Tackling racism in sport: from awareness to action

Systemic barriers in sport

Racism in sport extends far beyond overt incidents. Intersections with gender, sexual orientation, class, age, and disability create complex challenges that many organisations struggle to address comprehensively.

Consider dress codes and uniforms, seemingly neutral policies that often embed racist, sexist, and classist assumptions. When FINA banned swimming caps designed for Afro hair from international competitions, it highlighted how “standard” equipment can exclude entire communities. Soul caps, designed specifically for Black swimmers whose hair structure requires different protection from pool chemicals, were deemed non-compliant with existing regulations. This ban was ultimately overturned. However, this shouldn’t have happened in the first place.

These barriers emerge because the historical lack of diversity in leadership means decision-makers lack the lived experience to recognise exclusionary practices. Additionally, leaders often lack education on inclusion principles, leaving them without knowledge of best practices or frameworks for creating equitable environments. Without intentional inclusion in design processes and proper leadership training, organisations will continue creating unintended barriers that exclude key stakeholders.

When stereotyping becomes a barrier

Research consistently shows how “professionalism” can function as a racial construct, excluding global majority group members by enforcing White/Western standards under the guise of “professionalism”. A Northwestern University study found White applicants received 36% more job callbacks than equally qualified applicants with Black-sounding names. In the UK, someone named Adam received four times as many interviews as someone named Mohammed.

These biases don’t stop at hiring. Black athletes are often stereotyped as possessing innate physical gifts, while White athletes receive credit for strategic thinking, work ethic, and leadership qualities. These perceptions create barriers to career advancement, contributing to significant underrepresentation of Black professionals in coaching, management, and executive roles across sports organisations.

Associate professor Cynthia Frisby’s decade-long media analysis revealed that Black male athletes receive significantly more negative coverage focusing on domestic and sexual violence, while White athletes become hero protagonists in feature stories showcasing their humanity. These patterns don’t just affect individual careers; they shape organisational culture and decision making at every level.

Breaking the cycle: Strategic anti-racism

Human attitudes and behaviours have both genetic and environmental components, including our responses to those different from us. When trusted leaders and organisations normalise discriminatory language or practices, it profoundly shapes beliefs and behaviours throughout the system. But it also means that anti-racism efforts must be collective, strategic, and sustained to be effective.

Your action plan: from awareness to implementation

Immediate actions

• Adopt anti-racist and inclusive language policies across all communications
• Train active bystanders, allies, and accomplices to consistently challenge racism
• Develop and communicate a comprehensive organisational anti-racism strategy
• Conduct ethnicity pay gap reporting regardless of organisational size

Systemic changes

• Review and redesign recruitment, professional development, procurement, and pension policies
• Embed Equality Impact Assessments into all major decisions
• Implement anti-racist recruitment practices to diversify talent pools, including the use of positive action where appropriate
• Create robust protocols for addressing race-related incidents

Ongoing commitment:

• Proactively address detractors within teams and departments
• Continuously review and improve anti-racism initiatives
• Measure progress through regular assessment and community feedback

The path forward

Moving from awareness to action requires more than good intentions; it demands strategic planning, skill development, and ongoing support. Organisations that successfully combat racism combine strong leadership commitment with practical tools and expert guidance.

The International Day for the Elimination of Racial Discrimination reminds us that this work is everyone’s responsibility. But responsibility without capability leads to frustration and stagnation. The question isn’t whether your organisation supports anti-racism, it’s whether your team has the expertise and resources to make meaningful progress.