English football: why are there so few black people in senior positions?

Simon Kuper in The FT

Possibly the only English football club run mostly by black staff is Queens Park Rangers, in the Championship, the English game’s second tier. 

QPR’s director of football, Les Ferdinand, and technical director, Chris Ramsey, have spent their entire careers in the sport watching hiring discrimination persist almost everywhere else. Teams have knelt in protest against racism, but Ferdinand says, “I didn’t want to see people taking the knee. I just wanted to see action. I’m tired of all these gestures.”  

Now a newly founded group, the Black Footballers Partnership (BFP), argues that it is time to adopt compulsory hiring quotas for minorities. Voluntary measures have not worked, says its executive director, Delroy Corinaldi. 

The BFP has commissioned a report from Stefan Szymanski (economics professor at the University of Michigan, and my co-author on the book Soccernomics) to document apparent discrimination in coaching, executive and scouting jobs. 

It is a dogma of football that these roles must be filled by ex-players — but only, it seems, by white ones. Last year 43 per cent of players in the Premier League were black, yet black people held “only 4.4 per cent of managerial positions, usually taken by former players” and 1.6 per cent of “executive, leadership and ownership positions”, writes Szymanski. 

Today 14 per cent of holders of the highest coaching badge in England, the Uefa Pro Licence, are black, but they too confront prejudice. Looking ahead, the paucity of black scouts and junior coaches is keeping the pipeline for bigger jobs overwhelmingly white. Corinaldi hopes that current black footballers will follow England’s forward Raheem Sterling in calling for more off-field representation. 

There have been 28 black managers in the English game since the Football League was founded in 1888, calculates Corinaldi. As for the Premier League, which has had 11 black managers in 30 years, he says: “Sam Allardyce [an ex-England manager] has had nearly as many roles as the whole black population.” The situation is similar in women’s football, says former England international Anita Asante. 

Ramsey, who entered coaching in the late 1980s, when he says “there were literally no black coaches”, reflects: “There’s always a dream that you’re going to make the highest level, so naively you coach believing that your talent will get you there, but very early on I realised that wasn’t going to happen.”  

Reluctant to hire 

He says discrimination in hiring is always unspoken: “People hide behind politically correct language. They will take a knee, and say, ‘I’m all for it’. You’re just never really seen as able to do the job. And then people sometimes employ people less qualified than you. Plenty of white managers have failed, and I just want to have the opportunity to be as bad as them, and to be given an opportunity again. You don’t want to have to be better just because you’re black.” 

When Ferdinand’s glittering playing career ended, he worried that studying for his coaching badges might “waste five years of my life”, given that the white men running clubs were reluctant to hire even famous black ex-players such as John Barnes and Paul Ince. In Ferdinand’s first seven years on the market, he was offered one managerial job. “People tend to employ what looks, sounds and acts like them,” he shrugs. Yet he says he isn’t angry: “Anger’s not the right word, because that’s unfortunately how they see a lot of young black men, as angry.” 

He suspects QPR hired him in part because its then co-chair, the Malaysian Tony Fernandes, is a person of colour. After the two men met and began talking, recalls Ferdinand, “he said, ‘Why are you not doing this job [management] in football?’ I said, ‘Because I’ve not been given the opportunity.’ The conversations went from there. Had he not been a person of colour, I perhaps wouldn’t have had the opportunity to talk to him in the way that I did.” 

Szymanski can identify only two black owners in English football, both at small clubs: Ben Robinson of Burton Albion, and Ryan Giggs, co-owner of Salford City. 

Szymanski believes discrimination persists for managerial jobs in part because football managers have little impact on team performance — much less than is commonly thought. He calculates that over 10 seasons, the average correlation between a club’s wage bill for players and its league position exceeds 90 per cent. If the quality of players determines results almost by itself, then managers are relatively insignificant, and so clubs can continue to hire the stereotype manager — a white male ex-player aged between 35 and 55 — without harming their on-field performance. 

