SUMMARY RESPECT AND RESPONSIBILITY REVIEW. Rugby September 2017

Robyn Cockburn I Lucy Atkinson TABLE OF CONTENTS

Executive Summary 2 Goal One: Inclusive leadership 16 1.1 Introduction 2 9.1 Outcomes 16 1.2 The review 2 9.2 Implementation 16 1.3 Areas of focus 3 9.3 Underpinning principles 16 1.4 Recommend goals 3 Goal Two: Developing People 17 1.5 Action plans 4 10.1 Outcomes 17 1.6 Summary report 4 10.2 Implementation 17 Introduction 5 10.3 Underpinning Principles 17 2.1 Review 5 Goal Three: Nurturing Wellbeing 18 2.2 Review Panel 6 11.1 Outcomes 18 2.3 Approach 6 11.2 Implementation 18 Review of 2013 Review of Player Welfare 7 11.3 Underpinning Principles 18 3.1 Other areas of development 7 Goal Four: Gender Equity 19 2017 Review Focus 8 12.1 Outcomes 19 12.2 Implementation 19 Areas of Change 9 12.3 Underpinning principles 19 5.1 Personal development programme (PDP) 9 Goal Five: Proactive Engagement 20 5.2 Mental health and wellbeing 10 13.1 Outcome 20 5.3 Concussion 10 13.2 Implementation 20 5.4 Misconduct 11 13.3 Underpinning principles 20 5.5 ACC RugbySmart Relationships Programme 11 5.6 Sexual orientation 12 Goal Six: Accountable and Independent 21 5.7 Policies and protocols 12 14.1 Outcomes 21 14.2 Implementation 21 Other Reviews 13 14.3 Underpinning Principles 21 6.1 Bazley report 13 6.2 Diversity report 13 Taking action 22 15.1 Build capability 22 Strategic Alignment 14 15.2 Quick wins 22 Recommended Goals 15 15.3 Investing in change 22 15.4 Action plans 22 15.4 Short term action 2017 - 2019 23 15.5 Medium term action 2019 - 2020 25 15.6 Long term action 2025 28

RESPECT AND RESPONSIBILITY REVIEW - 1 3 SECT. 1 Executive Summary http:// rugby personnel regarding regarding personnel rugby all ] community. 1 Rainbow” is an umbrella term that covers all forms of sexual and gender and gender of sexual forms all covers that term is an umbrella Rainbow” “ an individual not identify a community, to minorities. This is used www.Rainbowtick.co.nz/files/2013/11/Some-Common-Terms-used-in- New-Zealand.pdf Team management provide support to ensure that that ensure support to provide management Team times. critical decisions at better make players of Expectations processes clear are and there clear are behaviour met. not are when these and consequences and able healthy well-rounded, are people NZ Rugby rugby. during and after plan their life develop to Zealand is an inclusive, dynamic, is an inclusive, Zealand in New Rugby by a clearly driven code respected and influential of values. charter articulated Whenua. with Mäori as Tängata partners NZ Rugby reflect rugby throughout and champions Leaders and model society Zealand of New the diversity of and the values responsibility and respect NZ Rugby. and girls, women celebrates actively NZ Rugby particularly ethnicities of all people men and boys, and the people disabled peoples, Mäori and Pasifika Rainbow who are people, better creates in rugby Engagement self- respectful, values-driven, rounded, skilful, well who everyone This covers and responsible. aware coaches, including: players, in the game participates agents player governors, administrators, managers, and supporters. • • - Nurturing Integrity Wellbeing Three: Goal NZ Rugby acts with integritythe wellbeing to develop of and people support withincommunity rugby to and do expectsthe same. its • 1 Goal One: Inclusive - Inclusive Leadership - Inclusive One: Inclusive Goal NZ Rugby is committed toleadership. pursuing inclusive • • • • People - Developing Progressive Two: Goal As a progressive organisation,to developingNZ Rugby isthe committed capabilityalong and the success participation of its people to performance pathway.•

AREAS OF FOCUS GOALS RECOMMENDED Induction and education programmes for the for programmes Induction education and game professional protocols and behaviour of conduct Codes and behaviours attitudes to contributions Leadership Programme Development Personal drugs of recreational and use of alcohol Impact about complaints for and procedures practices Policies, behaviour. of people in the rugby community and beyond, and identifies and beyond, community in the rugby of people in change living its vision and leading By change. for areas the bounds of and unify beyond inspire can NZ Rugby rugby, in the wider change positive in creating a lead taking rugby; society. Zealand New REVIEW - NEW ZEALAND AND RESPONSIBILITY RESPECT RUGBY 1.3 for focus identified as the were of work areas The following the 2017 Review: • • • • • • in several engaged has been actively NZ Rugby In addition, and responsibility. of respect issues address that initiatives mental programme, development include: the personal These and prevention, awareness concussion and wellbeing, health culture. inclusive a more and building diversity Board 1.4 its has, through The Respect and Responsibility Panel identified engagement, and community research extensive The of outcomes. a range deliver that goals six aspirational of implementation, areas include specific recommendations and action. underpinning principles outlines the aspirations clearly the plan that believe The Panel THE REVIEW own in community rugby, emerging young players, provincial provincial players, young emerging rugby, in community own NZ Rugby levels, all at players clubs, unions, Super Rugby and All Ferns Black Chief Executives, Board, NZ Rugby staff, The of NZ Rugby. and supporters partners NZRPA, Blacks, of the work, an important focus was process engagement and its of NZ Rugby and depth the full breadth ensuring that and reflected. captured was work 1.2 situation the current assess is to of this Review The purpose of the wider the aspirations it reflects and how within rugby with a organisation be a world-leading to community rugby and responsibility. respect values that and culture conscience a take as they community and the rugby It guides NZ Rugby attitudes and behaviours to shape their influence and use lead and the wider community. within rugby Jackie Beck (Chair), Kathryn panel comprises: The Review Howman, David Liz Dawson, Daly, Kate Lisa Carrington, Barron, and Dr Deb Robinson. Mealamu Jones, Keven Sir Michael and author for the researcher (Lumin) was Cockburn Robyn Atkinson. Lucy with support from the Review the rugby throughout occurred engagement Stakeholder – from voices representative encompassing community, supporting their and volunteers – families others amongst RESPECT AND RESPONSIBILITY REVIEW - NEW ZEALAND AND RESPONSIBILITY RESPECT RUGBY . These These to be a world be a world to Inspire and Unify Inspire Rugby has a commitment has a commitment . NZ Rugby INTRODUCTION lead, grow, support and promte our game. our game. support and promte lead, grow, players, teams, volunteers and experiences. It is the and experiences. volunteers teams, players, and of research programme of a comprehensive result change is a mood for There engagement. stakeholder is already The ball the challenge. is up for – rugby being inspiring and the vision of rugby towards rolling and its values uphold needs to unifying. NZ Rugby the better. for change create large events, and during times of crisis such as the events, large mining disaster. River and Pike earthquakes Canterbury develop lead, can NZ Rugby outlines how This report be to system within the rugby and support people better rugby create to and collectively better people, and the wider community (rugby and non-rugby). It and non-rugby). (rugby and the wider community and Rugby with World its connection leverage should aligning effect, good (Sport NZ) to Zealand Sport New priorities. and strategic with many of their values inspire it can in the past that has proven NZ Rugby and other Cups World Rugby and unify – around rugby community. rugby and this alone, achieve cannot Board The NZ Rugby including the stakeholders partnerkey with needs to Super (NZRPA), Association Players Rugby Zealand New families schools, unions, clubs, provincial clubs, Rugby influence change beyond the clubrooms and fields, and fields, the clubrooms beyond change influence its ambition realise is to if NZ Rugby and enable allleading sports organisation of rugby be best it can be the to to of a series underpinned by are aspirations strategic of the and practices shape the principles that values Zealanders have long held rugby in high esteem. in high esteem. rugby held long have Zealanders New rugby’s undermine to and in 2016 began prior to Events Zealand New In response, and contribution. place of this review commissioned (NZ Rugby) Rugby has the Rugby NZ Respect Responsibility. and and can within rugby change leading for responsibility 1.1 is to mission Rugby’s Zealand New Executive Summary Executive

SECT. 1 Executive Summary 2 5 SECT. 2 Introduction

and assess the and assess Personal Development Development Personal

insofar as it relates to issues of integrity, of integrity, issues to as it relates insofar REVIEW

