Much of the fallout from the comment of the now-departed Richard Keys and Andy Gray has followed the usual path of outrage, that “it’s P.C. gone mad”, and we’ve already had our say on its relationship with developing leadership.
They question the woman’s inherent ability to comprehend the offside rule, and this by the way, before the match has even begun. Now, as a football fan myself, I cannot pretend that I have not questioned the eyesight of the referee, and many do not stop at that.
Indeed, it’s well accepted that every single person in the crowd knows they would do a better job themselves, and will often tell you how their mother would do better – even better than many players. This I view as football banter.
It’s part of the atmosphere. However, banter often treads a tight line, leading to abuse and could at times be deemed discrimination. For this reason, it is generally better to avoid banter, and certainly when you’re working professionally – it’s clearly inappropriate. In fact, I don’t seriously view their comments to be anything like banter.
There was no sense of “humour” or “tongue in cheek”.
There was no sense of “humour” or “tongue in cheek”.
This was simply two men sharing distinctly sexist views, and they know it. Why else would they apologise? Or did they only apologise for being caught?
How much of this goes on, without obstruction, in workplaces up and down the UK? Yes? Well, what is HR doing about it then?
Karen Murphy
Muika Leadership
Muika Leadership
