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Cracking the Glass Ceiling?

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Cracking the Glass Ceiling? View metadata, citation and similar papers at core.ac.uk brought to you by CORE provided by Loughborough University Institutional Repository Cracking the glass ceiling? Levels of representation of ‘visible’ minorities and women in leadership and coaching in football in Europe and the experiences of elite level ‘visible’ minority coaches Dr Steven Bradbury (Loughborough University, England) with Dr Jacco Van Sterkenburg (Erasmus University Rotterdam, Netherlands) Professor Patrick Mignon (INSEP, France) Contents Executive summary Recommendations for future action: addressing under‐representation 1. Introduction 1 1.1 Research context 1 1.2 Research aims and areas of focus 1 1.3 Research methods and data collection 2 1.4 Structure of the report 3 2. Levels of representation in leadership positions in football in Europe 5 2.1 Senior football governance 5 2.1.1 Overall organizational findings 5 2.1.2 Elite level clubs senior governance 6 2.1.3 National league associations senior governance 9 2.1.4 National federations senior governance 9 2.1.5 UEFA senior governance 10 2.2 Senior football operations 12 2.2.1 Overall organizational findings 12 2.2.2 Elite level clubs senior operations 13 2.2.3 National league associations senior operations 16 2.2.4 National federations senior operations 16 2.2.5 UEFA senior operations 17 2.3 Analysis of statistical findings 17 2.3.1 Under‐representation and institutional discrimination 17 2.3.2 Recommendations for future action: leadership 19 3. Levels of representation in senior coaching positions in football in Europe 21 3.1 Senior football coaching 21 3.1.1 Overall organisational findings 21 3.1.2 Elite level clubs senior coaching 22 3.1.3 National men’s teams senior coaching 23 3.1.4 National women’s teams senior coaching 24 4. The experiences of elite level ‘visible’ minority coaches in England, France 25 and the Netherlands 4.1 The national political context 25 4.1.1 ‘Visible’ minorities and national population demographics 25 4.1.2 ‘Visible’ minorities, racisms and racial inequalities 26 4.1.3 National measures to address racism and racial inequalities 27 4.2 The national football context 28 4.2.1 ‘Visible’ minorities and representation in football 28 4.2.2 ‘Visible’ minorities, racisms and racial inequalities in football 29 4.2.3 National measures to address racisms and racial inequalities in football 30 4.3 The coach education context 32 4.3.1 UEFA and coach education 32 4.3.2 National coach education policies and pathways 32 4.3.3 Levels of representation of ‘visible’ minorities in coach education 34 4.4 The coach employment context 35 4.4.1 Professional clubs, coaching infrastructures and coach recruitment 35 4.4.2 Levels of representation of ‘visible’ minorities in coach employment 36 4.5 The sample group of interviewees 37 4.5.1 Demographic backgrounds 37 4.5.2 Playing backgrounds 37 4.5.3 Coaching qualifications 38 4.5.4 Coaching employment 38 4.6 Accessing and undertaking coach education 38 4.6.1 Enabling and disabling factors: an introduction 38 4.6.2 Personal and professional motivations 38 4.6.3 Lack of ‘visible’ minority coach role models 40 4.6.4 Access, opportunities and networks 41 4.6.5 Content, delivery and outcomes 44 4.6.6 Racisms, stereotypes and discrimination 46 4.7 Accessing and undertaking coach employment 49 4.7.1 Enabling and disabling factors: an introduction 49 4.7.2 Personal and professional motivations 49 4.7.3 Lack of ‘visible’ minority coach role models 49 4.7.4 Qualifications, experience, and employability 50 4.7.5 Access, opportunities and networks 53 4.7.6 Racisms, stereotypes and discrimination 60 4.8 Models of best practice and recommendations 64 4.8.1 Addressing ‘visible’ minority under‐representation in coach education 65 4.8.2 Recommendations for future action: coach education 68 4.8.3 Addressing ‘visible’ minority under‐representation in coach employment 68 4.8.4 Recommendations for future action: coach employment 73 5. Addressing under‐representation in leadership and coaching: case study examples 74 5.1 The International Olympic Committee and women and leadership in sport 74 5.2 The Norwegian Football Federation and gender equality measures 75 5.3 The US National Basketball Association and the Racial and Gender Scorecard 76 5.4 The Kick It Out Equality Standard for professional football clubs 77 5.5 The US National Football League and the Rooney Rule 78 6. Endnote and contact details 79 Executive summary Research methods The findings in this report illustrate the levels of representation of ‘visible’ minorities and women in senior governance, senior operations and senior coaching positions in football in Europe. The findings are based on documentary and web‐based analysis of the demographic background and occupational status of 4,608 individuals in positions of this kind at national league associations, national football federations and UEFA, and at a sample group of elite level professional clubs in seven countries: England, Germany, Spain, Belgium, France, Italy and the Netherlands The findings