When Racism Hits the Locker Room: How Teams Should Train for Inclusion and Prevent Harm

When racism hits the locker room, teams can’t rely on one sanction — they need a system

Locker-room incidents leave players, staff and fans reeling. The Rafaela Borggräfe sanction in January 2026 — a six-game ban and mandatory enrolment on an education programme after a racist remark was overheard by teammates — shows how leagues are increasing penalties. But sanctions alone won’t repair harm or stop future incidents. Teams must build layered, evidence-backed systems that combine proactive education programmes, robust bystander training, trauma-informed restorative practices and ongoing mental health support.

Why this matters now: 2025–2026 trends shaping team responses

As of early 2026, sport governing bodies from national associations to continental federations have been tightening disciplinary frameworks and integrating mandatory education into penalties. High-profile cases in late 2025 accelerated a shift: clubs are now expected to show both immediate accountability and a credible plan to change locker room culture.

Three trends are decisive for team inclusion and player wellbeing:

• Sanction + education: Leagues increasingly pair bans with compulsory learning modules — but evidence shows education must be ongoing, not a one-off.
• Trauma-informed response: Teams are recognizing the psychological impact on targeted players and witnesses, expanding mental health support after incidents.
• Next-gen delivery: Microlearning, VR empathy training, and simulated bystander scenarios are now widely used to change behavior at scale.

Case study: The Rafaela Borggräfe sanction — what it did well, and where teams must go further

Facts first: the FA issued a six-game ban to Liverpool goalkeeper Rafaela Borggräfe in January 2026 after a remark referencing skin colour was overheard by club colleagues. She accepted the sanction and was ordered to enrol on an education programme. That response follows a model the FA and other bodies have adopted: a clear penalty plus remediation.

That approach does three useful things: it signals accountability, it attempts to educate the offending individual, and it signals to stakeholders that the incident was taken seriously. But it also highlights common gaps:

• Reactive focus: Education after the fact is important, but preventing incidents requires systemic cultural work.
• Support for targets: Sanctions rarely include comprehensive wellbeing support for teammates who were harmed or witnessed the comment.
• Locker-room dynamics: Comments made in informal moments (e.g., preparing for a squad photo) reveal how casual language becomes normalized without proactive interventions.

Sanctioning an individual is necessary. Preventing the next incident takes a team-wide plan that changes how people interact when no one’s watching.

Designing a proactive education programme that actually changes behavior

A credible education programme goes beyond a single workshop. It’s ongoing, tailored to the team, and integrated into daily routines. Here’s a practical framework teams can implement immediately.

Core curriculum modules

• Foundations of inclusion: History and impact of racism in sport; how language and symbols harm teammates and communities.
• Implicit bias & microaggressions: Recognizing unconscious patterns and how to interrupt them.
• Locker room norms: Concrete expectations for behaviour when private moments become public.
• Bystander skills: Practice-based strategies for safe intervention (see full ladder below).
• Allyship & accountability: How leaders and peers model inclusive behaviour and hold one another accountable.

Delivery formats — mix to maximize retention

• Short microlearning modules (10–15 minutes) delivered weekly during season.
• Quarterly facilitated workshops with roleplay and scenario-based practice.
• VR empathy simulations for immersive perspective-taking (used by several pro clubs in 2025).
• Preseason intensive that sets the team’s code of conduct and expectations.
• Club intranet resources and anonymous Q&A channels for ongoing curiosity.

Assessment and accountability

Measure impact with a mix of qualitative and quantitative indicators:

• Anonymous climate surveys every 3–6 months (questions on belonging, trust, perceived safety).
• Completion rates for all mandatory modules and follow-up quizzes to ensure comprehension.
• Behavioral indicators: reduced incident reports, fewer complaints, improved retention of underrepresented players.
• Independent audits every 12 months — ideally by a third-party with expertise in sport inclusion.

Bystander training: practical scripts and the 5D ladder

Bystander training gives teammates tools to intervene safely when they witness discriminatory language. Use the evidence-based 5D model (Direct, Distract, Delegate, Delay, Document) and practice it until responses become instinctive.

The 5D ladder — concrete actions

• Direct: Name the behaviour calmly. Script: “That language isn’t okay. Don’t say that.”
• Distract: Shift focus to de-escalate. Script: “Oi, photo time — come on, smile,” then separate the parties.
• Delegate: Get help from a coach or staff member. Script: “Coach, can you handle this?”
• Delay: Check in after the moment. Script: “Are you okay? That comment wasn’t right.”
• Document: If safe, note key facts and report through the club’s incident channel.

Practice drills

Run short weekly scenarios during team meetings for 8–12 weeks, rotating roles (bystander, target, instigator, observer). Use video playback for feedback. Normalizing the rehearsal of interventions reduces bystander paralysis.

Restorative practices: repairing relationships without erasing accountability

Restorative processes are not an alternative to sanctions; they complement disciplinary measures by focusing on repair, accountability and reintegration.

When to use restorative methods

After an incident where the target consents to participate and when safety can be guaranteed. Use restorative circles when the goal includes mutual understanding, agreed repair, and monitored reintegration.

