Shattering the Revolving Door: Implicit Discrimination and Its Effect on Minority Managers in European Football Aino Hiisku
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09 JUILLET 2015 SHATTERING THE REVOLVING DOOR: IMPLICIT DISCRIMINATION AND ITS EFFECT ON MINORITY MANAGERS IN EUROPEAN FOOTBALL AINO HIISKU – ALEXANDRE MIRANDA – DONGUK KIM – MARCELLO GUASTAFIERRO- SEAN DEMPSEY GROUP 2 TUTOR : PETROS MAVROIDIS About the Authors Aino Hiisku Finnish, 26 [email protected] Bachelor of Business Administration with a specialization in Marketing, Haaga-Helia University, Finland. 2 years of Marketing, Management and Sales experience in sporting goods. 3 years of experience in business event and project management. Alexandre Miranda Brazilian/Portuguese, 31 [email protected] Bachelor of Law, Universidade Presbiteriana Mackenzie, São Paulo. Certificate in Sports Law, Instituto Brasileiro de Direito Desportivo. 7+ years of experience in Sports Law. DongUk Kim South Korean, 28 [email protected] BSBA in Marketing with minor in Spanish, Northeastern University, USA. 1 year of experience working in Sports Researching and Strategy (Major League Soccer), 1 year of experience in Social Media Marketing (Ringier China, Courtyard by Marriott) Marcello Guastafierro Italian, 26 [email protected] Master of Science in Management, Major in Organization and Bachelor degree in Business Administration Università Commerciale Luigi Bocconi, Milan, Italy. Experience in organization of sports events and sports sponsorship. Sean Dempsey American, 26 [email protected] BBA in Marketing, Loyola University Maryland, USA. 3+ years of project management Experience in the Legal Services Industry. 1 year of experience in Youth Development in Football. 1 ACKNOWLEDGEMENTS As a group, we have experienced much help and support in the finalization of our Final Project. The support provided to our group showed the commitment, not only to the FIFA Masters but also, to a topic which has polarized the sport of football over the past year in particular. The importance of the subject matter has been well received by all external parties we’ve been in contact with (coaches, players, league administrators, and etc.) and their collaboration has been vital to the successful completion of our project. We would like to send a very special thank you to our tutor, Petros Mavroidis. Petros was highly supportive in the designation of our subject matter and often challenged us to search for the tough answers that may be overlooked when researching a topic such as discrimination in sport. His unique insight on the topic from a dual level perspective opened many intellectual doors which pushed our project forward throughout the year. In addition, Kevin Tallec Marston has been vital to the completion of our project and we thank him for his determination and willingness to help along the way. His meetings that contained such passion, rigour, and curiosity helped shaped our project both structurally and intellectually. Lastly, we would like to mention the following organizations and people that played a critical role in supporting our project by giving up their time to speak to us and give their opinions on how to increase diversity in the sport of football: • Carlo Ancelotti, a former manager of Real Madrid, PSG, Chelsea, AC Milan, & Juventus • Javier Zanetti, a former player of Internazionale, Banfield, & Argentina • Philipp Wollscheid, a Stoke City player in the English Premier League • Per Skjelbred, a Hertha Berlin player in the German Bundesliga • Jens Hegeler, a Hertha Berlin player in the German Bundesliga • Mason Wild, a English youth coach in Sweden • Xinxin Cao, a vice president of Atletico CP in the Portuguese Segunda Liga • Eric McClymont, a youth development coach at Beste Football Club 2 Table of Contents 1) Introduction .................................................................................................................................... 5 1.1) Limitations .............................................................................................................................. 6 1.2) Implicit Judgement in Decision Making ................................................................................. 7 1.3) Correctly Identifying the Problem .......................................................................................... 9 1.4) Rooney Rule: Context, Justification, and Arguments ........................................................... 10 1.4.1) Context ......................................................................................................................... 10 1.4.2) The Rooney Rule by the Numbers ............................................................................... 12 1.4.2.1) Pre-2003 ....................................................................................................................... 12 1.4.2.2) Post-2003 ...................................................................................................................... 14 1.4.3) Arguments ................................................................................................................... 15 1.5) Past Precedent ..................................................................................................................... 17 1.5.1) Affirmative Action in the US Collegiate System ........................................................... 18 1.5.2) Gender Quotas for Elected Members of the LoWer House in the Irish Government .. 21 1.5.3) Mandatory Inclusion of a Female member in FIFA's Executive Committee ................ 22 2) Legal Perspectives of social hiring regulations ............................................................................. 23 2.1) Legal perspective of social hiring regulations in Europe ...................................................... 24 2.2) Legal aspects of implementation in England ....................................................................... 27 3) CASE STUDY – ENGLISH PROFESSIONAL LEAGUES ........................................................................ 30 3.1) Black, Asian and Minority ethnic groups in United Kingdom ............................................... 30 3.2) Perception of racism ............................................................................................................ 30 3.3) BAME footballers in the United Kingdom ............................................................................ 31 3.4) BAME managers in English professional football leagues ................................................... 31 3.5) Reception from the fans, footballers & coaches ................................................................. 36 3.6) Summary of our qualitative analysis .................................................................................... 38 3.7) Case Comparative Analysis .................................................................................................. 40 3.7.1) The Sporting Industry: A Comparative Analysis of BAME Participation and Coaching in all Sports Segments ...................................................................................................................... 40 3.7.2) The Traditional Industries: An Evaluation of BAME Senior Management and BAME Middle-management positions .................................................................................................... 41 3.7.3) The Situation in Other European Countries: An Analysis of Four European Professional A-Leagues ..................................................................................................................................... 41 4) Methodology ................................................................................................................................ 43 5) Recommendations ...................................................................................................................... 45 5.1) First Recommendation: The European Rooney Rule ........................................................... 45 5.1.1) European Context ........................................................................................................ 45 3 5.1.2) A European Rooney Rule? ............................................................................................ 46 5.1.3) Analysis ........................................................................................................................ 46 5.1.4) Variables of the Model ................................................................................................ 47 5.1.5) Formula ........................................................................................................................ 48 5.1.6) English Case ................................................................................................................. 49 5.1.7) Calculations ................................................................................................................. 52 5.1.8) Recommendation 1: Wrap Up ..................................................................................... 53 5.2) Second Recommendation: Alteration of the Coaching Licensing System and Minority Alliance Groups ................................................................................................................................. 54 5.2.1) Alteration of the Coaching Licensing System ................................................................ 54 5.2.2) Proactive Adjustments of the Minority Alliance Groups .............................................. 54 5.3.3) Collaboration With External Experts ............................................................................