Assess the current and planned induction and and planned the current Assess game the professional for programmes education protocols and behaviour of conduct the codes Assess teams, and national the professional applied around and protocols rules driven including team (board the leadership the contribution Assess Rugby NZ coaches, administrators, members, and the attitudes to make etc.) management teams professional of NZ Rugby’s behaviours within NZ Rugby’s development the leadership Assess and teams administration rugby professional of the the contribution Assess Programme and identify the opportunities for and culture diversity improvement and potential of alcohol and impact the use Assess and staff players, some by drugs of recreational use either during or after help them relax to supporters campaigns the 2013 from the recommendations Revisit Independent Review of Player Welfare of Player Independent Review of those of the implementation or otherwise success recommendations apply that and procedures the policies, practices Assess which of behaviour complaints and external internal to of respect standards with the NZ Rugby is inconsistent and responsibility with NZ Rugby’s consistent recommendations Make which organisation leading be a world ambition to Zealanders. and unifies New inspires 2.1 the current assess is to Review of this The purpose the aspirations it reflects and how rugby within situation be a world-leading to community of the wider rugby values that and culture with a conscience organisation for guidance It provides responsibility. and respect demonstrate to community the rugby and NZ Rugby attitudes and to shape its influence and use leadership and the wider community. within rugby behaviours towards on attitudes was focus the immediate While which and behaviours attitudes other are there women, The Review of the review. within the scope come against and programmes policy benchmarks NZ Rugby and internationally. Zealand models in New best practice to: was designed the Review Specifically, • • • • • • • • • July 2016 to November from conducted was The Review in August 2017. the Board to 2017 and reported . For more than more . For Inspire and Unify Inspire partner with key stakeholders including the NZRPA, super including the NZRPA, stakeholders partner with key and families schools, unions, clubs, provincial clubs, rugby is rugby While and non-rugby). (rugby the wider community is there and goodwill has huge it also in the spotlight, often and The Panel change. deliver to leadership for desire a real within the change for desire a keen sensed have researchers the change. help lead to and a willingness community, rugby and externally, of support, internally both This groundswell positive take to confidence with the NZ Rugby provide should action. REVIEW - NEW ZEALAND AND RESPONSIBILITY RESPECT RUGBY Introduction is to mission NZ Rugby’s the nature to contributor it has been a critical a century and a nation. communities of our identity – as athletes, and some in high esteem, rugby held have Zealanders New have who of heroes in the footsteps follow to aspired have lift its ability to has demonstrated NZ Rugby before. gone competitions, through and a nation the spirit of communities and in times of crisis. winning events undermine rugby’s to and in 2016 began prior to Events reflected no longer that with issues and contribution, place and expected values Zealand’s New contemporary within people to of concern were issues These behaviours. has NZ Rugby and the wider community. family the rugby and can within rugby change of leading the responsibility and fields. the clubrooms beyond change influence outlines report This Review rugby. better make Better people within support and people develop lead, can NZ Rugby how and collectively people, better be to system the rugby and volunteers, teams, players, rugby better create to experiences. programme of a comprehensive is the result This report the Throughout engagement. and stakeholder of research – rugby change is a mood for there that clear it was project, the towards rolling is already The ball the challenge. is up for being inspiring and unifying. vision of rugby is designed to Zealand in New rugby vision for The following cycle. strategic its next through Board guide the NZ Rugby and needs to this alone, achieve however cannot The Board ACTION PLANS ACTION REPORT SUMMARY and beyond, and identifies areas for change. By living its vision for change. and identifies areas and beyond, and unify inspire can NZ Rugby in rugby, change and leading positive in creating a lead taking the bounds of rugby; beyond society. Zealand in the wider New change 1.5 in any organisation change culture Undertaking a significant a set needs to and NZ Rugby time and takes is complex outcomes The following action. for programme long-term be in should NZ Rugby of where view Panel’s the reflect with the current aligning the short, and long-term medium the to and contributing plan the 2020 of review mid-term The following on 2025. focused cycle planning strategic next with and align development for areas cover recommendations values. NZ Rugby’s 1.6 information additional provides This Summary report of including specific areas of the outcomes about each It clearly and action. underpinning principles implementation, community in the rugby of people outlines the aspirations RESPECT AND RESPONSIBILITY REVIEW - NEW ZEALAND AND RESPONSIBILITY RESPECT RUGBY processes processes Duty of Care Rugby establishes an Advisory Panel to be to Panel an Advisory establishes NZ Rugby no official who have of advisors comprised and receive advice provide to rugby to connection reports. regular Rugby plans, monitors and reports on the and reports monitors plans, NZ Rugby of the Respect and Responsibility Review. outcomes supports its NZ Rugby and resolution an independent complaints through system. Super Rugby clubs and provincial unions effectively unions effectively and provincial clubs Super Rugby including processes using consistent crises, manage and accountabilities. roles clear and girls, people of all ethnicities particularly Mäori, ethnicities particularly of all and girls, people and Rainbow people disabled peoples, Pasifika and celebrated. visible are communities community with the wider rugby engages NZ Rugby change. inspire to Rugby reflects diverse communities through its communities through diverse reflects NZ Rugby Women and communications. marketing branding, are inclusive. are and potential the current is leveraging NZ Rugby rugby. and women’s of girls’ power commercial Females participating in all levels and roles within and roles levels in all participating Females encouraged. and actively is normal, rugby community, to elite from environments, All rugby • • • NZ Rugby commits to beingambitious world leading, targets andsetting beingannual accountable scoreboard through to its constituents,itsstakeholders, partners and utilising andpreserve independent its integrity. processes to • - Accountable leading Six: World Goal and Independent • NZ Rugby has a leadershipproactively role within engaging rugby with communicatingstakeholders and respectfully these in a goals.. way that reflects • • Engagement Respectful - Proactive Five: Goal proactively works to empowerengaged girls at and all levelswomen in rugby.to be • • Goal Four: Empowering - Gender Equity Empowering Four: Goal NZ Rugby is committed to gender equity and

SECT. 1 Executive Summary 4 7 SECT. 3 Review of 2013 Review of Player Welfare

Head First with an , available to all all to , available Mental Health and Mental developed 2016. The developed Player Savings Scheme Player OTHER AREAS OF DEVELOPMENT OTHER Mental health review and a review health Mental Strategy Wellbeing of this Strategy. is one outcome initiative and been strengthened have Induction programmes on mental focus comprehensive include a more health. in training health on mental session Compulsory camps. the through support available psychological Free Programme Assistance Employee employees. NZ Rugby Expansion of the PDM resource at Mitre 10 Cup level 10 Mitre at resource Expansion of the PDM with some planning and training education Strong model makes contracting current although players, this complex. a have and 29% playing, studying while are 24% or trade. qualification tertiary 2016- Agreement Employment The Collective a 2018 establishes incentivised contribution rate. Players can access access can Players rate. contribution incentivised 34 with the age at benefit 50% of their retirement only date 40. To age at be accessed to able balance in this participate to not has elected one player programme. savings • • • • All ITM cup players must be engaged in part- engaged must be All ITM cup players in play or not study or work time meaningful the competition date: Action to • • • for scheme savings a compulsory Introduce of 21 under the age players date: Action to • 3.1 on mental has been a focus there In addition, actions: with the following wellbeing Life for for 3 , NZRU, Crowe Howarth Howarth NZRU, Crowe 2 to roll out a roll to (July 2017) prepared by NZRPA in NZRPA by (July 2017) prepared focused on the 15-19 year age age the 15-19 year on focused Independent Review of Player Welfare, of Player Independent Review Life Skills Resource Independent Review on Player Welfare on Player Independent Review Curragh, J. (2013), J. (2013), Curragh, (NZ) ltd. (NZ) ltd. part of an enhanced partnership with ACC’s RugbySmart RugbySmart with ACC’s partnership part of an enhanced initiative with a focus annually refreshed Induction programmes the with delivery, and improved information on essential modules of new development Own Handbook Players NZ Rugby with conjunction Managers Development of Personal allocation Increased with Agreement, in the Collective agreed (PDMs) and clubs of the Super Rugby in each implementation includes of this programme unions. The scope provincial players with professional engagement with schools, liaison engaged players and to and Sevens, Ferns including Black retired. or who have overseas Education Manager appointed in 2014, resulting in new in new in 2014, resulting appointed Manager Education include a that NZ Rugby for developed programmes players younger reaching on focus stronger (2016) players young for on education report Internal and has resulted change for recommendations clear makes portal of an online learning in the development U18 Super Club 4 schools, Top players. school secondary as an opportunity used are and U18 tournaments Camps, including: social of topics on a range education provide to the rugby values, skills, character nutrition, mental media, Sport NZ, life Drug Free agents, environment, employment and supplements. wellbeing mental leadership, balance, by with the development is underway work Further Schools Education of the Secondary Rugby NZRPA/NZ 2016 (Draft) Strategy on respectful focusing Respect and Responsibility project violence, such as sexual issues addressing relationships, as Funded violence. and bystander violence relationship • • • 2 3 www.onlinelearning.nzrugby.co.nz/ REVIEW - NEW ZEALAND AND RESPONSIBILITY RESPECT RUGBY Review of 2013 Review of Player Welfare of Player 2013 Review of Review The high- of several the result in 2013, was conducted key Three behaviour. players’ incidents involving profile issues to in response made were recommendations review. during the emerged that a Introduce Skills Programme band date: Action to • • • APPROACH Desk, case study and literature review to develop a develop to review study and literature Desk, case research, of the existing understanding comprehensive models in NZ and best practice policies and protocols, to relevant and proposals reviews previous overseas, and responsibility. respect including: programme engagement A stakeholder and groups focus workshops, solving problem interviews, in participated people than 600 More an online mailbox. the process. including documentation, with all process A review which a Summary report into drafted recommendations stakeholders. internal with key tested was amongst others – families and volunteers supporting their and volunteers – families others amongst provincial players, young emerging rugby, in community own staff, NZ Rugby Board, NZ Rugby levels, all at unions, players partners NZRPA, and All Blacks, Ferns Black Chief Executives, an was process The engagement of NZ Rugby. and supporters the full breadth ensuring that of the work, important focus and captured was and its work of NZ Rugby and depth reflected. 2.3 methods: following using the conducted was The Review • • • the rugby throughout occurred engagement Stakeholder – from voices representative encompassing community, RESPECT AND RESPONSIBILITY REVIEW - NEW ZEALAND AND RESPONSIBILITY RESPECT RUGBY REVIEW PANEL REVIEW PANEL David Howman, Sir Michael Jones, Keven Mealamu and Mealamu Jones, Keven Sir Michael Howman, David the researcher was Cockburn Robyn Dr Deb Robinson. Lucy with support from the Review and author for Atkinson. Rugby Chair and was Chair and was the NZ Rugby Impey Brent through CEO and NZ Rugby Tew, Steve by supported directly GM Communications. Kai, Tracey Beck (Chair), Kathryn panel comprises: The review Liz Dawson, Daly, Kate Lisa Carrington, Barron, Jackie 2.2 Board NZ Rugby the to panel reports The review

