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House of Commons Digital, Culture, Media and Sport Committee Racism in cricket Seventh Report of Session 2021–22
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Parliamentary committee asks ECB to tackle racism to get public funding
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ECB must tackle racism to get public funding - parliamentary committee
LONDON, Jan 14 (Reuters) - Cricket has a deep-seated problem with racism and public funding should be limited unless the game can prove it is cleaning up its act, a British parliamentary committee said in a report published on Friday.
The Digital, Culture, Media and Sport parliamentary committee called for quarterly reports and monitoring by indicators developed by the England and Wales Cricket Board (ECB).
"We recommend that the government ensures that any future public funds for cricket are dependent on continuous, demonstrable progress in getting rid of racism in both the dressing rooms and on the stands," the report said.
It added that both Yorkshire County Cricket Club and the ECB would be invited to give evidence on their progress in early 2022.
Former Yorkshire cricketer Azeem Rafiq has described the sport in England as riddled with racism and appeared before the committee in November to detail the "inhuman" treatment he suffered at county level. read more
Rafiq, a former England Under-19s captain of Pakistani descent, had previously spoken of being subjected to racial slurs and feeling isolated and humiliated -- even considering killing himself.
"I lost my career to racism," he said at the time.
Committee chair Julian Knight said Rafiq's testimony convinced members there was "an endemic problem across the whole of cricket".
"We have been shocked by language people used in correspondence with us after the hearing," he added.
"That, together with stories run in the media to discredit him, demonstrate that eradicating racism from the game will be a long and difficult road.
"However, this is a watershed for cricket in this country. Those who love and support the game are part of the solution and must play their part."
The scandal has shaken English sport and cost Yorkshire sponsors and the right to host England internationals, as well as embroiling some of the biggest names in English cricket.
New Yorkshire Chairman Kamlesh Patel promised "seismic change" when he took over.
"Public funding for cricket must depend on real leadership and progress by the ECB to tackle abhorrent behaviour," Knight said.
"We put the ECB on notice that we expect regular updates delivered to this Committee on progress being made."
https://www.reuters.com/lifestyle/s...c-funding-parliamentary-committee-2022-01-14/
LONDON, Jan 14 (Reuters) - Cricket has a deep-seated problem with racism and public funding should be limited unless the game can prove it is cleaning up its act, a British parliamentary committee said in a report published on Friday.
The Digital, Culture, Media and Sport parliamentary committee called for quarterly reports and monitoring by indicators developed by the England and Wales Cricket Board (ECB).
"We recommend that the government ensures that any future public funds for cricket are dependent on continuous, demonstrable progress in getting rid of racism in both the dressing rooms and on the stands," the report said.
It added that both Yorkshire County Cricket Club and the ECB would be invited to give evidence on their progress in early 2022.
Former Yorkshire cricketer Azeem Rafiq has described the sport in England as riddled with racism and appeared before the committee in November to detail the "inhuman" treatment he suffered at county level. read more
Rafiq, a former England Under-19s captain of Pakistani descent, had previously spoken of being subjected to racial slurs and feeling isolated and humiliated -- even considering killing himself.
"I lost my career to racism," he said at the time.
Committee chair Julian Knight said Rafiq's testimony convinced members there was "an endemic problem across the whole of cricket".
"We have been shocked by language people used in correspondence with us after the hearing," he added.
"That, together with stories run in the media to discredit him, demonstrate that eradicating racism from the game will be a long and difficult road.
"However, this is a watershed for cricket in this country. Those who love and support the game are part of the solution and must play their part."
The scandal has shaken English sport and cost Yorkshire sponsors and the right to host England internationals, as well as embroiling some of the biggest names in English cricket.
New Yorkshire Chairman Kamlesh Patel promised "seismic change" when he took over.
"Public funding for cricket must depend on real leadership and progress by the ECB to tackle abhorrent behaviour," Knight said.
"We put the ECB on notice that we expect regular updates delivered to this Committee on progress being made."
https://www.reuters.com/lifestyle/s...c-funding-parliamentary-committee-2022-01-14/
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Lets see what really changes because of this.
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In response to the Digital, Culture, Media and Sport Select Committee report, Yorkshire County Cricket Club makes the following statement.
Professor The Lord Patel of Bradford OBE, Chair of Yorkshire County Cricket Club, said:
“We welcome the Select Committee’s call for demonstrable action to rid our sport of racism and discrimination. Azeem Rafiq’s testimony was a watershed moment for the sport as a whole, and we are committed to ensuring that no-one endures the unacceptable experience that he did at Yorkshire County Cricket Club.
“In the last two months Yorkshire County Cricket Club has made significant progress in our efforts to rebuild, and I am heartened that the Committee considers that there is room for optimism in what we have achieved. We share that optimism and have made some real improvements, but we are only at the start of this long and important journey.
“There is a lot of work to do across cricket to create an inclusive, accessible and welcoming sport for people from all backgrounds. It is my fervent hope that Yorkshire County Cricket Club can become a beacon for action and change, and lead the way in delivering the urgent progress which the Committee has called for.
“We will provide regular updates on our progress, as well as working alongside the ECB to deliver its game-wide action plan, using this once-in-a-generation opportunity not only to transform the game in Yorkshire, but also to provide a model for the future of the sport”.
Professor The Lord Patel of Bradford OBE, Chair of Yorkshire County Cricket Club, said:
“We welcome the Select Committee’s call for demonstrable action to rid our sport of racism and discrimination. Azeem Rafiq’s testimony was a watershed moment for the sport as a whole, and we are committed to ensuring that no-one endures the unacceptable experience that he did at Yorkshire County Cricket Club.
“In the last two months Yorkshire County Cricket Club has made significant progress in our efforts to rebuild, and I am heartened that the Committee considers that there is room for optimism in what we have achieved. We share that optimism and have made some real improvements, but we are only at the start of this long and important journey.
“There is a lot of work to do across cricket to create an inclusive, accessible and welcoming sport for people from all backgrounds. It is my fervent hope that Yorkshire County Cricket Club can become a beacon for action and change, and lead the way in delivering the urgent progress which the Committee has called for.
“We will provide regular updates on our progress, as well as working alongside the ECB to deliver its game-wide action plan, using this once-in-a-generation opportunity not only to transform the game in Yorkshire, but also to provide a model for the future of the sport”.
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The England and Wales Cricket Board (ECB) is today publishing an update on the implementation of cricket’s action plan to tackle racism and promote inclusion and diversity at all levels of the game, which was announced on 26 November 2021. The intention is to provide further information about the actions underway across the cricket network, including the initial steps that have been taken in respect of each commitment and the anticipated timetable for full delivery of the plan.
This is the first of the regular updates that the ECB committed to provide when it announced the action plan in November. The next update will take place before the end of March, with at least one further update to follow in each subsequent quarter.
There follows below an update on each of the game-wide measures that were announced as part of the action plan.
1. Adoption within three months of a standardised approach to reporting, investigating, and responding to complaints, allegations, and whistleblowing across the game.
A new, independently operated game-wide whistleblowing system with standardised procedures for investigating and responding to complaints will be established by the end of February 2022. This will be accompanied by a communications campaign to raise awareness with the aim of ensuring that anyone who wishes to report discrimination, at any level of the game, feels able to do so. In parallel, work is continuing to define the resources and capabilities required by the ECB’s new Anti-Discrimination Unit. The unit will work with the professional game to tackle discrimination while also providing ongoing guidance across cricket. The new unit will be operational by the end of May 2022.
2. Full promotion of the aims of the Independent Commission for Equity in Cricket (ICEC) through proactive engagement with its investigations and recommendations.
The ICEC has received more than 4,000 responses to its online survey since it made its first call for evidence on 9 November 2021, inviting everyone in cricket to share their perceptions and experiences of discrimination and inclusion. A second call for more in-depth submissions of written evidence will go live at the end of February 2022 and will be publicised by the ICEC, ECB and the cricket network. Following further evidence gathering and stakeholder engagement across the first half of 2022, the ICEC will publish its final report in September 2022. The ICEC operates as an independent body; the ECB is assisting its work, providing documents and data and facilitating access to stakeholders across the game.
3. Ongoing EDI training for all those who work in cricket, including all staff, volunteers, recreational club officials, umpires, directors, and coaches.
All ECB and County directors, staff and key volunteers will be provided with anti-discrimination training by the end of February 2022. This will also be rolled out across to cricket’s 40,000-strong volunteer base in addition to recreational club officials, umpires and coaches during the 2022 season. A broader inclusive leadership programme has already been piloted in Warwickshire, Gloucestershire, Somerset and with the MCC before being offered to all those in leadership positions across the game.
4. A full review of dressing room culture in all men's and women's professional teams, both domestic and international.
The review will be led by Clare Connor (Managing Director of Women’s Cricket), working with Ashley Giles (Managing Director of Men’s Cricket), First Class Counties, the Professional Cricketers Association (PCA) and external experts. It will examine dressing room culture(s) across elite cricket in England and Wales and make recommendations to address discriminatory attitudes and behaviours. The review will commence in February and run across the 2022 season (when dressing rooms are active) with the final report due in September.
5. Delivery of a redesigned programme of player and coach education, addressing any gaps identified through the dressing room review.
Player education will build on the anti-racism training delivered by the PCA to 1,000 players and support staff in 2021. A redesigned programme, taking account of findings from the ICEC and dressing room culture review, will also be developed later in the year.
6. Action to aid progress into professional teams of people from diverse backgrounds (especially South Asian, Black and less privileged youngsters) through measures to address:
talent identification and scouting
education and diversity of coaches and
targeted support programmes for players from diverse or under-privileged backgrounds.
The ECB will work with each County to deliver plans to address these three areas that we know are the biggest barriers to progression for players from diverse background. Initial work is underway to gather insights and identify challenges across the network, including through listening to those who have participated in the pathway and engagement with external experts. Building on this work, individual plans tailored to the specific circumstances and challenges of each County will be developed across the 2022 season. This project is being overseen by Clare Connor and Ashley Giles.
7. A full-scale review, in advance of the 2022 season, into the detection, enforcement, and sanctions against discriminatory and abusive crowd behaviour at each of our professional cricket grounds.
The ECB is working with each First Class County to complete a comprehensive review of crowd behaviour and working with each venue in order to understand their specific plans and actions that are required ahead of the 2022 season.
