Racism in the Changing Room: Lessons for London Football Clubs from the Rafaela Borggräfe Case

Racism in the Changing Room: What London Clubs Must Learn from the Rafaela Borggräfe FA Decision

Hook: For London clubs — from weekend grassroots sides to professional academies — a single overheard remark can trigger reputational damage, squad division and regulatory sanctions. The recent Football Association action against Liverpool goalkeeper Rafaela Borggräfe shows how quickly incidents escalate and underlines the urgent need for a clear, practical playbook on prevention, education and response.

The recent case: facts that matter for club leaders

In January 2026 the FA issued a six-game ban to Liverpool goalkeeper Rafaela Borggräfe after finding she made a racist remark that referred to a teammate's skin colour. Borggräfe accepted the sanction and was ordered to enrol on an education programme; the comment was reportedly overheard by club colleagues while the squad prepared for a team photograph.

"The Liverpool goalkeeper Rafaela Borggräfe was given a six-game ban by the Football Association after being found to have made a racist comment that involved reference to skin colour." — The Guardian, Jan 2026

Why this matters to London: the incident illustrates three realities every club in the capital must face now — the immediacy of peer reporting, the FA's willingness to pair bans with mandatory education, and the reputational ripple effect local media and social platforms amplify within hours.

2025–26 trends shaping anti-racism in English football

From late 2025 into 2026 several trends are reshaping how clubs should approach racism in sport:

• Combined sanctions + education: Governing bodies increasingly pair bans with mandatory education to focus on behaviour change rather than just punishment.
• Transparency expectations: Fans and sponsors expect swift, transparent action and clear follow-up reporting from clubs after incidents.
• Grassroots visibility: Local incidents no longer stay local — social media and community groups amplify stories rapidly, making local reputation management critical.
• Education innovation: New blended learning models (in-person workshops, peer-led sessions, and digital microlearning) have proven more effective than one-off classroom lectures.
• Data-led accountability: Clubs are beginning to use basic metrics — reporting rates, training completion, retention of diverse players — to measure progress.

What London clubs can learn from the Borggräfe decision

1. Immediate, consistent reporting pathways matter

In the Borggräfe case a comment was overheard by colleagues. That demonstrates the importance of clear, easy-to-use reporting routes so players and staff can flag incidents without fear. London clubs should:

• Publish a simple, well-signposted reporting process (in-person, email and anonymous forms).
• Train at least two independent reporting officers per club (one senior, one external) to reduce conflicts of interest.
• Ensure confidentiality assurances but be clear about mandatory reporting obligations under safeguarding rules.

2. Adopt a dual approach: sanctions plus education

The FA's approach — combining a ban with mandatory education — recognises that punishment alone does not change attitudes. London clubs should embed this dual approach into their own discipline frameworks:

• Define a tiered sanctions matrix (verbal warning to suspension) with education requirements for every tier involving discriminatory behaviour.
• Mandate tailored education programmes after incidents and for new signings/transfers.
• Use restorative processes where appropriate — moderated conversations that enable accountability and learning when victims consent.

3. Build an evidence-backed education programme

Not all training is equal. London clubs should move to multi-session, active-learning curricula that include:

• Core modules: History of racism in sport, unconscious bias, microaggressions and the impact of language.
• Practical workshops: Role-play, scenario-based learning (e.g., changing-room situations, team photos), bystander intervention techniques.
• Player-led sessions: Current players and alumni from diverse backgrounds co-deliver modules to create authenticity and trust.
• Refresher microlearning: Quarterly 10–20 minute online modules or team-meeting slots to keep issues front of mind.
• Evaluation: Pre/post knowledge checks, behavioural commitments and 3–6 month follow-ups to assess real change.

4. Tailor programmes to club level: grassroots vs professional

London's football ecology spans volunteer-led grassroots teams to fully professional academies. Both need clear policies but delivery differs:

• Grassroots clubs: Practical, low-cost training: short workshops delivered at local community centres, downloadable toolkits, and free resources from organisations such as Kick It Out and Show Racism the Red Card.
• Professional clubs: Comprehensive annual CPD-style programmes for players, coaches, and backroom staff; dedicated inclusion officers; and formal partnerships with external providers to deliver restorative justice where appropriate.

5. Leadership and culture: coaches set the tone

Coaches and managers are culture carriers. The Borggräfe episode reminds clubs that offhand comments are often rooted in wider club culture. Effective actions:

• Require coaches to complete advanced inclusion training and make leadership behaviour part of performance reviews.
• Integrate inclusion targets into recruitment and appraisal of coaching staff.
• Encourage visible leadership: captains and coaches publicly endorsing zero-tolerance positions builds trust with players and supporters.

Designing an inclusion policy fit for London in 2026

An inclusion policy is a living document. Here’s a practical template for London clubs to adapt.

