Eurosport has terminated its relationship with commentator Bob Ballard after he made an inappropriate remark during a broadcast as part of coverage of the 2024 Paris Olympics.
The comment made was on Saturday, July 27, during the women’s 4×100-meter freestyle relay swimming event. According to the BBC, Ballard made a controversial comment as the Australian team, who had just won the gold medal, were leaving the pool area.
While the participants were winding down, Ballard observed that they were “just finishing off” before then saying, “you know what women are like… hanging around, you know, doing their makeup.”
The network took swift action in response to the comment, which was widely perceived as reinforcing outdated stereotypes. Eurosport has announced that Ballard will no longer be part of their Olympics reporting.
This instance highlights the ongoing importance of respectful and unbiased commentary in sports broadcasting, particularly in high-profile events like the Olympics where athletes’ achievements should be the primary focus.
Tackling sexism in the workplace: a guide for employers
As an employer, addressing sexism in the workplace is not just a moral imperative but also a legal duty. Failure to act can lead to decreased productivity, low morale, high staff turnover, and potential legal consequences. See below for ways you can combat sexism in your organisation:
1. Recognise the problem
The initial step is acknowledging that sexism exists and can manifest in various forms, from overt discrimination to subtle microaggressions. Stay vigilant and be open to feedback from employees.
2. Set out clear policies
Ensure policies are in place that include anti-discriminatory behaviour and explicitly prohibit sexist behaviour. Make sure this policy is easily accessible to all employees and is included in your employee handbook.
3. Provide regular training
Undertake mandatory anti-discrimination and unconscious bias training for all employees, especially those in management positions. These sessions should cover what constitutes sexist behaviour, its impact, and how to prevent it.
4. Create safe reporting mechanisms
Establish multiple channels for employees to report incidents of sexism, including anonymous options. It’s important that workers feel safe to report issues without fear of retaliation. Also, create spaces for open discussions surrounding workplace culture and any gender issues.
5. Investigate promptly and thoroughly
Address all complaints seriously and conduct detailed, impartial investigations. Follow a consistent fair process for all reported incidents.
6. Enforce consequences
Implement and consistently enforce appropriate consequences for policy breaches. These may range from warnings and mandatory training to termination, depending on the severity of the offense.
7. Monitor and adapt
Conduct regular anonymous surveys to assess the workplace environment and use the data collected to recognise areas for improvement and adapt your strategies accordingly. Ask employees for feedback so you can get a general understanding of how they are all feeling.
8. Review and update policies
Stay informed about best practices and legal requirements regarding workplace discrimination. Regularly review and update your policies to ensure they remain effective and compliant.
9. Provide support
Offer resources and support for employees who have experienced sexism, such as counselling services or employee assistance programs.
Comment
As an employer, it’s important you create an equitable, respectful, and productive workplace for all employees. It’s important to remember that addressing sexism is an ongoing process that requires consistent effort and commitment from leadership. Your actions as an employer set the tone for the entire business, so it’s crucial to remain vigilant and responsive to ensure a safe and inclusive environment for all employees.
How can we help?
Laura Kearsley is a Partner in our expert Employment Law team. Laura has a strong reputation in all aspects of employment law, including Employment Tribunal litigation, discipline and grievance issues, and unfair and constructive unfair dismissal claims, and has particular experience in developing HR support services for businesses.
If you would like any advice concerning the subjects discussed in this article, please contact Laura or another member of the team in Derby, Leicester or Nottingham on 0800 024 1976 or via our online form.
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