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role of clubs and players
“Together against homophobia“ banner displayed during an action day against discrimination in Dortmund, 2017
they often sit in on job interviews to ensure applicants are treated equally, form a first access point in case of discrimination in the workplace, and function as a public contact point for club stakeholders such as fans and members.
Recruitment Policy Several studies have shown that diverse teams are more effective than homogeneous teams, not only in term of creativity, but economic outcomes, too. Furthermore, they ensure a more inclusive and less discriminatory atmosphere within a club. However, many hiring processes in football and beyond are not yet fully inclusive. In football, there is still see an over-representation of white, heterosexual
males, with clubs aware of the need to hire marginalised groups. When it comes to the employment of new staff, a club can and should pay special attention to equal treatment of applicants. Clubs can advertise their vacant positions more explicitly to a diverse audience (i.e. targeting community centres or LGBT+ centres). A diversity manager being involved in the recruitment process and present in job interviews can also make a significant difference. Asking applicants to submit standardised applications without names, gender identification, and photographs can also help clubs to remove traditional bias from the process. A club’s anti-discrimination policies should also be clearly stated in job interviews, regardless of the position, to make candidates aware of their potential employer’s values.
Photo credit: Borussia Dortmund