• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
Response to the FA's Inclusion & Anti-Discrimination Action Plan.
 

Response to the FA's Inclusion & Anti-Discrimination Action Plan.

on

  • 207 views

A Point by Point Response to The Football Association’s English Football’s Inclusion and Anti‐Discrimination Action Plan

A Point by Point Response to The Football Association’s English Football’s Inclusion and Anti‐Discrimination Action Plan

Statistics

Views

Total Views
207
Views on SlideShare
207
Embed Views
0

Actions

Likes
0
Downloads
0
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Adobe PDF

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    Response to the FA's Inclusion & Anti-Discrimination Action Plan. Response to the FA's Inclusion & Anti-Discrimination Action Plan. Document Transcript

    • A  Point  by  Point  Response  to  The  Football  Association’s  English   Football’s  Inclusion  and  Anti-­‐Discrimination  Action  Plan      INTRODUCTION  Detailed   below   is   a   point   by   point   response to the FA’s “92 Point Plan”. This report has beencompiled by:The  Society  of  Black  Lawyers  Nirvana  FC  The  Association  of  Black  Coaches           THE  FA:  LEADERSHIP   1 Establishing  an  Inclusion  Advisory  Board,  reporting  to  The  FA  Board,  to  provide  guidance   on  all  equality  matters  and  to  verify  and  monitor  the  delivery  of  the  action  plan.   • Satisfactory:  Who  will  be  on  this  board?  Will  they  truly  be  independent?  Will  the  FA  support   and  listen  to  them?  Will  it  have  any  real  power?    Does  this  support  or  replace  the  FA  Board   Advisory  Group  for  Race  Equality?  Why?   • It   is   important   that   the   Board   has   a   clear   democratic   process   and   a   commissioning   perspective  so  as  to  ensure  that  is  truly  representative  and  has  sanctioning  powers  on  any   inter-­‐agency  or  FA  Policy  that  relation  to  all  statutory  aspects  of  discrimination  from  Policy   Development,  Recruitment,  Selections,  Action  Planning  and  allocation  of  Budget.     1    
    • 2 Commissioning  an  independent  audit  of  equality  education  provision  and  its  effectiveness   in  the  game.     • Satisfactory:   What   education   provision?   The   FA   offer   a   free   online   equality   and   diversity   course   which   covers   disability,   race,   faith   and   gender   which   is   questionable   in   its   content   and   there   is   no   requirement   to   complete   it.   They   also   offer   a   range   of   workshops   which   appear   to   be   rarely,   if   ever,   delivered.   In   addition   how   do   you   truly   measure   the   effectiveness  of  these?   • It   is   important   that   the   board   use   an   Equality   impact   analysis   of   previous   educational     provisions  throughout  it  inter-­‐related  divisions;  National  Game  and  Professional  game,  and   set  up  Equality  competences  for  all  it  staff  linked  to  realistic  targets  linked  into  appraisal  of   all  staff.  It  is  important  that  the  education  links  to  sports  science,  sports  psychology,  Sports   Ethic   and   Sports   Management   with   a   critical   link   to   current   Equality   legislation.   It   is   important   Equality   Education   be   integrated   as   a   measurable   performance   of   all   licensed   tutors  and  be  part  of  their  CPD  clearly  linked  into  Safeguarding,  Medical  Science,  Psychology,   and  Coach  Education,  from  Youth  Award  to  Pro-­‐License  Level  5.     3 Developing   and   implementing   an   equality   monitoring   tool   for   use   by   all   of   the   football   organisations  and  their  members,  to  provide  a  current  and  accurate  picture  of  the  diversity   of  the  football  workforce.  This  equality  monitoring  will  include  data  on  staff,  Boards,  and   membership.   • Good:  Most  of  this  data  should  be  easily  available  from  databases  already  held  by  the  FA  e.g.   Licensed   Coaches,   Licensed   Tutors,   Charter   Standard   Club   Development   plans,   Referees   Association   etc.   The   depth   of   this   data   is   also   important   i.e.   what   level   of   the   game,   geographical  area  etc.  to  provide  a  clear  picture.     • Strategically   this   should   be   first   priority   of   the   Organisation   that   informs   its   Policy,   Procedures   and   Equality   Action   Planning.     The   data   should   be   measured   again   previous   Equality  Plans  over  a  twenty  year  period,  its  now  important  to  have  an  Equality  performance   officer    independent  of  the  FA  to  feedback  on  6  monthly  basis  the  areas  mentioned  above,   but   more   critically   in   terms   of   recruitment   and   selection,   allocation   of   funding   to   Equality   areas.   The   data   should   be   linked   into   the   Equality   monitoring   framework   and   should   be   available  to  the  public  audience  in  which  the  forum  could  circulate  during  its  road  show  for   consultation.   This   would   enable   us   to   support   the   FA’s   ability   to   increase   participation   rates,   develop   more   confidence   in   existing   and   new   procedures   and   to   develop   a   grass-­‐roots   Rooney  model.   4 Coordinating   the   collation   of   statistics   in   relation   to   relevant   incidents   and   cases   in   football,  and  where  appropriate  working  in  partnership  with  the  UK  Policing  Football  Unit   in  relation  to  the  evaluation  of  recorded  incidents  in  the  game.   • Satisfactory:  This  may  not  paint  an  accurate  picture  of  the  problem.  Many  of  the  incidents   are  not  reported  for  fear  of  recrimination  or  that  nothing  will  be  done  about  it.   • The   recent   five   live   radio   show   suggested   the   FA   received   185   complaints,   it   is   important   now  as  discussed  at  the  BACA  Black  History  Month  Forum  with  Clarke  Carlisle  that  the  FA,   Kick   it,   FARE,   Respect,   County   FA’s,   have   one   inter-­‐related   reporting   system   and   a   clear   procedure   process   of   reporting,   complaints   and   responses   that   considers   the   statutory   2    
    • importance  of  the  Football  Offence  Act,  Criminal  Justice  Act  and  the  2000  Amendment  Act.   More  crucially  there  is  a  real  need  for  a  community  specialist  panel  to  work  with  the  Football   Agencies  and  the  Police.    THE  FA:  EDUCATION     5 Implementing   learning   and   development   and   refresher   programmes   for   its   staff   and   County  FA  staff.     • Satisfactory:  This  seems  very  tokenistic.     • This   could   be   important   to   crossed-­‐reference   to   point   2,   in   that   CPD   should   include   an   Equality  competence  assessment  linked  to   data  analysis  and  the  achievement  of  targets  in   the   four   crucial   areas   of   County   FA   staff   work;   Representation   (Board),   Workforce   Development,   Retention,   Raising   the   Game,   Better   Standards.   We   are   presently   working   with  8  counties  in  these  areas.     6 Implementing  mandatory  learning  and  development  programmes  for  coaches  and  referees   taking  FA  qualifications.     • Good:   Every   coach   and   referee   should   undertake   some   sort   of   training.   Even   if   it   doesn’t   change   people’s   attitudes   directly   it   shows   that   the   FA   takes   the   issues   seriously.   My   concern  is  that  this  would  be  a  token  effort  i.e.  the  online  course  they  currently  have  which   covers   a   range   of   areas   (see   point   2).   Delivering   a   blanket   equality   and   diversity   course   devalues  each  of  the  issues  involved.  In  addition  who  would  deliver  this  training?       • It   more   important   that   the   training   is   clearly   informed   by   an   Equality   Model   and   Ideology   that   we   can   affect   and   change   with   reference   to   clearer   definitions   of   institutional   discrimination  (See  Macpherson  (1999),  Bradbury  (2010).  It  is  crucial  that  we  (Gladwell,  Blink   approach)   shape   the   cultural   lenses   of   the   training   by   writing   and   contributing   towards   Welfare,   Safeguarding,   Four   Corners,   Elite   Player   Performance   models   by   up   dated   and   culturally   relevant   scientific,   psychological   and   political   models   of   anti-­‐discriminatory   training.     7 Delivering  refresher  training  to  the  1200,  FA  Learning  Licensed  Tutor  workforce.     • Satisfactory:   As   with   the   all   the   above   points   in   this   section   a   3   hour   workshop   is   unlikely   to   change  people’s  attitudes.  In  all  instances  ensuring  there  is  equal  representation  would  have   a   far   stronger   effect.   We   would   suggest   that   the   number   of   BAME   tutors   is   not   representative  of  the  number  of  candidates  from  these  groups,  this  is  certainly  true  within   Leicester.   • As   a   Licenced   Tutor   Coach   Educator   Level   1   and   Level   2,   Safeguarding,   First   Aid   and   Equality   Tutor,  it  important  as  mentioned  above  in  point  6  that  we  try  and  affect  the  content  and  the   trans-­‐cultural   delivery   of   the   course.   It   is   important   that   we   ensure   that   the   training   impacts   on   delivery,   action   planning   and   mentoring.     It   is   important   that   that   the   FA   examine   the   core   cultural   measurable   competences   and   an   impact     analysis   in   terms   of   increasing   new   BME   tutors   (2017   target)   in   relation   to   the   audit   in   areas   of   significant   levels   of   under-­‐ 3    