8. Delivery of plans (tailored to local communities) to ensure professional cricket venues are welcoming to all, including provision of accessible seating, food and beverage offering catering to all faiths and cultures, and the availability of facilities such as multi-faith rooms and alcohol-free zones.
The ECB is working with each First Class County to understand their plans to make 2022 the most inclusive season yet. This work forms part of the Capital Investment Plans for each County so that the provisions available to fans and spectators at each venue are appropriate for each form of cricket.
9. Upgraded education in recreational cricket to ensure players, volunteers and coaches understand and champion inclusion and diversity in the game.
Work is underway to map existing education programmes across the game. This will inform a redesigned EDI education programme to be rolled out across the 2022 season.
10. A commitment to best practice governance with targets for Board diversity (30% female, locally representative ethnicity by April 2022) and plans to increase diversity across the wider organisation. (Compliance will be subject to a “comply or explain” provision to ensure Counties can respect their own governance processes in making the required change)
The ECB is working with each County to understand the current position and develop plans to address any gaps ahead of the 30 April 2022 “comply or explain” deadline. Sport England and recruitment specialists Perrett Laver will provide practical advice and assistance in helping to meet Board diversity targets, building on their previous collaboration to drive diversity in sport leadership roles.
11. The introduction of fairer recruitment processes through measures including the immediate adoption of anonymised recruitment tools for senior roles, open appointment processes for all roles and the use of balanced and diverse panels to assess interviews
Changes to the ECB’s recruitment processes have already been made. Learnings are being shared with the wider game as the ECB supports each County to adapt their own processes to ensure recruitment is fair, inclusive, and transparent.
12. Every senior executive employed across the game will have personal EDI objectives as part of their annual performance targets, driving leadership
The introduction of personal EDI objectives is in the process of being implemented at the ECB for all employees, not just those in leadership positions. Counties are working on plans to implement this for their senior executives.
As well as the measures set out above, the announcement of 26 November 2022 committed to action in a number of other areas. These include minimum EDI standards for venues bidding for high-value matches and a link between minimum EDI standards and receipt of central funding. Both of these elements have already been implemented.
The ECB has also commenced a review of governance and regulation in cricket to identify any opportunities to strengthen the structures and process across the game. This process will draw on the external expertise of Portas, the specialist sports management consultancy, who will consult stakeholders and benchmark cricket against other sports. The final report will be completed in May 2022.
In addition, the ECB is working with Kick It Out, football’s leading anti-discrimination organisation, to carry out research and identify areas where they can offer expertise in developing and implementing plans to build a more inclusive cricketing environment. It is the first time Kick It Out has worked outside football and the partnership is supported by funding from Sky.
ENDS
APPENDIX – County and MCC Progress on EDI initiatives
In addition to the central ECB work against the 12 points, efforts are underway to progress individual action plans at a local, County level. There are many examples of Counties already taking positive steps to understand personal experiences from those involved in cricket, through proactive outreach to players and former players; using staff surveys; speaking to recreational players; reviewing dressing room cultures; and setting up anonymous whistleblowing and reporting lines.
Across the cricket network there is also widespread work underway to embed equity and inclusion at the heart of everything Counties are doing, through initiatives like localised delivery of EDI training and workshops, policy reviews and open trials to broaden the routes into County talent pathways. A selection of examples are below.
Cornwall - Cornwall Cricket Board is in the process of finalising their Equity, Diversity and Inclusion Action Plan. This will cement a range of actions to meet the ECB’s recommendations, review their processes and provide training for staff.
Derbyshire - At Derbyshire, since appointing a new HR & Safeguarding Director to the Board as part of a governance restructure 2020-2021, they have improved and updated their Safeguarding policies and processes across the Club. All staff, from players and coaches, to stewards and office staff, will receive tailored EDI Training this month.
Durham - Durham have established a permanent player working group to look at and address dressing room culture and changed the composition of their Board.
Essex – Essex have reviewed their governance to address the diversity of the Board and have begun an independent internal investigation into historical allegations of racial discrimination. The club has developed an EDI Action Plan, organised EDI training, increased the diversity of their pathway sessions, and is working on a cultural calendar for staff. Further plans are under way to improve the inclusivity of the matchday experience, with a faith room being developed, plans for alcohol-free and family zones and a wider food offering at the ground to cater for all communities.
Glamorgan - the recreational and professional game in Wales has worked closely since the autumn to create a united front and coherent plan to show the commitment and intention to embed equality, diversity and inclusion within cricket. Within the last six months the County and Board have run EDI workshops, drafted an overarching joint EDI strategy document and supporting action plan, created the Glamorgan Cricket EDI subcommittee (Cricket Wales’ EDI subcommittee has been in place for eight years), and Glamorgan Cricket has also engaged with the Investors in Diversity programme as an industry wide standard. The plans align with the ECB’s action plan and recommendations from Investors in Diversity.
Gloucestershire - The County has already participated in a ECB pilot on Inclusive Leadership and the Executive Board is currently embarking on bespoke training as continuing professional development on EDI. The Board is looking at its governance to enable the delivery of the important Board diversity targets and is confident it can add to its current mixed gender and locally represented diversity.
Gloucestershire Cricket’s association with the ACE programme was officially launched on Thursday 16 September, when England Women faced New Zealand for a One-Day International match at Bristol County Ground. On Saturday 22 January 2022, Gloucestershire Cricket Performance Director Steve Snell and four Gloucestershire players took part in the ACE programmes first academy trials session.
Hampshire – The County has launched a new Inner City State School Academy, a partnership which will see a number of elite level coaching sessions being hosted for young state school cricketers with high potential. Hampshire Cricket will utilise Cantell School’s facilities to run coaching sessions, with the aim of ensuring young people in inner city areas have an equal opportunity to access high level cricket coaching. Young players are invited to sessions via nomination through the Hampshire Cricket Board and the Lord’s Taverners ‘Wicketz’ programme, opening up more opportunities for those who might not have otherwise filtered into the County’s current pathway system. It is intended that this scheme will be expanded into other major Cities in Hampshire and plans for a location in Portsmouth are at an advanced stage.
Lancashire – The Club has been working on its own EDI journey since early 2020 and is fully committed to creating an inclusive and diverse workplace for all at Emirates Old Trafford and the wider Lancashire Cricket family involved in the game. An EDI steering group, led by the Board, was established at Emirates Old Trafford in May 2020 to shape the Club’s strategy moving forward. EDI workshops and a women’s cricket committee have been created whilst training has been planned to include greater awareness of racism, unconscious bias and inclusive leadership.
Representatives from Lancashire are currently speaking with a diverse range of community groups, with a particular focus for those from a BAME and LGBTQ+ background across Manchester to find out more about their personal experiences in cricket. The Club carried out a formal EDI and demographic survey for all employees, whilst it also met specifically with Lancashire’s women’s squad and men’s players who are from a BAME background. A review into Lancashire’s cricket culture is currently on-going. Lancashire also created an anonymous link for anyone to report any historical or current discrimination whilst at the Club. The Club has taken external advice from third-party EDI specialists to progress the work that’s being undertaken, which includes further research. Lancashire’s EDI plan and strategic objectives with timelines and targets will be shared in due course.
Leicestershire – Leicestershire County Cricket Club have an EDI task force which is actively developing and delivering their EDI strategy throughout the local recreational and professional game. This focus group includes playing and coaching staff, Board Directors, the CEO, and other staff members representing each component part of the business, as well as being supported by the Cricket Supporters Association. EDI is a standing agenda item at each Board meeting, and recruitment is underway to further improve Board diversity. All employees and Board members are already required to complete mandatory EDI training through an online learning platform in advance of the training programmes which the ECB is providing. They have also recommended that EDI be part of the ECB ClubMark accreditation requirements. They are developing their own disabled supporter’s association as well as local recreational cricket club roadshows to promote and champion EDI in all respects across the county. They have established the Future Fox Fund to support those for whom financial constraints can be a barrier to participating in the County Age Group programme, and have employed County Talent Champions to inclusively identify and promote rising stars and talented local players from all backgrounds. As one of the 10 ‘Core Cities’, they engage with the ECB City Programmes Team to provide opportunities for more South Asian Female volunteers. They are also working on initiatives in partnership with the Leicester Caribbean Cricket Club, and delivering proactive programmes such as Bolly Cric-Hit which are specifically targeted to increase engagement and participation within locally diverse and multicultural communities.
MCC - MCC has made broad commitments across a number of EDI areas as part of its published EDI and ESG plans. It has surveyed members to understand their experiences and gather data on the make-up of the Club, which will inform their membership and experience plans. MCC’s Heritage & Collections department have concluded a comprehensive review of its entire collection on race and empire. Anti-racism training has been delivered to all permanent staff and Main Committee via Show Racism the Red Card, with leadership teams also receiving additional inclusivity training. Meanwhile, existing reporting systems continue to provide a robust process for logging, investigating and actioning any matters relating to EDI.
Middlesex - Middlesex launched their own EDI Activation Plan 20 months ago and have since been proactive in setting up anonymous whistleblowing and reporting lines. They have contacted past players asking them about their experiences and have done the same with recreational clubs to proactively address any issues. An EDI committee is now leading the charge on all activity in this space and they have rolled out EDI training to staff.
Norfolk - In December, the Norfolk Cricket Board appointed Jane Hannah in the role of Chair on an interim basis until June 2022, with a recruitment process beginning in spring for a permanent chair. The Norfolk Cricket Board has also conducted a full governance review in 2021 and is working with Perrett Laver on a pilot scheme to ensure Norfolk meets its Board diversity targets.
Northamptonshire – The County appointed Shivani Kaushike onto the Northamptonshire Board as an EDI specialist. Shiv is the third woman to join the Board. Northamptonshire have now established the Luton Steelbacks Academy in partnership with the shared learning trust, for a BTEC qualification. The cricket development element, for 16 to 18 year old students, has former Northamptonshire head coach David Ripley leading the cricket development programme and Monty Panesar as the scheme ambassador. Discussions are well underway for a similar initiative in Peterborough.
Northumberland - Northumberland Cricket delivered three Equity, Diversity and Inclusion training sessions for staff, directors, coaches and other stakeholders.
Nottinghamshire - Following changes to improve diversity within its governance structure, the Club's current General Committee of 12 compromises of four female members and one South Asian member supported by a female Chief Executive and President of Kenyan origin. To better understand the current make-up of the Club all permanent staff have completed an EDI census and bespoke versions are being designed for its volunteer and match day workforce. A survey to understand the diversity and educational background of all its boys and girls County Age Group squads and its Academy has been implemented.