For about 20 years, English football has launched various fruitless attempts to address discrimination. Ramsey recalls the Football Association — the national governing body — inviting black ex-players to “observe” training sessions. He marvels: “You’re talking about qualified people with full badges standing and watching people train. And most of them have been in the game longer than the people they’re watching.” 

Modest though that initiative was, Ferdinand recalls warning FA officials: “A certain amount of people at St George’s Park [the FA’s National Football Centre], when you tell them this is the initiative, their eyes will be rolling and thinking, ‘Here we go, we’re doing something for them again, we’re trying to give them another opportunity.’ What those people don’t realise is: we don’t get opportunities.”  

Rooney Rule 

After the NFL of American gridiron football introduced the Rooney Rule in 2003, requiring teams to interview minority candidates for job openings, the English ex-player Ricky Hill presented the idea to the League Managers Association. Ramsey recalls, “Everyone said, ‘God, this is brilliant’.” Yet only in the 2016/2017 season did 10 smaller English clubs even pilot the Rooney Rule. Ramsey says: “We are expected to accept as minority coaches that these things take a long time. I have seen this train move along so slowly that it’s ridiculous.” He mourns the black managerial careers lost in the wait. 

In 2019 the Rooney Rule was made mandatory in the three lower tiers of English professional football, though not in the Premier League or anywhere else in Europe. Clubs had to interview at least one black, Asian or minority ethnic (Bame) candidate (if any applied) for all first team managerial, coaching and youth development roles. Why didn’t the rule noticeably increase minority hiring? Ferdinand replies, “Because there’s nobody being held accountable to it. What is the Rooney Rule? You give someone the opportunity to come through the door and talk.” Moreover, English football’s version of the rule has a significant loophole: clubs are exempt if they interview only one candidate, typically someone found through the white old boys’ network. 

Nor has the Rooney Rule made much difference in the NFL. In 2020, 57.5 per cent of the league’s players were black, but today only two out of 32 head coaches are, while one other identifies as multiracial. This month, the former Miami Dolphins coach Brian Flores filed a lawsuit against the NFL and three clubs, accusing them of racist and discriminatory practices. He and other black coaches report being called for sham interviews for jobs that have already been filled, as teams tick the Rooney Rule’s boxes. 

Voluntary diversity targets 

In 2020 England’s FA adopted a voluntary “Football Leadership Diversity Code”. Only about half of English professional clubs signed it. They committed to achieving percentage targets for Bame people among new hires: 15 per cent for senior leadership and team operations positions, and 25 per cent for men’s coaching — “a discrepancy in goals that itself reflects the problem”, comments Szymanski. Clubs were further allowed to water down these targets “based on local demographics”. 

The FA said: “The FA is deeply committed to ensuring the diversity of those playing and coaching within English football is truly reflective of our modern society. 

“We’re focused on increasing the number of, and ongoing support for, coaches who have been historically under-represented in the game. This includes a bursary programme for the Uefa qualifications required to coach in academy and senior professional football.” 

A report last November showed mixed results. Many clubs had missed the code’s targets, with several Premier League clubs reporting zero diversity hires. On the other hand, more than 20 per cent of new hires in men’s football were of Bame origin, which was at least well above historical hiring rates. 

Do clubs take the code seriously? Ferdinand smiles ironically: “From day one I didn’t take it seriously. Because it’s a voluntary code. What’s the repercussions if you don’t follow the voluntary code? No one will say anything, no one will do anything about it.”  

The BFP and the League Managers Association have called for the code’s targets to be made compulsory. Ferdinand cites the example of countries that set mandatory quotas for women on corporate boards of listed companies. 

Asante says it takes minorities in positions of power to understand the problems of minorities. “If you are a majority in any group, when are you ever thinking about the needs of others?” Corinaldi adds: “When you have a monoculture in any boardroom, you only know what you know, and it tends to be the same stories you heard growing up.” He predicts that once football has more black directors and senior executives, they will hire more diversely. 

