• Innovative: An innovative GEP entails the implementation of measures that demonstrate originality and creativity in fostering gender equality. This may involve introducing new ideas, concepts, and intersections; employing advanced participatory methods; forming unconventional partnerships; or implementing targeted actions to address emerging challenges. In other words, an innovative GEP offers out-of-the-box solutions to address common GE issues, while being inclusive, intersectional and impactful.

• Intersectional: An intersectional GEP considers gender in relation to its intersections with other sociocultural, economic and political inequalities such as race, ethnicity, class, sexuality, age, dis/ability, nationality and so on, and proposes actions which take into account how different forms of inequality and disadvantage interconnect. 

• Inclusive: GEPs should address inclusiveness in its design, implementation, and evaluation in the following forms: 1) inequalities and inclusivity by considering other sociocultural factors in relation to gender+ such as race, ethnicity, age, sexuality, disability etc.; 2) geographical inclusiveness by recognising the local and regional differences between organisations and enabling knowledge transfer from more advanced to less experienced organisations; 3) internal inclusiveness by engaging internal stakeholders ranging from students, administrative and academic staff to top management; and 4) intersectoral inclusiveness by engaging external stakeholders. 

• Impactful: An impactful GEP entails a growing institutional capacity of the organisation for gender mainstreaming along a number of pre-identified intermediate stages and themes for change. Twelve key themes have been identified: core team of change agents; capacity/skills of the change agents for driving institutional change for gender equality; leadership actively committed to gender equality/gender mainstreaming; availability of resources; data collection and statistical analysis; involvement of internal stakeholders; involvement of external stakeholders and experts; coverage of the different dimensions/areas of gender equality; Institutional change; transparency and accountability; institutional policy-making based on robust understanding of gender equality; organisational culture; and organisational governance.  

Having a shared understanding of key terms is just the first step; the real work lies in translating this knowledge into action by developing and implementing gender equality thus creating an environment for everyone to thrive in sports.