Administrators - What to do now

Administrators are integral to developing a welcoming and supportive culture in their club or sporting organisation. At a practical level this means being proactive and looking at ways of including people from multi-cultural backgrounds whose needs may differ from the mainstream.

If you are approached about concerns related to female participation

• Talk to the person about the nature of their concern.
• Be supportive and recognise that:
  • some families may be anxious about their daughters playing sport (e.g., because of views about female roles or the presence of a male coach)
  • family expectations and responsibilities may impact on female attendance at practices and games – absence doesn’t necessarily indicate a lack of interest or commitment.
• Talk to the family (if the opportunity arises) and try and understand their needs.
• Be respectful of different beliefs and expectations and  try to find ways to support continued participation.
• Nominate a person in the club to communicate and liaise with the family.

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If there are misunderstandings resulting from different communication styles

• Provide support to the person raising the concern (e.g., the coach or team manager).
• Explain that different cultures often have different ways of communicating. For example, a player may avoid eye contact with their coach as a sign of respect rather than out of disinterest.
• Access some of the many resources that explore cultural and religious considerations.

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If written and unwritten rules are ignored

• Support the person raising the issue (e.g., the coach, players, parents).
• Discuss the nature of the concern (e.g., not accepting the umpire’s decision, sharing water bottles, arriving late).
• Don’t assume that the behaviour stems from cultural differences – some Australian players also seem to have difficulty accepting rules.
• Talk to the coach/team manager about the importance of explaining club rules and accepted norms to the player. Ask the coach to display and promote tolerance and to address any unfair treatment (e.g., discrimination, bullying or harassment) if it occurs.
• Monitor and review the situation regularly.