The training I do clearly shows you what's sexist, racist, bullying, and misogyny. And to be quite frank its hardly something you need to guess at, its pretty clear. We ALL know it. Just be normal, respect others.That statement by Eddie will be something that he's rehashed from attending training, either in the context of being able to recognise racism or alongside people learning how to behave in a way that does not exhibit racism. I've been on enough training courses in various workplaces where this idiom has been stated word for word, and where variants such as "If (the victim) says it's sexism, then it's sexism", "If (the victim) says it's bullying, then it's bullying" and "If (the victim) says it's anti-Semitic, then it's anti-Semitic" etc.
I have no doubt that these points are true - some people can be very badly hurt by words or actions that others would dismiss as harmless (I had a bloke on my staff who worked on a major project with a female member who was younger and less experienced - initially he wanted somebody else although as the project headed towards completion they presented an update with preliminary conclusions he rounded up the meeting by stating that she was, "Quite capable, for a woman".
Of course, I recognised that she wasn't happy about that (mainly because she started yelling at him) and he lost the plot when I told him to withdraw the comment and apologise - they both just started screaming and arguing - it was out of control.
I supported her in a HR claim (if she believed it was misogyny then it was misogyny), however as she has used fairly harsh words, he also launched a case so I equally had to support his case (if he believed it was abuse then it was abuse). HR took over and seemingly, after a few sessions all was smoothed over, there were mutual apologies and admissions of regret, recognition of each other's work and on the advice of HR, I retained them both on the project. I had given notice by this stage, pending the project winding up successfully, which it did. On my last day I sensed a bit of tension and it turned out that they'd had some sort of scuffle in a lift - we spent 4 hours in a session with HR FFS.
In conclusion, whether it's misogyny, sexism, bullying, racism or whatever, there will always be some people who shrug it off and others who will be extremely sensitive to the words or actions of others.
In one of the HR sessions the guy actually said to the lady that she should eat a dose of concrete! That was the attitude of a bygone era - harden up. We used to tell people the only reason we tease or give them certain nick-names is because we like them (nick-names that were clearly racially insensitive for example).
"If the victim says it's racism, then its racism" is true and the training is valid - I have no doubt about this as I said above. I absolutely believe that a lot of the booing of Buddy Franklin was somewhat racially motivated or amongst some of those booing there was a subconscious element of racism, even though most of the people who were booing would have thought that there was not much to it. I have no issue with giving a player a bit of stick if they get away with a push or if they commit a reportable offence but one or two boos is enough. We (as a bunch of footy followers) can't keep booing a player week after week and over several seasons. That isn't reasonable.
Umpires on the other hand.........................
You are telling me that you are seeing training now that dictated that what a person says about an incident trumps the actions? This is exactly the type of stuff that I am pointing out to you where we have gone too far. We have hit an overreach, there needs to be a rebalancing but its hard to see how quite frankly.