Richard Harris as the Yorkshire coal miner and rugby player Franc Machin in the 1963 film "This Sporting Life". Photo: Rex Features/Moviestore Collection
Show Hide image

Why is Rugby League still patronised as a mud-splattered, parochial throwback?

Rugby league is the product of a very English revolution. It still has an egalitarian, anti-establishment, strictly northern way of viewing the world. That it has failed to make the world listen, or watch, only confirms its outlaw – and so grittily romantic.

A much-admired Observer cartoon of the 1980s, drawn by the incomparable Trog, contrasted a pair of Home Counties champagne swillers, basking in the sun, with a gloomy middle-aged couple from the north. The latter, sheltering from the rain, observed: “They’ve got their prime minister, why can’t we have ours?” Had they been from Yorkshire, Lancashire or Cumbria, they might have been tempted to add, on a more defiant note: “They’ve got their rugby, we’ve got ours.”

In spite – or maybe because – of Margaret Thatcher’s divisiveness and the return of the geographical fault lines that marked that low, dishonest decade, the umbilical cord between the 13-a-side oval ball game and its northern heartlands remains intact. Whatever side of the north-south divide you happen to fall on, there should be a deep appreciation that a small corner of northern England – between junctions seven and 38 of the M62 – will be forever rugby league.

In late November, fans and players from Leeds Rhinos came to see my dark comedy about Eddie Waring, Playing the Joker, at West Yorkshire Playhouse. As the Q and A afterwards illustrated, in an age of sporting globalisation and postmodern homogenisation – and after three decades of manufacturing decline – the self-styled people’s game has not only survived but flourishes as the apotheosis of northern defiance. According to Professor Tony Collins, author of Rugby’s Great Split, being a fan has become “almost a daily act of defiance. People are choosing to follow a sport that is ignored, in the main, by the establishment. It’s seen as outside the mainstream. People are making a decision to do something that is aberrant. In today’s Britain, we should all be going to watch the Premier League, then catching up with the Six Nations and then looking forward to Andy Murray at Wimbledon. So to say, ‘No, I’m going to watch the rugby league’ – it’s a political act, albeit with a small ‘p’.”

We northerners are well-balanced people: we have chips on both our shoulders. One of our long-standing gripes is that Their Rugby – union – is treated as a national sport while Our Rugby – league – is patronised as a parochial throwback to a mud-splattered, black-and-white, trouble-at-the-mill world of slag heaps, Tetley’s ale, black pudding, whippets, brass bands and bizarrely accented, trilby-hatted buffoons droning on about “up and unders” and “early baths”.

The final of a World Cup contested by 14 nations takes place at Old Trafford on Saturday 30 November; proof enough, one would have thought, of rugby league’s global reach. Most pundits agree that the competition has been hugely entertaining. Big crowds have watched exciting games at a variety of venues in England, Wales, Ireland and France. But, as John Prescott put it with typical bluntness: “You’ve probably heard very little about this because the London-dominated media prefer the posher rugby union to its rougher working-class northern cousin.” As a broadsheet columnist remarked after watching this season’s Challenge Cup final, “The game remains a prisoner of geography.”

It’s as if, as another icon of northern defiance once put it, the world won’t listen. Or, more to the point, watch. (I’m not sure Morrissey’s a fan; I can’t recall Waring joining Pat Phoenix, Viv Nicholson and Shelagh Delaney in the pantheon of Smiths cover stars.) “Why hasn’t the World Cup got a headline sponsor?” asks Phil Caplan, editor of the magazine Forty-20. “Because too many companies perceive the sport as being northern. If you’re content to be seen and talked about as a northern sport, that is exactly what it will be. There are more schools and juniors playing the sport in London than in Leeds and Wigan. Rugby union has heartlands, as does rugby league . . . but one is seen as a worldwide, global sport; the other as a northern, parochial one.”

Northern Union, as it was called on its formation in 1895, was the product of a very English revolution: a rebellion against the southern gentleman-amateur toffs who objected to working-class players being financially compensated for missing their Saturday morning shifts. Thirty years later, this breakaway northern league adopted open professionalism – while union remained an amateur sport until 1995.

