information. can do to maintain good What is mental health. Regular Most people are able to recover from depression with We all feel sad or ‘down’ For young people, it’s normal This can make it harder to tell physical exercise, eating the right help. The sooner you get help, the sooner you from time to time – it’s to have occasional mood whether you’re experiencing depression? well, practising relaxation, can recover. part of being human. swings, feel irritable sometimes, “normal” feelings or whether expressing your feelings, and to be sensitive to rejection you are becoming depressed. and doing things that you and criticism. enjoy are just some of the things that can help. For more An important part of professional support is often psychological tips on looking after yourself, Depression is one of therapy. Psychological (‘talking’) therapy focuses on helping you visit headspace.org.au to build skills to deal with the stresses in your life and change the most common to download the ‘Tips for negative thinking patterns. Antidepressant medications can also health issues for young a healthy headspace’ be added if they are needed. Depending on the type of treatment 1 fact sheet. people in Australia . most people start to feel better or notice an improvement after Symptoms of depression Depression (“major about two to six weeks. People with depression”) is a mental depression might You may be experiencing depression if, for more than two weeks, you’ve illness characterised by have other mental felt sad, depressed or irritable most of the time, or you’ve lost interest feelings of sadness that or physical health or pleasure in your usual activities. Other symptoms may include: lasts longer than usual, problems as well, affect most parts of your life such as anxiety, and stop you enjoying the Depression – suicide and self harm or using cigarettes, things that you used to. alcohol or illegal Depression is one of the main drugs excessively. If you have thoughts of suicide or plans to harm yourself, it’s really risks for suicide and self harm. Loss of interest in Having trouble sleeping Feeling tired most of important to seek immediate help. If someone you know is self food or eating too (getting to sleep and/or the time, or lacking Talk to someone you trust, such as harming or talking about suicide much, leading to staying asleep), or over- energy and motivation a family member, friend or teacher. 000 try to arrange some support from weight loss or gain sleeping and staying in There are health professionals close, trusted friends or family. bed most of the day at headspace centres and Help the person be safe and eheadspace (online and phone remove dangerous things like support) who can help you to work tablets, guns or other weapons out a plan to keep you safe. and try to encourage them to see a health professional. If in doubt, don’t be afraid to call 000. Difficulty Feeling worthless or Feeling everything has concentrating and guilty a lot of the time become ‘too hard’ making decisions
For more information, to find your nearest Having thoughts headspace centre or for online and telephone of death or suicide support, visit headspace.org.au
References: 1 Australian Institute of Health and Welfare. Young Australians: their health and wellbeing, Canberra, 2007. Fact sheets are for general information only. They are not intended to be and should not be relied on as a substitute for specific medical or health advice. While every effort is taken to ensure the information is accurate, headspace makes no representations and gives no warranties that this information is correct, current, complete, reliable or suitable for any purpose. headspace National Youth Mental Health Foundation is funded by the Australian Government Department of Health under the Youth Mental Health Initiative. We disclaim all responsibility and liability for any direct or indirect loss, damage, cost or expense whatsoever in the use of or reliance upon this information.