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Sunday 25 June 2017

What the Kohli-Kumble saga tells us

Ian Chappell in Cricinfo



Pakistan soundly beat India in the Champions Trophy final, and it has been interesting, to say the least, to witness the aftermath.

Firstly, the Indian coach, Anil Kumble, resigned. Then the Pakistan players - not surprisingly - were welcomed home as heroes. This was followed by an ICC announcement that Afghanistan and Ireland have been added to the list of Test-playing nations, increasing the number to 12.

Kumble's resignation was no great surprise, as he's a strong-minded individual and the deteriorating relationship between him and the captain, Virat Kohli, had reached the stage of being a distraction. Kumble's character is relevant to any discussion about India's future coaching appointments. The captain is the only person who can run an international cricket team properly, because so much of the job involves on-field decision making. Also, a good part of the leadership role - performed off the field - has to be handled by the captain, as it helps him earn the players' respect, which is crucial to his success.

Consequently a captain has to be a strong-minded individual and decisive in his thought process. To put someone of a similar mindset in a position where he's advising the captain is inviting confrontation.

The captain's best advisors are his vice-captain, a clear-thinking wicketkeeper, and one or two senior players. They are out on the field and can best judge the mood of the game and what advice should be offered to the captain and when.

The best off-field assistance for a captain will come from a good managerial type. Someone who can attend to duties that are not necessarily related to winning or losing cricket matches, but done efficiently, can contribute to the success of the team.

The last thing a captain needs is to come off the field and have someone second-guess his decisions. He also doesn't need a strong-minded individual (outside his advisory group) getting too involved in the pre-match tactical planning. Too often I see captaincy that appears to be the result of the previous evening's planning, and despite ample evidence that it's hindering the team's chances of victory, it remains the plan throughout the day.

This is generally a sure sign that the captain is following someone else's plan and that he, the captain, is the wrong man for the job.

India is fortunate to have two capable leaders in Kohli and the man who stood in for him during the Test series with Australia, Ajinkya Rahane.

It's Kohli's job as captain to concentrate on things that help win or lose cricket matches, and his off-field assistants' task is to ensure he is not distracted in trying to achieve victory.

India's opponents in the final, Pakistan, were unusually free of any controversies during the tournament. They were capably led by Sarfraz Ahmed, who appeared to become more and more his own man as the tournament progressed.

Thursday 22 June 2017

After the Grenfell fire, the church got it right where the council failed

Giles Fraser in The Guardian

We are an “unsuccessful church”, the exhausted Rev Alan Everett told me, as I persuaded him to take a break and have some lunch. He meant that they only get 30 to 60 people in the pews on a Sunday morning and that it wasn’t one of those whizzy Alpha course churches beloved by London bishops and their growth spreadsheets. Next to us in the church’s sunny courtyard, an extended Muslim family talked openly about their escape from the fire. “Our lungs are full of smoke but at least, thank God, we are all alive.” A church worker told them where to find new shoes and clothes. It felt like a refugee camp. Perhaps it was a refugee camp. And hanging over the whole scene, Grenfell Tower, black and enormous. It stands as a biblical-scale condemnation to a whole society.

In the days after the fire, the church of St Clement’s, Notting Dale, became a hub for grieving families, generous donations of clothes and food – and camera-ready politicians. First Jeremy Corbyn came. Then a furtive Theresa May met a few residents in the church. Then Sadiq Khan was at mass on Sunday morning. I wanted to know from Everett how the church was able to respond so quickly in a way that the council didn’t. “I was woken up at 3am by a priest who lives in the tower, and so I came down to the church, opened the doors and turned the lights on,” he said. It all began from there. People started coming in out of the dark – often passersby looking to help. First they sorted out tea and coffee. By 7am, they had a fully stocked breakfast bar, with volunteers organising themselves into teams. Within hours, local restaurants were delivering food; clothes began to pile high in the church sanctuary – about 40 Transit vans’ worth, the vicar estimates. The place looked like a warehouse.