    • representation.  It  is  important  that  ‘whiteness’  as  an  equality  training  aspect  be  developed,   and  the  training  be  linked  to  appraisals.    THE  FA:  CULTURAL  CHANGE     8 Reviewing   and   promoting   existing   codes   of   conduct   and   social   media   guidance   including   the  Respect  Codes  of  Conduct  within  the  Women’s  Super  League,  semi-­‐professional  game   and  grassroots.     • Poor:   There   must   be   congruence   with   the   professional   game.   A   Women’s   Super   League   player  was  found  guilty  of  commenting  on  the  sexuality  of  a  referee  on  twitter.  She  received   a   6   game   ban   (over   40%   of   a   14   game   season).   That   is   totally   disproportional   to   sanctions   handed  out  in  the  male  professional  game.   • The   Codes   of   Practice   needs   to   be   linked   to   measure   cultural   competencies   particularly   in   relation   to   the   coaching,   scouting   and   existing   strategies   that   connect   the   FA   future   game   strategy  with  Elite  Player  performance  strategy.   9 Calling  on  UEFA  to  consider  minimum  standard  codes  of  conduct  within  UEFA  Licensing.     • Satisfactory:   Again   we   appear   to   be   discussing   “codes   of   conduct”   rather   than   concrete   policies  and  only  asking  them  to  “consider”  their  introduction.   • This  an  extremely  important  piece  of  work  in  terms  of  the  strategic  link  between  UEFA  and   the   FA,   and   we   may   need   to   act   as   a   consultancy   broker   between   FARE   and   Kick   it   out,   in   which  both  organisation  are  not  representative  in  the  workforce  of  BME  personnel.   10 Working  with  the  County  FAs  to  review  their  inclusion  and  anti-­‐discrimination  programmes   and  interventions  in  grassroots  leagues  and  clubs.     • Satisfactory:   What   inclusions   and   anti-­‐discrimination   programmes?   I   don’t   think   I’ve   seen   any   within   Leicestershire.   Will   there   be   additional   funding   available   to   support   these   programmes?   • This  is  an  extremely  important  piece  of  work  especially  again  in  terms  of  us  putting  together   an  National  Race  Equality  Plan  (absent  from  the  FA  duties  that  focus  on  gender  and  disability   strategies   2008-­‐2012)   so   we   can   shape   changes   in   the   Counties   priorities   particularly   in   terms  of  Work  force  development  and  Representation  on  boards,  this  is  part  of  our  BACA  45   project.   11 Promoting  the  ‘Crowd  Management  Measures’  –  Good  Practice  guide  to  professional  and   semi-­‐professional  Clubs.     • Poor:   A   good   practice   guide?   There   need   to   be   clear   and   specific   policies   enforced.   These   need   to   be   consistent   with   the   Public   Order   Act   1986,   take   account   of   the   definition   of   racially  aggravated  offences  (the  Crime  and  Disorder  Act  1998),  and  the  MacPherson  Enquiry   report     4    
    • 12 Achieving  the  Advanced  level  of  the  Sport  England  Equality  Standards  and  in  partnership   with   the   County   FAs   reviewing   the   Equality   Standards   for   County   FAs,   requiring   that   all   County  FAs  achieve  the  Foundation  level  by  2015  and  the  10  counties  with  the  most  diverse   local   demographics,   should   achieve   the   Preliminary   level   of   the   standard   by   2015.   The   County  FAs  will  also  be  expected  and  encouraged  to  adopt  local  Race  or  Equality  Advisory   Groups,   to   guide   and   advise   them   on   community   engagement   in   all   aspects   of   county   football.   • Inadequate:   For   County   FA’s   to   only   meet   the   Foundation   level   by   2015   is   not   adequate   nor   is   it   for   counties   with   more   diverse   populations   to   achieve   the   Preliminary   standard.   By   stating  that  the  FA  as  a  whole  will  achieve  the  advanced  standard  (they  are  already  at  the   Intermediate   level)   allows   for   them   to   swerve   the   issue   as   it   is   only   at   this   level   that   requirements  for  leadership  and  staff  to  reflect  the  community  they  serve.  For  example  they   would  only  need  to  employ  20%  of  non-­‐white  British  staff  nationally  to  meet  the  standards   however   the   community   within   Leicester   City   is   55%   non-­‐white   British.   In   turn   how   stringently  is  this  reviewed  and  monitored  by  Sport  England?     • It   is   crucial   that   the   BACA,   which   we   have   trying   to   do   in   the   last   twenty   years,   develop   a   National  Race  Equality  plan,  linked  to  the  data  analysis  that  informs  the  statutory  duties  of   the   FA   Board   and   FA   Counties   that   is   linked   to   current   censor   data   of   2011,   which   may   have   to  involve  Sporting  Equals  who  are  supported  by  Sport  England.   13 Reviewing  and  where  appropriate  adapting  and  promoting  FA  programmes  such  as  Tesco   Skills,   Mars   Just   Play   and   Vauxhall   Mash   Up   to   Black,   Asian   and   Minority   Ethnic   and   faith-­‐ based  male  and  females.     • Inadequate:  Why  would  the  programmes  need  adapting  for  BAME  players?  I  would  question   if  there  is  a  problem  with  the  number  of  BAME  players  participating  in  football.  The  issues   are   around   them   having   the   same   opportunity   to   excel   as   white   players.   Please   see   quote   below  from  the  UK  Sport  survey  into  sports  participation  and  ethnicity  in  England:   Participation   in   football   amongst   males   from   ethnic   minority   groups   is   relatively   high.   This   is   particularly   the   case   amongst   Black   males   with   participation   rates   as   high   as   31%   amongst   the   ‘Black  Other’  ethnic  group,  which  is  three  times  the  national  average  (10%).  Given  the  publicity   about  the  lack  of  representation  of  Asian  footballers  at  the  highest  levels  it  is  interesting  to  see   that  participation  amongst  these  groups  is  around  the  national  average  and  exceeds  it  in  the  case   of  Pakistani  men  (16%)     • With  this  in  mind  consideration  needs  to  be  made  to  why  BAME  players  not  engaging  with   these  programmes?  Are  programmes  accessible  for  BAME  players  and  are  the  people  who   organise   and   run   them   sensitive   to   these   issues   and   representative   of   the   communities   they   serve?   Considering   the   statistic   outlined   in   the   previous   point   all   the   FA   Skills   coaches   in   Leicester  are  white  British?!       • It   is   important   that   we   influence,   the   science   and   psychological   models   and   develop   a   set   of   trans-­‐cultural   delivery   competencies   that   changes   the   culture   and   improve   the   statistical   representation  particular  in  areas  of  under-­‐representation  in  relation  to  the  transition  from   the  grass-­‐roots  to  the  Professional  game  in  conjunction  with  Asian  into  Football  Forum.   14 Ensuring   that   where   complaints   or   charges   of   discrimination   relate   to   Charter   Standard   Clubs   these   are   reviewed   (as   part   of   the   annual   health   check)   to   demonstrate   they   are   5    
    • acting  in  accordance  with  their  equality  policies  and  practices  and  taking  action  where  this   is  not  the  case.   • Poor:   If   a   club   is   charged   with   racial   discrimination   they   should   face   far   more   severe   sanctions   than   being   simply   reviewed   (particularly   by   a   process   which   is   done   annually   anyway)!   In   addition   who   conducts   these   reviews?   Are   they   independent   or   at   least   verified   by  an  independent  body  (REAG  or  the  Society  of  Black  Lawyers  in  the  case  of  racial  issues)?     In   addition   what   action   will   be   taken   if   found   not   to   be   acting   in   accordance   to   equality   policies  (which  you  would  expect  if  they  are  found  guilty  of  discrimination)?  There  needs  to   be   clear   sanctions   in   line   with   the   seriousness   of   the   offence.   Charter   Standard   is   the   FA’s   benchmark   for   quality   for   grassroots   clubs   and   can   influence   funding   applications   etc.   We   would   argue   this   is   already   a   flawed   system   (How   many   BAME   clubs   are   Chartered   Standard   Community  Clubs?)  however  to  allow  a  club  who  are  found  guilty  of  racial  discrimination  to   keep  this  accolade  without  serious  actions  being  taken  is  totally  unacceptable.   • We  need  to  ensure  that  the  process  is  trans-­‐parent  and  the  health  check  should  be  part  of   the  registration  process  in  terms  of  the  cultural  competences  of  the  charter  clubs  to  ensure   that   it’s   safeguarding,   welfare;   coaching;   inclusion   policies;   and   practices   that   are   anti-­‐ discriminatory.       15 Continuing   to   engage   faith-­‐based   communities   through   its   ‘Faith   in   Football’   education   programme  at  Wembley  and  to  promoting  this  concept  to  professional  Clubs  and  County   FAs,  as  a  model  for  community  engagement.     • Poor:   Clubs   such   as   Leicester   Nirvana   have   players   from   a   number   of   different   faiths   playing   football  together  on  a  weekly  basis,  not  just  on  4  days  over  the  course  of  12  months  like  this   initiative    THE  FA:  REGULATION  AND  REPORTING     16 Ensuring  the  transparency  of  its  regulatory  process  and  providing  clarity  and  guidance  on   how  to  report  concerns  and  allegations  about  discrimination  in  football.     • Good:   The   transparency   of   the   process   is   vital.   This   could   increase   confidence   in   reporting   incidents  however  again  we  would  like  to  see  more  specifics  on  how  they  intend  to  achieve   this  and  by  when.   • Sporting  Equals  and  range  of  grassroots  and  professional  organisations  need  set  up  a  panel   to  devise  a  one  system  approach  from  grassroots  to  the  professional  game  from  telephone,   on-­‐line,  and  a  range  of  social  media  reporting.  The  audit  of  this  information  should  be  used   to   review   the   types   of   individual   and   institutional   changes   needed,   very   similarly   to   the   case   review  process  that  operates  in  relation  to  Child  Protection.   17 Exploring   a   more   effective   mechanism   for   hearing   cases   of   aggravated   misconduct   and   discrimination   and   raising   confidence   in   the   reporting   and   disciplinary   process   at   grassroots  level.   6    
