We are committed to promoting diversity and inclusion across the sport of cricket from those playing the game, watching, volunteering, officiating, coaching, and working, so that everyone can say “Cricket is a game for me”.

The ECB is a Disability Confident Employer, showing our commitment to recruiting and retaining disabled people and people with health conditions for their skills and talent.

We have partnered with the UK’s leading LGBT charity Stonewall, to champion equality across the game. We know that people perform better when they can be themselves, so we ensure all LGBT staff are accepted without exception across the organisation.

Our Equality, Diversity and Inclusion section reports on the progress the ECB has made in recent years and details our short and long-term goals and actions. 

The plan will be applied to all levels throughout the organisation, and to all aspects of diversity including gender, ethnicity, sexuality, and disability.

What we offer

• Competitive salary

• Holiday - 25 days a year

• Volunteering – 2 days a year

• Pension - Non-contributory 8% pension

• Private medical insurance

• Employee health cash-back plan

• Long-term sickness insurance

• Life assurance - four times your annual basic salary

• Enhanced maternity

• Unmind – free and confidential access to a wellbeing app to help you manage your mental, physical, and financial wellbeing

• OpenBlend - an innovative coaching and performance management tool

• People Academy - a range of programmes and initiatives to help you develop and reach your potential

• Employee Assistance Programme - 24/7 confidential access to expert services including counselling, wellbeing, and independent legal and financial advice

• Free online fitness classes

• 30% Castore discount

• 30% New Balance discount

• Cycle 2 Work Scheme

• Season ticket loan

• Preferential access to tickets to England and The Hundred games

ECB Recruitment and Promotions

Our approach to recruitment and promotions has been developed to ensure rigour, fairness and consistency are applied and support the ECB’s commitment to improve representation across the organisation to be more reflective of the communities we serve. This will help us to fully deliver our Inspiring Generations strategy and fulfil our purpose to connect communities and improve lives through cricket. We also recognise that our communities will be better served by the diversity in our teams. In 2021, ECB launched its Recruitment and Promotion Pledge which was approved and signed by the Board and Executive Management Team. The pledge states:

• We will ensure that we nurture and grow our talent – reviewing opportunities for change before recruiting externally or promoting internally

• We are committed to building a culture where people thrive and perform at their best by bringing their whole self to work

• We recognise our communities will be better served by the diversity of our teams

• We encourage innovation by adopting diverse and inclusive hiring strategies

We will work with the appropriate channels and partners to achieve these goals. At each stage of the application and assessment process we use multiple and diverse assessors to ensure we minimise bias in our inclusive hiring practices and ensure that our recruiting managers have access to the right support and/or training where required.

We are committed to applying our Dignity at Work policy at all stages of recruitment and selection. We always carry out shortlisting, interviewing and selection without regard to an applicant's age, gender/gender reassignment, being married or in a civil partnership, being pregnant or on maternity leave, disability, race (including colour, nationality, ethnic or national origin), religion or belief, sex, or sexual orientation. To support this and to remove bias from the process, the ECB have partnered with Be Applied. All applicants are asked to answer the same carefully curated questions solely based on the needs and requirements of the role. We also remove gendered language and reading burden with BeApplied’s built in job description tool. 

Be Applied provides our hiring teams a platform for scoring responses throughout each stage of the recruitment process and provides the ECB with data which helps us understand if we are reaching the diverse audience we want to reach and we can continually assess if we are advertising through the right channels and partners. The applicant tracking system is designed around research and behavioural science to reduce bias and ensure a fair hiring process. 

Our aim is to mitigate unconscious bias as much as possible during the hiring processes at the ECB. By removing information that may encourage stereotypes to be formed, we are able to mitigate these biases and allow us to make hiring decisions based on skills.

This is done via five key aspects of the recruitment process:

1. Anonymising applications and in turn anonymising the hiring process.

2. Grouping applications to eliminate bias 

3. Randomising applications to apply consistency in approach

4. Reviewing applications for effective, fair, and consistent candidate assessments

5. Collating applications using an automated and unbiased method

We have extended this best practice and method into our review process for Promotions:

• Ensure that opportunities for promotion are reviewed and evaluated fairly in our commitment to growing our talent

• Ensure transparency by sharing and communicating opportunities internally

• Ensure that fair decisions are made throughout the recruitment process through the use of diverse and representative panels and decision makers

• Ensure that decision making is supported by evidence to demonstrate that the above has been considered before any final promotion decisions are made

In 2022, ECB commissioned a Fairer Recruitment initiative in partnership with Perrett Laver and SRI to conduct a comprehensive analysis of recruitment procedures and behaviours across cricket with a view to providing best practice guides and toolkits to support those involved in recruitment of all performance, leadership and administrative roles across the professional and recreational game. In 2023, now the listening phase has been completed, we will be working with Perrett Laver and SRI to design and deliver the toolkits and guidance to ensure that all the hiring decision makers across the network have access to the resources they may require to adopt inclusive hiring practices.