Listening to Everett, it struck me that “opening the doors and turning the lights on” was precisely the difference between the church and a local authority that had become arms’ length from its residents, continually dealing with local people only through intermediary organisations such as the locally much-hated Kensington and Chelsea Tenant Management Organisation. The nicest thing I heard about the royal borough from local people was that it had outsourced its care for the poor as a cost efficiency. The worst, that it was deliberately running down its stock of social housing so that they could eventually bring in the developers.



Donations inside the church of St Clement’s, Notting Dale. Photograph: Matthew Barrett

In his Sunday morning sermon, Fr Robert Thompson, an assistant priest in the parish and also a local Labour councillor, channelled his anger. Contrasting the good communication of the local volunteers with the bad communication of the authorities, he said: “The people on the lowest incomes of this parish simply do not feel listened to, either this week or in previous years, by those in power. Worse than that, what the whole issue of the cladding and the lack of sprinklers may well highlight is that some people in our society have simply become excess and debris on our neoliberal, unregulated, individualistic, capitalist and consumerist society.” The churchy way of saying “I agree” with all this is “amen”. The church of St Clement was built and paid for in 1867 by Alfred Dalgarno, a philanthropist vicar with deep pockets and a compassion for the poor. Thompson is a councillor for the Dalgarno ward, named after him. “This parish was built pre-welfare state and it is going to be needed as we now enter the post-welfare state,” he told me, chillingly.

Of course, parishes like St Clement are only superficially unsuccessful. Its secularised charity arm, the Clement James centre, helps thousands of local people every year, into work, into university. That’s why the parish is so trusted locally. “We are called to share in the brokenness and the forgottenness of the people we serve,” the vicar explained. In poor parishes, the job is to keep the doors open and the lights on. And this being permanently present is no small thing. Not least because, as Christians believe, the light will always beckon people out of the darkness.

Tuesday 20 June 2017

Older men have geekier sons.

Ian Sample in The Guardian


Older men tend to have “geekier” sons who are more aloof, have higher IQs and a more intense focus on their interests than those born to younger fathers, researchers claim.

The finding, which emerged from a study of nearly 8,000 British twins, suggests that having an older father may benefit children and boost their performance in technical subjects at secondary school.

Researchers in the UK and the US analysed questionnaires from 7,781 British twins and scored them according to their non-verbal IQ at 12 years old, as well as parental reports on how focused and socially aloof they were. The scientists then combined these scores into an overall “geek index”.

Magdalena Janecka at King’s College London said the project came about after she and her colleagues had brainstormed what traits and skills helped people to succeed in the modern age. “If you look at who does well in life right now, it’s geeks,” she said.

Drawing on the twins’ records, the scientists found that children born to older fathers tended to score slightly higher on the geek index. For a father aged 25 or younger, the average score of the children was 39.6. That figure rose to 41 in children with fathers aged 35 to 44, and to 47 for those with fathers aged over 50.

The effect was strongest in boys, where the geek index rose by about 1.5 points for every extra five years of paternal age. The age of the children’s mothers seemed to have almost no effect on the geek index.

When the scientists looked at the children’s achievements at school they found that having a high IQ, a tendency to focus intensely and social aloofness were all linked to children taking more technical GCSEs. When children displayed all three traits, the effect was even more pronounced, the researchers write in the journal Translational Psychiatry. Overall, children who were born when their fathers were 50 or older were 32% more likely to achieve two A or A* grades at GCSE than children born to men aged under 25.

Janecka said the study is one of the first to suggest that having an older father can have benefits for a child. Previous work by Janecka and others has found that children born to older men are more at risk of medical conditions including autism and schizophrenia.

The scientists calculate that 57% of the geek index score is inherited, but that figure is likely to vary with age. If right, it suggests that DNA and the environment have roughly an equal share in how geeky someone turns out. Writing in the journal, the researchers speculate that there may be some overlap with genes that contribute to autism and a high score on their index.

If the findings are right, it is unclear why the effect is different in boys and girls. Janecka said that the study may simply have failed to capture how girls display geekiness. “Maybe we aren’t measuring geekiness properly. They may be geeky in a different way to boys,” she said. But it is also possible that whatever averts autism in girls – five times as many males are diagnosed than females – also shields them from the most geeky traits.

