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Cyber hate is increasing. Every 30 seconds, a woman, somewhere, receives an abusive comment on Twitter (Amnesty International). And, it is estimated that around 20% of college students in the United States have been cyber-bullied. This article explores the motivational factors encouraging online hate and abuse. It will draw on Goffman’s seminal work, The Presentation of the Self in Everyday Life, to critically understand online communication, interaction and behaviour. It will define virtual frontstages and virtual backstages. By critically understanding the different characteristics of online and offline communication, it will help us comprehend how Goffman’s dramaturgical model is compromised when applied to online communication. Therefore, the work attempts to update this model, illustrating that virtual stages have blurred which affects behaviours, and exacerbates performances of hate online. As a result, many online platforms have become Virtual Stages of Hate.

This article examines the Rooney Rule and offers the thoughts of British Asian football coaches working in English football in response to this policy implementation. The Rooney Rule, first piloted by English Football League (EFL) clubs during the 2016-17 season, makes it compulsory for all 72 EFL clubs to interview at least one black, Asian or minority ethnic (BAME) candidate (if an application has been received) for all managerial and first-team coaching roles. And, on 9 January 2018, the Football Association (FA) revealed that they had also adopted the Rooney Rule for all coaching jobs relating to the England national team. Because English football harbours so few BAME coaches, calls for the Rooney Rule to be introduced in English football had started to increase in volume, and led to its trial inception. But, is this policy welcomed or opposed among British Asian coaches? What fundamental barriers does this policy overlook? Is English football ready for the Rooney Rule? And, do British Asian coaches, a group believed to benefit from this positive action policy, deem that this rule is the answer to help facilitate positive change? With the aid of empirical research, this article critically examines and assesses the potential impact of the Rooney Rule and recommends additional inclusionary practices.

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