'In-ger-land, In-ger-land, In-ger-land! : exploring the impact of soccer on the sense of belonging of those seeking asylum in the UK

Utilising research conducted in Sheffield (UK) with people seeking asylum,this article explores the ways in which soccer might be used to create a sense of belonging in the host country. It explores participant feelings about soccer and its potential to alleviate the pressures that the status of being an ‘asylum seeker’ brings. The ways in which soccer may play a role in the identity formation of those seeking asylum is considered in relation to both self-identity and the perceptions of others. The findings of this exploratory study suggest that the various ways of interacting with soccer can provide participants with a sense of control, identity and belonging

Racialisation and the inequitable experiences of racialised minority coaches in men's professional football club youth academies in England

This article offers an empirical and theoretical examination of racialisation and the inequitable experiences of racialised minority coaches in men's professional football club youth academies in England. More specifically, it examines the ways in which the normative application of racialised ideologies, discourses and practices has engendered some inequitable interactions, representations, evaluations and outcomes for racialised minority coaches in the sports coaching context under review. In doing so, it draws on semi-structured interviews with racialised minority academy coaches ( n = 26) and academy managers ( n = 10) from dominant and marginalised ethnicities to ascertain their experiences and reflections on four inter-related areas of focus: firstly, club academies as racialised spaces; secondly, club academies and racialised stereotypes; thirdly, club academies and racialised assessments; fourthly, club academies and racialised outcomes. The article contextualises these findings from a Critical Race Theory perspective and draws clear linkages between the processes, experiences and outcomes of racialisation in club academies, and the ideological, definitional and discursive power of whiteness and racialised meaning making embedded in elite sports coaching contexts more broadly. The article concludes by outlining some operational implications for club academies and proposed educational activities designed to challenge racialised assumptions and encourage stronger cultural reflection amongst club academy staff

‘You just want the right person for the right job’: ‘race neutral’ and ‘race conscious’ rationales for the implementation of positive action measures in sports coaching

In recent years, a small number of sports bodies in the UK have developed new interventions designed to address racialised inequities in sports coaching. This article draws on interviews with CEOs and Youth Academy Managers (n = 14) to examine their approaches to conceptualising and operationalising one such positive action measure in men’s professional football in England. With particular respect to; (i) the ways in which these organisational actors adhere to ‘race-neutral’ or ‘race-conscious’ understandings of the racial equality landscape of football coaching, (ii) how such understandings inform and mediate their conceptual opposition or support for positive action measures, and (iii) how such rationales underpin the non-implementation or implementation of such measures in practice. Finally, the authors utilise Critical Race Theory (CRT) to draw linkages between the underpinning philosophies, rationales and implementation of such measures, and broader neo-liberal ideologies, notions of interest convergence, and the normative power of Whiteness in such settings

