From the FIFA Club World Cup to Wimbledon and the Women’s Euros, major sporting events can bring a buzz of excitement into the workplace. Whether it’s discussing last night’s match in the kitchen, proudly wearing a team shirt, or planning lunchtime watch parties, sport can boost morale and bring teams together.
But alongside the fun, rivalries can emerge. Friendly banter may turn uncomfortable, and without the right approach, it can risk causing conflict, exclusion, or even formal issues. So how can employers keep the atmosphere enjoyable and inclusive for all?
The Positives: Team Bonding Through Sport
Sport has the potential to connect colleagues, even those who wouldn’t normally interact. Shared enthusiasm for a match or tournament can: 
- Encourage informal chats and connections
- Strengthen team spirit and unity
- Boost morale, especially when results go your way
It’s a brilliant opportunity to build a positive workplace culture where people feel energised and connected.
The Challenge: When Fun Turns Friction
While most workplace sporting chat stays friendly, there is a fine line between banter and behaviour that crosses the mark. Left unchecked, it can:
- Create cliques or divisions between employees
- Cause discomfort for people not interested in sport
- Escalate into arguments or even harassment if comments become personal or persistent
Inclusion means making space for everyone, sport fans or not, and ensuring that enthusiasm does not turn into pressure or exclusion.
Why Managing It Matters:
Sporting behaviour off the pitch matters just as much as on it. In a respectful and inclusive workplace, all employees should feel safe to be themselves.
Effective management of sporting rivalries helps to:
- Avoid grievances or potential disciplinary action
- Uphold organisational values of fairness and respect
- Protect employee wellbeing by preventing conflict or isolation
Proactive Strategies: Keeping It Friendly 
To enjoy the benefits without the downsides, here are some practical ways to keep things fun and respectful:
- Set Expectations Early
Before big tournaments, share a clear message about expected behaviour. A short reminder about respectful language and inclusion goes a long way.
- Make Celebrations Inclusive
Not everyone is into sport. Offer a range of activities during sporting seasons, from themed quizzes to team lunches, to make sure everyone can get involved in a way that suits them.
- Support Managers
Equip line managers to spot when banter is becoming uncomfortable. Give them confidence to step in informally and handle situations with fairness.
- Promote Kindness and Respect
Encourage teams to have fun with kindness at the heart of it. Reinforce your values and make clear that exclusion, stereotyping or personal comments will not be tolerated.
- Focus on Psychological Safety
Create a culture where employees feel able to speak up if they are uncomfortable. Psychological safety is key to stopping issues early and building trust across teams.
If Issues Arise: What to Do
Even in the most inclusive and well-prepared workplaces, challenges can still crop up during major sporting events. What may begin as light-hearted banter can quickly escalate, especially when strong personal opinions or rivalries come into play. It is important for employers to address any concerns swiftly, fairly and with empathy to protect both individuals and workplace culture.
Address concerns promptly, ideally informally at first
- Often, a quiet word at the right moment can diffuse a situation before it becomes something more serious. Encourage managers to check in with their teams regularly and be open to feedback. If someone raises a concern about language, exclusion or behaviour, respond quickly and calmly. A timely, informal conversation can prevent further discomfort and show that your organisation takes inclusivity seriously.
- Use your grievance or disciplinary process where necessary
If informal resolution is not appropriate or if the behaviour is repeated or more serious in nature, follow your established procedures. This ensures consistency and fairness. Make sure all employees are aware of your code of conduct and understand what steps will be taken when boundaries are crossed. Documentation and transparency are key to maintaining trust and protecting your organisation.
- Support affected employees and learn from what happened
Anyone who feels uncomfortable or excluded deserves to be heard and supported. Take time to listen to their experience and, where appropriate, provide additional support such as access to wellbeing services or mediation. Reflect on what went wrong and how the incident might be avoided in the future. These situations, while challenging, can offer valuable learning for your leadership team.
- Review policies and plan ahead for future events
Once the issue is resolved, revisit your internal policies. Could you include clearer guidance on behaviour during national or international sporting events? Do managers need more support or training to manage team dynamics effectively? Taking proactive steps will help your organisation be better prepared and more confident the next time a major event is on the horizon.
By approaching issues with empathy and professionalism, you reinforce a culture where everyone feels respected whatever team they support.
Final Thoughts
Sport has the power to bring people together but only when managed with care. By planning ahead, communicating clearly and supporting inclusive celebrations, your organisation can enjoy the boost that sport brings without letting rivalry spoil the mood.
Need support with workplace culture, team dynamics or respectful communication?
At Roots HR, we offer a free hour of HR consultancy for eligible social sector organisations. Whether it’s reviewing your policies or tackling a current issue, we are here to help.
Get in touch with Roots HR today and make sure your workplace stays united both on and off the pitch – Charity HR | Free HR Consultation for Charities | Roots HR