    • • Satisfactory:   All   they   appear   to   be   committing   to   is   “exploring”   a   more   effective   way   of   hearing  cases?  How  do  they  plan  on  doing  this?  Are  they  actually  going  to  change  anything   based   on   their   explorations?   We   believe   that   raising   confidence   in   the   process   is   vital   but   this  will  only  be  brought  about  by  clear  and  specific  policies  and  procedures.  Yet  again  how   do   they   plan   on   measuring   their   success   on   this   point?   The   FA   failed   to   prevent   or   discipline   the  conduct  of  Liverpool  FC  and  Chelsea  FC  who  intervened  in  the  disciplinary  cases  of  both   John   Terry   and   Luis   Suarez   as   exposed   by   Lord   Ouseley   in   December   of   last   year.   In   direct   contrast   to   their   failure   to   prevent   this   interference   they   then   disciplined   the   victim   Rio   Ferdinand  for  one  tweet  comment  about  Ashley  Cole.  The  FA  have  little  or  no  credibility  of   protecting  the  integrity  of  the  victim  on  their  past  form  so  need  to  address  this  in  a  far  more   radical  manner.   • There   is   a   major   problem   that   BACA   has   identified   is   the   lack   of   confidence   in   the   CRB   system  and  the  potential  exclusion  of  BME  coaches  who  have  records  that  does  not  fit  into   the  tolerance  level  of  the  FA  CRB  panel.     18 Reviewing   its   Guide   to   Misconduct   Report   Writing   for   referees,   to   ensure   that   referees   understand  the  definitions  in  The  FA’s  Regulations,  which  reflect  the  Equality  Act,  2012   and  their  obligations  in  relation  to  reporting  discrimination,  identifying  clear  examples   of  Law  12  being  breached  as  a  result  of  discrimination.     • Satisfactory:  The  Equality  Act  2010  (EQA  2010)  is  the  correct  legislation!  Will  reviewing  the   guide  necessarily  ensure  they  understand  the  definitions  and  their  obligations?  Surely,  more   training   needs   to   be   provided   for   referees   in   this   area.   What   is   the   consequence   for   a   referee  failing  to  report  an  incident?  The  reporting  training  of  referees  and  standards  have   to   be   to   the   MacPherson   definition   for   both   racist   and   anti-­‐Semitic   incidents.   Nothing   less   than  that  is  acceptable.   • As  a  qualified  referee  and  in  light  of  the  recent  incident  in  Italy  there  needs  to  have  clearer   guidelines   about   the   additional   powers   to   support   players   who   are   being   racially   abused,   and  the  power  to  use  the  information  to  refer  to  the  criminal  justice  system.   19 Reviewing  the  sanctions  regime  to  ensure  that  it  is  timely,  appropriate,  proportionate   and  effective  at  all  levels.   • Very  good:  Needs  to  be  done  immediately  and  clearly  communicated.     20 In   addition   to   the   implementation   of   appropriate   FA   Regulation   working   with   the   Premier  League  and  Football  League  to  sanction  clubs  who  repeatedly  fail  to  sanction   their   employees,   who   breach   their   contract   or   code   of   conduct,   or   deal   inadequately   with  fans  in  relation  to  discriminatory  language  or  behaviour.   • Good:   Why   repeatedly?   Is   using   discriminatory   language   or   behaviour   included   in   all   staff   contracts?   The   FA   only   provide   codes   of   conduct   for   Women’s   Super   League,   semi-­‐ professional  game  and  grassroots  (see  point  8).  Will  the  Premier  League  and  Football  League   also  adopt  this?  What  is  deemed  as  inadequate  for  dealing  with  fans?         • What   is   the   sanction   of   employing   players,   managers   and   coaches   who   we   know   have   extremely  right  wing  beliefs  (Swindon  and  Leicester  are  two  recent  examples).  At  what  point   do  we  use  the  Criminal  Justice  system  and  the  1998  Legislation?         7    
    • THE  FA:  WIDENING  THE  DIVERSITY  OF  FOOTBALL’S  WORKFORCE     21 Continuing   to   promote   open   and   transparent   processes   in   advertising   for   and   recruiting   the   football   workforce   including   support   for   mentoring   in   relation   to   work   placements  in  football,  such  as  Kick  It  Out’s  mentoring  programmes.     • Inadequate:   Is   this   even   an   action   point?   Surely   it   just   says   we’ll   keep   doing   what   we’re   doing?  According  to  point  3  they  need  an  equality  monitoring  tool  to  provide  a  picture  of  the   diversity   of   the   football   workforce   therefore   how   do   they   know   that   these   processes   are   effective?   • Many   mentoring   projects   lack   a   detailed   strategic   analysis   of   the   institution   and   a   trans-­‐ cultural  institutional  approach  that  enables  the  culture  of  the  organisation  to  adjust  to  the   developmental  needs  of  under-­‐representative  groups.   22 Utilising  the  County  FAs  local  Race  and  /  or  Equality  Advisory  Groups,  to  capacity  build   the  diversity  of  the  football  workforce  e.g.  to  develop  more  women,  ethnic  minorities,   LGB&T  and  disabled  people.  This  will  include  implementing  the  recommendations  from   the   recent   review   of   Local   Race   and   /   or   Equality   Advisory   Groups   ensuring   greater   representation   on   Council   and   Committees,   recruitment   from   a   diverse   talent   pool,   input  to  County  Plans.   • Satisfactory:   There   seems   to   be   clear   issues   with   County   FA’s   utilising   the   REAGs   (another   box  ticking  exercise?).  The  football  workforce  is  too  general  a  term.  What  specific  roles  are   these  groups  not  applying  for/being  appointed  to  and  why?  Shouldn’t  the  recommendations   from   the   advisory   groups   form   specific   points   for   this   action   plan?   Actions   such   as   ensure   greater  representation  are  too  vague.  There  must  be  clearly  enforceable  targets  with  clear   timelines  and  a  person  responsible  for  ensuring  delivery  of  this  action.   • Similar  to  the  work  of  BACA  there  is  a  need  for  a  National  Inter-­‐agency  Race  Equality  plan   cross-­‐referenced  to  gender  and  disability  and  the  recent  Open  door  homophobia  FA  plan.  It   is   really   important  that   we  write,   influence   and   develop   the   plan   as   a   central   strategic   driver   to  all  equality  work  within  the  Counties  particularly  in  relation  to  their  5  strategic  objectives.   23 Reviewing   alongside   the   Football   League   a   recruitment   processes   for   Managers   and   Coaches   and   developing   a   voluntary   code,   based   on   a   set   of   principles   for   recruitment,   which  the  Professional  game  may  consider  adopting  for  all  roles  in  football.   • Inadequate:   Are   the   Premier   League   not   included   in   this?   If   this   is   a   voluntary   code   then   clubs  will  pick  and  choose  when  they  apply  it.  This  falls  far  short  of  the  “Rooney  Rule”  and   fails   to   commit   the   FA   to   “positive   action”.   The   phrase   “positive   action”   does   not   even   appear  anywhere  in  FA  plan  despite  being  a  lawful  response  to  combat  racial  discrimination   that   has   been   around   since   the   1976   Race   Relations   Act   and   is   still   lawful   under   the   EQA   2010.   • The   central   role   is   pushing   the   contradictions   between   networks   as   a   form   of   recruitment   and   clear   objectified   recruitment   processes   that   are   transparent   and   accountable   to   specialist  equality  panel  that  takes  into  consideration  Pro-­‐Licence  qualification.   8    
