Mike Nicholson Interview: The Truth About Hillsborough.

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Frost Magazine has an exclusive interview with Mike Nicholson, the director of a new Hillsborough documentary. Mike has worked very hard on his documentary and it is definitely one to watch. Read our amazing interview to find out more.

How did the documentary come about?

I took a documentary makers course at Raindance when I first bought my video camera, and the tutor said that your first film should be about something you know a lot about, and something you are passionate about. That was it for me; it had to be about Hillsborough.


Do you think that people know the truth?

I think the people of Merseyside know the truth, and many people outside the area do as well of course. Even as the disaster was still unfolding, Chief Superintendent David Duckenfield, who was in charge of policing Hillsborough on that awful day, set the lies in motion. He gave the order to open a perimeter exit gate that allowed thousands of supporters into the ground at once, and he also failed to cut off access to the tunnel that led to the already full central pens. Once the enormity of his decision started to dawn on him, he lied, and said that Liverpool fans had forced the gate causing an inrush.

Duckenfield later admitted to that ‘disgraceful lie’ as it was called in the Taylor Report, but it had already set the tone for many media reports, and by the time he retracted it the damage had been done. I still meet people today that believe the lies printed all those years ago. I just hope that the findings of the Independent Panel are reported widely, and in headlines, so that the wider people who only say the lies will finally see the truth.

What did you think of the Taylor report?

I personally think that the Taylor Report was very thorough, and correct in its findings. Lord Justice Taylor found that a breakdown of police control was the main cause of the disaster, and rejected claims from senior officers who appeared to be in arse-covering mode that Liverpool fans wee ticketless, drunk or aggressive. As I said before though, the general publics don’t read such reports to get their news, so its findings are largely invisible to the wider public.

What is the legacy of the Hillsborough disaster?

All seater-stadia. You can never say never, and we should always guard against complacency of course, but I can’t see how another disaster of this magnitude could happen in today’s game and that’s great.

Daughters, sisters, brothers, father’s and sons all died at Hillsborough, and all they wanted to was to enjoy the national game with their family & friends. Today’s game looks after its supporters so much better than it used to, and that has got to be a good thing.

At least three people who survived the Hillsborough have committed suicide. Do you think more could and can be done to help?

I don’t know if more could have been done. I am no expert on post-traumatic stress disorder or grief, and I wouldn’t like to say to be honest. I can say that fantastic organisations such as the Hillsborough Justice Campaign, who still to this day have a shop on the Walton Breck Road opposite the Kop, offer counseling and help for those who are struggling to come to terms with their experiences at Hillsborough.


It has been over 20 years since the disaster now. Do you think there is risk that people might forget?

The families and friends affected will never forget.

What is the aim of your documentary?

I understand that some of the big TV companies are currently working on broadcast documentaries on Hillsborough to coincide with the Hillsborough Independent Panel’s report, which is due this September.

TV content tends to be guarded by rights though, and it is rarely open and freely given away online for anybody to see after it has been broadcast, and if it is, it is for a short window of time.

I want this documentary to be online forever; so future generations searching for the Hillsborough Disaster will be able to find something factual that in the main was told by those who were there. I won’t charge a penny for it, and it will be freely available to anybody with the will to learn the truth. I just want the truth to be told really.


Who did you speak to?

I have spoken to survivors, the bereaved, professional people such as firemen and nurses who were their as fans that day, and ended up working in the most horrendous of circumstances. I’ve also contacted The Hillsborough Family Support Group, the Hillsborough Justice Campaign and Hope for Hillsborough. I have also spoken to fans who were at Hillsborough for previous semi-finals, and a professor who is one of the world’s leading experts in crowd dynamics. I still have some interviews to conduct, and I hope to have at least part one ready online by the end of September.

What can be done to make sure this never happens again?

I think football learnt its lesson after Hillsborough. The stadiums in the first two divisions at least are well maintained, they are all-seater, and there are no fences to keep supporters penned in like animals.