Somerset - With over 98% of votes from Somerset CCC Members being in favour of radical reform following a comprehensive review of the club’s Governance, a Nominations Committee has now started work on the recruitment of 5 Non-Executive Directors and 3 Member Directors to allow them to be ratified at the forthcoming AGM. The new Board will comprise at least 30% of each gender. The senior Executives of the club and the Somerset Cricket Foundation, along with the Chair and Deputy Chair, all took part in an ‘Inclusive Leadership’ training session led by the ECB last week while plans are being put in place to host a series of ‘lunch and learn’ sessions for staff with individuals who have been subjected to discrimination in various environments.
Surrey - The ACE Programme was launched by Surrey County Cricket Club in January 2020 in response to the decline of black British professional players. It was designed to engage young people of African and Caribbean Heritage and a talent search was launched. In Black History Month, October 2020, following significant investment from Sport England, the ACE Programme Charity launched as an independent charity following the success of an ACE Academy with 25 scholars in a bid to have a wider national impact. The charity aims to 'Support Diverse Talent from the Grassroots to the Elite'. The ACE Programme Charity aims to inspire the wider game to support reconnecting with the Black community. The vision is to be a catalyst to accelerate change and has an ambition to become a national charity operating in five key cities. ACE will provide equal opportunity equality for females and will look to develop key strategic partnerships and capture key insights as the charity grows.
Surrey Cricket Foundation will be advertising for a Trustee with a focus on African Caribbean cricketing communities with interviews expected in early March following work with the African Caribbean Cricket Association (ACCA) and the South Asian focussed leagues.
Surrey have also agreed in principle to the creation of a Culture & Values Board, Chaired by Ebony Rainford-Brent, which will report into the Surrey Management Board. The CVB will have a key objective around improving people’s lives through the cultural oversight of the club. Focus will be given to areas such as ESG and social engagement.
Surrey is focused on improving employee diversity. The club uses job board, Indeed, and advertises locally on the Lambeth job portal. Equal opportunities data monitoring, unconscious bias training, gender pay gap reporting and an updated Dignity at Work policy have all been implemented in recent years.
They also plan to automate recruitment processes to anonymise applications for senior roles. The Rooney Rule will be adopted during the search for a new Head Coach and all other senior executive and cricketing appointments. EDI training, provided by i-Hasco, will launch in February for all staff alongside a bespoke programme on anti-racism. All senior managers will have an EDI objective set in their annual appraisals. SCCC actively contributed to the game-wide census and continue to operate their anonymous ‘whistle blowing’ hotline for reports of discrimination.
The club will also build on existing work to ensure all discriminatory ground behaviour is called out with appropriate sanctions. Alcohol-free and family stands for all major match days will also be increased.
Sussex - Sussex have a long history of encouraging equality, diversity and inclusion across the whole game. The professional and recreational games merged their organisations in 2015 creating a one-game approach to all aspects of cricket in the county. There has been a whistleblowing policy in place for over a decade and an EDI committee was set up in 2020 to report to the main Board. An action plan incorporating the 12-point commitments has been created and EDI training (which includes anti-discrimination) has been delivered in-house to all permanent employees, Board, Trustees and players. They have a thriving disability programme in Sussex with ambitious plans to grow this over coming years. In July 2021 urban plans were launched in Crawley and Brighton to set out clear initiatives to grow the game in all aspects.
Warwickshire - Warwickshire invited 80 cricketers, aged 18-25, to open trials at the Edgbaston Cricket Centre, to help broaden their talent pathway. The invitation was extended to Birmingham & District Premier League clubs, who could identify and recruit players who are not currently playing at the highest level of recreational cricket in the West Midlands. In addition, Warwickshire Cricket Board (WCB) recently brought back its Glow in the Dark cricket programme, GLOW, for more than 60 girls, aged 14-years-old and over, to provide an opportunity to play cricket outside of school. Having started after-school cricket sessions over the last 10 weeks of the autumn term as part of WCB’s South Asian Core Cities programme, the girls played in the dark using UV reactive equipment and in luminous coloured clothing to create the exciting glow in the dark effect, with music playing throughout.
Worcestershire – Led by the Board Worcestershire has adopted and provided training on whistleblowing, governance, and reporting to all staff in early 2018. Since extensive constitutional change in March 2018, female Board representation has increased from 10 to 40 per cent of total, with ethnic diversity at 10% of Board, which includes the Chair, and is shortly expected to further increase. Worcestershire is already meeting targets set in the ECB’s 12-point action plan, although it acknowledges there is still more as a county that it can further develop. Ongoing follow up education and training for all staff has already occurred in November 2021, with Safeguarding and an EDI steering group, led by the board, already in place. The club aims to have gold standard of governance within 12 months.
This is the first of the regular updates that the ECB committed to provide when it announced the action plan in November. The next update will take place before the end of March, with at least one further update to follow in each subsequent quarter.
There follows below an update on each of the game-wide measures that were announced as part of the action plan.
1. Adoption within three months of a standardised approach to reporting, investigating, and responding to complaints, allegations, and whistleblowing across the game.
A new, independently operated game-wide whistleblowing system with standardised procedures for investigating and responding to complaints will be established by the end of February 2022. This will be accompanied by a communications campaign to raise awareness with the aim of ensuring that anyone who wishes to report discrimination, at any level of the game, feels able to do so. In parallel, work is continuing to define the resources and capabilities required by the ECB’s new Anti-Discrimination Unit. The unit will work with the professional game to tackle discrimination while also providing ongoing guidance across cricket. The new unit will be operational by the end of May 2022.
2. Full promotion of the aims of the Independent Commission for Equity in Cricket (ICEC) through proactive engagement with its investigations and recommendations.
The ICEC has received more than 4,000 responses to its online survey since it made its first call for evidence on 9 November 2021, inviting everyone in cricket to share their perceptions and experiences of discrimination and inclusion. A second call for more in-depth submissions of written evidence will go live at the end of February 2022 and will be publicised by the ICEC, ECB and the cricket network. Following further evidence gathering and stakeholder engagement across the first half of 2022, the ICEC will publish its final report in September 2022. The ICEC operates as an independent body; the ECB is assisting its work, providing documents and data and facilitating access to stakeholders across the game.
3. Ongoing EDI training for all those who work in cricket, including all staff, volunteers, recreational club officials, umpires, directors, and coaches.
All ECB and County directors, staff and key volunteers will be provided with anti-discrimination training by the end of February 2022. This will also be rolled out across to cricket’s 40,000-strong volunteer base in addition to recreational club officials, umpires and coaches during the 2022 season. A broader inclusive leadership programme has already been piloted in Warwickshire, Gloucestershire, Somerset and with the MCC before being offered to all those in leadership positions across the game.
4. A full review of dressing room culture in all men's and women's professional teams, both domestic and international.
The review will be led by Clare Connor (Managing Director of Women’s Cricket), working with Ashley Giles (Managing Director of Men’s Cricket), First Class Counties, the Professional Cricketers Association (PCA) and external experts. It will examine dressing room culture(s) across elite cricket in England and Wales and make recommendations to address discriminatory attitudes and behaviours. The review will commence in February and run across the 2022 season (when dressing rooms are active) with the final report due in September.
5. Delivery of a redesigned programme of player and coach education, addressing any gaps identified through the dressing room review.
Player education will build on the anti-racism training delivered by the PCA to 1,000 players and support staff in 2021. A redesigned programme, taking account of findings from the ICEC and dressing room culture review, will also be developed later in the year.
6. Action to aid progress into professional teams of people from diverse backgrounds (especially South Asian, Black and less privileged youngsters) through measures to address:
talent identification and scouting
education and diversity of coaches and
targeted support programmes for players from diverse or under-privileged backgrounds.
The ECB will work with each County to deliver plans to address these three areas that we know are the biggest barriers to progression for players from diverse background. Initial work is underway to gather insights and identify challenges across the network, including through listening to those who have participated in the pathway and engagement with external experts. Building on this work, individual plans tailored to the specific circumstances and challenges of each County will be developed across the 2022 season. This project is being overseen by Clare Connor and Ashley Giles.
7. A full-scale review, in advance of the 2022 season, into the detection, enforcement, and sanctions against discriminatory and abusive crowd behaviour at each of our professional cricket grounds.
The ECB is working with each First Class County to complete a comprehensive review of crowd behaviour and working with each venue in order to understand their specific plans and actions that are required ahead of the 2022 season.
8. Delivery of plans (tailored to local communities) to ensure professional cricket venues are welcoming to all, including provision of accessible seating, food and beverage offering catering to all faiths and cultures, and the availability of facilities such as multi-faith rooms and alcohol-free zones.
The ECB is working with each First Class County to understand their plans to make 2022 the most inclusive season yet. This work forms part of the Capital Investment Plans for each County so that the provisions available to fans and spectators at each venue are appropriate for each form of cricket.
9. Upgraded education in recreational cricket to ensure players, volunteers and coaches understand and champion inclusion and diversity in the game.
Work is underway to map existing education programmes across the game. This will inform a redesigned EDI education programme to be rolled out across the 2022 season.
10. A commitment to best practice governance with targets for Board diversity (30% female, locally representative ethnicity by April 2022) and plans to increase diversity across the wider organisation. (Compliance will be subject to a “comply or explain” provision to ensure Counties can respect their own governance processes in making the required change)
The ECB is working with each County to understand the current position and develop plans to address any gaps ahead of the 30 April 2022 “comply or explain” deadline. Sport England and recruitment specialists Perrett Laver will provide practical advice and assistance in helping to meet Board diversity targets, building on their previous collaboration to drive diversity in sport leadership roles.
11. The introduction of fairer recruitment processes through measures including the immediate adoption of anonymised recruitment tools for senior roles, open appointment processes for all roles and the use of balanced and diverse panels to assess interviews
Changes to the ECB’s recruitment processes have already been made. Learnings are being shared with the wider game as the ECB supports each County to adapt their own processes to ensure recruitment is fair, inclusive, and transparent.
12. Every senior executive employed across the game will have personal EDI objectives as part of their annual performance targets, driving leadership
The introduction of personal EDI objectives is in the process of being implemented at the ECB for all employees, not just those in leadership positions. Counties are working on plans to implement this for their senior executives.