SECT. 2 Introduction 6 SECT. 4 SECT. 5

Areas of Change 2017 Review Focus 2017 Review Focus Areas of Change

The following areas of work were identified as NZ Rugby has been actively developing several areas of 5.1 PERSONAL DEVELOPMENT the focus for the 2017 Review: change since the previous review with relevance to this current focus on respect and responsibility. This section PROGRAMME (PDP) • Induction and education programmes for the provides an overview of: professional game An internal analysis of the PDP identified several issues, • The Personal Development Programme, and its recent • Attitudes to women primarily relating to delivery inconsistencies and lack internal reporting of completeness. Many content areas were not even • Codes of conduct and behaviour protocols • Mental health and wellbeing delivered across 50% of programmes. If there is a • Leadership contributions to attitudes and strong consistent programme at the early stages of a • Concussion behaviours player’s career there is less intervention and remedial • Misconduct including key themes from the Bazley Report work to do in the middle and later stages. • Personal Development Programme • Healthy relationships • Impact of alcohol and potential use of recreational NZ Rugby can set a very strong standard of what drugs • Sexual orientation it means to be a professional rugby player in New Zealand and start to educate our emerging • Policies, practices and procedures for complaints • Policies and protocols professionals on this. At this age and stage, any about behaviour. • Diversity and themes from the Recommendations on programme needs to set a firm foundation of what Achieving Diversity on the Board of New Zealand Rugby.4 knowledge and attributes are needed for players to be prepared for an emerging professional rugby career, but It also highlights the opportunity for NZ Rugby to take a lead also continue to develop as good young people. in creating change in rugby that can create change for the better in society generally. Key areas for further development summarised from the NZ Rugby internal report5 are outlined in the body of the report, but critical to this are:

Front-load the programme, to provide support to players who are often ill equipped with the necessary skills, tools and strategies to cope with the shift to a professional rugby programme

• Raise awareness around issues such as mental health and wellbeing, healthy and respectful relationships, illicit drugs and gambling and prepare them for the increase in public profile and exposure • Maintain a deliberate focus on the off-field education, holistic development and wellbeing of young players to enhance performance on the field and provide an incubation system for developing good young people who are successful in sport and life.

The PDP is critical in the support and development of a respectful and responsible culture. In addition, it is central to NZ Rugby’s obligations as a responsible employer. The recruitment, selection and training of the Player Development Managers is an important contributor to the successful implementation of the programme. NZ Rugby needs to take greater responsibility and have greater accountability for the PDP’s development, delivery and monitoring – working with NZRPA in a true joint venture.

4 Walsh, Dame T. (2016) Achieving Diversity on the Board of New Zealand Rugby, Recommendations from the Working Group. Confidential report to the NZ Rugby 5 Price, N. (2016) Education and Life-skills for Emerging Professional Rugby Board Players in the 15-19 Age Group. NZ Rugby Internal Analysis.

8 RESPECT AND RESPONSIBILITY REVIEW - NEW ZEALAND RUGBY RESPECT AND RESPONSIBILITY REVIEW - NEW ZEALAND RUGBY 9 11 SECT. 5 Areas of Change

ACC RUGBYSMART ACC PROGRAMME RELATIONSHIPS Healthy relationships Healthy prevention abuse sexual and education Consent prevention. violence Family 5.5 engaged support people to As part of its commitment and responsible, respectful be more to in rugby a Respect and Responsibility contracted NZ Rugby focusing programmes deliver design and to Manager on: • • • has been an early 2016, there Starting in December the professional throughout modules key of some pilot feedback of receiving with the intention system, rugby for programme a comprehensive and developing of meets the needs of a variety that implementation audiences. different some will take this programme that It is intended from recommendations implement to responsibility the Respect and Responsibility Review. MISCONDUCT Failure to attend meetings, judicial hearings, assembling assembling hearings, judicial meetings, attend to Failure with the team including programmes with agreed of compliance Lack curfew team rehabilitation, damage and associated Drunk behaviour others towards behaviour sexual Inappropriate members including team others towards behaviour Violent and coaches and drugs alcohol involving Instances public and complained by overheard Homophobic slur, about. RESPECT AND RESPONSIBILITY REVIEW - NEW ZEALAND AND RESPONSIBILITY RESPECT RUGBY 5.4 four-year the over information of misconduct An analysis and misconduct of serious 36 cases period 2013 - 2017 covered incidents 33 This involved NZ Rugby. with by dealt misconduct a and one involving a team involving two players, involving who were incidents of individuals four were club. In this there was ‘poor of misconduct cause The primary offenders. repeat incidents: types of the following and included behaviour’ • • • • • • • factor, a key played alcohol of the situations than half In more an having also combinations and drug/alcohol with drugs impact. 9 Rugby Rugby ACC/NZ information 10 7 8 programme in 2001 across all levels of the levels all across in 2001 programme CONCUSSION blue-card-for-concussion information for players to recognise their own, or another’s or another’s their own, recognise to players for information do about it. to and what concussion Recognise, Remove, Recover and Return journey process as process and Return journey Recover Remove, Recognise, part of RugbySmart initiative Blue Card Toolbox Coaching RugbySmart checklist Side-line Concussion Play Return to Graduated initiative combined – provides Tip Sheet 10: Concussion Rugby NZRPA/NZ http://files.allblacks.com/concussion/concussion_documentv4.pdf Rugby is fully aware of the documented impacts of impacts the documented of aware is fully NZ Rugby 7 http://www.nzrugby.co.nz/rugbysmart/concussion 8 https://www.coachingtoolbox.co.nz/rugbysmart/coach-and-referee-education/ 9 https://www.coachingtoolbox.co.nz/rugbysmart 10 5.3 the developed with ACC, in partnership and, concussion RugbySmart and physically are players all that ensure aim is to The game. Current their boots. up lace they before prepared technically include: concussion on managing and resources practice • • • • • • RESPECT AND RESPONSIBILITY REVIEW - NEW ZEALAND AND RESPONSIBILITY RESPECT RUGBY mental health and health mental 6 Head First was created to help players, coaches, support staff coaches, help players, to created was MENTAL WELLBEING MENTAL www.headfirst.co.nz and wellbeing support their own to community in the rugby and families Promotion the support of The Health developed It was of others. that Foundation. Health and the Mental Le Va Agency, 6 Part of a wider project to support mental wellbeing, support wellbeing, mental to of a wider project Part appropriate and deliver develop is to the intention to and wellbeing health in mental resources emerging both players, rugby Zealand’s New and professional. professional and wellbeing of its players is at least as important as least at is players of its and wellbeing The health. their physical with the 2017, in early launched was website wellbeing support staff coaches, players, it helps that intention and their families. 5.2 health the mental that recognises clearly NZ Rugby