Although both codes are now professional, they remain different entities. League is a more fluid, open game, having reduced teams from 15 to 13, dropped line-outs and phased out rucks and mauls and, to a large extent, scrums – and introduced “play the ball”, in which the tackled player heels the ball back to a teammate. From the interwar years, when a Bradford crowd sang “On Ilkley Moor Baht ’At” rather than “God Save the Queen” before a match between Britain and Australia, to the coal strike of 1984-85, when players who were blacklegs were jeered by their own supporters, it provided, according to the screenwriter Colin Welland, the north’s “cultural adrenalin”.

Welland was in the vanguard of a working class new wave that stormed the London barricades in the 1960s and 1970s. Many of his fellow writers, such as David Storey, Alan Sillitoe and Barry Hines, saw sport as an embodiment of local, collective identity. In This Sporting Life, for example, Storey – who had played professionally for Leeds – has his antihero Arthur Machin declaring: “There are no stars in this game. Just men like me.” The author unsentimentally depicted a game rooted in its environment; its graft, combativeness and occasional violence the product of the hard Pennine rock of the rugged hills. It had been built on the mines, docks and textile factories of the Industrial Revolution, which had bred, he argued, a “camaraderie that came from a united struggle, whether against nature or the class system”.

The problem is that, 50 years after Storey’s novel was adapted for the big screen, Rugby League Land has been completely transformed. The heavy industry that was its staple has gone. Take the tiny Yorkshire mining town of Featherstone. The two things that have any significance in its history are coal mining and rugby league. Residents used to hang their washing lines on the club’s post office ground. Before a game, perhaps apocryphally, if “Fev” needed a prop forward, an official would go to the top of the nearest mine shaft and whistle.

In 1995, thousands of people took to the streets to protest against a proposed merger with neighbouring clubs; unlike the campaign to keep their pits open a decade earlier, this action succeeded – but those traditional, fixed, stable, working-class communities, commemorated by Richard Hoggart in his book The Uses of Literacy, have mostly disappeared.

“The industries that formed the physique of the players either at semi-professional or amateur level are no more,” says Caplan. “Our raw material is in increasingly short supply.” It is one of the oldest clichés to say that sport mirrors life. Yet the demise of northern manufacturing, particularly in the mining communities of Featherstone, Castleford and Wakefield, the heavy woollen areas of Dewsbury and Batley and the railway engineering hub of Hoggart’s beloved Hunslet, has severely depleted the gene pool of many smalltown clubs.

In Books Do Furnish a Room, Anthony Powell wrote: “It is not what happens to people that is significant, but what they think happens to them.” Everyone, Powell elaborated, has a personal myth. He was writing about fictional characters but the axiom can be applied equally to sport. Tennis, despite Andy Murray’s best efforts, remains wedded to the middle-class suburbs of the Home Counties. Rugby league’s personal myth is that it is the sporting expression of an overlooked, downtrodden, “true” England: a physical manifestation of collective solidarity, honest endeavour and commitment to fair play. This runs counter to the modern, marketed version of a dynamic, 21st-century summer sport, reinvented by Rupert Murdoch’s all-singing, all-dancing Super League.

There is a part of me that still buys into this myth. Like swaths of 20th-century variety hall comedy and pop music, from the Beatles to the Smiths, rugby league still has an egalitarian, anti-establishment, strictly northern way of viewing the world. That it has failed to make the world listen, or watch, only confirms its outlaw – and so grittily romantic – status.

According to Tony Collins, the tropes that define British sport have not changed in a century. “As in 1914, football is still the national sport. Rugby union is still strong in south Wales; in England, it’s still strong in the public schools, professions and universities, with a working-class fringe down in the south-west. And rugby league is strong in Yorkshire, Lancashire and Cumbria. Rugby league doesn’t have the financial strength of football or the institutional strength of rugby union.” Pundits have been predicting the death of rugby league since its formation but, as Collins notes, “This World Cup shows it’s very much alive and kicking.”

Since the great northern uprising of 1895, there have been periodic attempts to expand and rebrand: moving the Challenge Cup final to Wembley in 1929, offering up Waring as the nation’s unofficial court jester in the 1960s, setting up a London team, Fulham, in 1980, accepting the Murdoch shilling (£87m) in 1995. All of these moves have broadened the game’s base. At heart, however, it remains rooted in – perhaps locked into – its dissenting, regionally distinctive history. Rejoice.