As well as the measures set out above, the announcement of 26 November 2022 committed to action in a number of other areas. These include minimum EDI standards for venues bidding for high-value matches and a link between minimum EDI standards and receipt of central funding. Both of these elements have already been implemented.
The ECB has also commenced a review of governance and regulation in cricket to identify any opportunities to strengthen the structures and process across the game. This process will draw on the external expertise of Portas, the specialist sports management consultancy, who will consult stakeholders and benchmark cricket against other sports. The final report will be completed in May 2022.
In addition, the ECB is working with Kick It Out, football’s leading anti-discrimination organisation, to carry out research and identify areas where they can offer expertise in developing and implementing plans to build a more inclusive cricketing environment. It is the first time Kick It Out has worked outside football and the partnership is supported by funding from Sky.
ENDS
APPENDIX – County and MCC Progress on EDI initiatives
In addition to the central ECB work against the 12 points, efforts are underway to progress individual action plans at a local, County level. There are many examples of Counties already taking positive steps to understand personal experiences from those involved in cricket, through proactive outreach to players and former players; using staff surveys; speaking to recreational players; reviewing dressing room cultures; and setting up anonymous whistleblowing and reporting lines.
Across the cricket network there is also widespread work underway to embed equity and inclusion at the heart of everything Counties are doing, through initiatives like localised delivery of EDI training and workshops, policy reviews and open trials to broaden the routes into County talent pathways. A selection of examples are below.
Cornwall - Cornwall Cricket Board is in the process of finalising their Equity, Diversity and Inclusion Action Plan. This will cement a range of actions to meet the ECB’s recommendations, review their processes and provide training for staff.
Derbyshire - At Derbyshire, since appointing a new HR & Safeguarding Director to the Board as part of a governance restructure 2020-2021, they have improved and updated their Safeguarding policies and processes across the Club. All staff, from players and coaches, to stewards and office staff, will receive tailored EDI Training this month.
Durham - Durham have established a permanent player working group to look at and address dressing room culture and changed the composition of their Board.
Essex – Essex have reviewed their governance to address the diversity of the Board and have begun an independent internal investigation into historical allegations of racial discrimination. The club has developed an EDI Action Plan, organised EDI training, increased the diversity of their pathway sessions, and is working on a cultural calendar for staff. Further plans are under way to improve the inclusivity of the matchday experience, with a faith room being developed, plans for alcohol-free and family zones and a wider food offering at the ground to cater for all communities.
Glamorgan - the recreational and professional game in Wales has worked closely since the autumn to create a united front and coherent plan to show the commitment and intention to embed equality, diversity and inclusion within cricket. Within the last six months the County and Board have run EDI workshops, drafted an overarching joint EDI strategy document and supporting action plan, created the Glamorgan Cricket EDI subcommittee (Cricket Wales’ EDI subcommittee has been in place for eight years), and Glamorgan Cricket has also engaged with the Investors in Diversity programme as an industry wide standard. The plans align with the ECB’s action plan and recommendations from Investors in Diversity.
Gloucestershire - The County has already participated in a ECB pilot on Inclusive Leadership and the Executive Board is currently embarking on bespoke training as continuing professional development on EDI. The Board is looking at its governance to enable the delivery of the important Board diversity targets and is confident it can add to its current mixed gender and locally represented diversity.
Gloucestershire Cricket’s association with the ACE programme was officially launched on Thursday 16 September, when England Women faced New Zealand for a One-Day International match at Bristol County Ground. On Saturday 22 January 2022, Gloucestershire Cricket Performance Director Steve Snell and four Gloucestershire players took part in the ACE programmes first academy trials session.
Hampshire – The County has launched a new Inner City State School Academy, a partnership which will see a number of elite level coaching sessions being hosted for young state school cricketers with high potential. Hampshire Cricket will utilise Cantell School’s facilities to run coaching sessions, with the aim of ensuring young people in inner city areas have an equal opportunity to access high level cricket coaching. Young players are invited to sessions via nomination through the Hampshire Cricket Board and the Lord’s Taverners ‘Wicketz’ programme, opening up more opportunities for those who might not have otherwise filtered into the County’s current pathway system. It is intended that this scheme will be expanded into other major Cities in Hampshire and plans for a location in Portsmouth are at an advanced stage.
Lancashire – The Club has been working on its own EDI journey since early 2020 and is fully committed to creating an inclusive and diverse workplace for all at Emirates Old Trafford and the wider Lancashire Cricket family involved in the game. An EDI steering group, led by the Board, was established at Emirates Old Trafford in May 2020 to shape the Club’s strategy moving forward. EDI workshops and a women’s cricket committee have been created whilst training has been planned to include greater awareness of racism, unconscious bias and inclusive leadership.
Representatives from Lancashire are currently speaking with a diverse range of community groups, with a particular focus for those from a BAME and LGBTQ+ background across Manchester to find out more about their personal experiences in cricket. The Club carried out a formal EDI and demographic survey for all employees, whilst it also met specifically with Lancashire’s women’s squad and men’s players who are from a BAME background. A review into Lancashire’s cricket culture is currently on-going. Lancashire also created an anonymous link for anyone to report any historical or current discrimination whilst at the Club. The Club has taken external advice from third-party EDI specialists to progress the work that’s being undertaken, which includes further research. Lancashire’s EDI plan and strategic objectives with timelines and targets will be shared in due course.
Leicestershire – Leicestershire County Cricket Club have an EDI task force which is actively developing and delivering their EDI strategy throughout the local recreational and professional game. This focus group includes playing and coaching staff, Board Directors, the CEO, and other staff members representing each component part of the business, as well as being supported by the Cricket Supporters Association. EDI is a standing agenda item at each Board meeting, and recruitment is underway to further improve Board diversity. All employees and Board members are already required to complete mandatory EDI training through an online learning platform in advance of the training programmes which the ECB is providing. They have also recommended that EDI be part of the ECB ClubMark accreditation requirements. They are developing their own disabled supporter’s association as well as local recreational cricket club roadshows to promote and champion EDI in all respects across the county. They have established the Future Fox Fund to support those for whom financial constraints can be a barrier to participating in the County Age Group programme, and have employed County Talent Champions to inclusively identify and promote rising stars and talented local players from all backgrounds. As one of the 10 ‘Core Cities’, they engage with the ECB City Programmes Team to provide opportunities for more South Asian Female volunteers. They are also working on initiatives in partnership with the Leicester Caribbean Cricket Club, and delivering proactive programmes such as Bolly Cric-Hit which are specifically targeted to increase engagement and participation within locally diverse and multicultural communities.
MCC - MCC has made broad commitments across a number of EDI areas as part of its published EDI and ESG plans. It has surveyed members to understand their experiences and gather data on the make-up of the Club, which will inform their membership and experience plans. MCC’s Heritage & Collections department have concluded a comprehensive review of its entire collection on race and empire. Anti-racism training has been delivered to all permanent staff and Main Committee via Show Racism the Red Card, with leadership teams also receiving additional inclusivity training. Meanwhile, existing reporting systems continue to provide a robust process for logging, investigating and actioning any matters relating to EDI.
Middlesex - Middlesex launched their own EDI Activation Plan 20 months ago and have since been proactive in setting up anonymous whistleblowing and reporting lines. They have contacted past players asking them about their experiences and have done the same with recreational clubs to proactively address any issues. An EDI committee is now leading the charge on all activity in this space and they have rolled out EDI training to staff.
Norfolk - In December, the Norfolk Cricket Board appointed Jane Hannah in the role of Chair on an interim basis until June 2022, with a recruitment process beginning in spring for a permanent chair. The Norfolk Cricket Board has also conducted a full governance review in 2021 and is working with Perrett Laver on a pilot scheme to ensure Norfolk meets its Board diversity targets.
Northamptonshire – The County appointed Shivani Kaushike onto the Northamptonshire Board as an EDI specialist. Shiv is the third woman to join the Board. Northamptonshire have now established the Luton Steelbacks Academy in partnership with the shared learning trust, for a BTEC qualification. The cricket development element, for 16 to 18 year old students, has former Northamptonshire head coach David Ripley leading the cricket development programme and Monty Panesar as the scheme ambassador. Discussions are well underway for a similar initiative in Peterborough.
Northumberland - Northumberland Cricket delivered three Equity, Diversity and Inclusion training sessions for staff, directors, coaches and other stakeholders.
Nottinghamshire - Following changes to improve diversity within its governance structure, the Club's current General Committee of 12 compromises of four female members and one South Asian member supported by a female Chief Executive and President of Kenyan origin. To better understand the current make-up of the Club all permanent staff have completed an EDI census and bespoke versions are being designed for its volunteer and match day workforce. A survey to understand the diversity and educational background of all its boys and girls County Age Group squads and its Academy has been implemented.
Somerset - With over 98% of votes from Somerset CCC Members being in favour of radical reform following a comprehensive review of the club’s Governance, a Nominations Committee has now started work on the recruitment of 5 Non-Executive Directors and 3 Member Directors to allow them to be ratified at the forthcoming AGM. The new Board will comprise at least 30% of each gender. The senior Executives of the club and the Somerset Cricket Foundation, along with the Chair and Deputy Chair, all took part in an ‘Inclusive Leadership’ training session led by the ECB last week while plans are being put in place to host a series of ‘lunch and learn’ sessions for staff with individuals who have been subjected to discrimination in various environments.
Surrey - The ACE Programme was launched by Surrey County Cricket Club in January 2020 in response to the decline of black British professional players. It was designed to engage young people of African and Caribbean Heritage and a talent search was launched. In Black History Month, October 2020, following significant investment from Sport England, the ACE Programme Charity launched as an independent charity following the success of an ACE Academy with 25 scholars in a bid to have a wider national impact. The charity aims to 'Support Diverse Talent from the Grassroots to the Elite'. The ACE Programme Charity aims to inspire the wider game to support reconnecting with the Black community. The vision is to be a catalyst to accelerate change and has an ambition to become a national charity operating in five key cities. ACE will provide equal opportunity equality for females and will look to develop key strategic partnerships and capture key insights as the charity grows.
Surrey Cricket Foundation will be advertising for a Trustee with a focus on African Caribbean cricketing communities with interviews expected in early March following work with the African Caribbean Cricket Association (ACCA) and the South Asian focussed leagues.
Surrey have also agreed in principle to the creation of a Culture & Values Board, Chaired by Ebony Rainford-Brent, which will report into the Surrey Management Board. The CVB will have a key objective around improving people’s lives through the cultural oversight of the club. Focus will be given to areas such as ESG and social engagement.