    • 24 Continuing  to  support  and  implement  COACH  and  other  programmes  to  capacity  build   coaches   from   Black,   Asian,   and   Minority   Ethnic   communities,   with   higher   level   qualifications  and  experience  to  challenge  for  roles  in  the  Professional  game.   • Satisfactory:  This  appears  to  be  a  good  scheme  however  as  it  is  still  relatively  new  it  is  not   clear  how  effective  it  will  be.  This  again  isn’t  really  an  action  point  as  it  is  a  scheme  already  in   existence.     • The  Coach  programme  lacks  a  clear  coherent  educational  and  mentoring  programme  from   Level   1   to   Level   4,   an   unclear   and   incoherent   link   between   the   Future   Game,   Youth   Programme   and   working   at   Academies   through   the   new   requirements   of   the   Elite   Player   Performance.  There  is  a  crucial  need  to  link  the  COACH  provision  to  the  National  Licensing   work   being   carried   by   BACA   in   conjunction   with   Kick   it   out   to   develop   a   trans-­‐cultural   personal   and   institutional   model   to   enable   Professional   clubs   to   work   and   progress   the   workforce  development  needs  of  BME  coaches.   25 Ensuring   that   the   number   of   coaches   from   Black,   Asian,   and   Minority   Ethnic   communities,   who   are   accessing   the   Level   1   and   2   coaching   qualifications,   remains   reflective  of  national  demographics  and  does  not  fall  below  10%  of  the  total  number  of   coaches  qualified  at  these  levels.     • Satisfactory:  The  wording  is  confusing.  Is  it  the  number  of  people  accessing  the  courses  or   those   qualified   at   that   level   they   are   measuring?   This   is   also   interesting   as   the   following   statistics  were  presented  to  parliament  in  February  2012,  therefore  suggesting  the  most  up   to  date  data  available;   “The  following  statistics  are  for  participants  taking  The  FA’s  coaching  Qualifications  in  2010:   Level  1:  8.5%  of  27,380  coaches  were  from  black,  Asian  and  minority  ethnic  groups   Level  2:  9.2%  of  6,373  coaches  were  from  black,  Asian  and  minority  ethnic  groups     Level  3: 4.2%  of  1,369  coaches  were  from  black,  Asian  and  minority  ethnic  groups   • Why  have  they  only  set  a  target  for  level  1  and  2  coaches  as  there  appears  to  be  more  issues   with  the  higher  level  qualifications?  Why  was  the  data  for  level  4  and  5  not  presented?  It  is   also   worth   considering   that   all   players   on   YTS   contracts   complete   level   1   and   2   as   part   of   their  education  programme.  Also  needs  to  be  updated  to  2011  census  data.   • The   data   and   process   of   collating   information   needs   to   be   improved;   we   need   to   get   Lisa   from   FA   Licensing   to   find   out   the   potential   loss   BME   coaches   applying   for   the   License   process,  particularly  in  terms  of  the  CRB  requirement.    The  budget  for  transition  to  Level  3   and   Level   4   needs   to   be   seriously   addressed,   and   we   need   more   updated   figures   on   BME   coaches   attending   the   Youth   Awards   1-­‐3.   The   BACA   strategy   clearly   outlines   it   plans   to   improve  the  trans-­‐cultural  quality  of  delivery,  assessment  and  mentoring,  and  to  ensure  that   there  are  more  equitable  pathways  to  Coach  Education,  paid  employment  at  Academies  and   the  FA  moves  away  from  a  needs  lead  approach  to  a  quality  based  competitive  approach.   26 Setting  targets  for  the  number  of  female  coaches  and  the  number  of  disabled  coaches   as  part  of  The  FA’s  new  Coaching  Strategy.     • Poor:  What  are  these  targets?     9    
    • • BACA  through  a  range  of  national  and  local  events  stressed  the  need  for  the  FA  2008-­‐2012   strategy   under   Pillar   3   to   consult   with   BME   coaches,   to   provide   accurate   data   from   the   Counties   and   through   the   Regional   Development   managers,   similar   to   the   case   in   relation   to   the   Disability   and   Women’s   sport   strategy.   We   also   stressed   the   need   to   cross-­‐reference   race,  disability  and  gender.   27 Setting  targets  to  increase  the  ethnic  diversity  of  FA  Learning  Licensed  Tutors  as  well   as  targets  for  both  the  number  of  female  and  disabled  coaches  and  Licensed  Tutors.   • Poor:  Too  vague.     • Martin   Shaw   King   Trust   in   2005,   ran   the   first   ever   BME   Level   4   Prep   Course,   and   in   2006   ran   the   first   event   BME   Tutor   training   course,   and   in   conjunction   with   FA   ran   the   first   ever   Level   1  BME  Tutor  training  course,  in  which  only  25%  were  signed  off  as  tutors,  who  were  mainly   signed   off   by   myself.   The   central   problem   is   the   failure   of   FA   6   point   plan   in   terms   of   FA   License  Tutor  alienates  BME  tutors  who  are  not  being  supported  and  sponsored  by  a  County.   At   present,   and   it   a   major   strategic   issues,   BACA   is   trying   to   ensure   that   each   County   in   review  of  their  four  year  plan  write  into  their  Workforce  development  plan  opportunities  for   BME  tutors  to  tutor  in  relation  to  Level  1,  Level  2,  Youth  Award,  First  Aid  and  Safeguarding.   We   need   a   similar   strategy   in   terms   of   the   Regional   Developmental   Managers   at   Level   3   and   Level  4.   28 Seeking   to   ensure   that   10%   of   the   national   referee   workforce   is   from   Black,   Asian,   and   Minority  Ethnic  communities,  which  is  reflective  of  national  demographics.     • Poor:   Although   it   is   nice   to   see   a   specific   target   as   over   30%   of   players   come   from   BAME   groups  we  would  argue  that  this  is  too  low.  By  when  do  they  plan  to  achieve  this,  the  current   figure   is   3.2%.   We   would   suggest   there   is   a   lot   of   work   to   do   here.   How   do   they   plan   to   achieve   this?   Why   is   this   the   only   workforce   with   a   specific   target?   Again   the   population   demography   is   not   the   appropriate   benchmark   but   the   %   of   BAME   players   so   must   be   set   at   least  20%  of  all  referees  across  the  national  workforce.  The  timeline  should  be  within  three   years   and   left   an   undefined   date   at   some   point.   The   FA   failure   to   address   targets   and   timelines  coherently  makes  you  wonder  if  they  are  serious  about  dealing  with  the  problem.    THE  FA:  SPECIFIC  INTERVENTION  –  ASIAN  FOOTBALLERS     29 Implementing   programmes   to   increase   the   number   of   Asian   boys   and   girls   playing   football     • Inadequate:   Asian   boys   and   girls   playing   football   does   not   appear   to   be   the   problem   (see   response  to  point  13).  More  investigation  needs  to  be  made  into  why  Asian  players  are  not   progressing   to   the   elite   level.   In   2005   a   report   supported   by   Kick   it   out   which   Leicester   Nirvana   made   numerous   contributions   to   Asians   can   Play   Football   was   launched   at   Highbury   the   second   such   report.   In   this   report   there   were   numerous   recommendations   which   over   the   last   7   year   period   have   not   been   delivered   on.   The   FA   has   a   specific   member   of  staff  who  headed  up  the  “Asians  in  football”  initiative  for  the  FA  which  again  have  failed   across  the  board  on  numerous  delivery  initiatives   10    
    • 30 Alongside   the   County   FAs   implementing   talent   development   programmes   specifically   in   relation   to   Asian   men   and   boys,   via   Development   Centres   and   creating   links   to   their   local  Asian  community  football  clubs.   • Poor:   I   think   the   key   focus   here   needs   to   be   to   develop   the   links   with   clubs   with   high   numbers  of  Asian  players  rather  than  having  specific  development  centres.  The  FA  need  to   support   the   clubs   in   coach   and   facility   development   in   order   to   create   sustainable   programmes  to  develop  talented  Asian  players.  Professional  clubs  also  need  to  be  involved   in  identifying  and  developing  talented  players.                 31 Promoting  Asian  male  and  female  role  models  in  the  game  and  seeking  to  diversify  the   pool   of   recruitment   officers   responsible   for   talent   identification,   from   the   Asian   community.     • Poor:  The  action  is  around  promoting  role  models  however  fails  to  identify  the  lack  of  them   within   a   number   of   roles   therefore   not   addressing   the   key   issue.   Within   the   male   game   recruitment  officers  (scouts)  come  from  professional  clubs  rather  than  the  FA  therefore  we   do   not   see   the   relevance   of   this.   The   problem   is   not   the   absence   of   Asian   talent   but   the   inability   of   the   majority   of   white   scouts,   and   managers   to   recognise   this   talent   in   any   meaningful  way.   • We   need   to   return   to   two   excellent   research   papers,   ‘Asians   can’t   play   football’   and   ‘Ten   wasted   years’   for   us   to   address   and   redress   the   cultural   scientific   and   psychological   stereotypes  inherent  in  the  player  performance,  scouting  and  recruitment,  especially  in  the   context  of  the  new  EPPP.    BACA  in  conjunction  with  the  Asians  into  Football  Forum,  Butch   Fatzal,   have   been   working   to   together   from   2010   to   develop   an   trans-­‐cultural   model   of   coaching,   scouting   and   player   development   from   grassroots   to   the   Professional   game,   in   which  we  can  monitor  and  assist  the  competencies  of  this  work  force  area.      