- We as a team have a poor knowledge and understanding of Gender Equity and we haven't dealt with Gender Equity so far.

- We don’t know methods to run training or recruiting activities in a gender-equitable way.

- We don’t know typical manifestations of Gender Inequity.

We are looking for support to take the first steps towards some basic knowledge about gender aspects within the team.

- Some teammates have a good knowledge and understanding of Gender Equity, but we are at very different levels within the team.

- Some of us have a rough idea how to run training or recruiting activities in a gender-equitable way.

- We have a rough knowledge of typical manifestations of Gender Inequity.

We are looking for support on how to bring all team members to the same level of knowledge of gender-equitable methods.

- All Members of the team have a good knowledge and understanding of Gender Equity and we have a system for sharing this knowledge with new players.

- We use proven training and recruiting methodologies that consider Gender Equity aspects.

- We know typical manifestations of Gender Inequity.

We might need some suggestions on establishing Gender Equity awareness and knowledge in the entire association we are a member of.

- We have no knowledge about possible Gender Equity issues or incidents and no idea how to adequately address them.

- There is no specific structure in the team to report Gender Equity issues or incidents.

- We wouldn't know who to ask or what to do about Gender Equity issues or incidents like harassment or abuse.

We are looking for support to take the first steps towards basic knowledge about gender-related issues or incidents and how to address them.

- A few people in the team have a basic theoretical knowledge on how to address Gender Equity issues and incidents but we have no system in place to manage the situation.

- There is no specific structure in our team to report Gender Equity issues or incidents.

- I am not aware that my association has a strategy to address the topic and deal with people behaving disrespectfully and their victims.

We are looking for support on how to improve the knowledge in our team and create structures to report Gender Equity issues and incidents.

- Most people in my team have at least theoretical knowledge on how to address Gender Equity issues and incidents.

- We know how to act and to ask for support if we find ourselves in such a situation.

- There are specific channels and responsible persons in my team for reporting and managing Gender Equity issues.

We might need some suggestions on how to establish a safeguarding policy valid also in the entire association we are a member of.

- We are often sceptical against Gender Equity initiatives.

- We don’t see it as our task as a team to foster the development of female leaders and role models.

- We would have a problem with sharing privileges like better training times and locations, or financial support in favour of other genders.

We are looking for some basic suggestions on how to become more open-minded towards Gender Equity initiatives.

- We are in favour of Gender Equity in general but we don’t take initiative to participate in the general discourse.

- We don’t take initiative to foster the development of female leaders and role models, but we see the benefits.

- We would share privileges like better training times and locations or financial support in favour of other genders, but only if this doesn't limit us.

We are looking for support on how we as a team can be more open-minded and actively support the change toward sharing privileges.

- We actively and personally support Gender Equity initiatives.

- We have a system to foster the development of female leaders and role models.

- We give back our privileges in a consequent way in order to create an equitable environment

We might need some suggestions on how to establish rules and policies to improve the open-mindedness towards Gender Equity initiatives and a fair distribution of privileges in the entire association we are a member of.

- We have a poor understanding of what counts as improper behaviour.

- We sometimes go along with jokes and situations even though we know that they are offensive or make someone uncomfortable.

- When someone expresses that their feelings are hurt, in our team they are regarded as being sensitive.

We are looking for some basic suggestions on how improve our behaviour within the team and as a team towards others in order to be more respectful and gender-equitable.

- We don't have a code of conduct within the team, that everyone knows and must follow,

- Some of our teammates have a rough understanding of what counts as improper behaviour, and they make an effort to avoid it when I realize it.

- Some teammates recognize and point out situations that are offensive and make them or others uncomfortable, but such situations still occur.

- We don't have a code of conduct within the team.

We are looking for support on how we as a team can improve our own attitude and behaviour in order to create an environment where everyone feels comfortable.

- We as a team actively care to create an environment where everyone feels comfortable.

We are aware of what counts as improper behaviour and can avoid it.

- We have a code of conduct everyone in the team must follow

- We seldom witness improper behaviour in other teammates, and we consequently address it.

We might need some suggestions on how to establish rules and policies to deal with each other in a gender-equitable way also within our association,

- We are not aware of what gender-equitable language is.

- We can’t say if our recruiting activities are gender-equitable because we don’t know the difference.

- We tend to highlight the performance of male players more than other genders (e.g. at practice, on our social media).

- We think that only the most spectacular actions should be used for our media presence. Statistically they are more from male players.

- In our team, there is poor knowledge about how to give and receive feedback respectfully.

- We have no guidelines on how to communicate in a gender-equitable way that we agreed on.

We are looking for some basic suggestions to improve our communication skills to make them more inclusive and gender-equitable.

- A few of us have a good understanding of what gender-equitable language is but this knowledge is not homogenous in the team.

- We don't set a special focus on Gender Equity in our recruiting activities, but we are aware that there are different approaches.

- We tend to highlight the performance of male players more than other genders and use them in our media presence. We know that there are more equitable ways to do it.

- The way we present ourselves as a team in the media is highly dependent on the people doing it.

- Some of us know how to give and receive feedback respectfully, but this knowledge is not homogenous in the team.

- There are no guidelines on how to communicate in a gender-equitable way that we agreed on.

We are looking for support on how to improve our communication skills to make them more inclusive and gender-equitable.

- We consistently use inclusive language that addresses all genders.

- We set a special focus on Gender Equity in our own recruiting activities.

- We highlight the performance of players of different genders in an equitable way (e.g. at practice, on our social media).

- Our team has good knowledge on how to give and receive feedback respectfully and on general communication rules.

- We agreed on guidelines on how to communicate following Gender Equity principles.

We might need some suggestions on how to expand our gender-equitable communication skills and guidelines within our association.