Surrey is focused on improving employee diversity. The club uses job board, Indeed, and advertises locally on the Lambeth job portal. Equal opportunities data monitoring, unconscious bias training, gender pay gap reporting and an updated Dignity at Work policy have all been implemented in recent years.
They also plan to automate recruitment processes to anonymise applications for senior roles. The Rooney Rule will be adopted during the search for a new Head Coach and all other senior executive and cricketing appointments. EDI training, provided by i-Hasco, will launch in February for all staff alongside a bespoke programme on anti-racism. All senior managers will have an EDI objective set in their annual appraisals. SCCC actively contributed to the game-wide census and continue to operate their anonymous ‘whistle blowing’ hotline for reports of discrimination.
The club will also build on existing work to ensure all discriminatory ground behaviour is called out with appropriate sanctions. Alcohol-free and family stands for all major match days will also be increased.
Sussex - Sussex have a long history of encouraging equality, diversity and inclusion across the whole game. The professional and recreational games merged their organisations in 2015 creating a one-game approach to all aspects of cricket in the county. There has been a whistleblowing policy in place for over a decade and an EDI committee was set up in 2020 to report to the main Board. An action plan incorporating the 12-point commitments has been created and EDI training (which includes anti-discrimination) has been delivered in-house to all permanent employees, Board, Trustees and players. They have a thriving disability programme in Sussex with ambitious plans to grow this over coming years. In July 2021 urban plans were launched in Crawley and Brighton to set out clear initiatives to grow the game in all aspects.
Warwickshire - Warwickshire invited 80 cricketers, aged 18-25, to open trials at the Edgbaston Cricket Centre, to help broaden their talent pathway. The invitation was extended to Birmingham & District Premier League clubs, who could identify and recruit players who are not currently playing at the highest level of recreational cricket in the West Midlands. In addition, Warwickshire Cricket Board (WCB) recently brought back its Glow in the Dark cricket programme, GLOW, for more than 60 girls, aged 14-years-old and over, to provide an opportunity to play cricket outside of school. Having started after-school cricket sessions over the last 10 weeks of the autumn term as part of WCB’s South Asian Core Cities programme, the girls played in the dark using UV reactive equipment and in luminous coloured clothing to create the exciting glow in the dark effect, with music playing throughout.
Worcestershire – Led by the Board Worcestershire has adopted and provided training on whistleblowing, governance, and reporting to all staff in early 2018. Since extensive constitutional change in March 2018, female Board representation has increased from 10 to 40 per cent of total, with ethnic diversity at 10% of Board, which includes the Chair, and is shortly expected to further increase. Worcestershire is already meeting targets set in the ECB’s 12-point action plan, although it acknowledges there is still more as a county that it can further develop. Ongoing follow up education and training for all staff has already occurred in November 2021, with Safeguarding and an EDI steering group, led by the board, already in place. The club aims to have gold standard of governance within 12 months.
Rana
Hall of Famer
- Joined
- Jan 18, 2006
- Runs
- 87,913
Maybe they should continue to depend on IPL funding after hoarding their players to them every year.
- Joined
- Oct 2, 2004
- Runs
- 218,111
Professional Cricketers' Association chief executive Rob Lynch says the union "got it wrong" with Azeem Rafiq's racism allegations against Yorkshire.
Former spinner Rafiq told the Digital, Culture, Media and Sport select committee in November that the PCA's stance was "incredibly inept".
Lynch told the committee on Tuesday that the PCA "should have stepped in" during Yorkshire's investigation.
"We had some failings and have learnt a lot of lessons," he said.
"We applaud Azeem for his courage and bravery for being a whistleblower to create the necessary change within the game.
"PCA have offered support to Azeem throughout his career but clearly in this dispute with Yorkshire we did not meet the standards we would have wished to.
"We have apologised to him for where we went wrong. We have listened to Azeem about the issues in the game and what can be done better, and a number of changes have been introduced."
The PCA is the representative body for male and female players in England and Wales, and Lynch was one of four PCA representatives who spoke before the DCMS select committee.
They criticised Yorkshire's handling of Rafiq's allegations and admitted racism was a problem in wider cricket, but said improvements were being made.
Rafiq first spoke about his experiences of racism in September 2020. Since then, Yorkshire County Cricket Club have carried out an investigation that has been heavily criticised.
"Azeem was right," Lynch said. "One of the key learnings that we have made is that we should have put more public pressure on both Yorkshire and the ECB [England and Wales Cricket Board].
"What we did was put too much faith in the process that Yorkshire were undertaking, or at least telling us they were undertaking. That was wrong.
"We should have said in the media that we wanted Yorkshire to conclude the inquiry in a much more timely manner and make those findings known. The engagement we had with Yorkshire was sub-par."
The PCA's non-executive chair Julian Metherell said that he tried to contact Yorkshire's former chair Roger Hutton, who resigned in November before the initial DCMS hearing.
"Those calls and emails went unanswered until I sent a note to Mr Hutton saying we were under increasing pressure from the media to comment and I would be forced to go public," he said.
"Mr Hutton then did speak to me but I'm afraid, as this committee well knows, nothing we received from Yorkshire, at that time, was in any way helpful."
Lord Patel has since replaced Hutton as Yorkshire chair and an independent whistleblowing hotline has been opened for victims of discrimination.
The PCA representatives said they had been working with the ECB to produce a five-point plan that has "12 tangible actions".
It aims to tackle discrimination and racism in cricket, and Metherell said it would include a 'code of conduct' being established for the domestic game, but he denied an independent regulator was needed.
The PCA is also set to bring in its own independent whistleblower hotline, recruit a director of equality, inclusion and diversity and roll out an education programme, which will involve Rafiq.
"I have been speaking to Azeem quite regularly since November and agreed we will work with Azeem on the education programme going forward," said Metherell.
"We have a clear code of conduct on drugs and gambling - it is zero tolerance - but we don't have it for racism. We have to have clear sanctions and zero tolerance on racism."
The session concluded with a question about Yorkshire chair Lord Patel saying a group of individuals was "actively seeking to delay and derail" reform at the club.
"We only know what we read in the press and what Lord Patel has said but if they are accurate, it is abhorrent and totally obstructive," said Metherell.
"Frankly, these are some of the great barriers we face in trying to make cricket a more inclusive place for the game we love.
"These minorities cannot prevail, they won't win and, with your support, and the support of the other key stakeholders, we have got to drive this out of the game. There is no place for it in cricket."
Rafiq watched the hearing and later tweeted to say it had been a "refreshing experience".
"To hear someone in the game show leadership in the manner Julian Metherell has gives me some hope for the future," he said.
https://www.bbc.com/sport/cricket/60300721
Former spinner Rafiq told the Digital, Culture, Media and Sport select committee in November that the PCA's stance was "incredibly inept".
Lynch told the committee on Tuesday that the PCA "should have stepped in" during Yorkshire's investigation.
"We had some failings and have learnt a lot of lessons," he said.
"We applaud Azeem for his courage and bravery for being a whistleblower to create the necessary change within the game.
"PCA have offered support to Azeem throughout his career but clearly in this dispute with Yorkshire we did not meet the standards we would have wished to.
"We have apologised to him for where we went wrong. We have listened to Azeem about the issues in the game and what can be done better, and a number of changes have been introduced."
The PCA is the representative body for male and female players in England and Wales, and Lynch was one of four PCA representatives who spoke before the DCMS select committee.
They criticised Yorkshire's handling of Rafiq's allegations and admitted racism was a problem in wider cricket, but said improvements were being made.
Rafiq first spoke about his experiences of racism in September 2020. Since then, Yorkshire County Cricket Club have carried out an investigation that has been heavily criticised.
"Azeem was right," Lynch said. "One of the key learnings that we have made is that we should have put more public pressure on both Yorkshire and the ECB [England and Wales Cricket Board].
"What we did was put too much faith in the process that Yorkshire were undertaking, or at least telling us they were undertaking. That was wrong.
"We should have said in the media that we wanted Yorkshire to conclude the inquiry in a much more timely manner and make those findings known. The engagement we had with Yorkshire was sub-par."
The PCA's non-executive chair Julian Metherell said that he tried to contact Yorkshire's former chair Roger Hutton, who resigned in November before the initial DCMS hearing.
"Those calls and emails went unanswered until I sent a note to Mr Hutton saying we were under increasing pressure from the media to comment and I would be forced to go public," he said.
"Mr Hutton then did speak to me but I'm afraid, as this committee well knows, nothing we received from Yorkshire, at that time, was in any way helpful."
Lord Patel has since replaced Hutton as Yorkshire chair and an independent whistleblowing hotline has been opened for victims of discrimination.
The PCA representatives said they had been working with the ECB to produce a five-point plan that has "12 tangible actions".
It aims to tackle discrimination and racism in cricket, and Metherell said it would include a 'code of conduct' being established for the domestic game, but he denied an independent regulator was needed.
The PCA is also set to bring in its own independent whistleblower hotline, recruit a director of equality, inclusion and diversity and roll out an education programme, which will involve Rafiq.
"I have been speaking to Azeem quite regularly since November and agreed we will work with Azeem on the education programme going forward," said Metherell.
"We have a clear code of conduct on drugs and gambling - it is zero tolerance - but we don't have it for racism. We have to have clear sanctions and zero tolerance on racism."
The session concluded with a question about Yorkshire chair Lord Patel saying a group of individuals was "actively seeking to delay and derail" reform at the club.
"We only know what we read in the press and what Lord Patel has said but if they are accurate, it is abhorrent and totally obstructive," said Metherell.
"Frankly, these are some of the great barriers we face in trying to make cricket a more inclusive place for the game we love.
"These minorities cannot prevail, they won't win and, with your support, and the support of the other key stakeholders, we have got to drive this out of the game. There is no place for it in cricket."
Rafiq watched the hearing and later tweeted to say it had been a "refreshing experience".
"To hear someone in the game show leadership in the manner Julian Metherell has gives me some hope for the future," he said.
https://www.bbc.com/sport/cricket/60300721
- Joined
- Oct 2, 2004
- Runs
- 218,111
The British government has supported a parliamentary committee's recommendation to limit public funding for cricket unless the sport can demonstrate continuous progress in getting rid of racism, it said on Thursday.
The Digital, Culture, Media and Sport parliamentary committee issued its report in January, saying cricket must clean up its act or face cuts in funding.
