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Burnley’s manager, Vincent Kompany, holds the belief that promoting diversity in the boardroom is crucial for instigating change throughout all levels of football.
The Football Association recently published data indicating that the football teams who had committed to enhancing their ethnic and gender diversity through the Football Leadership Diversity Code did not meet any of their yearly goals.
53 teams have enrolled in the FLDC, currently in its third year. The program focuses on four recruitment areas: senior leadership positions, team operations, coaching in men’s sports, and coaching in women’s sports.
However, statistics from the previous 12 months indicate that clubs have been unsuccessful in all categories.
The goal for senior leadership hiring of individuals with black, Asian, or mixed heritage backgrounds is 15%, but clubs fell short with only 9.1%. For men’s clubs, the target for new coaching hires from these backgrounds was 25%, but they only reached 16%.
When questioned about potential solutions for enhancing these statistics, Kompany stated that the necessary modifications must originate from higher levels of authority.
“I believe that over time, there will be changes and progress,” stated the 37-year-old. “I have consistently emphasized the significance of diversity in a boardroom and the distribution of power, especially in today’s society.”
“The coaching, you give the job to the best people but I think the diversity, where it’s really needed is where the power is, that’s what affects everything we’re doing.
Having a diverse boardroom prevents issues from being ignored and ensures they are addressed and resolved.
Recent data reveals that out of the 53 clubs that have signed, 21% of top-level leaders and 29% of team operations consist of women, while only 7% of top-level leaders and 9% of team operations represent individuals of black, Asian, or mixed heritage.
Among the group of coaches, 13 percent are black, Asian, or of mixed heritage, while 11 percent of senior coaches fall into this category.
Kompany emphasized the importance of acknowledging and considering the various perspectives from management and the board, as well as 15 job applications. Ignoring this input would not be beneficial.
“Today, you must decide between two options: black or white, for or against. However, I believe that embracing diversity can lead us closer to the truth. While there may not be enough visible at first glance, it is crucial to consider what lies beneath in order to achieve balance.”
“When there is equilibrium, it will create a greater sense of justice, thus alleviating some tension from the overall discussion.”