Respect relies on the people involved in the game reporting incidents when they happen.
Never engage in, or tolerate, offensive, insulting or abusive language or behaviour.
"Surely some of the comments in football are just a bit of banter - something to wind up the players!"
There are many people who believe that abuse that happens on the pitch e.g. racist abuse is just 'banter' or 'winding up' and is an acceptable part of football. We don't want to stop the humour that can exist in some banter (football is about having fun after all!), but we do want to stop the nasty offensive, insulting and abusive language and behaviour that exists in all areas of the game.
How can I deal with inappropriate language or behaviour?
There are a few options open to you and the route you pursue depends on your role in football, how confident and skilled you are at dealing with the issue and negotiating conflict and the circumstances in which the incident occurred.
CHALLENGE THE INDIVIDUAL DIRECTLY
Don't engage in it or tolerate it!
One of the important things about inappropriate language or behaviour is the need to challenge it, non-action is not an option as this allows people to continue with their behaviour unchallenged and it may even get worse.
Everyone involved in football has a right to challenge inappropriate behaviour or language within the football environment and have it effectively dealt with.
So why don't more people challenge it?
- It's uncomfortable
- Fear of repercussions
- It's easier to avoid it
- Denial that there is an issue to deal with
- It's someone else's problem
- They feel intimidated
Remaining silent or doing nothing contributes to the behaviour continuing and can be a form of collusion which is co-operation with others, knowingly or unknowingly, which may reinforce stereotypical attitudes.
There are three forms of collusion - silence, denial and active cooperation.
Silence is the most common form. By saying nothing when people tell jokes, exclude others or demonstrate inappropriate behaviours, we reinforce the status quo.
Denial sounds like a passive form of collusion but it is actually the active stance that "nothing is wrong here - there's no problem with the language or behaviour in our club".
Active cooperation can be very subtle. Laughing at inappropriate jokes or banter is active cooperation. Agreeing that "so-and-so just got promoted because they fill a quota" is active cooperation.
As people involved in football you all have a responsibility to challenge offensive, insulting or abusive behaviour or language.
For example:
- A club official or manager may object in their official capacity to a homophobic remark directly with the person who made it
- A committee member may directly challenge another committee member for mimicking disabled people
- Individuals can challenge inappropriate remarks and behaviour informally amongst the team, club or organisation members
Challenging behaviour directly with the person or people responsible can be a daunting experience. It is even more daunting if the person you are challenging is in a senior or powerful position, or part of a dominant group which denies the behaviour is inappropriate or colludes in it. However, as with all potential abuse situations, taking action to stop the behaviour escalating is crucial.
- Take a deep breath, be aware of your emotions
- Talk to someone about your intentions to challenge
- Focus on the behaviour that is causing a problem, not on the person as the problem, e.g. 'I find your language offensive and racist' rather than 'You are racist'
- State what you would like to see change and how
- Share what action will be taken if behaviour persists
- Confirm what has been discussed and agreed
- Record all the detail
- If it continues, follow up at County FA or with The FA
There are circumstances where taking the matter up directly is either against the rules - e.g. as a player on the pitch, or where there is a risk of confrontation, or you do not feel capable of handling the situation.
Not taking action is still collusion and there are clear channels for you to report the behaviour to the appropriate authority and you should do so.
Back to top
REPORT IT TO THE REFEREE
The Referee has a vey important role to play in dealing with offensive, insulting or abusive language or behaviour during a match and clear guidance has been given to referees as to how they should manage these incidents when they hear or see them.
Offensive, insulting or abusive language or behaviour is covered under Law 12 - Sending Off Offences - S6 and their duty is to enforce the Laws of the Game. They are further advised that tensions may be running high after dealing with an incident such as racist abuse and extra vigilance may be required so that retaliation does not occur. In addition they are aware that spectators could also be agitated after such an offence with their anger causing potential problems on the field of play.
If they witness offensive, insulting or abusive incidents and send off a player they will follow this up by making a full report which is sent to the County Football Association who will follow up with the appropriate sanctions on the player which may involve a fine and/or match bans.
