Most of us take our gender for granted. We don’t worry about people addressing us with the wrong pronouns or challenging which public toilet we use. Should we require a service specific to our gender, we never imagine someone questioning our entitlement to it. Being our gender is like breathing the air, a reflex. Like air, however, gender is a deceptively complex compound.

Our genetic code, our physical bodies, our internal sense of self, our external expressions of identity and the social norms and stereotypes projected upon us – all these factors are implicated in the idea of gender. Most of the time, they align. When they diverge, we are confronted with the complications of gender, compelled to examine it with our conscious brains and to unpack what the complications mean for our values of equality, fairness and human dignity.

Trans people are those whose internal sense of their gender – what psychologists refer to as ‘gender identity’ – diverges from the sex assigned to them at birth. For anyone who is trans, or who knows a trans person, the urgency of acknowledging their real gender is clear.

As in every movement, we must stand together and be heard. The cruelty of denying people their basic right to self-determination contributes to the fact that at least 45% of trans people in the UK have attempted suicide, and a similar proportion have experienced at least one hate crime in the last year.

In the 2004 Gender Recognition Act, the Government took an important step forward by enabling trans people to obtain a Gender Recognition Certificate, legally recognising their correct gender. This can make a huge difference in applying for jobs and accessing public services. But the Act needs improvement.

The Government’s public consultation on what this reform should look like closes on 19 October  – and it is urgent and critical that everyone who believes in equality uses their voice to support trans rights. The bulk of the proposed reforms aim to eliminate excessively bureaucratic and sometimes traumatising barriers to acquiring a Gender Recognition Certificate. One of those is the requirement that trans people first receive a diagnosis of mental illness – an old-fashioned notion (now rejected by medical professionals) that being trans is a disease.

Another is the requirement to obtain specific medical interventions. Not all trans people want or need such interventions – and the law should not force unnecessary medical treatment upon anyone. A third is the requirement that trans people gather evidence of living in their ‘acquired gender’ for two years. In practice, amassing that evidence can be burdensome. Asking people to suffer without legal recognition for two years is unnecessary and cruel.

A fourth barrier is spousal consent. The Act should be changed to ensure trans people seeking access to a Gender Recognition Certificate cannot be held hostage by an objecting spouse. The Government is also rightly considering how the Act should be amended to recognise people who do not identify with the traditional gender binary.

Source – Metro Newspaper

Hate crimes recorded by police hit record high, Home Office figures show.

Religious hate crime has rocketed by 40 per cent in a year across England and Wales, as the number of offences recorded hits a record high.

New statistics released by the Home Office said more than half of religiously-motivated attacks in 2017-18 were directed at Muslims and the next most-commonly targeted group was Jewish people.

Police recorded a total of 94,098 hate crime offences – more than double the total five years ago – and all categories saw a rise.

“This increase is thought to be largely driven by improvements in police recording, although there has been spikes in hate crime following certain events such as the EU referendum and the terrorist attacks in 2017,” the Home Office document said.

“It is thought that the sharp increase in religious hate crimes is due to a rise in these offences following the terrorist attacks in 2017.”

The period covered by the report, April 2017 to March 2018, covers the Islamist atrocities in Manchester, London Bridge and Parsons Green, as well as the far-right Finsbury Park attack.

Darren Osborne, who ploughed a hired van into Muslims leaving Ramadan prayers, cited Isis-inspired attacks among his motivations after being radicalised online in a matter of weeks.

The Home Office said terror offences may also be considered hate crimes, but while the Finsbury Park attack was counted because it was directed against Muslims, Islamists’ declared hatred for Western values could not yet be counted.

Three quarters of hate crimes were recorded as racially motivated, with the number of offences rising by 40 per cent.

Another 12 per cent of incidents were motivated by sexual orientation, up 27 per cent, 9 per cent religious, up 40 per cent, 8 per cent disability, up 30 per cent, and 2 per cent transgender, which was up 32 per cent.