Research is under way to recognise why older parents are more likely to have children with particular mental disorders. One theory pinpoints mutations that build up in parents’ sperm and eggs. But with geekiness, the answer could lie in geekier men simply being more likely to delay fatherhood.

“Certain men who delay fatherhood tend to be better educated and have better jobs and a higher geek index and they pass those genetics nto their offspring,” said Janecka. “It causes them to delay fatherhood, but other factors might contribute too.”

Monday 19 June 2017

Life and death in Apple’s forbidden city - Shame on you Steve Jobs

Brian Merchant in The Guardian


The sprawling factory compound, all grey dormitories and weather-beaten warehouses, blends seamlessly into the outskirts of the Shenzhen megalopolis. Foxconn’s enormous Longhua plant is a major manufacturer of Apple products. It might be the best-known factory in the world; it might also might be among the most secretive and sealed-off. Security guards man each of the entry points. Employees can’t get in without swiping an ID card; drivers entering with delivery trucks are subject to fingerprint scans. A Reuters journalist was once dragged out of a car and beaten for taking photos from outside the factory walls. The warning signs outside – “This factory area is legally established with state approval. Unauthorised trespassing is prohibited. Offenders will be sent to police for prosecution!” – are more aggressive than those outside many Chinese military compounds.

But it turns out that there’s a secret way into the heart of the infamous operation: use the bathroom. I couldn’t believe it. Thanks to a simple twist of fate and some clever perseverance by my fixer, I’d found myself deep inside so-called Foxconn City.

It’s printed on the back of every iPhone: “Designed by Apple in California Assembled in China”. US law dictates that products manufactured in China must be labelled as such and Apple’s inclusion of the phrase renders the statement uniquely illustrative of one of the planet’s starkest economic divides – the cutting edge is conceived and designed in Silicon Valley, but it is assembled by hand in China.

The vast majority of plants that produce the iPhone’s component parts and carry out the device’s final assembly are based here, in the People’s Republic, where low labour costs and a massive, highly skilled workforce have made the nation the ideal place to manufacture iPhones (and just about every other gadget). The country’s vast, unprecedented production capabilities – the US Bureau of Labor Statistics estimated that as of 2009 there were 99 million factory workers in China – have helped the nation become the world’s second largest economy. And since the first iPhone shipped, the company doing the lion’s share of the manufacturing is the Taiwanese Hon Hai Precision Industry Co, Ltd, better known by its trade name, Foxconn.

Foxconn is the single largest employer in mainland China; there are 1.3 million people on its payroll. Worldwide, among corporations, only Walmart and McDonald’s employ more. As many people work for Foxconn as live in Estonia.


An employee directs jobseekers to queue up at the Foxconn recruitment centre in Shenzhen. Photograph: David Johnson/Reuters

Today, the iPhone is made at a number of different factories around China, but for years, as it became the bestselling product in the world, it was largely assembled at Foxconn’s 1.4 square-mile flagship plant, just outside Shenzhen. The sprawling factory was once home to an estimated 450,000 workers. Today, that number is believed to be smaller, but it remains one of the biggest such operations in the world. If you know of Foxconn, there’s a good chance it’s because you’ve heard of the suicides. In 2010, Longhua assembly-line workers began killing themselves. Worker after worker threw themselves off the towering dorm buildings, sometimes in broad daylight, in tragic displays of desperation – and in protest at the work conditions inside. There were 18 reported suicide attempts that year alone and 14 confirmed deaths. Twenty more workers were talked down by Foxconn officials.

The epidemic caused a media sensation – suicides and sweatshop conditions in the House of iPhone. Suicide notes and survivors told of immense stress, long workdays and harsh managers who were prone to humiliate workers for mistakes, of unfair fines and unkept promises of benefits.

The corporate response spurred further unease: Foxconn CEO, Terry Gou, had large nets installed outside many of the buildings to catch falling bodies. The company hired counsellors and workers were made to sign pledges stating they would not attempt to kill themselves.