Former Yorkshire spinner Azeem Rafiq, who is of Pakistani descent, appeared before the committee in November to detail the "inhuman" treatment he suffered at county level and said the sport in England was institutionally racist.
"Public funding is already explicitly linked to the development and implementation of robust diversity and inclusion policies and plans - in cricket and beyond," the government said.
"The Government and Sport England has left the ECB (England & Wales Cricket Board) in no doubt on the need to make progress in this regard."
The committee had also called for quarterly reports and monitoring by indicators developed by the ECB, which the government has now endorsed.
"The Government will continue to call in the ECB quarterly and track their progress in tackling racism and increasing diversity, and will hold them to account for delivery against the joint 12-point action plan published in November 2021," it added.
"We expect to see evidence of improvements across the sport and delivery on the ECB's ambition to eradicate racism from cricket.
"However, if these changes are not made and implemented, the Government reserves the right to intervene further. This has been made clear to the ECB and the first-class counties."
https://sportstar.thehindu.com/cric...unless-ecb-tackles-racism/article38461480.ece
The Digital, Culture, Media and Sport parliamentary committee issued its report in January, saying cricket must clean up its act or face cuts in funding.
Former Yorkshire spinner Azeem Rafiq, who is of Pakistani descent, appeared before the committee in November to detail the "inhuman" treatment he suffered at county level and said the sport in England was institutionally racist.
"Public funding is already explicitly linked to the development and implementation of robust diversity and inclusion policies and plans - in cricket and beyond," the government said.
"The Government and Sport England has left the ECB (England & Wales Cricket Board) in no doubt on the need to make progress in this regard."
The committee had also called for quarterly reports and monitoring by indicators developed by the ECB, which the government has now endorsed.
"The Government will continue to call in the ECB quarterly and track their progress in tackling racism and increasing diversity, and will hold them to account for delivery against the joint 12-point action plan published in November 2021," it added.
"We expect to see evidence of improvements across the sport and delivery on the ECB's ambition to eradicate racism from cricket.
"However, if these changes are not made and implemented, the Government reserves the right to intervene further. This has been made clear to the ECB and the first-class counties."
https://sportstar.thehindu.com/cric...unless-ecb-tackles-racism/article38461480.ece
silentkiller187
First Class Captain
- Joined
- Nov 9, 2014
- Runs
- 5,483
The England and Wales Cricket Board (ECB) is today publishing the second update on the implementation of cricket’s action plan to tackle racism and promote inclusion and diversity at all levels of the game.
This update outlines the key actions that have been completed since the ECB set out the anticipated timetable for full delivery of the plan in January 2022. In line with this timetable, further updates will be provided over the course of the year to cover each of the game-wide measures that were announced as part of the action plan. The next update will take place before the end of June.
Action to aid progress into professional teams of people from diverse backgrounds
As part of the action plan, cricket is taking action to address barriers to progression into professional teams of players from diverse backgrounds. Work is continuing to develop individual plans tailored to the specific circumstances and challenges of each County. This will be informed by research undertaken by Tom Brown at Birmingham City University (with the support of the ECB, Warwickshire CCC and Essex CCC) into representation within the talent pathway.
While the longer-term plans are in development, we are taking a series of immediate actions where we know we can have a positive impact.
i) Expansion of the ACE programme
The ECB will fund the continued expansion of the ACE programme, the independent charity designed to engage a new generation of players from Black communities within the recreational game and talent pathway. Following its successful expansion in Birmingham and Bristol during 2021, ACE will establish programmes in four more locations (Nottingham, Manchester, Leeds and additional London boroughs) so that it can provide opportunities to more children from Black communities to play cricket.
The ECB will also fund a National Operations Manager role at ACE to support the delivery of the expansion plans. Since its launch in south London in 2020 (originally as part of Surrey County Cricket Club), ACE has already created cricketing opportunities for more than 6,000 young people through its community hubs, academy, elite programme, trials and schools’ sessions.
ii) Talent identification and scouting
To help build stronger connections with diverse local communities, we are expanding the Community Talent Champions programme following its successful introduction in Lancashire, Leicestershire and Yorkshire during 2021. The programme will be extended to a further 10 urban locations, which will be selected following consultation with Counties. The roles will help to identify talented girls and boys in non-affiliated cricket environments and connect them to the existing talent pathways at age-group level. Alongside the expanded programme, the ECB will increase investment in scouting with the development of digital tools that reduce potential bias by providing access to objective data on a player throughout their cricket journey.
iii) Education and diversity of coaches
In an extension of the work introduced last year, the ECB will make available a further 3,000 Foundation coaching bursaries during 2022 to help more people from underrepresented groups to take their first steps into coaching cricket. The bursaries will be targeted towards people from ethnically diverse communities, women and people with disabilities, offering the opportunity to gain the entry-level qualification required to lead coaching sessions. To support coaches from underrepresented groups who want to keep developing their skills, at least 15 bursaries will be available at Advanced and Specialist level and 100 Coach Development Scholarships will provide funding, mentorship and work opportunities.
iv) Access to County Age Group pathways
The ECB’s aim is that financial costs should not be a barrier preventing any young person from being able to progress through the talent pathway. Therefore, we are committing an initial amount of £1 million to reduce financial barriers for young people from disadvantaged backgrounds to access the talent pathway, particularly at County Age Group level. We will work closely with Counties over the coming months to identify, in readiness for the start of the next cycle in winter 2022-23, where this funding will have the greatest impact, which could include the provision of equipment, support with travel costs, or access to facilities. This work will be supported by Loughborough University as part of a new partnership to gather comprehensive data on the demographics of cricket’s talent pathways to better understand the specific barriers that prevent people in underrepresented groups from making progress into professional teams.
Dressing room culture in men’s and women’s professional teams
The ECB has appointed EY Lane4 to conduct a review of dressing room cultures across professional cricket in England and Wales. We have chosen to work with an organisation that brings a wealth of experience from both sport and the corporate world. EY Lane4 specialise in developing high performance cultures, teams and leaders with extensive expertise in diversity, equity and inclusiveness.
The review will build understanding of what is working well in professional cricket environments as well as identifying how cricket can achieve healthy and high-performing cultures. EY Lane4, which was originally founded by Olympic gold medallist Adrian Moorhouse prior to becoming part of EY last year, has started the review with a series of design workshops involving representatives from across the professional game. The review will run across the 2022 season and will assess the culture of men’s and women’s domestic environments, as well as England men red ball, England men white ball and England women. Findings and recommendations will be reported in September.
New game-wide system for reporting discrimination
In late 2021, the ECB established a new mechanism (available through the ECB website here) allowing anyone to report an incident of discrimination that they have experienced in cricket, anonymously if preferred. This supplemented the existing reporting system for the professional game, operated by Crimestoppers, that has been in place since late 2020.
The new game-wide system is operated by the ECB with support from independent experts Red Snapper, who provide advice and support to the ECB and the Counties in managing the reporting process and investigating and responding to complaints. As stated in the game-wide action plan, it has been the ECB’s intention to appoint an independent third-party operator to take over the end-to-end system and develop it further as best practice evolves. After our preferred supplier decided not to proceed with the appointment, we are currently reviewing alternative options and expect this process to be completed by the ECB’s new Anti-Discrimination Unit, which once established, will assume responsibility within the ECB for the reporting process.
Ongoing EDI training for all those who work in cricket
Anti-discrimination training has now been made available across the ECB staff and the wider cricket network, and more than 1,600 people have completed this training since January 2022. This represents 65% of the total combined workforce. In addition, the executive team of the ECB has completed an inclusive leadership programme (previously piloted with three First-Class Counties and the MCC), which will be rolled out further across the game this year.
A bespoke version of the training programme is in development for cricket’s 40,000-strong volunteer base to ensure that it is adapted for the needs of this important audience prior to being rolled out during the 2022 season.
Best practice governance
As part of the game-wide commitment to best practice governance, county organisations are making progress to increase Board diversity ahead of the 30 April 2022 target for achieving 30% female representation and locally representative ethnicity. More than 30 county organisations will appoint at least one new Board Director between January and April 2022, and it is anticipated that the game will reach an average of more than 30% female representation and 15% ethnic diversity by the deadline, up from 20% and 10% respectively since November 2021.
A significant driver of this progress is the partnership with Sport England and executive search specialists Perrett Laver, who are providing advisory and search services to help county organisations to appoint diverse and highly skilled Directors. Following a pilot programme in late 2021, funded by Sport England, the ECB has extended the partnership so that at least 30 county organisations will receive support from Perrett Laver over the course of 2022. The partnership is having an immediate impact, with the first 15 appointees being 90% female and 20% ethnically diverse. Among the organisations to have benefited from the pilot scheme, Norfolk Cricket Board has become one of the first counties to exceed 40% gender balance on its Board.
Further details on progress will be provided as part of the next update.
Independent Commission for Equity in Cricket (ICEC)
The ICEC launched its Call for Written Evidence on 10 March 2022, as the second stage of its listening process. The first stage was an online survey in November and December last year, which saw more than 4,000 people complete an online survey about their experiences in the game.
The Call for Written Evidence asks specific questions relating to equity in cricket grouped into five themes: talent pathway and progression into professional cricket; culture; good practice; complaints and discipline (discrimination-related); and governance and leadership. The Call for Written Evidence, which has also been promoted by the ECB on its website, social media and to the First Class Counties and County Cricket Boards, is open to all involved in cricket, and will remain open until 5pm on Wednesday 20 April 2022. The Commission is particularly keen to hear from cricketing and other sports organisations, equality organisations and campaigners, academics and other experts with direct experience of the game, and equality issues in other sports.
In addition to the Call for Written Evidence, the ICEC is receiving oral evidence directly from key stakeholders, conducting research into developments and trends in the game, and gathering information from cricketing organisations. All of the evidence gathered will inform a final, independent report, due for publication in Autumn this year
This update outlines the key actions that have been completed since the ECB set out the anticipated timetable for full delivery of the plan in January 2022. In line with this timetable, further updates will be provided over the course of the year to cover each of the game-wide measures that were announced as part of the action plan. The next update will take place before the end of June.
Action to aid progress into professional teams of people from diverse backgrounds
As part of the action plan, cricket is taking action to address barriers to progression into professional teams of players from diverse backgrounds. Work is continuing to develop individual plans tailored to the specific circumstances and challenges of each County. This will be informed by research undertaken by Tom Brown at Birmingham City University (with the support of the ECB, Warwickshire CCC and Essex CCC) into representation within the talent pathway.