Anthony Clavane’s “Does Your Rabbi Know You’re Here? The Story of English Football’s Forgotten Tribe” is published by Quercus (£17.99)

This article first appeared in the 27 November 2013 issue of the New Statesman, The North

Getty
Show Hide image

“I felt so frantic I couldn’t see my screen”: why aren’t we taking mental health sick days?

Some employees with mental health problems fake reasons for taking days off, or struggle in regardless. What should companies be doing differently?

“I would go to the loo and just cry my eyes out. And sometimes colleagues could hear me. Then I would just go back to my desk as if nothing had happened. And, of course, no one would say anything because I would hide it as well as I could.”

How many times have you heard sobbing through a work toilet door – or been the person in the cubicle?

Jaabir Ramlugon is a 31-year-old living in north London. He worked in IT for four years, and began having to take time off for depressive episodes after starting at his company in 2012. He was eventually diagnosed with borderline personality disorder last January.

At first, he would not tell his employers or colleagues why he was taking time off.

“I was at the point where I was in tears going to work on the train, and in tears coming back,” he recalls. “Some days, I just felt such a feeling of dread about going into work that I just physically couldn’t get up ... I wouldn’t mention my mental health; I would just say that my asthma was flaring up initially.”

It wasn’t until Ramlugon was signed off for a couple of months after a suicide attempt that he told his company what he was going through. Before that, a “culture of presenteeism” at his work – and his feeling that he was “bunking off” because there was “nothing physically wrong” – made him reluctant to tell the truth about his condition.

“I already felt pretty low in my self-esteem; the way they treated me amplified that”

Eventually, he was dismissed by his company via a letter describing him as a “huge burden” and accusing him of “affecting” its business. He was given a dismissal package, but feels an alternative role or working hours – a plan for a gradual return to work – would have been more supportive.

“I already felt pretty low in my self-esteem. The way they treated me definitely amplified that, especially with the language that they used. The letter was quite nasty because it talked about me being a huge burden to the company.”

Ramlugon is not alone. Over three in ten employees say they have experienced mental health problems while in employment, according to the Chartered Institute of Personnel and Development. Under half (43 per cent) disclose their problem to their employer, and under half (46 per cent) say their organisation supports staff with mental health problems well.

I’ve spoken to a number of employees in different workplaces who have had varying experiences of suffering from mental ill health at work.

***

Taking mental health days off sick hit the headlines after an encouraging message from a CEO to his employee went viral. Madalyn Parker, a web developer, informed her colleagues in an out-of-office message that she would be taking “today and tomorrow to focus on my mental health – hopefully I’ll be back next week refreshed and back to 100 per cent”.

Her boss Ben Congleton’s reply, which was shared tens of thousands of times, personally thanked her – saying it’s “an example to us all” to “cut through the stigma so we can bring our whole selves to work”.

“Thank you for sending emails like this,” he wrote. “Every time you do, I use it as a reminder of the importance of using sick days for mental health – I can’t believe this is not standard practice at all organisations.”


Congleton went on to to write an article entitled “It’s 2017 and Mental Health is still an issue in the workplace”, arguing that organisations need to catch up:

“It’s 2017. We are in a knowledge economy. Our jobs require us to execute at peak mental performance. When an athlete is injured they sit on the bench and recover. Let’s get rid of the idea that somehow the brain is different.”

But not all companies are as understanding.

In an investigation published last week, Channel 5 News found that the number of police officers taking sick days for poor mental health has doubled in six years. “When I did disclose that I was unwell, I had some dreadful experiences,” one retired detective constable said in the report. “On one occasion, I was told, ‘When you’re feeling down, just think of your daughters’. My colleagues were brilliant; the force was not.”

“One day I felt so frantic I couldn’t see my screen”

One twenty-something who works at a newspaper echoes this frustration at the lack of support from the top. “There is absolutely no mental health provision here,” they tell me. “HR are worse than useless. It all depends on your personal relationships with colleagues.”

“I was friends with my boss so I felt I could tell him,” they add. “I took a day off because of anxiety and explained what it was to my boss afterwards. But that wouldn’t be my blanket approach to it – I don’t think I’d tell my new boss [at the same company], for instance. I have definitely been to work feeling awful because if I didn’t, it wouldn’t get done.”