Greater Manchester Physical Activity, Sport and Movement Volunteering

This report presents the key research activities conducted for a GreaterSport-commissioned project ‘Greater Manchester Physical Activity, Sport and Movement Volunteering,’ and discusses findings and recommendations drawn from these activities. The overall goal of this project is to help GreaterSport attain its central aim: ‘To work alongside VCSE (voluntary, community and social enterprise) sector organisations to create a collective understanding of how to develop a systemic approach to volunteering in physical activity, sport and movement across Greater Manchester.’ This goal is accompanied by three objectives: 1) Understand the value and impact of building relationships between VCSE infrastructure organisations and voluntary led physical activity organisations and groups. 2) Identify the underlying trends, inequalities, and barriers within physical activity, sport and movement volunteering to make it more accessible, inclusive, and reflective of Greater Manchester communities. 3) Determine what training, support, resources, information, and funding is needed and the role of the system to develop physical activity, sport and movement volunteering across Greater Manchester. To achieve Objective 1, secondary research of academic and grey literature (e.g., research reports, case studies, white papers) was conducted to synthesise the up-to-date knowledge on the value and impact of establishing cross-sector partnerships involving VCSE organisations. Secondary research findings reveal three types of the value and impact of establishing cross-sector partnerships for the promotion of physical activity, sport and movement volunteering: (a) increasing access to potential volunteers, (b) enhancing the practice of recruiting, supporting, and coordinating volunteers, and (c) providing ideas for revenue generation. To achieve Objective 2, five focus groups (N=37) were conducted with volunteers (x2 groups), non-volunteers (x2), and volunteer coordinators (x1), recruited from diverse groups in Greater Manchester. Findings are presented in three themes. Firstly, volunteers and non-volunteers have contrasting perceptions with respect to volunteering in physical activity, sport and movement. Volunteers viewed volunteering in these fields as open to all, regardless of their experience and commitment levels. In contrast, non-volunteers viewed this type of volunteering as a specialist activity generally only available to those with a sporting background and those who could commit to regular, fixed schedules. Secondly, there are a range of barriers which limited volunteer recruitment and retention in Greater Manchester, including narrow and poor-quality advertisement, a lack of role models, stereotypes, and the ongoing cost-of-living crisis. Thirdly, several facilitators were felt to enable volunteer recruitment and retention in Greater Manchester. These include recruitment methods which align with the needs and abilities of volunteer candidate pools, clarity on volunteer roles and responsibilities, and partnerships in the Greater Manchester VCSE sector. To achieve Objective 3, two types of data were gathered and analysed: (a) discussions that took place during two workshops with the Advisory Group consisting of representatives from select Greater Manchester-based VCSE organisations (N=14), and (b) survey responses from wider Greater Manchester-based organisations and groups (N=96). These data highlight the perceived importance of (a) volunteer training in child protection/safeguarding, basic skills, and volunteer development, and (b) intangible resources (e.g., information for appropriate funding, networks/contacts), to promote volunteering in physical activity, sport and movement in Greater Manchester. The data also underscore the need to provide Greater Manchester4 based organisations and groups with better support to understand where they can access relevant information, resources, and funding opportunities that are suitable for their needs. Based on a synthesis of the findings for the three objectives, eight recommendations are developed to support volunteering in physical activity, sport and movement in Greater Manchester through a systemic approach involving cross-sector partnerships. These eight recommendations are classified into four overarching themes, including: (a) partnership and community, (b) information sharing and distribution, (c) communication and promotion, and (d) research. Recommendations for Partnership and Community: 1) Facilitate relationship building between sport/physical activity organisations and groups, other VCSE organisations, local infrastructure organisations/volunteer centres, national governing bodies, and organisations with potential volunteer pools (e.g., schools, universities, companies). 2) Create Greater Manchester ‘Community of Practice’ in the sphere of physical activity, sport and movement volunteering to enable the sharing of best practice and provide a collaborative space to address shared issues and challenges. Recommendations for Sharing and Distribution: 3) Ensure that organisations and groups know where they can access available information and resources for the training programmes and funding opportunities that are right for them. 4) Enhance and expand recruitment channels to attract and retain a larger and more diverse group of new and existing volunteers through more informative and clearer advertisements. Recommendations for Communication and Promotion: 5) Define the future of volunteering that is attractive to younger generations and demographics that are not currently volunteering in physical activity, sport and movement, aligned to the Vision for Volunteering where relevant. 6) Develop campaigns for communicating with diverse groups in Greater Manchester, featuring role models for these groups, and changing perceptions/stereotyping associated with physical activity, sport and movement volunteering. Recommendations for Research: 7) Gather input and feedback from smaller grassroots organisations and groups beyond surveys to better understand and address their needs. 8) Understand (a) how emerging trends and factors, such as the cost-of-living crisis, technology and innovation, and decentralised power, may impact volunteers and organisations; and (b) how different volunteer motivations can influence the ways in which organisations and groups in Greater Manchester support and promote volunteering opportunities. This report presents rationales for each of the eight recommendations and ideas on the implementation of the recommendations. The report concludes with a reflection of the close collaborative relationships the research team has developed with Advisory Group members

CtBP1/BARS is an activator of phospholipase D1 necessary for agonist-induced macropinocytosis

Vesicular trafficking such as macropinocytosis is a dynamic process that requires coordinated interactions between specialized proteins and lipids. A recent report suggests the involvement of CtBP1/BARS in epidermal growth factor (EGF)-induced macropinocytosis. Detailed mechanisms as to how lipid remodelling is regulated during macropinocytosis are still undefined. Here, we show that CtBP1/BARS is a physiological activator of PLD1 required in agonist-induced macropinocytosis. EGF-induced macropinocytosis was specifically blocked by 1-butanol but not by 2-butanol. In addition, stimulation of cells by serum or EGF resulted in the association of CtBP1/BARS with PLD1. Finally, CtBP1/BARS activated PLD1 in a synergistic manner with other PLD activators, including ADP-ribosylation factors as demonstrated by in vitro and intact cell systems. The present results shed light on the molecular basis of how the ‘fission protein' CtBP1/BARS controls vesicular trafficking events including macropinocytosis