The overall conviction rate for hate crimes has increased to 84.7 per cent, but only a small proportion of reported incidents – 12 per cent – end with someone being charged or summonsed to court.

Around two thirds of victims felt police had treated them fairly, lower than average, and they were more likely to say they had been emotionally effected or been left feeling vulnerable.

The figures were released the day after the government announced a wide-ranging review of hate crime laws, which will consider whether to add new “protected characteristics” including age and gender.

A spokesperson for the Law Commission told The Independent both misogyny and misandry would be considered and it is “not prioritising one area over another”. 

Hate crime is not an offence in itself, but is used to describe other crimes “motivated by hostility or prejudice towards someone based on a personal characteristic”, such as attacks and vandalism.

Violence against the person, public order offences, criminal damage and arson made up 96 per cent of hate-crime flagged offences.

Hatred was used to increase punishments handed out in court in more than two thirds of cases involving hostility on the grounds of race, religion, sexual orientation, transgender identity or disability in the year.

A Crown Prosecution Service (CPS) report said sentences were “uplifted” in around 7,700 cases, compared to just a handful a decade ago. 

Chris Long, a chief crown prosecutor, said: “We know being a victim of hate crime is particularly distressing because of the personal nature of the incident and the CPS is committed to robustly prosecuting these cases.

“The continuing increase in the number of offenders who receive increased sentences is a testament to the work of the CPS in building the cases correctly and providing the courts with the information they need to sentence appropriately.” 

Findings from the separate Crime Survey for England and Wales, which tracks the public’s experience of crime rather than what is recorded by police, indicate a drop of 40 per cent in hate crime incidents in the past decade.

 

www . Independent . co . uk  

Disabled people face considerable challenges when it comes to accessibility at UK tourist attractions and getting around on public transport, according to several pieces of new research.

One in four disabled people say negative attitudes from other passengers prevent them from using public transport, while 40 per cent often experience issues or difficulties when travelling by train in the UK, a study from disability equality charity Scope has found.

Its Independent. Confident. Connected report included findings based on interviews with 2,000 UK working age adults with long-term impairments or conditions.

“I can’t just travel spontaneously; there are long waits at train stations,” said wheelchair user Jignesh Vaidya. “Having been assured at one station that they have notified my destination of my arrival time, I often arrive to find there are no staff there to assist me.”

Amit Patel, who is blind, said: “I travel daily on the trains, tubes and buses around London with my guide dog and two-year-old son, confident that I can get the support I need to get to where I need to go.

“But a negative experience can knock that confidence easily. Travel shouldn’t be a barrier to independence. All transport companies provide help for those that need it, but it’s often not well known, or the service isn’t consistent enough or flexible enough to adapt to the needs of disabled people.”

Meanwhile, accessibility awareness is also a major issue. User experience agency Sigma investigated the user-friendliness of public spaces, transport hubs and leisure venues for disabled people by submitting two accessibility requests – one for a person in a wheelchair and another for somebody with autism – to 132 different organisations.

These included airports, train operators, music venues, sports stadiums, hotels and cinemas. Only 46 per cent of organisations responded to the disabled access request from somebody in a wheelchair – this number dropped to 33 per cent when it came to the request for someone with autism.

Some 27 per cent of venues also gave generic responses to requests that would only be suitable for a physically impaired person, without understanding the difference between physical and cognitive conditions.

“In our experience, most companies want to do more – but have not made their accessibility policy or staff awareness a priority,” says Hilary Stephenson, managing director at Sigma. “However, the commercial benefits of providing full access are clear. It is estimated that thousands of businesses could be turning away the custom of as many as one in five people by being inaccessible to people of ranging abilities or conditions; a loss of £212bn.”

Issues around accessible travel have been brought to the fore in the last year by high-profile cases in the media.