SECT. 5 Areas of Change 10 SECT. 6 Other Reviews 13 Further, Dr was elected to the Board as the Board to elected was Palmer Dr Farah Further, the 2016, being in December the Mäori representative its inception. since on the Board woman first of a mix of comprised currently are PU boards half least at with members, and elected appointed the case, In this appointed. board 50% of their having composition with their board progressive more PUs are itself. Board than the NZ Rugby require that of recommendations a range were There including: mechanisms for change constitutional nomination on the Board, women are ensuring there the number increase to and appointments processes working is currently NZ Rugby positions. of appointed with its of engagement process a facilitated through put a successful to being able to with a view members Meeting which will General a Special to resolution so appointment process amend the constitutional number of will be an increased 2018 there from that members. board appointed . The 15 Ten Year Year Ten Board Skills and Board (2016) Confidential report to the report (2016) Confidential including a 14 that establishes a new a new establishes that (SCF) to increase the importance the importance increase to (SCF) Report to the WRFU board of directors examining the examining of directors the WRFU board Report to , WRFU. Achieving Diversity on the Board of New Zealand Rugby. Rugby. of New Zealand on the Board Diversity Achieving BAZLEY REPORT BAZLEY DIVERSITY REPORT Walsh, T. (2016) T. Walsh, Bazley, Dame M. (2016), Bazley, processes, protocols and procedures that Rugby Football Union have Union have Football Rugby that Wellington and procedures protocols processes, of and monitoring and the management recruitment player to with regard in place behaviour player Group. the Working from Recommendations Board NZ Rugby

view that the current method of appointment of Directors method of appointment of Directors the current that view Board. on the diversity achieving as a barrier to operates accepted the Board being released, the report to Subsequent change constitutional requiring not the recommendations all It has already: of the recommendations two and has actioned the Appointments and Remuneration to a woman appointed the and updated and reviewed Committee, Framework Competency when assessing diversity gender particularly of diversity, the change be done to to is still work There candidates. all positions. board appointed for process recruitment NZ Rugby 14 15 REVIEW - NEW ZEALAND AND RESPONSIBILITY RESPECT RUGBY Other Reviews Other 6.1 was a player where the incident in Wellington Following of the a review assault, with serious charged eventually was Union (WRFU) systems Football Rugby Wellington Bazley. Dame Margaret by in 2016, undertaken instigated the processes, examine to was of the review The purpose in place the WRFU had that and procedures protocols the management and recruitment player regarding makes The report behaviour. of player and monitoring the WRFU, to recommendations Programme Change Culture standards, of a review behaviour; player for framework behaviour with player dealing for policies and procedures and document of conduct codes and management; systems. management 6.2 look to established was group In 2016, an independent working of NZ Rugby on the Board diversity greater achieving at of NZ Rugby up of a cross-section made was group working Dame Therese Union (PU) representatives. and Provincial chair. the independent appointed was Walsh supported group the working summary, In its executive several and made on the Board diversity greater for the call constitutional no required of which five recommendations, the current to a change which required and three change, regarding unequivocal Report was The Diversity constitution. and the of NZ Rugby Board on the women the need for Professional Player Protocols: Protocols: Player Professional covers a range of topics including: including: of topics a range covers POLICIES AND PROTOCOLS POLICIES 5.7 a lead has taken with the NZRPA in partnership NZ Rugby which are of behaviour, expectations clear in articulating policies and protocols. in a number of different contained published recently The most (2017) Information Key treatment/prescription anti-doping, medical illicit drugs, media, social conduct, player medicines, anti-corruption, and concussion handling homesickness, wellbeing, mental functions. team RESPECT AND RESPONSIBILITY REVIEW - NEW ZEALAND AND RESPONSIBILITY RESPECT RUGBY . focused on anti- focused 13 showed that sport that showed 11 Out on the Fields: The first international Out on the Fields: The first international

http://www.outonthefields.com/ http://www.outonthefields.com/ Respect and Inclusion while there are many similarities between between many similarities are there while

Rugby took the lead in a the lead took . NZ Rugby 12 Anti-homophobia and inclusion policies in (2016) that articulates the need to act act the need to articulates (2016) that SEXUAL ORIENTATION dignity and respect towards others, and not and not others, towards dignity and respect Out on the Fields Report researchers noted that noted The researchers S & Zink, R. (2016) Shaw, Denison, E.Denison, A. & Kitchen, (2015). study of homophobia in sport. forms experience also people transgender and transphobia, homophobia on focus decided to them. The authors unique to of discrimination (pg3) people. on LGB the focus hence of sexuality, issues National SportNew Zealand Organisations

11 12 13 Rugby was was NZ Rugby 2017, In July office. the national at Tick. the Rainbow awarded employment status, family status, or sexual or sexual status, family status, employment orientation.’ policy of education, on a programme It has embarked starting with the raising and awareness alignment group and Diversity of an Inclusion establishment Rugby has adopted a has adopted NZ Rugby Protocol with ‘ of: person on the grounds any against discriminate belief, or ethical religious status, marital gender, disability ethnicity or nationality, race, colour, opinion, political age, or physical), mental (whether is not a safe or welcoming place for lesbian, gay or gay lesbian, for place or welcoming safe a is not people (LGB) bisexual sport wide initiative Zealand New committed and inclusion and publically homophobia 2016. in May diversity improving to 5.6 The

SECT. 5 Areas of Change 12 SECT. 8 Recommendations 15 Goal Four: Gender Equity Gender Four: Goal equity and gender to is committed NZ Rugby be to and women girls empower to works proactively in rugby. levels all at engaged Engagement Proactive Five: Goal and within the rugby role has a leadership NZ Rugby with engaging proactively the wider community, in a way respectfully and communicating stakeholders goals. these reflects that and Independent Six: Accountable Goal setting leading, being world to commits NZ Rugby its through and being accountable ambitious targets and partners its constituents, to scoreboard annual to and utilising independent processes stakeholders, its integrity. preserve Goal Three: Nurturing Wellbeing Three: Goal and support the develop to with integrity acts NZ Rugby its community and expects within rugby of people wellbeing do the same. to REVIEW - NEW ZEALAND AND RESPONSIBILITY RESPECT RUGBY Recommended Goals Recommended and spans international that is an organisation NZ Rugby range of a diverse and is comprised delivery, level community It needs to and partners. members stakeholders, of owners, a long-term set to stakeholders with these together work and outcomes goals six aspirational The action. for programme 2025, be by should NZ Rugby of where view Panel’s the reflect cycle. planning strategic the end of its next The development. for areas all cover goals The following its extensive has, through Respect and Responsibility Panel identified six engagement and community research The of outcomes. a range deliver that goals aspirational of implementation, areas include specific recommendations and action. underpinning principles of outlines the aspirations clearly the plan that believe We and identifies and beyond, community in the rugby people in change living its vision and leading By change. for areas the bounds of and unify beyond inspire can NZ Rugby rugby, in the wider change positive in creating a lead taking rugby; society. Zealand New Leadership One: Inclusive Goal leadership. inclusive pursuing to is committed NZ Rugby People Developing Two: Goal to is committed NZ Rugby organisation, As a progressive the along of its people and success the capability developing pathway. performance to participation – it and be the world leading leading and be the world

Inspire and Unify Inspire Rugby is the sport of choice in wider is the sport of choice Rugby increasing things) other (amongst this by achieve aims to all parts in of Mäori, and Pasifika of women, participation connect to game of the versions different adapting rugby; community migrant the Asian women, with teenagers, creating Auckland; of profile and the changing population the grow to structures and operational governance existing and and finding out what rugby; deliver ability to channels through them it to and give want fans potential them. to appeal that • NZ Rugby unless achieved be cannot goals and other These its values. lives to In order a to must commit be, NZ Rugby to it wants organisation of change. process RESPECT AND RESPONSIBILITY REVIEW - NEW ZEALAND AND RESPONSIBILITY RESPECT RUGBY

Inspire Inspire – its goal is – its goal Integrity Inclusive has a vision to

Values Rugby NZ Rugby is for – its goal to be a world leading be a world to Progressive World leading World with goals of winning the 2019 with goals lead, grow, support and promote our support and promote lead, grow, , and it aims to achieve this through its this through achieve , and it aims to . Its ambition is NZ Rugby Strategic Plan 2020 Empower Respectful Positive global presence presence global Positive the leadership to contributing by its value build to in global its brands and growing worldwide of rugby markets. to new and returning participants. and returning new to growing and numbers engaged are Fans to and appealing is entertaining rugby that ensure to programmes and develop of markets range a broad the fans. grow that Rio and Tokyo Olympics and Black Ferns winning the Ferns and Black Olympics Rio and Tokyo 2017 WRWC. participating communities and more players More appeal participation, increase is to – its goal all for rugby of forms of all and relevance forms of rugby differing and offer Zealanders New All Blacks and other national teams winning teams national and other All Blacks – events pinnacle at winning gold Sevens in Japan, the All Blacks RWC • • • NZ Rugby’s strategic focus areas to 2020 include:• Figure 1 Figure NZ Rugby Strategic Plan: and Unify 2020 be the to and enable allsports organisation of rugby be best it can to commitment game. Rugby operates in a national and international and international in a national operates NZ Rugby with World relationship has a strategic and context, Rugby. Strategic Alignment Strategic

