Yeah, I really enjoyed that article too. A rare find these days...

The racism piece was really good. Thanks Burnsy!

2 months later

Liverpool issue lengthy list of banned words not including anything Suarez actually said.

http://www.theguardian.com/football/2013/jul/30/liverpool-unacceptable-words-discrimination

The guide has not been issued to Liverpool players because they, along with players at all Premier League and Football League clubs, receive separate guidance from the Football Association.

I note the words "smiling Glen Johnson" are still apparently free from regulation.

Man up

😆
So what does the keeper/Capi shout at set pieces?
Would everyone kindly ensure that every opposition player is give the utmost attention is order that none of them may profit from any spatial advantages that might occur.

😆 Something like this perhaps.

"Firstly, I would like to acknowledge the past and present traditional owners of this land, the Iceni tribe of the Briton nation. It is an honour to be able to speak on their country.

Without any intention of creating a working environment hostile to people of short stature, I'm proposing that we each respectfully approach an opposition player with commensurate vertical privilege, and make use of the previously negotiated consent we have to enter their personal space provided we act only within the bounds permitted by our cross-organisational community code of conduct.

If our informal decision-making process can reach agreement on this plan within the next few seconds, I hope that the implementation of this ad hoc team strategy will efficiently mitigate the damaging cycle of goals conceded that has up to this point contributed to a worrying culture of blame within our organisation.

In the event that the strategy doesn't meet with the expected result, an anonymous process improvement suggestion box will be available after the game, and remember you can arrange a private appointment with the tactical equity officer at any time. According to our policies, in which you have all received training appropriate to your cultural background and learning enablement, public accusations of "fault" and "blame" are typically aligned with unacknowledged workplace privilege and are inappropriate inline with direct workplace activity. We deal with process improvement in an out of band flow which is designed to facilitate a productive and positive atmosphere conducive to a low stress, ameliorative outcome.

At this point according to the standing orders for multiple stakeholder action resolution, can all staff who wish to make their preferences known, please show your hands and clearly state your preference 'aye' or 'nay' so that any visually or aurally impaired colleagues can participate fully in the resolution process."

😆 Hmm you fetched that up pretty quickly, sounds like you've had to email that one out before.
Especially suspicious is the very Aussified opening line.

To be fair the practice of acknowledgment of traditional indigenous owners is fully appropriate here, though perhaps not at snap meetings. 🙂

I've never had to give a speech of that nature, in fact the demands of "political correctness" in the workplace are far less than the demands of pretending you agree with, and like, some fuckwit boss or other!

Burnwinter wrote:

😆 Something like this perhaps.

"Firstly, I would like to acknowledge the past and present traditional owners of this land, the Iceni tribe of the Briton nation. It is an honour to be able to speak on their country.

Without any intention of creating a working environment hostile to people of short stature, I'm proposing that we each respectfully approach an opposition player with commensurate vertical privilege, and make use of the previously negotiated consent we have to enter their personal space provided we act only within the bounds permitted by our cross-organisational community code of conduct.

If our informal decision-making process can reach agreement on this plan within the next few seconds, I hope that the implementation of this ad hoc team strategy will efficiently mitigate the damaging cycle of goals conceded that has up to this point contributed to a worrying culture of blame within our organisation.

In the event that the strategy doesn't meet with the expected result, an anonymous process improvement suggestion box will be available after the game, and remember you can arrange a private appointment with the tactical equity officer at any time. According to our policies, in which you have all received training appropriate to your cultural background and learning enablement, public accusations of "fault" and "blame" are typically aligned with unacknowledged workplace privilege and are inappropriate inline with direct workplace activity. We deal with process improvement in an out of band flow which is designed to facilitate a productive and positive atmosphere conducive to a low stress, ameliorative outcome.

At this point according to the standing orders for multiple stakeholder action resolution, can all staff who wish to make their preferences known, please show your hands and clearly state your preference 'aye' or 'nay' so that any visually or aurally impaired colleagues can participate fully in the resolution process."

Biggus wrote:

😆 Hmm you fetched that up pretty quickly, sounds like you've had to email that one out before.
Especially suspicious is the very Aussified opening line.

That’s why he got punched off that guy!

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