In July, comedian Tanya Lee Davis was left “humiliated and embarrassed” after a Great Western train guard tried to get her to move her mobility scooter for a mother and child. BBC journalist Frank Gardner was stranded on an empty plane at Heathrow airport for the second time in six months. And journalist Hollie Brooks felt “like a second-class citizen” when she boarded a Greater Anglia train in August to find her allotted wheelchair space taken up with a catering trolley and boxes of food.

Problems aren’t confined to trains and buses either, as highlighted by disability activist and postgraduate student Bal Deol. Since she steered a campaign to ensure taxis couldn’t refuse to pick up wheelchair users, she says she’s been “blacklisted” by local cab companies in Stoke on Trent.

“Taxi drivers overcharging or refusing to take people like me prevents wheelchair users from living life with the same level of freedom as non-disabled people.

“Last week I was quoted £35 by one taxi driver and £10 by another on the same taxi rank – the disparity is shocking and has obvious financial implications. I have previously been quoted £55 for a one-mile journey after a night out when the going rate for that trip is only £10 for everybody else.”

James Taylor, head of policy and public affairs at Scope, said: “From airports to buses, we’ve heard too many horror stories of disabled people let down by poor infrastructure, bad service, or being treated as an afterthought. This urgently needs to change.

“A genuinely inclusive transport network would allow disabled people to be part of their community, work, and see family and friends.

“Progress towards fair and inclusive transport has been slow, and disabled people want to see change happening a lot faster.”

He added: “That’s why we’re calling on everyone – transport providers, politicians and the public- to play their part.”

 

Source – Independent . co . uk

Organised by the Royal College of Nursing (RCN) the event in Brighton is the first of its kind in the South East.

It takes place on Wednesday at the BMECP (Black and Minority Ethnic Community Partnership) Centre in the city’s Fleet Street.

Millie Simms, a senior RCN officer, said: “For the last few years we have had a Black History Month event in the West Midlands to raise the profile of black and minority health staff and celebrate their contributions.

“This year, we are hosting celebrations in all nine of our UK regions, including the South East.

“This will hopefully be the first of many annual conferences.”

Millie’s reasons for helping organise the event come from her own experiences as a nurse.

She said: “I came over to the UK 20 years ago from South Africa so I can connect with the adaptations and changes you have to make when coming to England.

“I started in King’s College Hospital, London, and I really struggled with the accent and dialect.

“I couldn’t understand the patients and they couldn’t understand me.”

However, Millie found she got on well with everyone in the hospital.

She said: “The patients were, as the name suggests, very patient with me and they would always repeat things if I needed it and help me out.”

The event will recognise and celebrate the British black,

Asian and minority ethnic (Bame) contribution to health and social care over the past 70 years.

Millie said: “We want to look after staff coming from abroad, show that it can be done and support the NHS, that’s where my passion comes from.”

There will be interactive sessions throughout the day alongside a line-up of speakers that includes Paulette Lewis, president of the Nurses Association of Jamaica, and Rajay

Herkanaidu, who will talk

about his journey from asylum seeker to senior manager in the NHS.

The event is open to everyone.

Millie said: “Although the title says Black History Month, and people might think this

excludes them, as long as you have been affected by the Bame community then you are welcome.

“If you’re celebrating diversity then everyone should be welcome.”

 

Source – The Argus . co .uk

To be told you are going to fail your exams is a hammer blow for any child. For Abdul-Karim, however, the harsh words of one teacher went even further.

“’You are going to fail in life’, he told me”.

At the same school, however, one teacher inspired him, putting him on the path to becoming a spoken word artist, respected Brixton youth worker and as of last month, a National Diversity Award winner. His media teacher was the first black male teacher he had ever seen. Abdul-Karim went on to study the subject at college. “Representation matters,” he says.

We meet in a cafe behind Brixton Library, which is also the HQ of Young Lambeth Co-operative (YLC), where Abdul-Karim is a Pathway Coordinator. Abdoul, 20, joins us. Earlier this year he was voted onto the YLC steering board after his mentor Abdul-Karim put him forward. As part of his responsibilities, Abdoul refers youth in need to YLC’s social workers. “He’s one of the highest referrers,” says Abdul-Karim.