There will be times during a match when the Referee may not witness the offensive, insulting or abusive behaviour (it may be too far away or the players may be behind the Referee). However, you may have seen or heard the abuse. You can still inform the Referee and he or she can include it in their report. but you are also strongly advised to report it to the County Football Association or The FA yourself. Referees are advised to do the following if an incident they have not witnessed is reported to them:
- Treat the concern sympathetically
- Advise the complainant to report the full facts to the County FA (using the FA hotline)
- Prepare a report of the events as told to the Referee and their actions
- Submit the report if requested to do so by the County FA
Back to top
USE YOUR CLUB'S EQUALITY POLICY AND COMPLAINTS PROCEDURE
Club Equality Policy and Complaints Procedure
Another way of tackling offensive, insulting or abusive language or behaviour is by using the clubs own policies and procedures. Having a clear equality policy and complaints procedures says to the outside world that you take these issues seriously and that you intend to deal with them in a clear and coherent manner. It offers a framework for the whole organisation as to what its values are and what constitutes unacceptable language and behaviour. Below is a sample equality policy and complaints procedure that you can adapt for your own club.
Equality Policy
The aim of this policy is to ensure everyone is treated fairly and with respect and that ________________ Football Club is equally accessible to them all.
____________ Football Club is responsible for setting standards and values to apply throughout the club at every level. Football belongs to, and should be enjoyed by, anyone who wants to participate in it.
Our commitment is to confront and eliminate discrimination by reason of gender, sexual orientation, marital status, race, nationality, ethnic origin, colour, religion or belief, ability or disability and to encourage equal opportunities.
This policy is fully supported by the club officers who are responsible for the implementation of this policy.
________________ Football Club, in all its activities, will not discriminate, or in any way treat anyone less favourably, on grounds of gender, sexual orientation, marital status, race, nationality, ethnic origin, colour, religion or belief, ability or disability.
It means that ___________________ Football Club will ensure that it treats people fairly and with respect and that it will provide access and opportunities for all members of the community to take part in, and enjoy, its activities.
_________________ Football Club will not tolerate harassment, bullying, abuse or victimisation of an individual, which for the purposes of this policy and the actions and sanctions applicable is regarded as discrimination. This includes sexual or racially-based harassment or other discriminatory behaviour, whether physical or verbal.
_________________ Football Club will work to ensure that such behaviour is met with appropriate action in whatever context it occurs.
_________________ Football Club is committed to taking positive action where inequalities exist, and to the development of a programme of ongoing training and awareness-raising events and activities to promote the eradication of discrimination and promote equality in football.
_________________Football Club is committed to a policy of equal treatment of all members and requires all members to abide by and adhere to these policies and the requirements of the relevant equalities legislation, ie. Race Relations Act 1976, Sex Discrimination Act 1975 and Disability Discrimination Act 1995, as well as any amendments to these acts and any new legislation.
_______________Football Club commits itself to the immediate investigation of any claims - when brought to its attention - of discrimination on the above grounds. Where such is found to be the case, a requirement will be put in place to stop the practice and appropriate sanctions will be imposed.
Club Complaints Procedure
In the event that any member feels that he or she has suffered discrimination in any way or that the club policies, rules or code of conduct have been broken they should follow the following procedures:
- They should report the matter to the club secretary or another member of the committee.
The report should include:
- Details of what, when, and where the occurrence took place
- Any witness statement and names
- Names of any others who have been treated in a similar way
- Details of any previous complaint(s) made about the incident, the date of such complaint(s), when and to whom made
- A preference for a solution to the incident
- The club's management committee will sit for any hearings that are requested
- The club's management committee will have the power to:
- Warn as to future conduct
- Suspend from membership
- Remove from membership
any person found to have broken the club's policies or codes of conduct.
If the complaint is directed towards the club's management committee, the member has the right to report the discrimination directly to the relevant County Football Association.