SECT. 7 Strategic Alignment 14 SECT. 10 Goal Two: Developing People 17 Disciplinary and including the use of including the use XVs as a key entry point for players to the to players entry point for as a key XVs st UNDERPINNING PRINCIPLES UNDERPINNING The most vulnerable people in the rugby system are the are system in the rugby people vulnerable The most pathway. on the cusp of the professional players young about them and their whole-of-person more Understanding is critical. development of 1 The elevation within and competition generates pathway rugby professional of the winning team. in pursuit players for schools between age young an increasingly at being pursued are Some players accredited qualified, – whether formally agents player by of a the hope or expectation – and given or otherwise and agent- of school As a result career. professional future of a sense develop players of these some behaviour, driven and irresponsible in disrespectful result can that entitlement and behaviours. attitudes including in schools change drive can that has levers NZ Rugby enhancing about performance education and safety, health recruitment. and coach and player pathways talent substances, issues, about the key is education intervention A priority for these. to responses and appropriate challenges studies. case positive promote should NZ Rugby 10.3 lives, people’s to contribution a positive Sport makes positive and building of values a wide range promoting thealong at any point this benefit from can People character. continuum. performance to participation of an organisation. the top start at change and Leadership tocommitment its reflect to needs of NZ Rugby The Board itself. diverse being more inclusion by some for of development framework has a strong NZ Rugby across extend and this needs to system, in the rugby people reflect the to It needs levels. to different and roles different including and rugby, Zealand of New context unique cultural systems. and values of Mäori and Pasifika understanding inclusive establishing to key are management Team behaviour values-based for setting expectations environments, in complex work They and concerns. issues and managing and managers senior from with expectations environments, and of training no programme is currently There coaches. consistency. and ensure their capability build to development and robust transparent has a fair, NZ Rugby Framework Management Performance appropriate. where independent investigators before care pastoral for in place are systems Ensure and, professionalism to the pathway punishment through as part of any process. with families work appropriate, where repair to people support young that practices restorative Use poor decisions. by the harm caused

in

Diversity Report Diversity Secondary School Rugby Strategy School Rugby Secondary with clear career pathways. career with clear Whole of Rugby Learning and Whole of Rugby OUTCOMES IMPLEMENTATION Design and implement a Design and implement Framework Development have players that ensure to of agents Support accreditation representatives. quality better to access and robust transparent a fair, and implement Rationalise Framework Management Disciplinary and Performance and behaviours expected outlines rugby’s explicitly that not are if these and consequences and the process attitudes demonstrated. REVIEW - NEW ZEALAND AND RESPONSIBILITY RESPECT RUGBY Goal Two: Developing People Developing Two: Goal As a progressive organisation,developing NZ Rugby the is capabilitycommittedthe and to participation success of its to people performance along pathway. 10.1 skilful, who are people, better creates in rugby Engagement and self-aware respectful, values-driven, rounded, well in the who participates everyone covers This responsible. administrators, managers, coaches, including: players, game and supporters. agents player governors, players that ensure support to provide management Team times. critical at better decisions make are behaviour regarding personnel rugby of all Expectations when and consequences processes clear are and there clear met. not are these 10.2 it reflects that ensure to within NZ Rugby change Implement society. Zealand and of New of its people nature the diverse of the the recommendations Implement change. PUs to by willingness line with current a and implement Develop of entitlement and sense of elitism the challenges address to rugby. schools’ the elite permeate currently that Human which prohibits discrimination on the grounds on the grounds discrimination which prohibits Rugby’s strategic plan, plan, strategic NZ Rugby’s for is the foundation empowering, and maintains promotes fosters, UNDERPINNING PRINCIPLES UNDERPINNING

Charter Charter Rugby has a contractual, funding and governance funding and governance has a contractual, NZ Rugby clubs. unions and Super Rugby with provincial relationship collaboratively work to NZ Rugby require will change Effecting the use to has the option it also although of these, with each change. drive funding model to manäkitanga, wairua, whanau, mana, kaitiakitanga, whakapapa), whakapapa), whanau, mana, kaitiakitanga, wairua, manäkitanga, family, service, respect, honour, example, (for values Pasifika ethnic and the Va’), perseverance, discipline, honesty, faith, faith. and orientation sexual difference, cultural with the complies presence as a positive NZ Rugby Rights Act 1993 colour, belief, ethical belief, religious status, marital of: sex, opinion, political age, origins, disability, ethnic or national race, orientation. or sexual status family status, employment Chief Board, with the Chair, the top, starts at Leadership It championing the change. all team and executive Executive and contracts, programmes in plans, expectations reinforces as part of business indicators performance against and reports as usual. to guide internal and influence its power uses NZ Rugby It and internationally. Zealand in New change and external values the rugby demonstrate to in rugby expects everyone and personal understanding and behaviours, in their actions this. reduce to and working bias institutional within the wider rugby wide engagement builds NZ Rugby and culture rugby of an inclusive awareness promoting family, include women, actively family rugby and the NZ Rugby brand. people. Mäori and Pasifika 9.3 change and cultural organisational create needs to NZ Rugby community of its the diversity reflecting way, in a sustainable on being inclusive. and the priority it places The (KPIs), employment indicators performance key organisational the and club and funding agreements Super Rugby contracts, support that systems management/appraisal performance these. in a unique position Whenua, Mäori have As Tängata by recognition continued requires that Zealand New NZ Rugby. The These of rugby. levels all at environments rugby positive tikanga, example, (for values Mäori gender, respect and reflect RESPECT AND RESPONSIBILITY REVIEW - NEW ZEALAND AND RESPONSIBILITY RESPECT RUGBY - which is the foundation which is the foundation Charter underpins leadership, policies, procedures policies, procedures underpins leadership, IMPLEMENTATION OUTCOMES Charter

Rugby builds a whole of system diversity that that diversity of system a whole builds NZ Rugby orientation, sexual ethnicity and gender, reflects bias. unconscious addressing identified within are change and champions for Leaders levels. all at NZ Rugby and programmes at all levels of the game. levels all at and programmes the Mäori Mäori through engages effectively NZ Rugby and participation Mäori development Board, Rugby pathways. Rugby develops a develops NZ Rugby It captures and performance. plans NZ Rugby’s for – inclusive, all is for rugby that aspirations NZ Rugby’s dynamic and respectful/humble. The Rugby commits to leading change, using executive using executive change, leading to commits NZ Rugby group steering stakeholder and an internal leadership the Board. to through and report plan to with change for collaboration internal builds NZ Rugby by unions supported and provincial clubs Super Rugby in the funding model. incentives and Pasifika peoples, disabled people and the Rainbow and the Rainbow people disabled peoples, and Pasifika community. 9.2 Zealand society and model respect and respect and model society Zealand of New diversity of NZ Rugby. and the values responsibility and girls, men women celebrates actively NZ Rugby Mäori ethnicities particularly of all people and boys, charter of values. charter Whenua. with Mäori as Tängata partners NZ Rugby the reflect rugby throughout and champions Leaders 9.1 dynamic, influen is an inclusive, Zealand in New Rugby articulated a clearly by driven code and respected tial NZ Rugby is committed toleadership. pursuing inclusive Goal One: Inclusive leadership leadership Inclusive One: Goal