Young people need mentors, says Abdoul. “A teacher can teach you about a subject but a mentor teaches you about life.”

He hasn’t always been so responsible. The third of six children, he was kicked out of home last year. He was hanging “with bad crowds and doing silly things”, he admits.

When Abdoul was arrested a few years ago, he realised how much the police had on him. “I swear this city has a camera for every two people,” he says. Now, as most local police know him, he’s no longer stopped and searched.

Abdoul has since found accommodation with charity Centrepoint. Under Abdul-Karim’s guidance, he’s successfully completed a SIA security guard training course. He’s in the YouTube reality show Real Life Brixton, under his artist name ‘Traumz’ and is writing his own film script.

Other young people look up to Abdoul. “Before I’d just give them advice,” he says. As part of YLC, he feels he can talk to them in a different way. Engaging community leadership is crucial for tackling youth violence, says Abdul-Karim. He quotes an African proverb: “It takes a village to raise a child.”

Years of austerity have taken their toll on Brixton, which “used to be very close-knit,” he says. Gentrification, institutional racism and an abdication of responsibility have also taken their toll.

Abdoul agrees: “Right now, there’s no love in the community. Why would you look at another brother, and want to kill him?”

Both men resist blaming youth violence on social media and drill music, a kind of rap. Abdul-Karim sees drill’s glorification of violence as a symptom rather than a cause. “It can sink into your heart,” says Abdoul, then adds, “but it depends on how weak your mind is.”

Last year, Abdul-Karim made a documentary about youth crime called Road 2 Recovery to raise awareness among the Muslim community. Faith leaders need to be accountable for their young congregation’s behaviour, he says. “Often they only care about what’s happening in these four walls.”

The film’s debut brought together 300 people from mosques and prisons, as well as activists and concerned families. Abdul-Karim wants Muslim leaders to install a youth worker at every major mosque. He thinks the Mayor should focus more on the grass-roots: Khan “inherited a difficult job,” but “he’s not doing enough to engage.”

Then on the Friday following this interview, Abdul-Karim was recognised with a National Diversity Award in the ‘Positive Role Model for Age’ category. He had been overwhelmed, after his nomination, by everyone else’s self-written bios, much longer than his own. Nevertheless, he was shortlisted. His mum and aunt were over the moon at his victory – all the more so because he, and they, didn’t attend his graduation ceremony from Goldsmith’s. This prize represented a kind of atonement.

“The most amazing thing about receiving the award is that the community voted, and I’m bringing back to a community that needs hope, ” Abdul-Karim says.

If his stellar work continues, perhaps years from now, we’ll see Abdoul on stage collecting that very same award.

 

Source – Lambeth Life

 

“When I was at school, I wasn’t sure what I wanted to do when I grew up,” says Theresa Esan.

“I didn’t have many role models that inspired me.

“There were big international figures like Nelson Mandela and Oprah, but none that I could relate to locally.”

It was because of a lack of local black role models when she was a child that Theresa decided to become a governor at a sixth form college in the London borough of Havering.

Teresa, who has been a governor for nine months, is now helping to front a campaign by the charity Governors for Schools aimed at encouraging greater diversity on school governing boards across England.

The charity works to match skilled and committed volunteers with schools looking for governors.

Why is the charity encouraging diversity?

In a survey of 5,300 governors, conducted by the National Governance Association and the Times Educational Supplement in 2017, 94% of respondents gave their ethnicity as white.

The survey noted that this is “considerably narrower than the averages shown in the census (86% white) and the backgrounds of pupils attending state-funded schools (75% white)”.

Louise Cooper, CEO of Governors for Schools, said: “Breaking down stereotypes and challenging preconceptions of what people think school governors are, is vital in encouraging diversity on governing boards.