While the longer-term plans are in development, we are taking a series of immediate actions where we know we can have a positive impact.
i) Expansion of the ACE programme
The ECB will fund the continued expansion of the ACE programme, the independent charity designed to engage a new generation of players from Black communities within the recreational game and talent pathway. Following its successful expansion in Birmingham and Bristol during 2021, ACE will establish programmes in four more locations (Nottingham, Manchester, Leeds and additional London boroughs) so that it can provide opportunities to more children from Black communities to play cricket.
The ECB will also fund a National Operations Manager role at ACE to support the delivery of the expansion plans. Since its launch in south London in 2020 (originally as part of Surrey County Cricket Club), ACE has already created cricketing opportunities for more than 6,000 young people through its community hubs, academy, elite programme, trials and schools’ sessions.
ii) Talent identification and scouting
To help build stronger connections with diverse local communities, we are expanding the Community Talent Champions programme following its successful introduction in Lancashire, Leicestershire and Yorkshire during 2021. The programme will be extended to a further 10 urban locations, which will be selected following consultation with Counties. The roles will help to identify talented girls and boys in non-affiliated cricket environments and connect them to the existing talent pathways at age-group level. Alongside the expanded programme, the ECB will increase investment in scouting with the development of digital tools that reduce potential bias by providing access to objective data on a player throughout their cricket journey.
iii) Education and diversity of coaches
In an extension of the work introduced last year, the ECB will make available a further 3,000 Foundation coaching bursaries during 2022 to help more people from underrepresented groups to take their first steps into coaching cricket. The bursaries will be targeted towards people from ethnically diverse communities, women and people with disabilities, offering the opportunity to gain the entry-level qualification required to lead coaching sessions. To support coaches from underrepresented groups who want to keep developing their skills, at least 15 bursaries will be available at Advanced and Specialist level and 100 Coach Development Scholarships will provide funding, mentorship and work opportunities.
iv) Access to County Age Group pathways
The ECB’s aim is that financial costs should not be a barrier preventing any young person from being able to progress through the talent pathway. Therefore, we are committing an initial amount of £1 million to reduce financial barriers for young people from disadvantaged backgrounds to access the talent pathway, particularly at County Age Group level. We will work closely with Counties over the coming months to identify, in readiness for the start of the next cycle in winter 2022-23, where this funding will have the greatest impact, which could include the provision of equipment, support with travel costs, or access to facilities. This work will be supported by Loughborough University as part of a new partnership to gather comprehensive data on the demographics of cricket’s talent pathways to better understand the specific barriers that prevent people in underrepresented groups from making progress into professional teams.
Dressing room culture in men’s and women’s professional teams
The ECB has appointed EY Lane4 to conduct a review of dressing room cultures across professional cricket in England and Wales. We have chosen to work with an organisation that brings a wealth of experience from both sport and the corporate world. EY Lane4 specialise in developing high performance cultures, teams and leaders with extensive expertise in diversity, equity and inclusiveness.
The review will build understanding of what is working well in professional cricket environments as well as identifying how cricket can achieve healthy and high-performing cultures. EY Lane4, which was originally founded by Olympic gold medallist Adrian Moorhouse prior to becoming part of EY last year, has started the review with a series of design workshops involving representatives from across the professional game. The review will run across the 2022 season and will assess the culture of men’s and women’s domestic environments, as well as England men red ball, England men white ball and England women. Findings and recommendations will be reported in September.
New game-wide system for reporting discrimination
In late 2021, the ECB established a new mechanism (available through the ECB website here) allowing anyone to report an incident of discrimination that they have experienced in cricket, anonymously if preferred. This supplemented the existing reporting system for the professional game, operated by Crimestoppers, that has been in place since late 2020.
The new game-wide system is operated by the ECB with support from independent experts Red Snapper, who provide advice and support to the ECB and the Counties in managing the reporting process and investigating and responding to complaints. As stated in the game-wide action plan, it has been the ECB’s intention to appoint an independent third-party operator to take over the end-to-end system and develop it further as best practice evolves. After our preferred supplier decided not to proceed with the appointment, we are currently reviewing alternative options and expect this process to be completed by the ECB’s new Anti-Discrimination Unit, which once established, will assume responsibility within the ECB for the reporting process.
Ongoing EDI training for all those who work in cricket
Anti-discrimination training has now been made available across the ECB staff and the wider cricket network, and more than 1,600 people have completed this training since January 2022. This represents 65% of the total combined workforce. In addition, the executive team of the ECB has completed an inclusive leadership programme (previously piloted with three First-Class Counties and the MCC), which will be rolled out further across the game this year.
A bespoke version of the training programme is in development for cricket’s 40,000-strong volunteer base to ensure that it is adapted for the needs of this important audience prior to being rolled out during the 2022 season.
Best practice governance
As part of the game-wide commitment to best practice governance, county organisations are making progress to increase Board diversity ahead of the 30 April 2022 target for achieving 30% female representation and locally representative ethnicity. More than 30 county organisations will appoint at least one new Board Director between January and April 2022, and it is anticipated that the game will reach an average of more than 30% female representation and 15% ethnic diversity by the deadline, up from 20% and 10% respectively since November 2021.
A significant driver of this progress is the partnership with Sport England and executive search specialists Perrett Laver, who are providing advisory and search services to help county organisations to appoint diverse and highly skilled Directors. Following a pilot programme in late 2021, funded by Sport England, the ECB has extended the partnership so that at least 30 county organisations will receive support from Perrett Laver over the course of 2022. The partnership is having an immediate impact, with the first 15 appointees being 90% female and 20% ethnically diverse. Among the organisations to have benefited from the pilot scheme, Norfolk Cricket Board has become one of the first counties to exceed 40% gender balance on its Board.
Further details on progress will be provided as part of the next update.
Independent Commission for Equity in Cricket (ICEC)
The ICEC launched its Call for Written Evidence on 10 March 2022, as the second stage of its listening process. The first stage was an online survey in November and December last year, which saw more than 4,000 people complete an online survey about their experiences in the game.
The Call for Written Evidence asks specific questions relating to equity in cricket grouped into five themes: talent pathway and progression into professional cricket; culture; good practice; complaints and discipline (discrimination-related); and governance and leadership. The Call for Written Evidence, which has also been promoted by the ECB on its website, social media and to the First Class Counties and County Cricket Boards, is open to all involved in cricket, and will remain open until 5pm on Wednesday 20 April 2022. The Commission is particularly keen to hear from cricketing and other sports organisations, equality organisations and campaigners, academics and other experts with direct experience of the game, and equality issues in other sports.
In addition to the Call for Written Evidence, the ICEC is receiving oral evidence directly from key stakeholders, conducting research into developments and trends in the game, and gathering information from cricketing organisations. All of the evidence gathered will inform a final, independent report, due for publication in Autumn this year
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Matthew Hoggard, Tim Bresnan and John Blain have withdrawn from the disciplinary process relating to allegations of historical racism at Yorkshire.
The three were among seven individuals, along with Yorkshire, charged by the England and Wales Cricket Board (ECB) over allegations made by Azeem Rafiq.
They join former Yorkshire captain and head coach Andrew Gale in withdrawing.
BBC Sport understands that Hoggard, Bresnan and Blain do not believe they will get a fair hearing.
The ECB's Cricket Disciplinary Commission (CDC) will hear the charges in March.
The hearings are due to take place in public, a first for the CDC, following a request from Rafiq. The proceedings were delayed until this year after "a number of the respondents" appealed against the decision to hold them in public, but those appeals were all dismissed.
Gale opted out of the process in June and following the withdrawal of Hoggard, Bresnan and Blain only Yorkshire, former England captain Michael Vaughan, ex-England batter Gary Ballance and Richard Pyrah remain cooperative with the process.
Swing bowler Hoggard, 46, played 67 Tests for England and was part of the team that won the Ashes in 2005.
All-rounder Bresnan, 37, twice won the Ashes and lifted the 2010 T20 World Cup with England.
Pace bowler Blain, 44, won 39 caps for Scotland and played county cricket for Yorkshire and Northants before becoming Yorkshire's second team coach.
BBC
The three were among seven individuals, along with Yorkshire, charged by the England and Wales Cricket Board (ECB) over allegations made by Azeem Rafiq.
They join former Yorkshire captain and head coach Andrew Gale in withdrawing.
BBC Sport understands that Hoggard, Bresnan and Blain do not believe they will get a fair hearing.
The ECB's Cricket Disciplinary Commission (CDC) will hear the charges in March.
The hearings are due to take place in public, a first for the CDC, following a request from Rafiq. The proceedings were delayed until this year after "a number of the respondents" appealed against the decision to hold them in public, but those appeals were all dismissed.
Gale opted out of the process in June and following the withdrawal of Hoggard, Bresnan and Blain only Yorkshire, former England captain Michael Vaughan, ex-England batter Gary Ballance and Richard Pyrah remain cooperative with the process.
Swing bowler Hoggard, 46, played 67 Tests for England and was part of the team that won the Ashes in 2005.
All-rounder Bresnan, 37, twice won the Ashes and lifted the 2010 T20 World Cup with England.
Pace bowler Blain, 44, won 39 caps for Scotland and played county cricket for Yorkshire and Northants before becoming Yorkshire's second team coach.
BBC
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PRESS RELEASE - 3 FEBRUARY 2023
ECB Statement on Yorkshire Cricket Discipline Commission hearings
In response to media reports that three individuals have decided not to participate in the forthcoming Cricket Discipline Commission proceedings, the ECB has issued the following statement.
"Individuals are entitled to choose not to participate in the hearings if they wish, but the cases will still be heard in their absence and we are satisfied that the disciplinary process in this matter has been both rigorous and fair.
“The ECB’s investigation and disciplinary process has been overseen by an independent committee and specialist leading King’s Counsel (K.C.).
“As with any case before the Cricket Discipline Commission, defendants are entitled to a fair hearing by an independent and experienced CDC Panel where they can call witnesses, and they can also challenge the evidence in support of the charge, including through cross-examination of the ECB’s witnesses. It is entirely the decision of defendants if they choose not to take advantage of this opportunity.
“At the end of the hearing it is for the independent CDC Panel, not the ECB, to determine guilt or otherwise and any sanction.”