The BFP’s model for English football is the National Basketball Association in the US, a 30-team league with 14 African-American head coaches. For now, that feels like a distant utopia. Ramsey warns: “If there is no revolutionary action, we’ll be having this same conversation in 10 years’ time.” And he remembers saying exactly those words 10 years ago.

Just don’t do it: 10 exercise myths

We all believe we should exercise more. So why is it so hard to keep it up? Daniel E Lieberman, Harvard professor of evolutionary biology, explodes the most common and unhelpful workout myths by Daniel E Lieberman in The Guardian 

Yesterday at an outdoor coffee shop, I met my old friend James in person for the first time since the pandemic began. Over the past year on Zoom, he looked just fine, but in 3D there was no hiding how much weight he’d gained. As we sat down with our cappuccinos, I didn’t say a thing, but the first words out of his mouth were: “Yes, yes, I’m now 20lb too heavy and in pathetic shape. I need to diet and exercise, but I don’t want to talk about it!”

If you feel like James, you are in good company. With the end of the Covid-19 pandemic now plausibly in sight, 70% of Britons say they hope to eat a healthier diet, lose weight and exercise more. But how? Every year, millions of people vow to be more physically active, but the vast majority of these resolutions fail. We all know what happens. After a week or two of sticking to a new exercise regime we gradually slip back into old habits and then feel bad about ourselves.

Clearly, we need a new approach because the most common ways we promote exercise – medicalising and commercialising it – aren’t widely effective. The proof is in the pudding: most adults in high-income countries, such as the UK and US, don’t get the minimum of 150 minutes per week of physical activity recommended by most health professionals. Everyone knows exercise is healthy, but prescribing and selling it rarely works.

I think we can do better by looking beyond the weird world in which we live to consider how our ancestors as well as people in other cultures manage to be physically active. This kind of evolutionary anthropological perspective reveals 10 unhelpful myths about exercise. Rejecting them won’t transform you suddenly into an Olympic athlete, but they might help you turn over a new leaf without feeling bad about yourself.

Myth 1: It’s normal to exercise

Whenever you move to do anything, you’re engaging in physical activity. In contrast, exercise is voluntary physical activity undertaken for the sake of fitness. You may think exercise is normal, but it’s a very modern behaviour. Instead, for millions of years, humans were physically active for only two reasons: when it was necessary or rewarding. Necessary physical activities included getting food and doing other things to survive. Rewarding activities included playing, dancing or training to have fun or to develop skills. But no one in the stone age ever went for a five-mile jog to stave off decrepitude, or lifted weights whose sole purpose was to be lifted.

Myth 2: Avoiding exertion means you are lazy

Whenever I see an escalator next to a stairway, a little voice in my brain says, “Take the escalator.” Am I lazy? Although escalators didn’t exist in bygone days, that instinct is totally normal because physical activity costs calories that until recently were always in short supply (and still are for many people). When food is limited, every calorie spent on physical activity is a calorie not spent on other critical functions, such as maintaining our bodies, storing energy and reproducing. Because natural selection ultimately cares only about how many offspring we have, our hunter-gatherer ancestors evolved to avoid needless exertion – exercise – unless it was rewarding. So don’t feel bad about the natural instincts that are still with us. Instead, accept that they are normal and hard to overcome.

‘For most of us, telling us to “Just do it” doesn’t work’: exercise needs to feel rewarding as well as necessary. Photograph: Dan Saelinger/trunkarchive.com

Myth 3: Sitting is the new smoking

You’ve probably heard scary statistics that we sit too much and it’s killing us. Yes, too much physical inactivity is unhealthy, but let’s not demonise a behaviour as normal as sitting. People in every culture sit a lot. Even hunter-gatherers who lack furniture sit about 10 hours a day, as much as most westerners. But there are more and less healthy ways to sit. Studies show that people who sit actively by getting up every 10 or 15 minutes wake up their metabolisms and enjoy better long-term health than those who sit inertly for hours on end. In addition, leisure-time sitting is more strongly associated with negative health outcomes than work-time sitting. So if you work all day in a chair, get up regularly, fidget and try not to spend the rest of the day in a chair, too.