“Different viewpoints and skills bring the challenge governing boards need, which in turn provides more rigorous debate in making difficult decisions and ensuring effective governance.”

What does Theresa say?

For Theresa, it’s crucial that children see people like them in positions of influence.

“Growing up in Hampshire there was nobody like me that I could look up to, apart from my mother, ” she says.

“Children and young adults need to be inspired early on in their lives.

“It’s so important that they see people of their own gender and ethnicity and background in senior roles – it helps them to aspire and dream and know things are possible.”

Her view is backed up by Cecilia from Haringey in London.

“I wanted to give back to my former local community. I grew up in Haringey and wanted to contribute to a school that’s making great progress and doing amazing things for children in the borough.

“Most people think I’m quite young to be a governor. But I’ve been able to provide a perspective as a young black woman.

“I’ve made other governors aware of the specific challenges young people in Haringey face, in terms of their relationships not just with education, but within the local community too.”

Theresa, who has been awarded an MBE for services to further education, says she has learnt a lot from her time as a school governor.

“One of the best parts of being a governor is meeting lots of talented and ambitious young people. You can learn so much by talking to them.”

How many vacancies are there?

There are approximately a quarter of a million people volunteering as governors in schools in England.

Governors for Schools currently has 2,721 vacancies across England, and 2,535 of those are outside London.

The charity says the south-east tends to have the most vacancies as it is more densely populated than other areas, and has a high volume of schools.

What does being a governor involve?

Anyone aged over 18 can be a governor and you do not have to be a parent. Governors have three main responsibilities:

  • overseeing the financial performance of the school and making sure the money is well spent
  • holding the head teacher to account for the educational performance of the school and its pupils
  • ensuring the school has a clear vision, ethos and direction.

 

Source – BBC News

British horse racing have vowed to make the sport “more inclusive” after July’s launch of their diversity action plan.

But will riders from inner-city communities and ethnic minorities continue to face barriers in the sport?

On Monday, BBC Inside Out West will feature a documentary with 15-year-old Muslim Anas Rhyman from Gloucester, following his dream to become a jockey.

“This sport is not white only and never has been,” Hamilton Park’s racing manager Sulekha Varma told BBC Sport.

Varma, who is a member of the British Horseracing Authority’s [BHA] diversity in racing steering group, added: “We have to recognise that there have been barriers in the past.

“It [racing] is diverse to an extent, but we want to make it more inclusive. But we are in for the long haul. We’re not expecting to turn this around in 12 months.”

The BHA’s steering group, which contains 16 individuals from the racing industry, was set up in November 2017 after a report highlighted prejudice and barriers limiting the development of women in racing.

The governing body will appoint a new head of diversity and inclusion in the coming weeks.

“We already know that the betting public within betting shops are a very diverse group of people, but we’re not necessarily seeing them come to the racecourses,” Varma continued.

“We’re also looking at it from a racing-workforce perspective, not just jockeys, but stable staff, racecourse staff and the make-up of boards at the big players in the industry, at every single level.

“We want to make sure that we’re attracting as broad a range of people to come and work in the sport as we can.”

Rhyman, who is from Tredworth in Gloucester, trains at St James City Farm & Riding School in the city, run by Imran Atcha, and competed in a junior race at Cheltenham in March.

The riding school is one of five across the country to have recently received funding from the Pony Racing Authority to help make racing more accessible for inner-city children who do not own a pony.

You can watch the full documentary on BBC One in the West from 19:30 BST on Monday, 8 October, while the programme will also be available afterwards on the BBC iPlayer.

 

Source – BBC News

New research had identified that it is essential for employers to improve support for working fathers in order to achieve equality for working mothers. Organisations need to go further than setting policy to achieve this – they need working practices that make it easier for employees to share parental responsibilities between mum and dad. Contributor Rebecca Hourston, Head of Working Parent & Executive Coaching Programmes – Talking Talent.