in this report also illustrate a series of individual, cultural and structural factors which have enabled and/or disabled the career progression of ‘visible’ minority coaches in England, France and the Netherlands. The findings are based analysis of semi‐structured interviews conducted with 40 highly qualified ‘visible’ minority coaches with significant experience of working within professional and semi‐professional football in each of the countries under review The term ‘visible’ minority is used in this report as a broad descriptive marker to refer to ethnically distinct populations drawn from non‐European heritage who reside in countries in Europe in which they make up a numerical minority. These ‘visible’ minorities include generationally settled and new migrant populations drawn from Asia, Africa, the Caribbean, and the Middle East. They also include the ‘special case’ of migrant Turkish population’s who’s ethnic, cultural and religious ‘visibility’ seems heightened in many countries of settlement in Europe. In the limited context of this report, the term ‘visible’ minority does not apply to ethnic, cultural, national or religious minorities such as Basques, Jewish or Roma populations. Nor does it apply to economic in‐migrants drawn from EU accession countries in Central and Eastern Europe, where such minorities could broadly be described as white. Leadership positions in football in Europe Levels of representation in leadership positions in football in Europe Senior governance: key statistical findings The findings in this section are based on analysis of the demographic background and occupational status of 2,195 individuals in senior governance positions (such as president, vice‐ president and executive committee members) at elite level professional clubs, national league associations, national football federations and UEFA. Table A: demographic background of staff in senior governance positions across organisations White White Minority Minority Overall men women men women Elite level professional clubs 95.7% 3.2% 1.1% 0% 100% National league associations 98.4% 1.1% 0.5% 0% 100% National federations 97.5% 2.3% 0% 0.2% 100% UEFA 92.7% 6.9% 0.4% 0% 100% Total: 95.8% 3.6% 0.5% 0.1% 100% Overall, 95.8% of all senior governance positions at elite level clubs, national league associations, national federations and UEFA were held by white men. The remaining 4.2% of positions of this kind were held by white women (3.6%), ‘visible’ minority men (0.5%) or ‘visible’ minority women (0.1%). Senior governance: additional analysis Elite level clubs: Overall, 95.7% of senior governance positions were held by white men. The highest positions of this kind held by women were vice‐president positions: at two clubs in Italy. Women executive committee members featured most strongly at clubs in England, Spain and Italy. A small number of ‘global’ rather than local ‘visible’ minority men held presidential and executive committee positions at elite level clubs in England, Spain, Belgium and France. National league associations: Overall, 98.4% of senior governance positions were held by white men, including all president and vice‐president positions. Only 14% and 7% of national league associations respectively featured women or ‘visible’ minorities at executive committee level. National football federations: Overall, 97.5% of senior governance positions were held by white men. The highest positions of this kind held by women were vice‐president positions: in Estonia, Norway and Sweden. In total, 28.6% of all national federations featured women at executive committee level, accounting for 3.7% of all positions of this kind. UEFA: Overall, 92.7% of senior governance positions were held by white men. In total, 48% of all UEFA organs, committees and panels featured women delegates. In total, 41.9% of all women delegates were involved in one committee: the UEFA women’s football committee. Only the UEFA Professional Football Strategy Council featured ‘visible’ minority delegates, both of whom were representatives of FIFPRO. Senior operations: key statistical findings The findings in this section are based on analysis of the demographic background and occupational status of 1,741 individuals in senior operations positions (such as CEO or head of unit positions) at elite level professional clubs, national league associations, national football federations and UEFA. Overall, 87.7% of all senior operations positions at elite level clubs, national league associations, national federations and UEFA were held by white men. In total, 12.3% of positions of this kind were held by white women (11.9%), or ‘visible’ minority men (0.4%) Table B: demographic background of staff in senior operations positions across organisations White White Minority Minority Overall men women men women Elite level professional clubs 88.1% 11.4% 0.5% 0% 100% National league associations 88.7% 11.3% 0% 0% 100% National federations 84.6% 15.4% 0% 0% 100% UEFA 95.6% 2.2% 2.2% 0% 100% Total: 87.7% 11.9% 0.4% 0% 100% Senior operations: additional analysis Elite level clubs: Overall, 88.1% of senior operations positions were held by white men.
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