THE  FA:  SPECIFIC  INTERVENTION  –  INTERNATIONAL  FOOTBALL     32 Continuing   its   collaboration   and   forward   planning   on   potential   cultural   and   discrimination   challenges   when   different   countries   are   hosting   international   matches   or  tournaments  under  the  jurisdiction  of  UEFA  and  FIFA.     • Poor:  Again  this  is  not  an  action  point.  The  brave  demonstration  by  Kevin  Prince-­‐  Boateng,   the   support   by   his   team   mates,   black   and   white   and   the   actions   of   the   AC   Milan   management   and   the   majority   of   supporters   is   likely   to   be   more   effective   than   the   last   20   years   of   FA   dialogue   with   UEFA   and   FIFA   on   race.   The   FA   failed   dismally   to   challenge   the   appalling   threat   of   Michel   Platini,   the   UEFA   President   at   the   European   Championship   who   threatened  that  black  players  would  be  disciplined  if  they  walked  off  when  faced  with  racial   abuse.   • This  is  a  potential  crucial  area  in  the  post-­‐colonial  area  of  the  FA  in  terms  of  moving  from  a   welfare  model  of  developing  communities  to  an  empowerment  model  of  self-­‐development.   As   an   ex-­‐member   of   FARE   2009-­‐2012,   the   major   challenge   is   identifying,   responding   and   have   clear   global   policies   in   dealing   with   racial   abuse,   and   my   special   area   the   trafficking/slavery/exploitation   of   African   children   in   Europe   and   in   the   inner-­‐cities   of   11    
    • England  particularly  in  the  cultural  failure  of  Boseman  and  the  UN  Convention  31  to  change   the  economic  relationship  between  European  managers  and  African  players.       THE  COUNTY  FOOTBALL  ASSOCIATIONS:  EDUCATION   33 Working  with  The  FA  to  provide  learning  and  development  and  refresher  programmes   in  inclusion  for  staff  and  relevant  volunteers.     • Repeat  of  point  5  above   • We  have  a  very  important  strategic  role  to  examine  and  monitor  the  impact  of  the  training,   the  content  of  the  training  and  to  ensure  that  an  Equality  analysis  is  carried  out.    THE  COUNTY  FOOTBALL  ASSOCIATIONS:  CULTURAL  CHANGE     34 In   conjunction   with   The   FA,   reviewing   the   Equality   Standards   for   County   FAs,   with   a   target   that   all   County   FAs   achieve   the   Foundation   level   by   2015   and   the   10   counties   with  the  most  diverse  local  demographics  should  achieve  the  Preliminary  level  of  the   standard  by  2015.     • Repeat  of  point  12  above   • I   am   simply   concerned   about   the   positioning   and   responsibility   of   the   other   counties,   and   their  responsibility  to  examine  issues  of  whiteness.   35 An   expectation   that   County   FAs   will   establish   or   maintain   a   local   Race   or   Equality   Advisory   Group   by   2015,   including   implementing   the   recommendations   from   the   independent   review.   This   will   assist   with   guiding   and   advising   CFAs   on   community   engagement  in  all  aspects  of  county  football,  including  capacity  building  the  diversity   of   the   football   workforce   e.g.   to   develop   opportunities   for   more   women,   ethnic   minorities,  LGB&T  and  disabled  people  and  ensuring  greater  representation  on  Council   and  Committees.   • Poor:  Why  will  this  take  until  2015?  Leicester  have  had  one  for  the  past  2  years  which  has   failed   to   make   any   impact   due   to   lack   of   support   from   the   county   FA.   The   term   “Greater”   representation  is  far  too  vague.  There  is  no  hint  of  any  sanction  from  the  FA  if  County  FA’s   fail  to  act  or  are  ineffective.   • Having  participated  in  three  Advisory  Groups,  London,  Surrey  and  Middlesex,  it  is  crucial  as   mentioned  that  we  write  and  develop  a  National  and  Local  Race  Equality  plan  in  which  we   can  affect  the  Policy  of  the  Counties.   36 Implementing   inclusion   and   anti-­‐discrimination   programmes   and   promoting   FA   programmes   (which   may   be   adapted   as   appropriate)   such   as   Tesco   Skills,   Mars   Just   12    
    • Play  and  Vauxhall  Mash  Up  to  Black,  Asian  and  Minority  Ethnic  and  faith-­‐based  male   and  females.     • Repeat  of  point  13  above   • The  major  issue  here  is  the  facility  investment  and  funding  to  BME  organisations  in  areas  like   Brixton  to  ensure  the  programmes  are  equitable  and  have  a  strong  trans-­‐cultural  ethos.   37 Ensuring   that   where   complaints   or   charges   of   discrimination   relate   to   Charter   Standard  Clubs  these  are  reviewed  (as  part  of  the  annual  health  check)  to  demonstrate   they  are  acting  in  accordance  with  their  equality  policies  and  practices  and  take  action   where  this  is  not  the  case.     • Repeat  of  point  14  above    THE   COUNTY   FOOTBALL   ASSOCIATIONS:   WIDENING   THE   DIVERSITY   OF   FOOTBALL’S  WORKFORCE     38 Using  the  Equality  Monitoring  Tool  to  provide  data  on  Boards,  staff  and  membership,   to  assist  with  the  delivery  of  this  target  in  the  National  Game  Strategy.     • Poor:   What   target?   We   can   see   strategies   to   develop   females   and   players   with   disabilities   within   the   National   game   strategy   but   nothing   around   race   and   ethnicity   apart   from   a   token   line   about   increasing   the   participation   of   Asian   players.   This   is   a   selective   and   flawed   approach  appearing  to  assume  no  change  is  necessary  on  race.   • See   earlier   response   to   FA,   but   it   is   crucial   that   the   democratic   processes   of   voting   are   open   and   trans-­‐parent   and   BME   personnel   working   in   other   Football   related   settings   are   given   recognition  for  their  transferrable  skills.  The  Equality  Monitoring  Tool  needs  to  address  the   important  issues  of  whiteness  and  gender,  and  whether  there  are  other  implicit  processes  to   access;  in  terms  of  masons,  political  associations  and  networking.   39 Continuing   to   promote   open   and   transparent   processes   in   advertising   for   and   recruiting  their  staff  and  volunteers.     • Repeat  of  point  21  above   40 Supporting   the   recruitment   of   coaches   and   referees   from   diverse   backgrounds   including  BAME  communities,  to  ensure  that  we  maintain  10%  BAME  coaches  at  Level   1,   and   seek   to   achieve     10%   of   referees   from   BAME   backgrounds   nationally   (whilst   reflecting  local  demographics  across  the  County  FAs).   • Poor:  Why  only  level  1  when  point  25  above  refers  to  level  1  and  2  which  are  both  delivered   by   the   county   FA?   Could   it   be   because   the   data   is   skewed   by   professional   players?     In   terms   of   referees   see   point   28   above.   The   plan   is   wholly   inconsistent   with   the   FA   proposal   and   clearly  has  not  been  checked   13    
    • • We   need   to   include   the   Youth   Award,   and   targets   and   pathways   to   Level   3   through   the   Regional  Managers  and  national  targets  at  Level.     41 Supporting  the  delivery  of  targets  for  the  number  of  female  coaches  and  the  number  of   disabled  coaches  as  per  the  new  FA  Coaching  Strategy.     • See  point  26  above   42 Supporting  the  recruitment  and  talent  development  of  Asian  boys  and  girls.     • Repeat  of  point  29  above  however  how  does  this  fall  into  widening  the  diversity  of  football’s   workforce?       THE  PREMIER  LEAGUE:  EDUCATION   43 Introducing  social  media  guidelines  for  all  players  and  other  club  staff.     • Poor:   Only   guidelines?   Are   there   sanctions   for   failing   to   adhere   to   these?   The   Premier   League   issued   clubs   with   guidance   for   social   media   in   July   2012.   Is   this   action   point   retrospective?  This  fails  to  take  into  account  of  the  new  CPS  guidelines  with  respect  to  being   careful   not   to   prosecute   every   infraction   and   be   cognisant   of   the   right   of   the   individual   to   the   right   of   free   speech   guaranteed   under   article   10   of   the   European   Convention   on   Human   Rights  (ECHR).   44 Working  with  the  PFA  and  LMA  to  provide  mandatory  induction  arrangements  for   players   and   managers   arriving   fresh   to   English   football   and   the   British   cultural   environment.     • Inadequate:   This   suggestion   is   patronising   and   potentially   discriminatory,   and   makes   the   assumption   that   it   is   “foreign   players”   who   fail   to   understand   the   British   cultural   environment   rather   than   the   “English   players”   who   fail   to   address   and   respect   the   ethnicity,   religion,  and  cultural  norms  of  players  coming  to  the  UK.  To  attribute  issues  of  discrimination   in  English  football  to  overseas  players  and  managers  is  far  too  simplistic.  How  do  you  explain   John  Terry?  Paolo  Di  Canio  has  played  and  managed  in  this  country  for  a  number  of  years.   Would   an   “induction”   to   British   society   have   stopped   him   calling   one   of   his   players   by   his   skin   colour   12   years   on?   It   appears   that   the   football   authorities   don’t   want   to   take   responsibility   and   therefore   look   to   blame   “outsiders”.   To   treat   all   international   players   in   this  manner  is  in  itself  discriminatory  and  contrary  to  the  EQA  2010  unless  a  “justification”   can   be   lawfully   made   in   defence.   There   are   also   a   number   of   logistical   issues   for   such   a   policy.   An   Anti   racism   induction   course   with   refresher   courses   for   all   players,   managers,   coaches  and  referees  is  by  far  the  best  solution  irrespective  of  race  or  nationality.   14    