It is a key conclusion from research commissioned by Talking Talent, a global coaching consultancy leading the gender diversity agenda, who asked Censuswide to talk to over 7,000 working parents about their experiences. Successfully sharing their role as parents is essential for women to continue the progression of their careers and is key to closing the gender pay gap.  But it will only succeed if organisations ensure working dads don’t face exactly the same negative experiences which have stopped working mums progressing in the past.

The research found that over half (52 percent) of working parents, including 26 percent men and 30 percent women, think that their career has slowed down compared to their childless colleagues.

With 44 percent of working mothers found it difficult to keep an interesting job – but even more working fathers (53 percent) are finding this a challenge too. ‘Working parent guilt’ isn’t the preserve of mothers either, and more men (66 percent) than women (60 percent) felt guilty at not spending enough time with their children. And it appears that working dads are finding it harder to secure support from their employers too. 57 percent of all those surveyed wanted flexible working hours. While 21 percent of women have never had a request turned down, only 14 percent of men experienced the same.

Rebecca Hourston, Head of Working Parent & Executive Coaching Programmes at Talking Talent, said: “Stepping up to address these challenges is an important future investment for organisations. Attitudes and expectations are changing fast among young people and 68 percent of our respondents expected that the next generation would find it just as hard as them to balance work and parenthood.”

Sharing towards a solution
The research shows how shared parental leave (SPL) can lead the way. In the UK, two-thirds (66 percent) of working parents agreed that SPL can benefit couples by preparing them to share parental responsibilities more equally in future years.

Rebecca Hourston from Talking Talent continued: “How your organisation talks about parental leave – how openly it communicates – tells us everything we need to know about their commitment to gender equality. To send a clear and positive message, employers need to be transparent and proactive in publishing their policies on parental leave.”

The research shows that over half of parents (56 percent) would have been very likely to share parental leave if their pay and working conditions had met their needs. BUT, half of respondents (51 percent) thought that fathers who took SPL would experience a detrimental effect on their careers, and 53 percent feared judgement if they chose SPL.

Rebecca Hourston from Talking Talent added: “Employers have a crucial role to play in making SPL both available and appealing. Organisations with their fingers on the pulse need to encourage both men and women to view SPL in a more positive light by demonstrating that with the right support, the relationship between parenthood and professional success can be mutually beneficial.”

Practice what you promise…
Where do organisations start? The new research points them in the right direction. More than half of working parents (53 percent) experienced a significant gap between what their workplace says it’s doing and what it’s actually doing; around half of that group (26 percent of the total) made this point strongly.

One in three parents surveyed, struggled to understand their company’s policy on parental leave for example. Rebecca Hourston from Talking Talent said: “By debunking tired myths about theoretical losses of skills or the supposed dangers of flexible working, this report challenges all types of organisations to close the gap between their policies for supporting working parents and their actual, ongoing practices. Achieving this will be a vital step towards truly inclusive behaviour.”

 

Source – The HR Director

Latest Blog

My advice about employment

  • 4 months ago
  • written by NDA

My name is Nana Marfo and I’m 35 years old. You might have guessed, a 1980’s baby who was born with a disability and a breathing condition didn’t have a hope of living, especially if there were born 6 months premature. My internal organs were not fully developed and caused me to live in an incubator for 2 years so that my body could grow, this had a massive impact on my airway. This resulted in me having emergency surgery and living my childhood with a tracheostomy. Unfortunately, things didn’t go to plan and my condition is lifelong, but it has made me uniquely gifted with a voice for change towards attitude concerning disability.

Living with a tracheostomy has put strain on my educational and working life, which leads me to speak about employment and the struggles that people with disabilities face, just to be an employee. Employment is a fundamental step in society for everybody of working age and it is extremely difficult for people with disabilities to get their foot on the ladder, society hasn’t got the hang of being open and honest when employing people with disabilities. Employers find it really difficult understanding how to include people with disabilities. In my role as an employment support officer for Croydon Council and through my own recruitment experience I get to see first-hand how employers are apprehensive about employing disabled people.