Relocalization of Phospholipase D Activity Mediates Membrane Formation During Meiosis

Phospholipase D (PLD) enzymes catalyze the hydrolysis of phosphatidylcholine and are involved in membrane trafficking and cytoskeletal reorganization. The Saccharomyces cerevisiae SPO14 gene encodes a PLD that is essential for meiosis. We have analyzed the role of PLD in meiosis by examining two mutant proteins, one with a point mutation in a conserved residue (Spo14pK→ H) and one with an amino-terminal deletion (Spo14pΔN), neither of which can restore meiosis in a spo14 deletion strain. Spo14pK→ H is enzymatically inactive, indicating that PLD activity is required, whereas Spo14pΔN retains PLD catalytic activity in vitro, indicating that PLD activity is not sufficient for meiosis. To explore other aspects of Spo14 function, we followed the localization of the enzyme during meiosis. Spo14p is initially distributed throughout the cell, becomes concentrated at the spindle pole bodies after the meiosis I division, and at meiosis II localizes to the new spore membrane as it surrounds the nuclei and then expands to encapsulate the associated cytoplasm during the formation of spores. The catalytically inactive protein also undergoes relocalization during meiosis; however, in the absence of PLD activity, no membrane is formed. In contrast, Spo14pΔN does not relocalize properly, indicating that the failure of this protein to complement a spo14 mutant is due to its inability to localize its PLD activity. Furthermore, we find that Spo14p movement is correlated with phosphorylation of the protein. These experiments indicate that PLD participates in regulated membrane formation during meiosis, and that both its catalytic activity and subcellular redistribution are essential for this function

Addressing racialised inequities in coach recruitment in men’s professional football in England: a critical race theory analysis

Black, Asian and Minority Ethnic (BAME) coaches in elite sport are underrepresented in Britain and other parts of the Western world compared to BAME athletes. Empirical research indicates that this underrepresentation is underpinned by a series of institutional barriers. This is especially the case in men’s professional football in England, where lack of access to coach education, racial biases and stereotypes in coaching workplaces, as well as networks-based approaches to coach recruitment have historically blocked the transition of BAME groups from playing to coaching.This thesis aims to identify and examine the levels of representation and experiences of BAME coaches in men’s professional football in England, and the effectiveness of the English Football League’s (EFL) voluntary and mandatory codes of coach recruitment in addressing racialised inequalities. [Continues.

Meaningful change or ‘more of the same’: the voluntary recruitment code in men’s professional football coaching in England

This article offers an original empirical and theoretically grounded examination of the English Football League’s (EFL) Voluntary Recruitment Code (VRC): a positive action intervention designed to establish inclusive practices of coach recruitment and increase the representation of minoritised coaches in first team coaching operations at men’s professional football clubs in England. In doing so, it draws on semi-structured interviews with Chief Executive Officers (CEOs) at clubs (n = 5), football stakeholder representatives (n = 14) and minoritised coaches (n = 26) to ascertain their perceptions, experiences, and reflections in relation to three inter-connected areas of focus. Firstly, the operational and attitudinal implementation of the VRC at clubs. Secondly, the effectiveness of the VRC in engendering its intended operational and representational impacts at clubs. Thirdly, critical reflections as to the ways in which the VRC might be reformulated and reimplemented to stimulate the conditions through which equality of opportunities, experiences, and outcomes for minoritised coaches might be realised. Finally, the article will conclude from a Critical Race Theory (CRT) perspective that racial equality measures of this kind should be strongly interventionist and transformational in their policy intentions and ideological scope, and seek to challenge and disrupt dominant liberal discourses of meritocracy, race-neutrality, colour-blindness, and the normativity of Whiteness in professional football coaching contexts. In doing so, the article calls on the EFL to work consultatively with member clubs, football stakeholders, and minoritised coaches to develop a holistic legislative and pedagogical approach to tackling racialised inequities in football coaching, which incorporate strongly regulated and reformatory positive actions