Steve Jobs, for his part, declared: “We’re all over that” when asked about the spate of deaths and he pointed out that the rate of suicides at Foxconn was within the national average. Critics pounced on the comment as callous, though he wasn’t technically wrong. Foxconn Longhua was so massive that it could be its own nation-state, and the suicide rate was comparable to its host country’s. The difference is that Foxconn City is a nation-state governed entirely by a corporation and one that happened to be producing one of the most profitable products on the planet.


If the boss finds any problems, they don’t scold you then. They scold you later, in front of everyone, at a meeting

A cab driver lets us out in front of the factory; boxy blue letters spell out Foxconn next to the entrance. The security guards eye us, half bored, half suspicious. My fixer, a journalist from Shanghai whom I’ll call Wang Yang, and I decide to walk the premises first and talk to workers, to see if there might be a way to get inside.

The first people we stop turn out to be a pair of former Foxconn workers.

“It’s not a good place for human beings,” says one of the young men, who goes by the name Xu. He’d worked in Longhua for about a year, until a couple of months ago, and he says the conditions inside are as bad as ever. “There is no improvement since the media coverage,” Xu says. The work is very high pressure and he and his colleagues regularly logged 12-hour shifts. Management is both aggressive and duplicitous, publicly scolding workers for being too slow and making them promises they don’t keep, he says. His friend, who worked at the factory for two years and chooses to stay anonymous, says he was promised double pay for overtime hours but got only regular pay. They paint a bleak picture of a high-pressure working environment where exploitation is routine and where depression and suicide have become normalised.

“It wouldn’t be Foxconn without people dying,” Xu says. “Every year people kill themselves. They take it as a normal thing.”

Over several visits to different iPhone assembly factories in Shenzhen and Shanghai, we interviewed dozens of workers like these. Let’s be honest: to get a truly representative sample of life at an iPhone factory would require a massive canvassing effort and the systematic and clandestine interviewing of thousands of employees. So take this for what it is: efforts to talk to often skittish, often wary and often bored workers who were coming out of the factory gates, taking a lunch break or congregating after their shifts.


A Foxconn employee in a dormitory at Longhua. The rooms are currently said to sleep eight. Photograph: Wang Yishu / Imaginechina/Camera Press

The vision of life inside an iPhone factory that emerged was varied. Some found the work tolerable; others were scathing in their criticisms; some had experienced the despair Foxconn was known for; still others had taken a job just to try to find a girlfriend. Most knew of the reports of poor conditions before joining, but they either needed the work or it didn’t bother them. Almost everywhere, people said the workforce was young and turnover was high. “Most employees last only a year,” was a common refrain. Perhaps that’s because the pace of work is widely agreed to be relentless, and the management culture is often described as cruel.

Since the iPhone is such a compact, complex machine, putting one together correctly requires sprawling assembly lines of hundreds of people who build, inspect, test and package each device. One worker said 1,700 iPhones passed through her hands every day; she was in charge of wiping a special polish on the display. That works out at about three screens a minute for 12 hours a day.

More meticulous work, like fastening chip boards and assembling back covers, was slower; these workers have a minute apiece for each iPhone. That’s still 600 to 700 iPhones a day. Failing to meet a quota or making a mistake can draw public condemnation from superiors. Workers are often expected to stay silent and may draw rebukes from their bosses for asking to use the restroom.

Xu and his friend were both walk-on recruits, though not necessarily willing ones. “They call Foxconn a fox trap,” he says. “Because it tricks a lot of people.” He says Foxconn promised them free housing but then forced them to pay exorbitantly high bills for electricity and water. The current dorms sleep eight to a room and he says they used to be 12 to a room. But Foxconn would shirk social insurance and be late or fail to pay bonuses. And many workers sign contracts that subtract a hefty penalty from their pay if they quit before a three-month introductory period.


The body-catching nets are still there. They look a bit like tarps that have blown off the things they’re meant to cover

On top of that, the work is gruelling. “You have to have mental management,” says Xu, otherwise you can get scolded by bosses in front of your peers. Instead of discussing performance privately or face to face on the line, managers would stockpile complaints until later. “When the boss comes down to inspect the work,” Xu’s friend says, “if they find any problems, they won’t scold you then. They will scold you in front of everyone in a meeting later.”

