• Home
  • About Us
    • About us
    • Careers
    • People
  • Services
    • Inclusive Cultures
    • Inclusive Recruitment
    • Inclusive Development
  • Resources
    • Insights
    • Research
    • Press
  • Case Studies
Menu
  • Home
  • About Us
    • About us
    • Careers
    • People
  • Services
    • Inclusive Cultures
    • Inclusive Recruitment
    • Inclusive Development
  • Resources
    • Insights
    • Research
    • Press
  • Case Studies
Search
Contact Us
Contact us
Menu

Home › Press › John Barnes: I am not a fan of players walking off, but England made decision and should have stuck to their guns

John Barnes: I am not a fan of players walking off, but England made decision and should have stuck to their guns

  • October 17, 2019

 

How those at the forefront in the fight against racism in English football reacted.

I don’t think walking off the pitch is the right thing to do. But that’s what England decided they were going to do, so l supported them. Having decided that you walk off at hearing racist abuse, the three-step Uefa protocol must be adhered to.

We got to that first step, and then [the game] was stopped a second time. But then, in the second half, it was decided ‘we are not going to walk off now’. If the racism stopped at the second stoppage, then fine, but it didn’t. The racism continued in the second half. Why didn’t they walk off?

Either we do it properly and we say we follow the three-step protocol. If it doesn’t stop, then we need to abandon the match. The alternative is don’t do it at all. In the first half England complained. In the second, they didn’t. It was still going on. Why didn’t they complain again?

That’s the issue I have: I don’t agree with walking off but if that’s what they’ve agreed on, I will back them if it’s followed through. If you are going to do it, do it properly.

Read the full article on The Telegraph.

Stay ahead of the game.

Get the latest on DEI, effective recruitment, and leadership development direct to your inbox.
This field is for validation purposes and should be left unchanged.

Related Posts

  • Press

Elon Musk’s car firm to pay ex-worker £2.6m over racial abuse at work

  Tesla has been ordered to pay more the equivalent of £2.6million to an ex-employee who was subjected to racial...
  • Press

Creating an Environment of Psychological Safety in the Workplace

  Toxic workplace cultures, and attempts to rectify them, have been hitting the headlines recently, from Elon Musk giving Twitter...
  • Press

How to: Spot, Tackle and Eliminate Unconscious Bias

  It’s no secret that some people face greater obstacles in both life and in the workplace. From sexism to...
  • Press

How have the recent tech layoffs impacted workplace DEI?

The technology industry has seen an unprecedented number of layoffs throughout 2022 – but how has this impacted DEI and...
  • Press

Many Christians feel unable to express religious identity at work

Despite being the most common religion in the UK, many Christian employees feel unable to comfortably express their religious identity...
  • Press

Christian employees feel ‘silenced’ in the workplace

“Hostility” and “ridicule” are some of the experiences reported by Christian employees in the UK and US, according to a...

Free Consultation with a Business Psychologist

Talk to us to discuss your needs.
Book an Appointment
14 years’ experience
Jonathan Taylor, Managing Psychologist

Book Your Appointment Today

This field is for validation purposes and should be left unchanged.
Terms & Conditions

Privacy Policy

Cookie Policy

Site map

Making The World Fairer

© 2023 Pearn Kandola LLP
© 2015-2023 Pearn Kandola LLP. All Rights Reserved. Pearn Kandola and the Pearn Kandola Logo are registered trademarks of Pearn Kandola LLP.
  • Home
  • About Us
    • About us
    • Careers
    • People
  • Services
    • Inclusive Cultures
    • Inclusive Recruitment
    • Inclusive Development
  • Resources
    • Insights
    • Research
    • Press
  • Case Studies
Search