Semenyo’s experience at the match on Friday 15 August 2025 was not an isolated incident, but rather a stark reminder of the racism many of us endure in our daily lives. The public outcry that followed from commentators, pundits, football organisations, and the wider community was loud and damning. Yet, for many of us, these statements feel hollow. They are words of condemnation that, in practice, rarely translate into meaningful change. Too often, those quick to denounce such incidents in public have ignored or minimised them in the past. My lived experience tells me that many white people do not view racism as a pressing problem simply because they have never and will never experience it and therefore does not directly affect them, their families, or their immediate circles.
This disconnect is why, while racism is condemned in public discourse, it often goes unchallenged in private spaces. It becomes a cycle of statements without action.
In Semenyo’s case, his profession and public profile gave him a voice and a platform from which to speak. Most people of colour are not afforded that privilege. Instead, they are left to endure their experiences in silence. Racism is not confined to blatant incidents, like that endured by Semenyo at Anfield. It is embedded in our institutions and expressed through microaggressions, unequal opportunities, and systemic barriers that diminish careers and lives.
Almost every organisation has policies on diversity and inclusion, yet these often ring hollow in practice. As we saw with initiatives like “taking the knee”, the issue is not the intent of the policies themselves, but the failure to meaningfully apply them. The reality for many from minoritised ethnic backgrounds is sobering:
- They are less likely to be shortlisted for interviews
- When shortlisted, they are less likely to be hired.
- If hired, they are more likely to have concerns raised against them.
- When concerns are raised, they are more likely to face disciplinary action.
- Their contributions are often undervalued, making promotion less likely.
- They are disproportionately at risk of losing their jobs.
This systemic disadvantage is compounded by the risks of speaking out. When individuals do raise concerns, they are frequently:
- Labelled as troublemakers.
- Accused of “weaponising race.”
- Dismissed or ignored.
- Subjected to retaliation, either being sidelined, bullied or gradually pushed out through attrition and constant microaggressions.
The outcome is silence. Many do not raise concerns because the cost of doing so is too high.
I do not claim to have all the solutions, but I believe institutions like the BBC have a vital role to play. They can hold organisations accountable by scrutinising their track records, asking difficult questions, and reporting transparently. For example, examining how many racism complaints are made and how many are upheld would begin to uncover the scale of the problem while knowing that even those numbers reflect only the tip of the iceberg.
It is through such accountability that those silenced in their workplaces and communities may finally be heard, transforming words into actions that lead to meaningful and lasting change.