ECB Statement on Yorkshire Cricket Discipline Commission hearings
In response to media reports that three individuals have decided not to participate in the forthcoming Cricket Discipline Commission proceedings, the ECB has issued the following statement.
"Individuals are entitled to choose not to participate in the hearings if they wish, but the cases will still be heard in their absence and we are satisfied that the disciplinary process in this matter has been both rigorous and fair.
“The ECB’s investigation and disciplinary process has been overseen by an independent committee and specialist leading King’s Counsel (K.C.).
“As with any case before the Cricket Discipline Commission, defendants are entitled to a fair hearing by an independent and experienced CDC Panel where they can call witnesses, and they can also challenge the evidence in support of the charge, including through cross-examination of the ECB’s witnesses. It is entirely the decision of defendants if they choose not to take advantage of this opportunity.
“At the end of the hearing it is for the independent CDC Panel, not the ECB, to determine guilt or otherwise and any sanction.”
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Former England cricketer Matthew Hoggard says the Yorkshire historical racism investigation and disciplinary process has failed everyone involved, including Azeem Rafiq.
Hoggard, who is facing four charges from the England and Wales Cricket Board (ECB), has withdrawn his co-operation from the process.
Rafiq first made claims of racism at Yorkshire in August 2020 and later called English cricket "institutionally racist".
Hoggard, who played county cricket for Yorkshire and Leicestershire, says he is on "good terms" with Rafiq, whom he called after seeing him appear on television in September 2020.
He told BBC Sport: "The process has failed everybody. Every party involved has a problem with the way this process has been dealt with.
"Azeem [Rafiq] has a problem with it, all the respondents have, [former Yorkshire chairman] Lord Patel has, Yorkshire have. There has got to be a better way."
Hoggard is facing four charges of bringing the game into disrepute, centred on allegedly using racist language during his time at Yorkshire.
In his first interview since allegations were made against him, Hoggard added: "I'm pulling out because I don't think it's a fair process.
"There are no winners in this. It is not an admission of guilt. The people who know the truth, know the truth. That is all that matters to me.
"At the moment, whatever Raffa wants Raffa is getting," claimed Hoggard. "It is getting weighted towards one side. I, as a respondent, have not been spoken to by the ECB once."
The ECB said it "wrote to individuals to give them an opportunity to respond in writing before any charge was filed" and that "any respondent who requested we also speak to them was also spoken to".
Rafiq said that over the past two years he has been vindicated "time and again".
He added: "This has included a legal investigation that confirmed I was a victim of racial harassment and bullying; a Yorkshire-commissioned panel that concluded I suffered discrimination; numerous apologies, both public and private, from people who witnessed or were involved in this behaviour; and others have come forward to confirm the culture in the wider game."
In what Hoggard says will be his only public comments on the matter, he claims:
The investigation and disciplinary process has been flawed from the outset
The ECB is refusing to hand over evidence collected during its investigation, regardless of whether they would aid or damage his defence
His relationship with Rafiq is that of "friends" and does not believe his former team-mate set out to pursue individuals
The four charges against him are a matter of past "dressing-room culture rather than racism"
In a statement, the ECB said: "Individuals are entitled to choose not to participate in the hearings if they wish, but the cases will still be heard in their absence and we are satisfied that the disciplinary process in this matter has been both rigorous and fair.
"As with any case before the Cricket Discipline Commission, defendants are entitled to a fair hearing by an independent and experienced CDC Panel where they can call witnesses, and they can also challenge the evidence in support of the charge, including through cross-examination of the ECB's witnesses. It is entirely the decision of defendants if they choose not to take advantage of this opportunity.
"At the end of the hearing it is for the independent CDC Panel, not the ECB, to determine guilt or otherwise and any sanction."
BBC
Hoggard, who is facing four charges from the England and Wales Cricket Board (ECB), has withdrawn his co-operation from the process.
Rafiq first made claims of racism at Yorkshire in August 2020 and later called English cricket "institutionally racist".
Hoggard, who played county cricket for Yorkshire and Leicestershire, says he is on "good terms" with Rafiq, whom he called after seeing him appear on television in September 2020.
He told BBC Sport: "The process has failed everybody. Every party involved has a problem with the way this process has been dealt with.
"Azeem [Rafiq] has a problem with it, all the respondents have, [former Yorkshire chairman] Lord Patel has, Yorkshire have. There has got to be a better way."
Hoggard is facing four charges of bringing the game into disrepute, centred on allegedly using racist language during his time at Yorkshire.
In his first interview since allegations were made against him, Hoggard added: "I'm pulling out because I don't think it's a fair process.
"There are no winners in this. It is not an admission of guilt. The people who know the truth, know the truth. That is all that matters to me.
"At the moment, whatever Raffa wants Raffa is getting," claimed Hoggard. "It is getting weighted towards one side. I, as a respondent, have not been spoken to by the ECB once."
The ECB said it "wrote to individuals to give them an opportunity to respond in writing before any charge was filed" and that "any respondent who requested we also speak to them was also spoken to".
Rafiq said that over the past two years he has been vindicated "time and again".
He added: "This has included a legal investigation that confirmed I was a victim of racial harassment and bullying; a Yorkshire-commissioned panel that concluded I suffered discrimination; numerous apologies, both public and private, from people who witnessed or were involved in this behaviour; and others have come forward to confirm the culture in the wider game."
In what Hoggard says will be his only public comments on the matter, he claims:
The investigation and disciplinary process has been flawed from the outset
The ECB is refusing to hand over evidence collected during its investigation, regardless of whether they would aid or damage his defence
His relationship with Rafiq is that of "friends" and does not believe his former team-mate set out to pursue individuals
The four charges against him are a matter of past "dressing-room culture rather than racism"
In a statement, the ECB said: "Individuals are entitled to choose not to participate in the hearings if they wish, but the cases will still be heard in their absence and we are satisfied that the disciplinary process in this matter has been both rigorous and fair.
"As with any case before the Cricket Discipline Commission, defendants are entitled to a fair hearing by an independent and experienced CDC Panel where they can call witnesses, and they can also challenge the evidence in support of the charge, including through cross-examination of the ECB's witnesses. It is entirely the decision of defendants if they choose not to take advantage of this opportunity.
"At the end of the hearing it is for the independent CDC Panel, not the ECB, to determine guilt or otherwise and any sanction."
BBC
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Azeem Rafiq on above issue said: "Over the past two years, I have been vindicated time and again.
"This has included a legal investigation that confirmed I was a victim of racial harassment and bullying; a Yorkshire-commissioned panel that concluded I suffered discrimination; numerous apologies, both public and private, from people who witnessed or were involved in this behaviour; and others have come forward to confirm the culture in the wider game."
"It is regrettable that these defendants are not willing to go to a public hearing and face what happened."
SKY
"This has included a legal investigation that confirmed I was a victim of racial harassment and bullying; a Yorkshire-commissioned panel that concluded I suffered discrimination; numerous apologies, both public and private, from people who witnessed or were involved in this behaviour; and others have come forward to confirm the culture in the wider game."
"It is regrettable that these defendants are not willing to go to a public hearing and face what happened."
SKY
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In addition to Tim Bresnan, John Blain and Matthew Hoggard withdrawing from the proceedings, Andrew Gale and Richard Pyrah have also informed the ECB that they will not be attending this CDC hearing and therefore the charges against each of them will be heard in their absence.
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LONDON: Six former cricket players in the UK are set to be sanctioned today following a hearing that confirmed their use of racist language against Pakistani teammates, The Independent reported.
The ex-Yorkshire cricketers — John Blain, Tim Bresnan, Andrew Gale, Matthew Hoggard, Richard Pyrah and Gary Ballance — used the term “****” to refer to teammate Azeem Rafiq as well as other individuals, a hearing on March 31 found.
The independent Cricket Discipline Commission panel will take the players’ own accounts of the incidents into consideration before issuing the sanctions at a hearing on Wednesday.
Hoggard, a former England player, used the term “****” toward Rafiq, as well as the nickname “Rafa the Kaffir” during the 2008 season.
He also labeled former Yorkshire teammate Ismail Dawood the “token black man” of the team.
Gale, a former Yorkshire captain and head coach, was also discovered to have used the same terms against Rafiq as well as Yorkshire academy player Mosun Hussain.
Blain, in 2010 and/or 2011 while at Yorkshire, also used the racist term, while Bresnan and Pyrah had labeled Pakistani women as “fit *****.”
As of Tuesday afternoon, only Ballance — who already admitted to using racist or discriminatory language — had submitted a personal account of the incidents.
The other five former players did not appear before the March hearing and had withdrawn from proceedings.
The panel has the power to impose playing suspensions and fines, as well as mandatory training courses.
Yorkshire County Cricket Club, the team at the center of the racism storm, admitted to four charges relating to allegations leveled by Rafiq, who claimed that the club had tried to cover up his complaints.
The club itself will face a separate sanctions hearing on June 27.
ArabNews
The ex-Yorkshire cricketers — John Blain, Tim Bresnan, Andrew Gale, Matthew Hoggard, Richard Pyrah and Gary Ballance — used the term “****” to refer to teammate Azeem Rafiq as well as other individuals, a hearing on March 31 found.
The independent Cricket Discipline Commission panel will take the players’ own accounts of the incidents into consideration before issuing the sanctions at a hearing on Wednesday.
Hoggard, a former England player, used the term “****” toward Rafiq, as well as the nickname “Rafa the Kaffir” during the 2008 season.
He also labeled former Yorkshire teammate Ismail Dawood the “token black man” of the team.
Gale, a former Yorkshire captain and head coach, was also discovered to have used the same terms against Rafiq as well as Yorkshire academy player Mosun Hussain.
Blain, in 2010 and/or 2011 while at Yorkshire, also used the racist term, while Bresnan and Pyrah had labeled Pakistani women as “fit *****.”
As of Tuesday afternoon, only Ballance — who already admitted to using racist or discriminatory language — had submitted a personal account of the incidents.
The other five former players did not appear before the March hearing and had withdrawn from proceedings.
The panel has the power to impose playing suspensions and fines, as well as mandatory training courses.
Yorkshire County Cricket Club, the team at the center of the racism storm, admitted to four charges relating to allegations leveled by Rafiq, who claimed that the club had tried to cover up his complaints.
The club itself will face a separate sanctions hearing on June 27.
ArabNews
anakwalajinn
ODI Debutant
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Might explain why Gary Ballance retired so quickly after making a comeback to the game just recently?
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