Child protection and the Equality Plan: what the club has in writing

Why we publish this

These documents usually live in a folder nobody opens. We put them here for two reasons. First, because a family has the right to know what happens if there is a problem one day, before the problem exists. Second, because what is not published cannot be demanded: if it is written down and public, you can hold us to it.

They are three different documents and it helps not to mix them up: the Equality Plan sets out how we share out resources and opportunities; the anti-harassment protocol says what happens if someone crosses a line; and child protection is the legal framework protecting the club's children.

Child protection · LOPIVI

The club complies with Organic Law 8/2021 on the comprehensive protection of children and adolescents against violence, known as the LOPIVI. In practice, that means four specific things:

• The club's own protection protocol , not a generic template downloaded from the internet.
• A Child Protection Officer with specific training. It is the role the law requires of organisations working with children, and at the Barna she has a name and a face.
• A clear criminal record certificate for sexual offences held by all the club's staff: coaches, team delegates, volunteers and the board.
• A confidential reporting channel so that families, players and staff can report any risk situation or simply a concern, without having to be certain.

That last point is the hardest to explain and the most important: you do not need to be sure of anything to raise it. The channel exists precisely for doubts.

2026-2029 Equality Plan

Approved by the Board in April 2026, valid for three years and reviewed annually. It applies to everyone connected with the club: players, coaching staff, volunteers, families, the board and external collaborators. It has five strands.

Strand 1 · Equal investment

Keep 50% of the total budget in women's basketball, guarantee equal access to facilities, equipment and medical services, and publish the budget breakdown by gender every year. That third commitment is what makes the other two verifiable.

Strand 2 · A pipeline of women leaders

Maintain the complete girls' and women's pathway — escoleta, development, competition, coaching, senior team — and drive Fons Barna 8M to fund coaching qualifications for women. Target: reaching 70% female technical staff within three years.

Strand 3 · Equal governance

A minimum presence of 40% women on the board, progressively bringing women into coordination roles, team delegations and committees, and involving mothers and former players in decision-making bodies. It is the strand where the club has furthest to go, which is why there is a number.

Strand 4 · Communications free of stereotypes

Equal visibility for women's and men's teams on social media and the website, without segregating «girls' sports» from «boys' sports», and highlighting women athletes as role models for girls and boys alike.

Strand 5 · Training and awareness

A gender perspective at the themed camps, awareness work with families about women's sport as a health issue, and collaboration with universities (UB and INEFC) on research into gender and sport.

The indicators, with numbers

A plan without indicators is a statement. These are the club's, with today's value and the 2028 target:

• Ratio of boys' to girls' teams: 1:1 today → maintain.
• Female technical staff: 65,5% → 70%.
• Investment in the women's game: 50% → maintain.
• Women on the board: 2 → a minimum of 40%.
• Women coaches with a federation licence: 0 of 38 → 10 of 38.
• Female audience on social media: 53.7% → keep above 50%.

The licence one is the starkest and the most honest: today none of the club's 38 women coaches holds a federation licence, not for lack of ability but because of the cost and the timetable of the course. We explain it in depth in the article about women coaches and the ladder of recognition.

Protocol against sexual and sex-based harassment

Also approved in April 2026, under the framework of Organic Law 3/2007 on effective equality and Law 17/2020 on women's right to eradicate male violence. It applies inside and outside the venue, and covers players of every age group, coaching staff, volunteers, the board, families and referees.

What counts as harassment

Any verbal, non-verbal or physical conduct of a sexual nature that violates a person's dignity or creates an intimidating, hostile, degrading or offensive environment. And also sex-based harassment: sexist comments, discrimination for pregnancy or motherhood and any unfavourable treatment on gender grounds.

Prevention

Circulating the protocol at the start of every season, basic equality training for all coaching staff, a commitment clause on registration forms, signage in the club's spaces with the reporting channel, and a designated point of contact.

What happens when someone reports

1. Reporting. Anyone who experiences it, witnesses it or becomes aware of it can report it to the point of contact, in person, by phone or by email. With absolute confidentiality.
2. Initial assessment within a maximum of 72 hours. The point of contact listens to the person affected and gathers the information. If minors are involved, their legal guardians are informed immediately.
3. Interim measures. If there are signs of risk, the board can immediately remove the person reported from the activity, before any resolution.
4. Resolution within a maximum of 15 days. Sanctions can range from a warning to permanent expulsion. If the facts may constitute a criminal offence, the club works with the authorities.

Three guarantees

There are no reprisals against anyone who reports. Confidentiality is preserved for everyone involved throughout the procedure. And the person affected has the right to support and emotional accompaniment for as long as it lasts.

How it works in practice

The equality point of contact and the Child Protection Officer are announced to every family at the start of each season, with the contact channel. If you need to know right now who they are or how to reach them, write to the club and we will tell you the same day: Club WhatsApp or marqueting@cbgrupbarna.info.

You do not need to explain yourself or have evidence in order to ask.

Review and transparency

Both documents are reviewed annually. The Equality Plan's indicators are published in the club's annual report, and so is the budget breakdown by gender. If you are interested in the wider framework these documents come from, it is on the women's basketball page and on the website of the Premi Dona i Esport candidacy.

And if you are looking at clubs and want to compare, we have a list of eleven questions to ask any organisation before signing anyone up. They apply to us as much as to everyone else.

Frequently asked questions