“It’s insulting and humiliating to people all the time,” his friend says. “Punish someone to make an example for everyone else. It’s systematic,” he adds. In certain cases, if a manager decides that a worker has made an especially costly mistake, the worker has to prepare a formal apology. “They must read a promise letter aloud – ‘I won’t make this mistake again’– to everyone.”

This culture of high-stress work, anxiety and humiliation contributes to widespread depression. Xu says there was another suicide a few months ago. He saw it himself. The man was a student who worked on the iPhone assembly line. “Somebody I knew, somebody I saw around the cafeteria,” he says. After being publicly scolded by a manager, he got into a quarrel. Company officials called the police, though the worker hadn’t been violent, just angry.

“He took it very personally,” Xu says, “and he couldn’t get through it.” Three days later, he jumped out of a ninth-storey window.

So why didn’t the incident get any media coverage? I ask. Xu and his friend look at each other and shrug. “Here someone dies, one day later the whole thing doesn’t exist,” his friend says. “You forget about it.”


Employees have lunch in a vast refectory at the Foxconn Longhua plant. Photograph: Wang Yishu/Imaginechina/Camera Press

‘We look at everything at these companies,” Steve Jobs said after news of the suicides broke. “Foxconn is not a sweatshop. It’s a factory – but my gosh, they have restaurants and movie theatres… but it’s a factory. But they’ve had some suicides and attempted suicides – and they have 400,000 people there. The rate is under what the US rate is, but it’s still troubling.” Apple CEO, Tim Cook, visited Longhua in 2011 and reportedly met suicide-prevention experts and top management to discuss the epidemic.

In 2012, 150 workers gathered on a rooftop and threatened to jump. They were promised improvements and talked down by management; they had, essentially, wielded the threat of killing themselves as a bargaining tool. In 2016, a smaller group did it again. Just a month before we spoke, Xu says, seven or eight workers gathered on a rooftop and threatened to jump unless they were paid the wages they were due, which had apparently been withheld. Eventually, Xu says, Foxconn agreed to pay the wages and the workers were talked down.

When I ask Xu about Apple and the iPhone, his response is swift: “We don’t blame Apple. We blame Foxconn.” When I ask the men if they would consider working at Foxconn again if the conditions improved, the response is equally blunt. “You can’t change anything,” Xu says. “It will never change.”

Wang and I set off for the main worker entrance. We wind around the perimeter, which stretches on and on – we have no idea this is barely a fraction of the factory at this point.

After walking along the perimeter for 20 minutes or so, we come to another entrance, another security checkpoint. That’s when it hits me. I have to use the bathroom. Desperately. And that gives me an idea.

There’s a bathroom in there, just a few hundred feet down a stairwell by the security point. I see the universal stick-man signage and I gesture to it. This checkpoint is much smaller, much more informal. There’s only one guard, a young man who looks bored. Wang asks something a little pleadingly in Chinese. The guard slowly shakes his head no, looks at me. The strain on my face is very, very real. She asks again – he falters for a second, then another no.

We’ll be right back, she insists, and now we’re clearly making him uncomfortable. Mostly me. He doesn’t want to deal with this. Come right back, he says. Of course, we don’t.

To my knowledge, no American journalist has been inside a Foxconn plant without permission and a tour guide, without a carefully curated visit to selected parts of the factory to demonstrate how OK things really are.

Maybe the most striking thing, beyond its size – it would take us nearly an hour to briskly walk across Longhua – is how radically different one end is from the other. It’s like a gentrified city in that regard. On the outskirts, let’s call them, there are spilt chemicals, rusting facilities and poorly overseen industrial labour. The closer you get to the city centre – remember, this is a factory – the more the quality of life, or at least the amenities and the infrastructure, improves.


  ‘Not a good place for human beings’: Foxconn Longhua. Photograph: Brian Merchant

As we get deeper in, surrounded by more and more people, it feels like we’re getting noticed less. The barrage of stares mutates into disinterested glances. My working theory: the plant is so vast, security so tight, that if we are inside just walking around, we must have been allowed to do so. That or nobody really gives a shit. We start trying to make our way to the G2 factory block, where we’ve been told iPhones are made. After leaving “downtown”, we begin seeing towering, monolithic factory blocks – C16, E7 and so on, many surrounded by crowds of workers.