Back to top
REPORT THE INCIDENT TO THE COUNTY FA OR THE FA
Our advice is to report any complaint to the club initially however you are entitled to also report direct to your County Football Association or The FA.
This section is designed to give some general information and assistance so that when you need to report an incident to a County Football Association you will have a clear idea of what will happen.
Making a report
When reporting an incident it is important to provide as much detail as possible about what happened. We recognise that the process can be difficult, and sometimes distressing, but it is vital that you mention key pieces of information. Some of the facts that we will want to establish are as follows:
- Where and when did the incident(s) take place?
- What exactly happened?
- Who said/did what to whom?
- What are the relationships/roles of the parties involved in the incident?
- How close were you to the incident and did you have an unobstructed view?
- Did you witness the incident first-hand or was it reported to you - if so, by whom?
- What are the names and/or descriptions of those involved in the incident, including other possible witnesses?
- What happened after the incident and has it been reported to anyone else e.g. the police?
- Is there anything else we should know - e.g. past history between the parties?
This list of questions is not exhaustive. However, it should provide a good guide to the type of information which is needed for the matter to be assessed properly.
Confidentiality
All investigations are confidential and any information relating to an investigation will not be released to the public unless or until charges are brought. Of course, anyone who contacts us can choose to remain anonymous (see below). However, should another agency (e.g. the police) be involved in investigating the same incident, we may seek to share information with that agency.
Sharing information
We may share information with other organisations, although permission to do so will always be sought from you where necessary. Equally, we may put an investigation on hold pending the result of another agency's inquiry - this is most likely when the police are involved in the matter.
Your questions answered
Q: Can I make a report anonymously? A: Yes. You do not have to give your name when reporting an incident of racism or other discrimination. However, if an anonymous person is the only witness, we are likely to find it difficult to take formal action against the alleged offender.
Q: Once I make a report, what happens next?
A: The details reported will be assessed by an officer of the County Football Association or The FA who will review the information provided and decide on the appropriate course of action. This will involve deciding, where necessary, who should investigate the allegation - this may be the County Football Association, The FA, the police, etc. Once this decision has been made, you will be contacted and the process will be explained.
Q: Who will contact me once my report has been reviewed?
A: A member of the County Football Association or FA will contact you in the first instance although, ultimately, it could be another agency that deals with the complaint. If you have a preferred method for communications (i.e. telephone, letter, etc.) please let us know.
Q: How long can I expect to wait before I am contacted?
A: We will contact you as soon as reasonably possible, and within at least five working days.
Q: What is likely to happen to the alleged offender?
A: It is too early to say. Only if any football Rules have been breached and there is sufficient evidence, will disciplinary action be taken, which may lead to some form of sanction. However, this cannot be certain at this stage. The first step is for us to assess the information available and decide on the most appropriate course of action.
Q: Will I have to give evidence?
A: If it is decided that disciplinary action will be taken against the alleged offender(s) that will usually mean that we charge them and their case is heard by a Disciplinary Commission. In order to do this, we have to have enough evidence to prove what happened. We may therefore ask you to provide a statement, which means that your version of events is written down and you sign the document as an accurate record of the incident you witnessed.
When you provide a statement, it enables us to use this evidence at a disciplinary hearing. It is an important part of the process, and we rely on people being willing to provide evidence to enable us to tackle the problems that are reported. You should note that providing a statement may mean that you will be asked to attend a hearing and give your evidence in person.
Contact details of your local County Football Association should be available through your Club or their website.
The FA has a confidential report abuse and discrimination line on 0800 085 0508 or by email footballforall@thefa.com. This number can be used to report incidents directly to The FA. Reports are assessed and where appropriate investigated with action being taken against perpetrators wherever possible.
Back to top
REPORT THE INCIDENT TO THE POLICE
You may decide that the incident was so serious that it should be reported to the Police. You will have to make a judgment call on this and decide at the time of the incident whether it should be reported. Remember that the Police will seek similar information to a County FA or The FA so refer back to that section for advice on this.
Back to top