What Employers Can Learn from the Miami Dolphins
Michael Sam recently became the first openly gay player to be drafted by the National Football League. The University of Missouri defensive end was drafted by the St. Louis Rams in the final round and, in an obviously emotional moment (televised by ESPN) turned to his boyfriend and gave him a kiss. If you’ve seen the ESPN video, then you know that the kiss was hardly more than a peck and yet it prompted some negative reaction, probably the most notable of which was from Miami Dolphins defensive back Don Jones who tweeted, “horrible” and “OMG”.
Jones later deleted the tweets but he was fined an undisclosed amount and suspended from the team to attend sensitivity training in respect of his comments. Miami Dolphins Coach, Joe Philbin, said in a statement:
“We were disappointed to read Don’s tweets during the NFL Draft. They were inappropriate and unacceptable, and we regret the negative impact these comments had on such an important weekend for the NFL. We met with Don…about respect, discrimination and judgment. These comments are not consistent with the values and standards of our program. We will continue to emphasize and educate our players that these statements will not be tolerated.”
Now you may recall that, just two months ago, a report was released following an investigation into allegations of bullying amongst Miami Dolphins players. So, inasmuch as I’m sure the Miami Dolphins organization was not happy with the negative attention surrounding Jones’ comments above, especially following so soon after the bullying scandal, what is important to note here is the organization’s response. Jones was summoned to a meeting almost immediately after management learned of his comments and he has been punished (fined) and also ordered to attend training, presumably designed to ensure that if he is to continue playing for this organization, he understands the expected standards of behaviour.
Christine M. Thomlinson
Rubin Thomlinson, Toronto
This article originally appeared on the Rubin Thomlinson blog. You can view the original by clicking here.