I worry about getting too cavalier and remind myself not to push it; we’ve been inside Foxconn for almost an hour now. The crowds have been thinning out the farther away from the centre we get. Then there it is: G2. It’s identical to the factory blocks that cluster around it, that threaten to fade into the background of the smoggy static sky.

G2 looks deserted, though. A row of impossibly rusted lockers runs outside the building. No one’s around. The door is open, so we go in. To the left, there’s an entry to a massive, darkened space; we’re heading for that when someone calls out. A floor manager has just come down the stairs and he asks us what we’re doing. My translator stammers something about a meeting and the man looks confused; then he shows us the computer monitoring system he uses to oversee production on the floor. There’s no shift right now, he says, but this is how they watch.

No sign of iPhones, though. We keep walking. Outside G3, teetering stacks of black gadgets wrapped in plastic sit in front of what looks like another loading zone. A couple of workers on smartphones drift by us. We get close enough to see the gadgets through the plastic and, nope, not iPhones either. They look like Apple TVs, minus the company logo. There are probably thousands stacked here, awaiting the next step in the assembly line.

If this is indeed where iPhones and Apple TVs are made, it’s a fairly aggressively shitty place to spend long days, unless you have a penchant for damp concrete and rust. The blocks keep coming, so we keep walking. Longhua starts to feel like the dull middle of a dystopian novel, where the dread sustains but the plot doesn’t.

We could keep going, but to our left, we see what look like large housing complexes, probably the dormitories, complete with cagelike fences built out over the roof and the windows, and so we head in that direction. The closer we get to the dorms, the thicker the crowds get and the more lanyards and black glasses and faded jeans and sneakers we see. College-age kids are gathered, smoking cigarettes, crowded around picnic tables, sitting on kerbs.

And, yes, the body-catching nets are still there. Limp and sagging, they give the impression of tarps that have half blown off the things they’re supposed to cover. I think of Xu, who said: “The nets are pointless. If somebody wants to commit suicide, they will do it.”

We are drawing stares again – away from the factories, maybe folks have more time and reason to indulge their curiosity. In any case, we’ve been inside Foxconn for an hour. I have no idea if the guard put out an alert when we didn’t come back from the bathroom or if anyone is looking for us or what. The sense that it’s probably best not to push it prevails, even though we haven’t made it on to a working assembly line.


 A protester dressed as a factory worker outside an Apple retail outlet in Hong Kong, May 2011. Photograph: Antony Dickson/AFP/Getty Images

We head back the way we came. Before long, we find an exit. It’s pushing evening as we join a river of thousands and, heads down, shuffle through the security checkpoint. Nobody says a word. Getting out of the haunting megafactory is a relief, but the mood sticks. No, there were no child labourers with bleeding hands pleading at the windows. There were a number of things that would surely violate the US Occupational Safety and Health Administration code – unprotected construction workers, open chemical spillage, decaying, rusted structures, and so on – but there are probably a lot of things at US factories that would violate OSHA code too. Apple may well be right when it argues that these facilities are nicer than others out there. Foxconn was not our stereotypical conception of a sweatshop. But there was a different kind of ugliness. For whatever reason – the rules imposing silence on the factory floors, its pervasive reputation for tragedy or the general feeling of unpleasantness the environment itself imparts – Longhua felt heavy, even oppressively subdued.

When I look back at the photos I snapped, I can’t find one that has someone smiling in it. It does not seem like a surprise that people subjected to long hours, repetitive work and harsh management might develop psychological issues. That unease is palpable – it’s worked into the environment itself. As Xu said: “It’s not a good place for human beings.”

Balance of power deters would-be whistleblowers from rocking the boat

Sean Ingle in The Guardian


A couple of days ago I asked a UK Sport insider why more athletes do not go public with their concerns. “Put yourself in their shoes,” came the reply. “One path is potentially well rewarded. And then there’s another that comes after speaking out. If you are a rational person, do you want to travel down the road of a Brian Cookson or a Jess Varnish? There is a massive disincentive to rock the boat.”