Core sections every policy must include

1. Statement of values: Clear commitment to equality, diversity and inclusion, signed by the club CEO or chair.
2. Definitions: Define racism, discrimination, microaggressions and harassment in plain language.
3. Reporting pathways: Multiple routes with named contacts and independent reporting options, plus timescales for acknowledgement and action.
4. Disciplinary framework: Tiered sanctions linked to mandatory education and restorative processes.
5. Education and training: Minimum annual requirements by role and induction training for new players and staff.
6. Safeguarding alignment: Clear signposting when incidents intersect with child protection laws.
7. Monitoring & metrics: KPIs: training completion, incident resolution times, anonymised reporting rates and retention of diverse participants.
8. Communications protocol: Guidance for public statements, privacy considerations and media/PR ownership.
9. Review cycle: Annual policy review and two-year independent audit recommended.

Sample KPI dashboard (practical, measurable)

• 100% of first-team and coaching staff complete core inclusion training each year.
• All reported incidents acknowledged within 48 hours.
• At least one restorative process per year when appropriate (with consent).
• Quarterly reporting to the board with anonymised trends and actions taken.

Practical training modules: what works

Module 1 — Foundations (90 minutes)

• Short, evidence-based introduction to discriminatory language and its impact.
• Interactive exercises: identifying microaggressions in real-life changing-room scripts.

Module 2 — Bystander intervention (60–90 minutes)

• Tools and scripts players can use in the moment (e.g., 'name it, frame it, offer an alternative').
• Role-plays focusing on squad dynamics and power imbalances.

Module 3 — Restorative practice (club leads & managers, half day)

• How to facilitate mediated conversations, safeguard participation, and set follow-up actions.

Module 4 — Ongoing microlearning

• Short videos and quizzes delivered quarterly to reinforce learning and collect feedback.

Communications and reputational playbook

When incidents happen, how a club responds publicly matters as much as the internal process. Best-practice steps:

• Prepare pre-approved template statements that emphasise accountability, immediate actions and timelines for investigation.
• Designate a single spokesperson and keep messages concise: acknowledge, act, and follow up.
• Balance transparency with confidentiality — protect victims' privacy while reporting outcomes.
• After resolution, publish anonymised learnings and steps taken to prevent recurrence.

Funding and partnerships: practical routes for London clubs

Budget is a recurring worry for grassroots teams. Options to consider:

• Partner with local borough councils or community trusts for subsidised training sessions.
• Apply for small grants from Sport England or local community funds for inclusion initiatives.
• Share resources with neighbouring clubs (pooled coach training days) to reduce per-club cost.
• Partner with established organisations (Kick It Out, Show Racism the Red Card) for turnkey resources and facilitator lists.

Measuring success: simple, realistic indicators

Move beyond outputs (sessions delivered) to outcomes (behaviour change). Track:

• Reporting rates — an initial rise may indicate trust in the system, followed by a decline as culture improves.
• Retention and recruitment diversity over a 12–24 month window.
• Player and parent surveys — benchmark attitudes annually.
• Time-to-resolution for reported incidents and proportion resolved with educational outcomes.

Case example: applying the Borggräfe lessons in a London amateur club

Scenario: a midfielder makes a colour-based remark before a club photo, overheard by teammates. Best-practice response in 10 steps:

1. Acknowledge receipt of the report within 24–48 hours and temporarily remove the individual from selection while investigating.
2. Offer support to the affected player, including access to an independent advocate.
3. Conduct an impartial investigation with a named external officer if possible.
4. If allegation substantiated, apply a proportionate sanction tied to mandatory education (e.g., suspension + 3-session course).
5. Offer a restorative meeting if both parties agree and a trained facilitator is available.
6. Publish an anonymised summary of the incident and club actions to supporters and sponsors.
7. Mandate whole-squad training within 30 days focusing on changing-room behaviour and bystander response.
8. Record the incident in the club’s KPI tracker and require a 3-month follow-up with both players.
9. Review and update the club’s photo-day protocols and communications.
10. Report the incident to the county FA, following any mandatory reporting rules.

Final takeaways — practical checklist for London clubs

• Create and publish a clear inclusion policy with reporting routes.
• Pair disciplinary sanctions with mandatory, evaluated education programmes.
• Train leadership and coaches — they set behavioural norms.
• Use blended education: in-person, player-led and microlearning refreshers.
• Measure outcomes and report anonymised learnings publicly.
• Partner with local organisations to increase reach and reduce cost.

Why action matters now in 2026

The Borggräfe case is a timely reminder: governing bodies are enforcing sanctions that combine bans with education, community expectations are higher than ever, and London’s diverse football ecosystem demands culturally intelligent responses. Clubs that adopt transparent reporting, consistent sanctions paired with effective education, and leadership accountability will protect players, reputations and long-term community trust.

Call to action: If you run a London club, start now: download our free 10-point Inclusion Policy template and reporting form at portal.london/club-resources, schedule a squad workshop this month, and book a tailored policy audit with our local specialists to make sure your club meets 2026 standards.

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