Structured restorative circle — a practical template

1. Preparation: Independent meetings with each participant (target, offender, close teammates) to assess readiness and set boundaries.
2. Skilled facilitator: Use an experienced restorative practitioner, not internal PR staff.
3. Opening & guidelines: Confidentiality rules and right to pause or withdraw.
4. Sharing impact: The target explains harm; the offender listens without interruption.
5. Accountability statement: The offender describes how language caused harm and accepts responsibility.
6. Repair agreement: Concrete actions (apology, community service, learning modules, mentorship).
7. Monitoring plan: Clear timeline and measures to ensure commitments are kept.

Restorative outcomes should be documented and monitored by HR or a designated safeguarding officer. If the offender breaches the agreement, disciplinary escalations must follow.

Mental health support: trauma-informed care for targets and witnesses

Discriminatory incidents cause psychological harm beyond the initial moment. Teams must provide immediate and ongoing mental health support tailored to player wellbeing.

Minimum mental health response protocol

• Immediate check-in: Within 24 hours, a trusted staff member or mental health professional must offer a private check-in to the affected player(s).
• Confidential counseling: Short-term crisis counseling followed by longer-term therapy if requested; cover costs fully and guarantee confidentiality.
• Peer support: Trained peer listeners can provide informal support while professional help is arranged.
• Return-to-play plan: If the target or witnesses need time away, co-create a phased return with mental health input.
• Proactive wellbeing programming: Regular resilience workshops, sleep and recovery support, and stress-management coaching.

2026 developments: integrated mental health teams

By 2026, many professional clubs have integrated mental health specialists on staff — not just consultants. This integration means immediate access, continuity of care, and better coordination with performance and medical teams.

Changing locker room culture: leadership, recruitment and rituals

Locker room culture shifts when leadership models inclusive behavior, when recruitment values character as well as talent, and when rituals reinforce belonging.

Leader actions that change norms

• Captains and coaches sign and live the team code of conduct publicly.
• Leaders address microaggressions in real time and model curiosity rather than defensiveness.
• Performance reviews include a behaviour component tied to inclusion metrics.

Recruitment & onboarding

Onboarding must include clear expectations about locker room conduct, access to the team’s education programme, and an introduction to support channels. Recruitment interviews should include situational questions about past experiences with diversity and inclusion.

Incident response flow: a practical 72-hour checklist

Speed and clarity matter after an incident. Use this checklist as your immediate playbook.

1. Within 2 hours: Ensure safety and separate involved parties. If someone needs immediate medical or mental health support, arrange it.
2. Within 24 hours: Notify designated safeguarding/HR, begin fact-finding, and offer confidential support to the target and witnesses.
3. 24–72 hours: Issue a transparent, victim-centered statement internally. Decide on interim measures (e.g., paid leave, training, suspension) in consultation with legal.
4. 72 hours–2 weeks: Start restorative processes if appropriate, launch disciplinary procedures as required, and begin mandated education modules for involved players.
5. Ongoing: Provide mental health follow-up, monitor repair agreement compliance, and publish anonymized lessons learned to the squad.

Measuring success: KPIs that show real change

Track these indicators quarterly:

• Completion rate for mandatory inclusion modules (target 100%).
• Improvement in anonymous climate survey scores (belonging, safety, trust).
• Number and severity of reported incidents (initial increase may indicate improved reporting; aim for long-term reduction).
• Retention rates of underrepresented players and staff.
• Player wellbeing indices tracked by the team mental health unit.

Legal, PR and governance considerations

Work with legal counsel to ensure any public statements and sanctions respect due process. Communications should be victim-centered and transparent without compromising investigations. Governance bodies should require clubs to publish annual inclusion audits as part of licensing.

Implementing a program at every budget level

Not every club can afford VR labs or full-time clinical teams. Here’s a tiered approach:

• Low budget: Weekly microlearning, volunteer-trained peer listeners, anonymous reporting via free platforms.
• Medium budget: Quarterly facilitated workshops with external trainers, part-time mental health contractor, formalized restorative circles.
• High budget: Full-time inclusion officer, integrated mental health staff, VR simulations, independent annual audits.

Final actionable checklist for teams (start this week)

• Set up an immediate 24–72 hour incident response protocol and share it with players.
• Launch an anonymous climate survey to baseline locker room culture.
• Schedule a preseason inclusion intensive and weekly microlearning during the season.
• Train team leaders and captains in bystander responses using the 5D ladder.
• Designate and fund confidential mental health support for the squad.
• Plan an annual independent audit of inclusion practices and publish anonymized results.

Closing: accountability, repair and long-term change

The Rafaela Borggräfe sanction underscores a hard truth: discriminatory language still surfaces in high-performance environments. Leagues will continue to impose penalties, and clubs must respond with systems that prevent harm and help heal it when it happens.

Building inclusive locker-room culture is not a PR exercise. It’s a continuous investment in player wellbeing, team performance and community trust. Start from prevention (education programme, leadership modelling), practice intervention (bystander training), provide repair (restorative practices) and commit to care (mental health support). These steps reduce risk, protect player welfare and create a team environment where every athlete can belong and perform at their best.

Call to action

If you’re a coach, sporting director or player welfare officer, begin your team’s inclusion audit this week. Create your 72-hour incident protocol, schedule a bystander training session, and commit to a measurable education programme for 2026. For practical templates, scripts and an editable inclusion audit checklist, subscribe to getfitnews and download our Team Inclusion Toolkit.

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