SECT. 9 Goal One: Inclusive Leadership 16 SECT. 12 Goal Four: Gender Equity 19 including female talent if talent including female not UNDERPINNING PRINCIPLES UNDERPINNING women as decision makers about consumer spending, about consumer as decision makers women In addition, games. to and tickets participation family a will have in rugby participating girls and women more sustainability. future on the game’s impact positive A and sporting success. commercial balances NZ Rugby be developed model needs to commercial sustainable rugby. women’s for 12.3 game dominated been a male has historically Rugby – and and competition of playing in terms – both which is situations in some a culture this has created women. towards disrespectful although success, is an international rugby Women’s aspects in all of the under-represented are women the Olympic 7s into inclusion of Rugby Recent game. opportunities for new has created programme needs NZ Rugby girls and women. and for NZ Rugby of the cost consider to Our Australian competitive. remain to the sport wants and participation the commercial seen have neighbours competitions professional benefits of establishing be a clear needs to There AFL and cricket. in both performance. to participation from pipeline of talent men and women girls and boys, both enable to It is fair associated roles and in all levels all at participate to and needs to all, for is a game Rugby with the game. it vision realise is to If NZ Rugby on this principle. act demonstrate and Unify – it needs to Inspire – to opportunities and developing to a commitment forms all and through levels all at females for pathways and 7s. including XVs of the game on the contributions, focus needs to NZ Rugby offer. can women skill and assets knowledge, There is an opportunity. in girls and women Investing focusing on by realised to be benefit is commercial and actively encouraged. encouraged. and actively OUTCOMES IMPLEMENTATION , RESPECT AND RESPONSIBILITY REVIEW - NEW ZEALAND AND RESPONSIBILITY RESPECT RUGBY Goal Four: Gender Equity Gender Four: Goal NZ Rugby is committed toworks gender to empowerequity and girls proactively andlevels women in rugby. to be engaged at all 12.1 is within rugby and roles levels in all participating Females normal inclusive. are community to elite from environments, All rugby and of girls’ power the commercial is leveraging NZ Rugby rugby. women’s 12.2 the rugby through women for pathways visible highly Develop system. at and girls in rugby women for environments inclusive Create ALL levels. rugby. of women’s the power Leverage UNDERPINNING PRINCIPLES UNDERPINNING better people, this joint venture requires a strong cooperative cooperative a strong requires this joint venture better people, roles the reflecting and NZRPA NZ Rugby between partnership has as the employer. NZ Rugby and responsibilities and the health for responsibility has the ultimate NZ Rugby and its personnel of NZ Rugby wellbeing and future safety It needs delegate. not and should abdicate which it cannot of delivery is for than it currently accountable be more to the communicate clearly to needs NZ Rugby the programme. and how environment, of the PDP in a high-performance value ownership getting greater success, it supports team sustained rugby. throughout of the programme and programme include: quality development for Areas a consistent, delivering personnel with quality delivery and pedagogy best practice uses curriculum that nationwide its reach expand PDP needs to The techniques. engagement on front- with a focus teams, Jersey Black through school from players. younger towards loading 11.3 delegate cannot they that responsibility has a legal NZ Rugby in of people and safety the health risk and ensure manage to others. and managers team coaches, – players, their system enable that of interventions a series this requires achieve To risk and optimise mitigate to individuals track to NZ Rugby performance. of pipeline talent and sustained a strong requires NZ Rugby and vulnerabilities Identifying strengths players. class world minimise and support to planning targeted on, enables early success. risk and maximise enable that the skills and knowledge The PDP provides and demanding their complex manage to players professional It is careers. playing their during and after off the field, lives the return enhances mechanism and a risk management both creating for tool A critical in individuals. investment on rugby’s RESPECT AND RESPONSIBILITY REVIEW - NEW ZEALAND AND RESPONSIBILITY RESPECT RUGBY

and Prohibited and Prohibited Personal Development Programme Development Personal Illicit Regulations Drugs IMPLEMENTATION IMPLEMENTATION OUTCOMES the dangers of excessive drinking and that binge drinking is binge drinking and that of excessive the dangers inappropriate. charities, with appropriate – engaging with integrity Partner agencies. and community government sponsors, Rugby the NZ Rugby all and support through awareness community. alcohol. from performance rugby Separate and the wider in rugby the drinking culture to changes Lead highlights that education alcohol with clear community, Rugby needs to provide education and leadership and leadership education provide needs to NZ Rugby the around who and the people players ensuring that Substances use. of the risks of supplement aware them are influence health mental deliver and to commit Consistently programme and its delivery and monitoring, working in and monitoring, working and its delivery programme with the NZRPA. partnership of the PDP, and effectiveness the impact Enhance players, professional emerging to delivery increasing of measures and outcomes learning defined with clearly success. Use players as roles models. as roles players Use the for responsibility greater take to NZ Rugby the contribution Build success. and team high performance to (PDP) makes and high coaching the programme, between ownership of the the quality Enhance management. performance Rugby and NZ Rugby managers team coaches, Include players, personnel. professional emerging ensure to development Front-load for, prepared are under 20s, Academy) (under 18s, players rugby be a professional to it means what and understand requirements. on and off-field equipped for and are player 11.2 system management case of rugby a whole Implement the career support individual throughout enable to rugby. after life into transitions and effective trajectory 11.1 and able healthy well-rounded, are people NZ Rugby rugby. during and after plan their life develop to NZ Rugby acts with integritythe wellbeing to develop of and people support withincommunity rugby to and do expectsthe same. its Goal Three: Nurturing Wellbeing Three: Goal

SECT. 11 Goal Three: Nurturing Wellbeing 18 SECT. 14 Goal Six: Accountable And Independent 21 s and across and across Disciplinary , to preserve the integrity of the process of the process the integrity preserve , to Disciplinary and Performance Management Management Disciplinary and Performance and Performance Management Framework Management and Performance Any decisions to engage an independent investigator an independent investigator engage Any decisions to applied within the be consistently should employees. NZ Rugby all Panel Independent Advisory a resource provides Panel The Independent Advisory board. and a sounding advice both for NZ Rugby to on any reports considering It supports NZ Rugby, and independence expertise offering achievements, ongoing enables that feedback constructive through enhance to approaches of NZ Rugby’s development and responsibility. respect that the public with confidence provide can NZ Rugby and independently. consistently will be managed issues In organisational cultures which do not encourage encourage which do not cultures In organisational to people for systems inappropriate or have complaints, air their in silence, suffer people safely, complaints make It the code. or leave avenues other through grievances ensure to people in the organisation’s is an investment without upon and acted be made can complaints that or ostracism. of repercussion fear proces and resolution Any independent complaint with best practice. comply needs to Independent investigation with the overlaps complaint an external Where internal Framework an independent use to be appropriate it will often and the circumstances investigate to investigator to fact. When deciding whether of findings make factors relevant appoint an independent investigator the person of the allegations; include: the nature the and/or or seniority; role profile, of’s complained within NZ Rugby relationships of close existence to difficult investigation an internal make which would of question the credibility into call or would conduct any findings. the that it is expected is an overlap, there Where will process and resolution independent complaint an independent recommend the ability to have appropriate. where investigation Respect processes through an through processes Respect Responsibility and Review. , comprising independent advisors, advisors, independent , comprising

Duty of Care ntly been dealing with several high-profile high-profile with several been dealing ntly Advisory Panel OUTCOMES IMPLEMENTATION UNDERPINNING PRINCIPLES and has invested in the process of change. Independent of change. in the process and has invested Review any that ensure to helps and review support, monitoring Success action. into translated are recommendations accepted identified. change to and barriers be measured can with complaints Dealing has rece NZ Rugby about the complaints made have people where situations players. rugby cases, in these of an employee, behaviour to and demonstrate with integrity, act needs to NZ Rugby with respect treated are their concerns that complainants an independent complaints Having investigated. and properly documented, heard, are complaints all that ensures system course about the appropriate and decisions made investigated if any. of action, REVIEW - NEW ZEALAND AND RESPONSIBILITY RESPECT RUGBY Goal Six: Accountable and Independent Six: Accountable Goal NZ Rugby commits to beingtargets world and leading, being accountablesettingto ambitious its through constituents, its annual partners scoreboardindependent and stakeholders, processes and to preserve utilising its integrity. 14.1 of the outcomes on the and reports monitors plans, NZ Rugby Respect and Responsibility supports its NZ Rugby system. and resolution independent complaints of be comprised to Panel and Advisory establishes NZ Rugby provide to to rugby connection no official who have advisors reports. regular and receive advice 14.2 an Establish and advice providing on its journey, support the Board to the against reports milestone six-monthly considering and Responsibility Review. system. and resolution an independent complaints Establish 14.3 the to has a commitment NZ Rugby Crisis Crisis that will provide consistency in consistency will provide that UNDERPINNING PRINCIPLES UNDERPINNING respectful manner. manner. respectful that show issues public relations recent from The lessons and PUs need a clear clubs Super Rugby the NZ Rugby, Framework Management have leaders key all and that managed, are issues of how terms and The challenges training. and media public relations regular policies and processes. clear require media social around issues 13.3 and Zealand in New many people of the lives touches Rugby a more towards journey in the people Engaging internationally. purpose a clear will require game responsible and respectful and outside of within communities engages that and a process rugby. create that processes requires change culture Creating and skills and then knowledge build and desire, awareness the change. support and reinforce commercial sought-after of the most has some NZ Rugby in this opportunity is critical, Leveraging in the world. property and 7s, Mäori and Under 20s. XVs Ferns the Black for particular, this reflect it needs to inclusive, be more is to If rugby of the diversity ensuring that and language, in its images in a presented themselves see communities Zealand New RESPECT AND RESPONSIBILITY REVIEW - NEW ZEALAND AND RESPONSIBILITY RESPECT RUGBY ori, Pasifika ori, Pasifika ä IMPLEMENTATION OUTCOME Partner with community organisations for mutual mutual for organisations community with Partner benefit. the organisation internally and externally. internally the organisation aspects all of rugby. celebrate that stories quality Share and audiences communities, with new Engage supporters. roles and accountabilities. roles 13.2 of and brand narrative a culture-conscious Promote Rugby engages with the wider rugby community to community with the wider rugby engages NZ Rugby change. inspire Unions effectively and Provincial clubs Super Rugby including clear processes using consistent crises, manage branding, marketing and communications. Women and Women communications. and marketing branding, M ethnicities particularly of all girls, people are communities and Rainbow people disabled peoples, and celebrated. visible way that reflects these goals. 13.1 its communities through diverse reflects NZ Rugby NZ Rugby has a leadershipthe role wider within community, rugby and proactively stakeholders engaging and with communicating respectfully in a Goal Five: Proactive Engagement Proactive Five: Goal