One can see their point. Cookson, having enjoyed a long career in sports administration, is now president of the UCI, earning £235,000 a year. Varnish, having spoken out about the problems in British Cycling – and having been largely vindicated – finds herself marginalised and ostracised. At 26 she also knows her career in elite sport is probably over. What would you do?




British Bobsleigh team told: keep quiet about bullying or miss Olympics


Of course not every complaint is serious or justified. And nor is elite sport a place to hold hands round the campfire and sing kumbaya. But in a week where fresh and disturbing allegations about bullying in British Bobsleigh and child abuse in British Canoeing were heard there is an urgent need to tilt the balance in favour of whistleblowers and honest brokers.

Indeed, lost amid the flurry of reports into British Cycling last Wednesday was the damning verdict from the financial accountants Moore Stephens on UK Sport’s whistleblower policy. In their view it was inadequate: it needed to be “more robust”, “encourage a culture of openness” and “provide statutory protection from unfair dismissal for making a protected disclosure”. The question is how.

The main problem is that a vast amount of power lies with UK Sport and the heads of each sport – and very little with the athletes, who are subject to an annual review whereby their lottery money can be cut or stopped completely.
Player power” is often heard of in football but for those in Olympic sports the power dynamic favours coaches and administrators – which hardly encourages athletes to question them.

One coach recently told of an athlete who made some modest but justified criticisms of his sport. A few months later his lottery funding was trimmed. Perhaps it was coincidental but his fellow athletes took away a lesson: he rocked the boat and lost out. As the coach explained: “A lot of signals are sent to people to say don’t misbehave and I am troubled by that. No one is saying that bullying and other such behaviour is widespread but there is an environment that does not allow enough checks and balances.”

One can imagine how vulnerable this leaves the athletes. One false move and their livelihood is toast. It does not help that Olympic athletes do not really have a strong union. Nominally there is the British Athletes Commission, which represents 1,400 Olympians and Paralympians, but few believe it has enough resources or independence to be as effective as it needs to be.

There is another factor at play, too. Many athletes want to stay in sport, either as a coach or administrator, when they quit the field of play. For those who pick up a reputation as a troublemaker the stink is hard to shake. As the former British bobsleigher Henry Nwume, who spoke to the BBC last week about problems inside his sport, told me: “You have everything to lose by talking. Athletes know that they run the risk of being attacked, discredited and blackballed. And that continues even after they retire. They fear positions that might have been opened for them will be closed. And they will become persona non grata.”
Whistleblowers also know their accounts are likely to be belittled by athletes inside the system. This is not necessarily malicious. Coaches tend to treat potential medallists better: one I spoke to admitted he was seen as a “golden child” by his performance director and never received – or even saw – the abuse that many of his friends got. So when Sir Bradley Wiggins or Sir Chris Hoy is asked if there was anything wrong with British Cycling, perhaps one should not be shocked when they say no.

One potential solution, put forward by Baroness Tanni-Grey Thompson’s duty of care review in April, is for an independent sports ombudsman – or duty of care quality commission – which is separate from UK Sport, to “maintain public confidence that sport is conducted ethically”. To me that makes sense. But change also has to come from within.

UK Sport deserves praise for lifting Britain from 36th in the medal table in 1996 to second in Rio last year. There are many smart people in the system, too. But it surely knows now that its tunnel‑vision focus on winning can breed the type of performance director or head coach who knows the main performance indicator is medals and so puts athlete welfare lower on the list of priorities. It does not help when UK Sport’s chief executive, Liz Nicholl, insists that “99% of this system is working really well” when increasingly the evidence suggests otherwise.
The best organisations do not just challenge themselves to be better. They allow themselves to be challenged in turn. In fact, they welcome it because they know being open and subject to rigorous examination helps them improve. Next month Katherine Grainger, a ferocious competitor with vast intellect, takes over as chair of UK Sport. How she responds to the mounting issues of athlete welfare, whilst keeping standards high, will surely define her tenure.