Myth 4: Our ancestors were hard-working, strong and fast

A common myth is that people uncontaminated by civilisation are incredible natural-born athletes who are super-strong, super-fast and able to run marathons easily. Not true. Most hunter-gatherers are reasonably fit, but they are only moderately strong and not especially fast. Their lives aren’t easy, but on average they spend only about two to three hours a day doing moderate-to-vigorous physical activity. It is neither normal nor necessary to be ultra-fit and ultra-strong.

Myth 5: You can’t lose weight walking

Until recently just about every weight-loss programme involved exercise. Recently, however, we keep hearing that we can’t lose weight from exercise because most workouts don’t burn that many calories and just make us hungry so we eat more. The truth is that you can lose more weight much faster through diet rather than exercise, especially moderate exercise such as 150 minutes a week of brisk walking. However, longer durations and higher intensities of exercise have been shown to promote gradual weight loss. Regular exercise also helps prevent weight gain or regain after diet. Every diet benefits from including exercise.

Myth 6: Running will wear out your knees

Many people are scared of running because they’re afraid it will ruin their knees. These worries aren’t totally unfounded since knees are indeed the most common location of runners’ injuries. But knees and other joints aren’t like a car’s shock absorbers that wear out with overuse. Instead, running, walking and other activities have been shown to keep knees healthy, and numerous high-quality studies show that runners are, if anything, less likely to develop knee osteoarthritis. The strategy to avoiding knee pain is to learn to run properly and train sensibly (which means not increasing your mileage by too much too quickly).

Myth 7: It’s normal to be less active as we age

After many decades of hard work, don’t you deserve to kick up your heels and take it easy in your golden years? Not so. Despite rumours that our ancestors’ life was nasty, brutish and short, hunter-gatherers who survive childhood typically live about seven decades, and they continue to work moderately as they age. The truth is we evolved to be grandparents in order to be active in order to provide food for our children and grandchildren. In turn, staying physically active as we age stimulates myriad repair and maintenance processes that keep our bodies humming. Numerous studies find that exercise is healthier the older we get.

Myth 8: There is an optimal dose/type of exercise

One consequence of medicalising exercise is that we prescribe it. But how much and what type? Many medical professionals follow the World Health Organisation’s recommendation of at least 150 minutes a week of moderate or 75 minutes a week of vigorous exercise for adults. In truth, this is an arbitrary prescription because how much to exercise depends on dozens of factors, such as your fitness, age, injury history and health concerns. Remember this: no matter how unfit you are, even a little exercise is better than none. Just an hour a week (eight minutes a day) can yield substantial dividends. If you can do more, that’s great, but very high doses yield no additional benefits. It’s also healthy to vary the kinds of exercise you do, and do regular strength training as you age.

Myth 9: ‘Just do it’ works

Let’s face it, most people don’t like exercise and have to overcome natural tendencies to avoid it. For most of us, telling us to “just do it” doesn’t work any better than telling a smoker or a substance abuser to “just say no!” To promote exercise, we typically prescribe it and sell it, but let’s remember that we evolved to be physically active for only two reasons: it was necessary or rewarding. So let’s find ways to do both: make it necessary and rewarding. Of the many ways to accomplish this, I think the best is to make exercise social. If you agree to meet friends to exercise regularly you’ll be obliged to show up, you’ll have fun and you’ll keep each other going.

Myth 10: Exercise is a magic bullet

Finally, let’s not oversell exercise as medicine. Although we never evolved to exercise, we did evolve to be physically active just as we evolved to drink water, breathe air and have friends. Thus, it’s the absence of physical activity that makes us more vulnerable to many illnesses, both physical and mental. In the modern, western world we no longer have to be physically active, so we invented exercise, but it is not a magic bullet that guarantees good health. Fortunately, just a little exercise can slow the rate at which you age and substantially reduce your chances of getting a wide range of diseases, especially as you age. It can also be fun – something we’ve all been missing during this dreadful pandemic.