Presenteeism is a rising problem in the UK. Last year, British workers took an average of 4.3 days off work due to illness – the lowest number since records began. I hear from many interviewees that they feel guilty taking a day off for a physical illness, which makes it much harder to take a mental health day off.

“I felt a definite pressure to be always keen as a young high-flyer and there were a lot of big personalities and a lot of bitchiness about colleagues,” one woman in her twenties who works in media tells me. “We were only a small team and my colleague was always being reprimanded for being workshy and late, so I didn’t want to drag the side down.”

Diagnosed with borderline personality disorder, which was then changed to anxiety and depression, she didn’t tell her work about her illness. “Sometimes I struggled to go to work when I was really sick. And my performance was fine. I remember constantly sitting there sort of eyeballing everyone in mild amusement that I was hiding in plain sight. This was, at the time, vaguely funny for me. Not much else was.

“One day I just felt so frantic I couldn’t see my screen so I locked myself in the bathroom for a bit then went home, telling everyone I had a stomach bug so had to miss half the day,” she tells me. “I didn’t go in the next day either and concocted some elaborate story when I came back.”

Although she has had treatment and moved jobs successfully since, she has never told her work the real reason for her time off.

“In a small company you don’t have a confidential person to turn to; everyone knows everyone.”

“We want employers to treat physical and mental health problems as equally valid reasons for time off sick,” says Emma Mamo, head of workplace wellbeing at the mental health charity Mind. “Staff who need to take time off work because of stress and depression should be treated the same as those who take days off for physical health problems, such as back or neck pain.”

She says that categorising a day off as a “mental health sick day” is unhelpful, because it could “undermine the severity and impact a mental health problem can have on someone’s day-to-day activities, and creates an artificial separation between mental and physical health.”

Instead, employers should take advice from charities like Mind on how to make the mental health of their employees an organisational priority. They can offer workplace initiatives like Employee Assistance Programmes (which help staff with personal and work-related problems affecting their wellbeing), flexible working hours, and clear and supportive line management.

“I returned to work gradually, under the guidance of my head of department, doctors and HR,” one journalist from Hertfordshire, who had to take three months off for her second anorexia inpatient admission, tells me. “I was immensely lucky in that my line manager, head of department and HR department were extremely understanding and told me to take as much time as I needed.”

“They didnt make me feel embarrassed or ashamed – such feelings came from myself”

“They knew that mental health – along with my anorexia I had severe depression – was the real reason I was off work ... I felt that my workplace handled my case in an exemplary manner. It was organised and professional and I wasn’t made to feel embarrassed or ashamed from them – such feelings came from myself.”

But she still at times felt “flaky”, “pathetic” and “inefficient”, despite her organisation’s good attitude. Indeed, many I speak to say general attitudes have to change in order for people to feel comfortable about disclosing conditions to even the closest friends and family, let alone a boss.

“There are levels of pride,” says one man in his thirties who hid his addiction while at work. “You know you’re a mess, but society dictates you should be functioning.” He says this makes it hard to have “the mental courage” to broach this with your employer. “Especially in a small company – you don’t have a confidential person to turn to. Everyone knows everyone.”

“But you can’t expect companies to deal with it properly when it’s dealt with so poorly in society as it is,” he adds. “It’s massively stigmatised, so of course it’s going to be within companies as well. I think there has to be a lot more done generally to make it not seem like it’s such a big personal failing to become mentally ill. Companies need direction; it’s not an easy thing to deal with.”

Until we live in a society where it feels as natural taking a day off for feeling mentally unwell as it does for the flu, companies will have to step up. It is, after all, in their interest to have their staff performing well. When around one in four people in Britain experience mental ill health each year, it’s not a problem they can afford to ignore.

If your manager doesn’t create the space for you to be able to talk about wellbeing, it can be more difficult to start this dialogue. It depends on the relationship you have with your manager, but if you have a good relationship and trust them, then you could meet them one-to-one to discuss what’s going on.

Having someone from HR present will make the meeting more formal, and normally wouldn’t be necessary in the first instance. But if you didn’t get anywhere with the first meeting then it might be a sensible next step.

If you still feel as though you’re not getting the support you need, contact Acas or Mind's legal line on 0300 466 6463.

Anoosh Chakelian is senior writer at the New Statesman.

This article first appeared in the 27 November 2013 issue of the New Statesman, The North