SECT. 13 Goal Five: Proactive Engagement 20 SECT. 15 SECT. 15

Taking Action Taking action Taking Action

15.1 BUILD CAPABILITY 15.3 INVESTING IN CHANGE 15.5 SHORT TERM ACTION 2017 - 2019 Developing People

NZ Rugby has a great team of people who are NZ Rugby, the wider rugby community, the public and • Simplify the policies and procedures (including committed to leading change. To achieve this Review’s change agents are seeking change. While there will be costs Inclusive Leadership protocols, contracts, codes, agreements) within objectives will require additional capability: associated with implementing this plan, there are greater costs NZ Rugby and NZRPA to ensure that they are • Commit to leading change within rugby with project if no action is taken. clear, consistent and communicated as part of an • Employ change agents to lead and drive the resourcing at the executive level. effective, fair, transparent and robustDisciplinary transformation of NZ Rugby There is general societal change – attitudes and behaviours • Develop a Charter which captures NZ Rugby’s values and and Performance Management Framework including the use of independent investigators where • Create a strong values Charter that underpins the towards drinking among young people, expectations of aspiration that rugby is for all – inclusive, dynamic and appropriate. people and processes engaged in the wider rugby professional athletes, changing expectations of volunteers and respectful/humble the respect for, safety of and equitable involvement of girls family, and embed that Charter in recruitment, • Undertake a stocktake of diversity (including gender, Mäori, • Design and implement a comprehensive Team and women. selection, induction and performance management Pasifika) at all levels - Board, NZ Rugby HQ, Super Rugby Managers Capability Development Programme, clubs, PUs), develop goals and set targets for the future. using key attributes from the Coaching Framework. • Develop policies, systems and processes that Sponsors and investors are keen to partner with NZ Rugby support respectful and responsible behaviours, and as a way of enhancing their own brand, and where incidents • The Board and executive team undertake unconscious bias • Promote the benefits of using accredited agents to allow people to safely report concerns where these within rugby attract negative attention, their commitment to training all players in the talent pipeline. are not occurring supporting rugby starts to diminish. • Recruit Black Jersey and Black Jacket representatives to act • Work with NZRPA to review and develop the agent • Enhance the current learning and development as leaders in changing the culture of rugby. accreditation criteria, process and promotion. framework to develop the skills and knowledge NZ Rugby is ambitious – to Inspire and Unify through the inclusive game of rugby. To do this it needs to support • Complete the review of the leadership role of the Mäori • Continue education of coaches and team that underpins respectful and responsible attitudes managers throughout the rugby system about and behaviours in all of those involved in rugby. participation for all, enabling rugby to be the sport of choice Rugby Board for males and females. NZ Rugby also needs to realise its their responsibilities and approaches to model and • Create strategies that increase engagement of Mäori and position in New Zealand society, and use this to good effect uphold respectful and responsible behaviours Pasifika in participation and performance pathways. 15.2 QUICK WINS – providing leadership and role modelling through its own • Actively engage with the NZ Secondary School transformational change. • CEO and Board must lead and set clear expectations for Sports Council and the NZ Schools The rugby community is already moving on change those rugby organisations that do not or will not support to adopt and implement the Charter in school that creates and supports respect and responsibility. Many people have invested in this Review, and in good faith the Rainbow Tick. rugby. Support schools to build programmes that NZ Rugby needs to be agile, embrace the challenge they have expressed their concerns and aspirations. There incorporate the Individual Development Plan’s and create contemporary approaches to organisational is a significant rugby community that reaches throughout Six Pillars competencies. Build expectations of transformation. New Zealand society. By engaging fully with this community, academic participation and performance. Educate providing inspirational leadership and uniting together, key personnel involved in school rugby about issues To achieve this will require three tranches of work: NZ Rugby can take a lead in changing society for the better. and appropriate strategies to address these. Clearly define the processes for and consequences of non- • A short-term focus (2017-19) compliance in the Disciplinary Framework. 15.4 ACTION PLANS • A medium-term focus that completes the current • Build alignment between schools and the strategic plan (2020) The following section provides a prioritised set of actions that performance pathway including clearly defined • A long-term focus that completes the next strategic NZ Rugby should take in the short, medium and long term. and Charter aligned player, coach, and team cycle (2025). management expectations.

The Review identified a range of interventions which • Implement the Illicit Drug Regulations through have been proposed in the following pages. These education sessions, testing, investigations, and reflect the Panel’s current view of priorities and appropriate consequences. timeframes, and understand that this may change as • Undertake training in unconscious bias and its part of implementation planning. impact, enabling people to recognise bias and develop and implement strategies to address In the short-term, there are several areas of focus that stereotypes. Systems to reduce unconscious bias are are set out on the following pages. in place.

22 RESPECT AND RESPONSIBILITY REVIEW - NEW ZEALAND RUGBY RESPECT AND RESPONSIBILITY REVIEW - NEW ZEALAND RUGBY 23 SECT. 15 SECT. 15

Taking Action Taking Action

15.5 SHORT TERM ACTION 2017 - 2019 • Review, monitor and report performance against goals. 15.6 MEDIUM TERM ACTION 2019 - 2020 • Embed a strong focus on leadership development in those engaging with young people, and provide • Actively invite, train, support and promote women to resources, training and development to support this. become coaches, team managers, staff and Board members Nurturing Wellbeing Inclusive Leadership Extend the foundation of the Six Pillars Programme within NZ Rugby. Actively support and develop women beyond the current player focus to include coaches already in leadership roles. • Promote pro-social events that meet the need • Ensure coaches and team managers understand and model and team managers. Include cultural awareness in for fun, social interaction and relaxation and • Lead a comprehensive programme to help PUs identify and the values contained in the Charter, and expect others to internal capability building programmes, ensuring that encourage sensible drinking. Promote host develop women onto PU boards. Set a target of 30%1 of all demonstrate respectful and responsible behaviours that that people understand Tikanga Mäori and Pasifika responsibility to ensure availability of non-alcoholic panels, committees and boards being women. reflect the values of rugby. values and support its practice. drinks, health and safety, and drinking in moderation, • Build an inclusive ethos into teams, valuing the role and with specific reference to clubs and sports • Ensure the continued implementation of the Diversity • Develop the Individual Development Plan’s Six contribution of whanau and families. performance contexts. Panel recommendations. Pillars competencies used in player development to more appropriately reflect the solid foundation of • Provide education and leadership on Prohibited • Develop greater understanding of unconscious bias and a ‘good person’ including expectations of: humility, Substances ensuring that players and the people Proactive Engagement implement strategies to address stereotypes throughout team, inclusiveness, pro-social relationships, sexual who influence them are aware of the risks of rugby including use of appropriate skills matrices. • Reflect diversity through all forms of communication, ethics, consent and good decision making. Ensure it supplement use. • Develop a No Exceptions Strategy that envisions ’all people marketing and celebration including: the website, press reflects an inventory of the whole player, and plans participating in rugby activities of their choice’. • Further develop the Coach Development releases, Rugby Awards, advertising campaigns. development inside and outside of rugby to ensure Framework and programme to include the needs • Monitor misconduct to identify vulnerabilities at an longer term success beyond a rugby career. Provide • Gain engagement in the change process at all levels through of athletes, coaches and teams in transition and individual, team, club, Super Rugby club or PU level, appropriate training for dealing with personal crisis NZ Rugby by building awareness of the issues, developing approaches for meeting this need. Include this responding to hot spots of concern. Use the case situations. a desire to change, providing the skills and knowledge to information in the Team Manager Development management approach to identify risks and provide more Framework. create change, supporting action and implementation, and support for those players who are predisposed to poor reinforcing the benefits of change. Engage partners and • Respect the spiritual values of Mäori and Pasifika decision making. stakeholders on the journey. cultures and support spiritual practice. • Actively promote the value of and appreciation Developing People of difference through internal communication and Accountable and Independent • Map out and support pathways for Mäori and Pasifika professional development channels. • Establish an Advisory Panel to be comprised of advisors people to engage – as players, coaches, board members • Continue to develop the PDP in partnership with who have no official connection to rugby to provide advice and team managers. Proactively recruit and develop the NZRPA, focusing on the issues, challenges and and receive regular reports. capacity and capability of Mäori and Pasifika people in opportunities that the programme and its delivery • Report achievement of Respect and Responsibility Review leadership roles. addresses. NZ Rugby to build expectations of PDP in annual Rugby Scoreboard. support and delivery through coach KPIs, and the • Manage the design and implementation of the Learning funding arrangements with Super Rugby clubs and • Design and implement an independent complaints and and Development Framework, with an initial priority being PU teams. Increase the NZ Rugby role as designers, resolution system enabling prompt triage of the issue, a the pre-professional and emerging professional players, managers and deliverers of the PDP recognising its focus on early resolution and where appropriate escalation coaches, team managers and include the corporate team. responsibility as employer. to formal processes for investigation, determination • Apply a career development model including transparent and resolution or action. Use Guidelines on Effective career pathways for everyone in rugby: volunteers, Complaints Handling (Office of the Ombudsman) andIOC Gender Equity support staff, players, managers, coaches, Academy and Consensus Statement on Harassment and Abuse (non- High Performance managers and others, Promote the accidental violence) in Sport. • Establish current numbers and breakdown of female attainment of qualifications. Make visible career pathways participation. • Clearly outline and publish the exact process for making a for volunteers, staff and players, including where these link • Set explicit performance targets16 with a view to complaint, how it will be dealt with, and the process to be with opportunities outside of rugby. followed by the person dealing with the complaint. normalising women playing so that it is part of the • Build greater cultural awareness throughout rugby, but fabric of what NZ Rugby does, and who they are. • Review the recently published UK Duty of Care Report and particularly in the pathway to professionalism, using Women and men play rugby. identify key lessons for the NZ Rugby context. proactive talent identification and development system 16 Sport New Zealand and the New Zealand Olympic Committee have to create an NZ Rugby system that reflects the cultural agreed governance is a priority issue and are working together on initiatives to reach the overall target of sports boards comprising a diversity of players. minimum of 40% women by 2020.