Inclusion is what we want to achieve, employers need to embrace people with disabilities by starting to talk with disabled applicants from the application stage. A lot of employers may be worried by the possible implications of employing a person of disability. With understanding and willingness to give a person with disability a chance things can be put in place to give them a fairer chance of success.

Living with a tracheostomy has put strain on my educational and working life, which leads me to speak about employment and the struggles that people with disabilities face, just to be an employee. Employment is a fundamental step in society for everybody of working age and it is extremely difficult for people with disabilities to get their foot on the ladder, society hasn’t got the hang of being open and honest when employing people with disabilities. Employers find it really difficult understanding how to include people with disabilities. In my role as an employment support officer for Croydon Council and through my own recruitment experience I get to see first-hand how employers are apprehensive about employing disabled people.

Inclusion is what we want to achieve, employers need to embrace people with disabilities by starting to talk with disabled applicants from the application stage. A lot of employers may be worried by the possible implications of employing a person of disability. With understanding and willingness to give a person with disability a chance things can be put in place to give them a fairer chance of success.

Everyone is entitled to, and should feel included in the employment sector. If we really want to make the world of work and employers understand disability we must work and breakdown barrier faced by disabled people and get reasonable adjustments within the work force.

My tips on gaining employment

  • Person with a disability should be honest about their barrier when applying for a role admitting your health condition is not something an employer shall use against you.
  • Always get extra support and be open to help
  • Gaining employment takes time and  patience
  • Be yourself when talking to an employer
  • Do a lot of research on a company you have applied for.
  • Always dress professionally as first impressions count
  • Have faith in yourself
  • Remember your disability doesn’t define your position in a company it’s all about you and what you can do.
  • Be willing to learn and be flexible
  • If you need reasonable adjustments make sure you discuss this with your employer in advance and let your employer keep you updated.
  • Use Access to Work to support the additional requirements that you may need.  More often than not, these adaptions cost as little as £75, but Access to Work may be able to fund it.

Nana Marfo was shortlisted for the Positive Role Model Award at the 2018 National Diversity Awards for disability! 

If I was to ask, what would be your solution to inclusion and acceptance in the work place as a person with a disability? 

 

Source – Community Scope . Org

Sol Campbell among group of black and ethnic minority coaches called up to work with England as FA look to increase diversity in national teams.

The FA have fulfilled a commitment to increase the diversity of their coaching set-up and, as reported by The Times, four big names are on their way to St George’s Park.

Campbell, former Wolves boss Terry Connor and Chelsea’s loan technical coach Eddie Newton will join up with Aidy Boothroyd’s Under 21s squad for two upcoming European Championship qualifiers against Andorra and Scotland.

 

Paul Nevin, currently Chris Hughton’s first-team coach at Brighton, will help Gareth Southgate for next month’s games against the USA and Croatia, but will not be involved for the upcoming Nations League matches in October.

Southgate is in favour of the FA’s commitment to increase opportunities for BAME coaches, but did not want to upset the balance of his team this close to two important competitive fixtures.

England face Croatia and Spain on the 12th and 15th of October respectively, and Southgate will continue to work with his current crop of coaches, including trusted assistant Steve Holland.

The Times report that each of the four coaches will be rotated between the senior and U21s squads, meaning that each get the chance to work with the country’s top players.

The FA’s big move is part of a three-year ‘diversity and inclusivity’ plan called ‘In Pursuit of Progress’, which committed to assign a BAME coach to all 28 England teams.

Southgate was criticised by former footballer turned pundit Garth Crooks in the summer for not taking a BAME coach to the World Cup in Russia.

Speaking in March, Crooks said: ‘This is a monumental error of judgement from the England manager.

‘He has no idea what he could be subjecting his black players to.

‘If Gareth Southgate does not take a Chris Powell or a Chris Ramsey to Russia and our black players are subjected to racial abuse then it is a dereliction of his duty. They need support.’

 

Source – Daily Mail

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