    • • This   only   tackles   a   small   part   of   the   question.   The   challenge   is   to   develop   core   trans-­‐cultural   competences  for  all  personnel.  However  we  agree  that  there  is  a  need  for  education  around   whiteness  and  British-­‐ness  in  terms  of  race  and  racism  from  the  cognitive  thought  process,   to  the  behaviour  to  the  alienation  and  exclusion  that  manifest  in  the  institutions  of  sport.     45 Ensuring   mandatory   learning   and   development   provision   within   its   clubs   is   provided  in  partnership  with  the  PFA  and  LMA.     • Poor:  For  whom?  All  staff?  The  Board?  What  provision  will  be  mandatory?  Lacks  specificity.   • This  is  very  loose  and  unspecific,  it  may  be  useful  starting  from  the  audit  the  learning  gaps  in   terms   recruitment,   selection,   staff   development   and   mentoring   from   administration,   playing,  coaching  and  management.          THE  PREMIER  LEAGUE:  CULTURAL  CHANGE     46 Promoting  the  ‘Crowd  Management  Measures’  –  Good  Practice  guide  to  its  clubs.   • See  point  11  above   • This  is  so  unclear,  and  runs  the  potential  risks  of  old  cultural  practices  dictating  good  anti-­‐ discriminatory  practices.     47 Working   with   the   other   football   organisations,   Kick   It   Out   and   the   fans   groups   (including  FSF,  LPF,  GFSN  and  SD)  to  review  and  improve  the  impact  of  current  awareness   and  education  campaigns  amongst  fans.     • Satisfactory:  Seems  logical  however  no  clear  actions  stated.   • It  is  crucial  that  we  work  to  ensure  that  Football  Organisations,  Kick  it  out  and  Fan  groups   confront  the  historical  and  traditional  forms  of  whiteness  that  alienates  other  communities.   48 Supporting  KIO  to  conduct  a  major  consultation  with  fans  and  fan  groups  to  create   a  better  understanding  of  their  views  and  attitudes  and  establish  the  scope  for  engaging   the  fair-­‐minded  majority  in  self-­‐policing  fan  behaviour.   • Satisfactory:   Talking   to   fans   groups   is   a   positive   step.     However   the   rest   of   this   point   is   speculative.   49 Reviewing  the  impact  of  the  new  training  module  for  stewards.     • Satisfactory:  Without  knowing  the  content  of  the  module  this  seems  logical.  However  how   do  they  intend  on  reviewing  impact?   15    
    • 50 Adopting   and   sharing   best   practice   in   stewarding   with   a   particular   focus   on   coordinated  action  to  deal  with  discrimination.     • Satisfactory:  Again  seems  logical  however  who  would  co-­‐ordinate  this?  Again  we  appear  to   be   discussing   good   practice   rather   than   specific   policies   or   indeed   sanctions   for   failure   to   adhere   to   policies.     The   adoption   of   “good   practice”   requires   identification   of   what   this   is   and   how   stewards   are   supposed   to   identify   perpetrators   of   racist   abuse   in   the   crowd   and   report   them   effectively   without   endangering   their   own   safety.   Smart   phone   video/camera   technology  could  assist  but  would  need  to  be  resourced  and  be  used  effectively  by  stewards   and  clubs  consistently.   51 Reviewing  the  Equality  Standard  for  Clubs  to  ensure  that  it  addresses  the  full  range   of   equality   issues   and   sets   targets   for   Clubs   to   achieve   the   standards,   including   equality   monitoring.     • Satisfactory:  Who  will  undertake  this  review?  What  is  the  deadline  to  meet  targets?  What   are  the  sanctions  if  they  are  not  met?  Surely  there  should  be  a  mandatory  level.  It  appears   that  only  8  Premier  League  clubs  have  engaged  in  this  process!   • This  needs  to  be  linked  to  clear  strategic  targets.     52 Creating   an   explicit   Equalities   theme   in   Club   and   Premier   League   community   activity,   extending   it   beyond   the   widely   accepted   requirements   on   race   and   gender   to   homophobia  and  faith  inclusion  and  anti-­‐discrimination  as  well.     • Satisfactory:   Clubs   should   be   addressing   these   issues   however   our   concern   is   when   all   these   issues   are   grouped   together   none   of   them   are   understood   or   addressed   in   any   real   detail.   Indeed  that  is  a  concern  with  this  whole  document  which  dilutes  each  respective  aspect  of   unlawful  behaviour  and  discrimination.   53 Aligning   the   Premier   Leagues   Equality   Standard   to   The   FAs   LGBT,   gender   equality   and  disability  action  plans  where  relevant.   • Satisfactory:  Again  a  logical  step  however  we  fail  to  see  how  this  will  have  any  real  impact   on  the  issues  surrounding  discrimination  in  football.  Who  will  have  responsibility  for  this  and   when  will  it  occur?  Once  again  no  line  of  accountability  and  no  time  lines  are  set.    THE  PREMIER  LEAGUE:  REGULATION  AND  REPORTING     54 In  conjunction  with  the  PFA,  LMA  and  Clubs,  ensuring  that  players,  managers  and   staff  understand  how  to  report  their  concerns  about  alleged  discrimination.   • Good:    Seems  logical  however  they  won’t  report  discrimination  if  they  don’t  feel  safe  to  do   so  or  that  no  action  will  be  taken.  A  unified  system  of  reporting  is  essential  with  clear  lines  in   each  organisation  of  where  responsibility  lies.   16    
    • 55 Reinforcing   the   instructions   via   PGMO   to   match   officials   of   the   importance   of   discrimination  issues  and  the  relevant  reporting  procedures.   • Satisfactory:   A   logical   step   however   again   not   really   a   clear   action   designed   to   deal   with   the   issues.   56 Investigating  new  technologies  to  assist  with  reporting  incidents  in  stadia.     • Poor:  Why  is  this  relevant?  It  already  appears  to  be  used  to  good  effect.   57 Reinforcing   the   guidance   to   Clubs   to   ensure   that   effective   and   efficient   systems   exist  for  reporting  incidents  in  and  around  match  days.     • Poor:  Not  committed  to  by  the  Football  League.  Do  their  clubs  have  this  guidance?  Again  the   MacPherson  definition  and  Crime  and  Disorder  Act  1998  need  to  be  the  common  standard   of  practice  and  understood  and  implemented  by  all  concerned.   58 Reviewing   the   range   of   sanctions   employed   by   Clubs   with   a   view   to   improving   consistency.     • Poor:   Sanctions   employed   by   clubs   for   what?   Should   the   Premier   League   not   dictate   the   sanctions   to   ensure   consistency?   Clubs   must   receive   a   directive   from   the   Premier   League   that   racial   abuse   and   other   forms   of   unlawful   discriminatory   abuse   must   be   treated   automatically   as   gross   misconduct   by   each   club.   This   would   avoid   the   shambolic   and   disgraceful   conduct   of   Chelsea   FC   and   Liverpool   FC   openly   supporting   the   alleged   perpetrators  of  racial  abuse.   59 Reviewing   and   where   necessary   improving   the   reporting   and   analysis   of   in-­‐ stadium   offences,   to   assist   an   assessment   both   of   the   complaints   processes   and   of   subsequent  actions.     • Good:  Who  will  review  this?  How  will  this  be  reported?  Time  scale?  More  detail  needed.   • Section   54   to   59   needs   to   be   re-­‐considered   in   light   of   AC   Milan   and   the   response   from   Blatter,  and  will  needs  to  consider  issues  of  safeguarding,  civil  rights  and  criminal  justice.   60 Working   with   the   Police   and   the   prosecuting   authorities   to   ensure   that   offensive   and   insulting   language   and   behaviour   at   football   grounds   and   in   other   football-­‐related   environments  is  identified  and  dealt  with  appropriately.     • Poor:   What   is   meant   by   “appropriately”?   Vague!   In   London   the   SBL   are   promoting   a   London   Race   Hate   Crime   Football   Forum   to   be   established   by   the   Metropolitan   Police   to   which   all   London   clubs,   the   FA,   PFA,   Premier   League,   CPS,   Mattabe   (GB),   Community   Support   Trust   (CST);  SBL:  Magistrates  Association  and  Victim  Support  etc  would  be  invited  to  attend  on  a   regular   basis.   This   could   be   replicated   throughout   the   various   FA   regions   as   a   model   of   good   practice  to  combat  hate  crime  and  anti-­‐Semitism.   17    