Friday 16 June 2017

The Economic Myths of UK's 2017 General Election Exposed

Ann Pettifor

With Grenfell Tower, we’ve seen what ‘ripping up red tape’ really looks like

George Monbiot in The Guardian

For years successive governments have built what they call a bonfire of regulations. They have argued that “red tape” impedes our freedom and damages productivity. Britain, they have assured us, would be a better place with fewer forms to fill in, fewer inspections and less enforcement.
But what they call red tape often consists of essential public protections that defend our lives, our futures and the rest of the living world. The freedom they celebrate is highly selective: in many cases it means the freedom of the rich to exploit the poor, of corporations to exploit their workers, landlords to exploit their tenants and industry of all kinds to use the planet as its dustbin. As RH Tawney remarked, “Freedom for the pike is death for the minnows.”

It will be a long time before we know exactly what caused the horrific fire in the Grenfell Tower, and why it was able to rage so freely, with such devastating loss of life. But it seems at this stage likely that the rapidity with which the fire spread was either caused or exacerbated by the cladding with which the tower was refurbished.

There have been plenty of warnings that cladding can present a severe fire risk. To give just one example, in 1999 the House of Commons select committee on environment, transport and rural affairs published a report entitled Potential Risk of Fire Spread in Buildings Via External Cladding Systems.

But both Conservative and New Labour governments have been highly reluctant to introduce new public protections, even when the need is pressing. They have been highly amenable to tearing down existing protections at the behest of trade associations and corporate lobbyists. Deregulation of this kind is a central theme of the neoliberal ideology to which both the Conservatives and Labour under Tony Blair succumbed.

In 2014, the then housing minister (who is now the immigration minister), Brandon Lewis, rejected calls to force construction companies to fit sprinklers in the homes they built on the following grounds:


Conservative MPs see Brexit as an excellent opportunity to strip back regulations

“In our commitment to be the first Government to reduce regulation, we have introduced the one in, two out rule for regulation … Under that rule, when the Government introduce a regulation, we will identify two existing ones to be removed. The Department for Communities and Local Government has gone further and removed an even higher proportion of regulations. In that context, Members will understand why we want to exhaust all non-regulatory options before we introduce any new regulations.”

In other words, though he accepted that sprinklers “are an effective way of controlling fires and of protecting lives and property”, to oblige builders to introduce them would conflict with the government’s deregulatory agenda. Instead, it would be left to the owners of buildings to decide how best to address the fire risk: “Those with responsibility for ensuring fire safety in their businesses, in their homes or as landlords, should and must make informed decisions on how best to manage the risks in their own properties,” Lewis said.

This calls to mind the Financial Times journalist Willem Buiter’s famous remark that “self-regulation stands in relation to regulation the way self-importance stands in relation to importance”. Case after case, across all sectors, demonstrates that self-regulation is no substitute for consistent rules laid down, monitored and enforced by government.

Crucial public protections have long been derided in the billionaire press as “elf ’n’ safety gone mad”. It’s not hard to see how ruthless businesses can cut costs by cutting corners, and how this gives them an advantage over their more scrupulous competitors.



Grenfell Tower fire is corporate manslaughter, says Labour MP



The “pollution paradox” (those corporations whose practices are most offensive to voters have to spend the most money on politics, with the result that their demands come to dominate political life) ensures that our protections are progressively dismantled by governments courting big donors.

Conservative MPs see Brexit as an excellent opportunity to strip back regulations. The speed with which the “great repeal bill” will have to pass through parliament (assuming that any of Theresa May’s programme can now be implemented) provides unprecedented scope to destroy the protections guaranteed by European regulations. The bill will rely heavily on statutory instruments, which permit far less parliamentary scrutiny than primary legislation. Unnoticed and undebated, crucial elements of public health and safety, workers’ rights and environmental protection could be made to disappear.

Too many times we have seen what the bonfire of regulations, which might sound like common sense when issuing from the mouths of ministers, looks like in the real world. The public protections that governments describe as red tape are what make the difference between a good society and barbarism. It is time to bring the disastrous deregulatory agenda to an end, and put public safety and other basic decencies ahead of corner-cutting and greed.