24 RESPECT AND RESPONSIBILITY REVIEW - NEW ZEALAND RUGBY RESPECT AND RESPONSIBILITY REVIEW - NEW ZEALAND RUGBY 25 SECT. 15 SECT. 15

Taking Action Taking Action

15.6 MEDIUM TERM ACTION 2019 - 2020 • Develop a clear understanding of the physical, social, Gender Equity Proactive Engagement emotional and psychological development of boys and girls, young men and women using the Coach and Team • Increase the investment in professional/semi-professional • Actively promote the value of and appreciation Nurturing Wellbeing Manager Development Frameworks, and the NZ Rugby women players and the support staff that facilitate the of difference - gender, sexuality and ethnicity - Learning and Development Framework. Apply this women’s game (referees, coaches, team personnel). through internal communication and professional • Map the known weekly, event, contest, season and understanding of the duty of care amongst NZ Rugby and development channels. career trajectories of a professional athlete, assess • Review female rugby products and competitions with the the staff and volunteers. risks and develop plans ready for implementation at aim of attracting and developing more women and girls. • Clearly state expectations, deliver a consistent message and be consistent in response to the appropriate time. Ensure data contains baseline • Increase resourcing for the Personal Development • Continue to implement the Women’s Rugby Strategy, undesirable language/behaviours and action. information about the whole person, and is available Programme to enhance its effectiveness. including development of comprehensive pathways to for use in establishing a personalised inventory and • Continue to develop an increasingly comprehensive professionalism. • Provide stories representing women and girls risk matrix. playing, coaching and supporting rugby. Using programme of modules for PDMs to implement, and ensure • Develop specific initiatives for female coaching and gender neutral language and images, showcase hard • Ensure that all professional players, coaches and that these are facilitated in the PU or Super Rugby club management to ensure supply and a pipeline that supports work, athleticism and courage. team managers complete a personal inventory of context including within Academies. Focus on continuous the growth in the female game. skills, interests and attributes and a risk assessment on-the-job training enabling players to be more equipped • Share a range of stories that reflect the diversity • Ensure equitable provision for female players, from club to that identifies vulnerabilities, and use this to prepare for their current role as well as preparing them for the of rugby, and the values that it develops and professional level (awarding of caps, goods in kind, fields to individual performance plans. Using this data, future. represents. identify critical support needs (where players leave play on, space, quality of coaching and so on). • Develop training and information to include employment • Actively engage with new communities to introduce home, retire, have potential for mental health issues, • Include semi-professional women in the Learning and and contract rights and the benefit of using an agent them to rugby participation – as players, supporters etc), and develop interventions to address harm and accredited through NZRPA. Development Framework and PDP. promote wellbeing. and volunteers, as families and fans. Proactively • Promote the opportunities available for whole of person • Develop marketing and sponsorship packages appealing engage new communities as staff, volunteers and • Assess and monitor vulnerabilities regarding alcohol, development through the pathway to professionalism. Plan to fans and potential sponsors, creating women’s rugby leaders within the rugby community. Implement the drugs, sexual behaviours, violence and gambling, career pathways that include education, on-job training products that commercial partners value. NZ Rugby Wider Auckland Strategy. and where there are indicators of mental health and transferrable skills, and how to achieve this. Include concerns. • Ensure that language and images reflect NZ Rugby’s clear plans for developing the skills, attitudes, experiences values of inclusion, dynamic/innovative and • Provide alcohol and drug education, ensuring that and qualifications to enable entry into an employment respectful/humble and reflect their skills, talents players, coaches and team managers understand the pathway post retirement (either through choice, injury and sporting prowess, and not their personal lives impact of alcohol and drug consumption on their or non-selection). Actively provide support to identify and physical appearance. physical, psychological and social behaviour in the transferrable skills and experience. short and long term. • Influence media representation of women in rugby, • Develop partnerships with best practice youth providers including women as coaches and referees. • Implement induction programmes to ensure for quality of care and support especially in the area of relevance, consistency and efficacy across NZ Rugby mental health. Accountable and Independent regions and levels, using multiple channels of • Recognise and respond to the vulnerabilities of players and delivery to suit differing styles. Educational coaches throughout and after their professional careers, • Report achievement of Respect and Responsibility content should be built around self-awareness, and provide appropriately tailored support. Review in annual Rugby Scoreboard. balance, intrinsic motivation, respect, continuous learning, integrity, self-reliance, decision making and • Provide access to a clinical psychologist to assist with • Monitor consistency and application of policies/ resilience. diagnosis and treatment of mental ill-health. procedures against non-accidental violence. • Encourage responsible use/consumption of alcohol • Build monitoring and accountability into investment and stop using illicit drugs as a primary means of and reporting structures for Black Jersey teams, stress management, relaxation, decompression, Black Jacket groups, PUs and Super Rugby clubs celebration or social interaction. • Create greater awareness and information around the impact of alcohol and illicit drugs on decision- making, and develop individual and organisational approaches that mitigate risk.

26 RESPECT AND RESPONSIBILITY REVIEW - NEW ZEALAND RUGBY RESPECT AND RESPONSIBILITY REVIEW - NEW ZEALAND RUGBY 27 SECT. 15

Taking Action

15.7 LONG TERM ACTION 2025

Inclusive Leadership Proactive Engagement • Work with Super Rugby clubs, PUs and local clubs to • Build a sense of community within the rugby system, using redevelop social environments and entertainment a community engagement approach. options to become more family-friendly and appropriate for a more diverse community including Accountable and Independent young people and women. • Report achievement of Respect and Responsibility Review Developing People in annual Rugby Scoreboard. • Review the Respect and Responsibility Review and develop • Leverage media channels to showcase examples of next stage of implementation. positive case studies and role models across the whole rugby system. • Develop an education programme for delivery in schools.

Nurturing Wellbeing • Monitor history and impacts of concussion, on short and longer term mental health. • Proactively support players whose careers end (either by choice, injury or non-selection) for a period of two years, and longer as required. • Use any alcohol sponsorship as a vehicle for promoting sensible drinking.

Gender Equity • Host dual events – All Blacks/Black Ferns, All Black 7s and Black Fern 7s. • Actively seek gender balance in coaching, refereeing and management. • Develop a sustainable commercial model of women’s rugby including girls’ competitions in clubs, secondary school competitions, university and post- secondary school programmes, using a range of versions of the game.

28 RESPECT AND RESPONSIBILITY REVIEW - NEW ZEALAND RUGBY