    • 61 In   conjunction   with   the   PFA   and   LMA,   establishing   and   delivering   confidential   support   structures   for   players,   managers   and   staff   to   use   when   incidents   occur,   to   encourage  the  formal  reporting  of  incidents.     • Satisfactory:   An   important   point   however   again   little   detail   included   on   how   this   will   be   implemented.   The   SBL   believes   that   it   is   inevitable   that   BAME   players   will   require   a   BAME   support   group   and   network   throughout   Europe   to   work   alongside   current   structures   so   they   have  confidence  to  disclose  incidents  of  racial  abuse  and  discrimination  and  receive  effective   support.          THE  PREMIER  LEAGUE:  WIDENING  THE  DIVERSITY  OF  FOOTBALL’S  WORKFORCE     62 Continuing   to   promote   open   and   transparent   recruitment   processes   in   recruiting   the  football  workforce  including  support  for  mentoring  in  relation  to  work  placements  in   football,  such  as  Kick  It  Out’s  mentoring  programmes.     • Repeat  of  point  21  above   • This  needs  to  be  linked  to  the  strategic  audit.     63 Working  with  black  players  and  their  representatives  to  identify  their  educational   and   career   progression   needs,   including   supporting   and   implementing   programmes   such   as  COACH  to  capacity  build  coaches  from  Black,  Asian,  and  Minority   Ethnic   communities,   with   higher   level   qualifications   and   experience   to   challenge   for   roles   in   the   Professional   game.   • Satisfactory:   COACH   provides   BAME   coaches   with   support   to   gain   qualifications   and   experience  however  ex  professional  BAME  players  have  easy  access  to  this  but  are  still  not   getting   opportunities   at   the   top   level.   Why   are   they   not   completing   these   qualifications?   Why  are  those  who  attain  the  qualifications  not  getting  the  opportunities  at  the  top  levels?   There  is  no  avoidance  that  the  racism  encountered  by  BAME  coaches  at  all  levels  is  not  being   addressed   by   this   plan.   Targets,   sanctions   and   education   are   required   with   a   clear   implementation  of  the  “Rooney  rule”  and  other  measures  of  positive  action  under  the  EQA   2010  are  required  immediately  to  redress  this  institutional  racism  which  is  a  huge  waste  of   talent  in  the  game.       64 Completing   the   Equality   monitoring   tool   to   provide   accurate   statistics   on   the   Premier  League  staff,  Boards  and  membership  etc.       • Repeat  of  point  3  above   • It   is   important   that   the   Premier   audit   the   staff   in   the   Academy,   and   the   potential   opportunities  with  the  new  EPPP  programme.     18    
    • THE  FOOTBALL  LEAGUE:  EDUCATION   65 Introducing   mandatory   ‘minimum   standard’   Club   codes   of   conduct   with   a   mechanism  for  sanction,  should  Clubs  fail  to  implement  them.     • Satisfactory:  Why  is  this  not  included  in  the  Premier  League’s  commitments?  What  are  the   minimum   standards?   Who   will   decide   these?   What   is   the   mechanism   for   sanctions   being   imposed?     66 Introducing  social  media  guidelines  for  all  players  and  other  club  staff.     • Repeat  of  point  43  above   67 Working  with  the  PFA  and  LMA  to  provide  mandatory  induction  arrangements  for   players   and   managers   arriving   fresh   to   English   football   and   the   British   cultural   environment.     • Repeat  of  point  44  above   68 Ensuring   mandatory   learning   and   development   provision   within   its   clubs   is   provided  in  partnership  with  the  PFA  and  LMA     • Repeat  of  point  45  above      THE  FOOTBALL  LEAGUE:  CULTURAL  CHANGE     69 Promoting  the  ‘Crowd  Management  Measures’  –  Good  Practice  guide  to  its  clubs.     • Repeat  of  point  46  above   70 Working  with  the  other  football  organisations  and  Kick  It  Out  and  the  fans  groups   (including  FSF,  LPF,  GFSN  and  SD)  to  review  and  improve  the  impact  of  current  awareness   and  education  campaigns  amongst  fans.     • Repeat  of  point  47  above   71 Working   in   conjunction   with   Kick   It   Out   to   set   targets   for   its   clubs   to   achieve   the   various  levels  of  the  Equality  Standard.   • Satisfactory:  A  consistent  standard  should  be  agreed  for  all  football  league  clubs  to  achieve   by  a  specific  date.  This  should  also  be  imposed  for  Premier  League  Clubs.   19    
    • 72 Reviewing  the  impact  of  the  new  training  module  for  stewards.     • Repeat  of  point  49  above   73 Adopting   and   sharing   best   practice   in   stewarding   with   a   particular   focus   on   coordinated  action  to  deal  with  discrimination.     • Repeat  of  point  50  above   • Points  66-­‐73  need  clarification.   74 Delivering   on   relevant   actions   from   the   LGB&T,   gender   equality   and   disability   equality  action  plans.   • Satisfactory:  The  Premier  League  only  commits  to  aligning  their  equality  standard  to  the  FA   LGB&T,   gender   equality   and   disability   action   plans   where   relevant.   What   actions   will   the   Football  League  deliver  on?  How?  By  when?      THE  FOOTBALL  LEAGUE:  REGULATION  AND  REPORTING     75 In  conjunction  with  the  PFA,  LMA  and  Clubs,  ensuring  that  players,  managers  and   staff  understand  how  to  report  their  concerns  about  alleged  discrimination.     • Repeat  of  point  54  above   76 Reinforcing  the  instructions  via  PGMO  to  match  officials  of  the  importance  of  the   issue  and  relevant  reporting  procedures.     • Repeat  of  point  55  above   77 Investigating  new  technologies  to  assist  with  reporting  incidents  in  stadia.     • Repeat  of  point  56  above   78 Reviewing  the  range  of  sanctions  employed  by  its  clubs  with  a  view  to  improving   consistency.     • Repeat  of  point  58  above   20    
    • 79 Reviewing   and   where   necessary   improving   the   reporting   and   analysis   of   in-­‐ stadium   offences,   to   assist   an   assessment   both   of   the   complaints   processes   and   of   subsequent  actions.     • Repeat  of  point  59  above   80 Working  with  the  Police  and  prosecuting  authorities  to  ensure  that  offensive  and   insulting   language   and   behaviour   at   football   grounds   and   in   other   football-­‐related   environments  is  identified  and  dealt  with  appropriately.     • Repeat  of  point  60  above   81 In   conjunction   with   the   PFA   and   LMA,   establishing   and   delivering   confidential   support   structures   for   players,   managers   and   staff   to   use   when   incidents   occur,   to   encourage  the  formal  reporting  of  incidents.     • Repeat  of  point  61  above   • Points  75-­‐81  need  more  details.      THE  FOOTBALL  LEAGUE:  WIDENING  THE  DIVERSITY  OF  FOOTBALL’S  WORKFORCE     82 Continuing   to   promote   open   and   transparent   recruitment   processes   in   recruiting   the   football   workforce   including   support   mentoring   in   relation   to   work   placements   in   football,  such  as  Kick  It  Out’s  Mentoring  programmes     • Repeat  of  point  62  above   83 Supporting   and   implementing   COACH   and   other   programmes   to   capacity   build   coaches   from   Black,   Asian,   and   Minority   Ethnic   communities,   with   higher   level   qualifications  and  experience  to  challenge  for  roles  in  the  Professional  game.     • Repeat  of  point  63  above  however  the  Football  League  do  not  commit  to  working  with  black   players  and  their  representatives  to  identify  their  education  and  career  progression  needs.   This   is   a   major   omission   by   the   Football   League.   There   is   a   failure   across   the   whole   of   football  to  promote  academic  excellence  within  football  academies  and  within  football  clubs   generally.   The   failure   to   promote   education   is   a   major   disadvantage   for   all   players,   and   especially  for  BAME  players  given  the  racism  they  face  in  the  football  employment  market.   84 Reviewing  the  recruitment  processes  for  Managers  and  Coaches  and  developing  a   voluntary  code,  based  on  a  set  of  principles  for  recruitment,  to  be  considered  by  its  clubs.   21    
    • • Satisfactory:  Repeat  of  point  23  above  However  the  Premier  League  fail  to  commit  to  this!   They   appear   to   be   completely   opposed   to   even   consider   never   mind   implementing   the   “Rooney  Rule”.     85 Completing  and  ensuring  that  the  Clubs  complete  the  Equality  monitoring  tool  to   provide  accurate  statistics  on  their  staff,  Boards  and  membership  etc.     • Satisfactory:   The   Football   League   commits   to   ensuring   clubs   complete   the   monitoring   tool   however   the   Premier   League   does   not!   This   is   a   ridiculous   anomaly   that   cannot   be   maintained  if  the  Premier  League  is  to  sign  up  to  any  meaningful  change  to  tackle  racism  in   the  game.  The  monitoring  tool  cannot  provide  an  accurate  picture  without  all  the  relevant   information.   • Points   81-­‐85   are   similar   to   the   FA   and   are   feedback,   but   there   is   far   greater   institutional   barriers   in   the   Premier   Game   over   the   last   twenty   years,   reflects   qualitatively   different   institutional  issues.       THE  PROFESSIONAL  FOOTBALLERS  ASSOCIATION:  EDUCATION   86 Developing   and   delivering   equality   learning   (in   conjunction   with   the   Leagues)   as   part  of  the  youth  development  modules  for  scholars.     • Good:   What   will   this   entail?   When/how   will   this   be   implemented?   How   will   this   is   assessed?   As   discussed   earlier   short   term   education   programmes   may   not   affect   attitudinal   change   however  it  shows  the  young  players  that  these  issues  are  important  and  relevant  to  them.   • Having   worked   with   the   PFA,   being   employed   as   a   tutor,   we   need   to   influence   the   educational   programme   especially   in   terms   of   developing   a   equality   programme   for   educational   delivers   and   an   a   mentoring   programme   for   BME   scholars   to   have   clearer     career  aspirations.   87 Developing   and   delivering   equality   learning   (in   conjunction   with   anti-­‐ discrimination  partners,  and  Leagues)  as  development  for  senior  players.     • Satisfactory:  Educating  senior  players  is  a  more  complex  process  as  they  have  now  “made  it”   as  professionals.  Their  main  influencing  factors  are  senior  players  and  staff  at  the  club.  We   would  suggest  that  this  would  have  limited  affect.   • From  my  work  at  Kick  it  out  this  programme  is  now  being  introduced  by  a  company  who  will   need   our   support   around   developing   some   of   the   key   trans-­‐cultural   competencies   to   develop  BME  player’s  skills  in  areas  of  leadership  and  mentoring  to  make  the  transition  to   positions   as   coaches   and   managers.   BACA   Audit   reviews   some   interesting   feedback   in   relation   to   the   lack   of   confidence   in   current   equality   programmes   in   the   professional   and   grass-­‐roots  game.   88 Supporting   the   introduction   of   mandatory   induction   arrangements   to   support   players  who  are  new  to  English  football  and  the  British  cultural  environment.     22    
    • • Repeat  of  point  44  above    THE  PFA:  CULTURAL  CHANGE     89 In  conjunction   with  the  Leagues  and  clubs,  establishing  and  delivering  confidential   support   structures   for   players   to   use   when   incidents   occur,   to   encourage   the   formal   reporting  of  incidents.     • Repeat  of  point  61  above   90 Supporting  standard  clauses  that  address  discriminatory  language  and  behaviour,   in  players’  contracts.     • Satisfactory:  This  is  not  committed  to  by  the  FA,  Premier  League  or  Football  League.  What   would   be   the   punishment   be   if   the   player   was   found   guilty   (and   by   whom?)   of   using   discriminatory   language   or   behaviour?   As   the   players   are   assets   clubs   are   only   likely   to   enforce   this   clause   for   their   own   benefit   i.e.   if   they   want   to   get   rid   of   a   player.   This   needs   to   be   a   mandatory   requirement   of   all   members   of   the   PFA   but   needs   to   be   enforced   consistently   by   clubs.   The   failure   of   Chelsea   strongly   suggests   there   was   a   minimum   punishment  if  any  at  all.     91 Delivering   on   relevant   actions   from   the   LGB&T,   gender   equality   and   disability   equality  action  plans.       • Repeat  of  point  74  above    THE  PFA:  WIDENING  THE  DIVERSITY  OF  FOOTBALL’S  WORKFORCE     92 Supporting   and   implementing   COACH   and   other   programmes   to   capacity   build   coaches  from  within  Black,  Asian,  and  Minority  Ethnic  communities.     • Repeat  of  point  63  above  however  the  PFA  do  not  commit  to  “working  with  black  players   and   their   representatives   to   identify   their   education   and   career   progression   needs”   which   is   a  significant  omission  given  this  is  the  player’s  union.     93 Working  with  FA,  Premier  League  and  Football  League  and  their  clubs  along  with   LMA   to   ensure   pathways   and   opportunities   are   accessible   for   all   professional   players   in   order   to   access   coaching   and   management   positions   further   to   achieving   relevant   qualifications.   • Poor:  Neither  the  Premier  League  or  the  Football  League  commit  to  this  (although  they  do   the   previous   point).   Therefore   contention   seems   to   fall   around   ensuring   opportunities   are   23    
    • available  for  BAME  coaching  and  management  positions.  This  is  why  a  version  of  the  Rooney   Rule  should  be  introduced.   94 Advocating  to  The  FA  for  the  continued  increase  of  BAME  adjudicators  on  the  list   of  panel  members,  from  which  Regulatory  Commission  members  are  selected.     • Good:   Although   the   FA   themselves   do   not   appear   to   specifically   commit   to   this!   Again   there   is   a   lack   of   consistency   in   the   plan.   The   FA   ought   to   have   included   this   commitment   and   provided  a  target  with  a  timeline.  Again,  the  under-­‐representation  of  BAME  decision  makers   in  the  regulatory  process  suggests  the  non  too  subtle  refusal  to  permit  access  to  one  of  the   key  points  of  power  and  influence  in  the  game       95 Completing  the  Equality  monitoring  tool  to  provide  accurate  statistics  on  the  PFA   staff,  Boards  and  membership  etc.       • Repeat  of  point  85  above    THE  PFA:  REPORTING     96 In  conjunction  with  the  Leagues  and  Clubs,  ensuring  that  players  understand  how   to  report  their  concerns  about  alleged  discrimination.     • Repeat  of  point  75  above   • Point   91   to   95   makes   no   reference   to   the   importance   of   the   Rooney   Rule,   the   work   done   by   Paul   Davis   and   the   role   of   the   Black  player’s   forum   that   has   been   done   in   relation   to   the   last   six  years.  It  is  crucial  we  examine  the  data  and  statistics  in  terms  of  the  wider  institutional   changes  that  are  needed.       LEAGUE  MANAGERS  ASSOCIATION:  EDUCATION   97 Supporting   the   introduction   of   mandatory   induction   arrangements   for   managers   and  coaches  who  are  new  to  English  football  and  the  British  cultural  environment.     • Repeat  of  point  44  above     24    
    • THE  LMA:  CULTURAL  CHANGE     98 Supporting  standard  clauses  that  address  discriminatory  language  and  behaviour,   in  managers  and  coaches’  contracts.     • Repeat  of  point  90  above   99 Delivering   on   relevant   actions   from   the   LGB&T,   gender   equality   and   disability   equality  action  plans     • Repeat  of  point  74  above    THE  LMA:  WIDENING  THE  DIVERSITY  OF  FOOTBALL’S  WORKFORCE     100 Supporting   and   implementing   COACH   and   other   programmes   to   capacity   build   coaches   from   Black,   Asian,   and   Minority   Ethnic   communities,   with   higher   level   qualifications  and  experience  to  challenge  for  roles  in  the  Professional  game.     • Repeat  of  point  91  above     101 Ensuring   that   the   LMA   staff   complete   the   Equality   monitoring   tool   to   provide   accurate  statistics.       • Repeat  of  point  85  above    THE  LMA:    REPORTING              102         Ensuring   that   managers   understand   how   to   report   their   concerns   about   alleged   discrimination.     • Repeat  of  point  75  above   103           Establishing   and   delivering   confidential   support   structures   for   managers   and   coaches  to  use  when  incidents  occur,  to  encourage  the  reporting  of  incidents.     • Repeat  of  point  61  above         25    
    • THE  PROFESSIONAL  GAME  MATCH  OFFICIALS  LTD:  EDUCATION   104      Implementing   mandatory   training   for   all   PGMOL   match   officials   and   requiring   referees  on  this  list  to  undertake  refresher  training  every  three  years.   • Good:    Who  will  deliver  this?  What  will  it  include?  From  when  will  this  become  mandatory?   This   must   include   how   to   deal   effectively   with   racist   and   anti-­‐Semitic   incidents   form   both   players,   and   fans.   Where   there   is   systematic   and/or   prolonged   racial   abuse   of   BAME   players   from  any  section  of  the  crowd  the  referee  must  be  given  the  power  and  directive  to  halt  the   match,   remove   the   players   from   the   field   and   abandon   the   match.   The   safety   of   players   must  not  be  compromised  in  the  interests  of  the  financial  cost  to  the  clubs  of  abandoning   the  match,  awarding  the  points  to  the  opposing  side  or  playing  the  match  again.    THE  PGMOL:  REPORTING     105 Ensuring   that   referees   understand   the   definitions   in   The   FA’s   Regulations,   which   reflect   the   Equality   Act,   2012   and   their   obligations   in   relation   to   reporting   misconduct   and  or  discrimination.       • Repeat  of  point  18  above    THE  PGMOL:  CULTURAL  CHANGE     106 Delivering   on   relevant   actions   from   the   LGB&T,   gender   equality   and   disability   equality  action  plans       • Repeat  of  point  74  above    THE  REFEREES  ASSOCIATION:  EDUCATION     107             Working   with   The   FA   to   implement   mandatory   equality   training   for   referees   and   requiring  referees  to  undertake  refresher  training  every  three  years.     • Repeat  of  point  103  above     26    
    • THE  REFEREES  ASSOCIATION:  REPORTING     108           Ensuring   that   referees   understand   the   definitions   in   The   FA’s   Regulations,   which   reflect  the  Equality  Act,  2012  and  their  obligations  in  relation  to  reporting  misconduct  and  or   discrimination.     • Repeat  of  point  18  above    THE  REFEREES  ASSOCIATION:  CULTURAL  CHANGE     109             Delivering   on   relevant   actions   from   the   LGB&T,   gender   equality   and   disability   equality  action  plans     • Repeat  of  point  74  above           27