What do you think people don’t know about the Hillsborough disaster?

The truth. The South Yorkshire Police managed that event badly, and caused the deaths of 96 men, women and children, and as I have already said they started to lie about the cause while the fans were still dead and dying on the pitch.

I think I was naive enough before Hillsborough to believe that the Police are there to protect you, and they don’t tell lies, but that innocence went away after Hillsborough forever.

There is a lot of talk now about the freedom of the press, what with the News International phone hacking scandal, but while I agree that a free press is important, that can only work if they are responsible enough to tell the truth. When The Sun printed a headline that it later described as ‘the worst mistake in our history’ they caused unbearable pain and stress to people who were still arranging funerals for those lost on the 15th April 1989. The lies and the cover-up are often referred to as the second disaster of Hillsborough, and I agree with that sentiment.

Is there a charity that people can donate to?

There are three main organisations that I know of, and they each operate for slightly different reasons. You can visit their web pages here:

The Hillsborough Family Support Group – http://www.hfsg.net

The Hillsborough Justice Campaign – http://www.contrast.org/hillsborough/

Hope for Hillsborough – http://www.hopeforhillsborough.piczo.com/?cr=

When will the documentary be released, and where can people see it?

The documentary will be a three-part series, and I hope to have the first part live in September.

It will be released first at www.thehillsboroughdisasterdocumentary.com

For updates and news, please follow @HillsboroughDoc on Twitter of like the Facebook page here https://www.facebook.com/pages/Hillsborough-Disaster-Documentary/283632178348441

Glass Ceiling “Is a Myth”, Age is the biggest hurdle

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The glass ceiling is dead as a concept for today’s modern career apparently. But women are still being held behind in the workplace. Here are the depressing facts why….

Ernst & Young poll of 1,000 UK working women says there are multiple barriers to career progression

The concept of a single glass ceiling is an outdated model and no longer reflects the realities of modern working life for women, according to the results of a poll released today by Ernst & Young.

The survey of 1,000 UK working women between the ages of 18 – 60, revealed that two thirds believe they faced multiple barriers throughout their careers, rather than just a single ceiling on entry to the boardroom.

Four key careers barriers throughout a woman’s career

Based on the results, Ernst & Young has identified four key barriers to career progression for today’s working women. These barriers are: age, lack of role models, motherhood, and qualifications and experience.

The professional services firm says that the barriers aren’t chronological and can be experienced at anytime; often several at once. And while they aren’t exclusive to women, it believes it is clear from the research that employers need to provide better support to help women overcome them.

British business losing best and brightest female talent

Liz Bingham, Ernst & Young’s managing partner for people, says, “The focus around gender diversity has increasingly been on representation in the boardroom and this is still very important – as members of the 30% Club we are committed to this.

“But the notion that there is a single glass-ceiling for women, as a working concept for today’s modern career, is dead. Professional working women have told us they face multiple barriers on their rise to the top. As a result, British business is losing its best and brightest female talent from the pipeline before they have even had a chance to smash the glass ceiling. We recognise that in our own business, and in others, and professional women clearly experience it – that’s what they have told us.”

Ernst & Young’s head of advisory, Harry Gaskell, agrees. He says that the barriers identified in the survey reinforce Ernst & Young’s belief that encouraging and supporting women into senior positions is a talent pipeline issue. As a result he believes that organisations need to ensure they are supporting women at every stage of their career lifecycle, not just as they are about to enter the boardroom.

Age is the biggest hurdle

Delving into the findings behind the barriers, the survey identified age – perceived as either too young or too old – as being the biggest obstacle that women face during their careers. 32% of women questioned said it had impacted on their career progression to date, with an additional 27% saying that they thought it would inhibit their progression in the future.

Most markedly it was women in the early stages of their career that seemed to be most acutely impacted – with half of all respondents between 18 and 23 saying age had been a barrier they’d already encountered in their career.

“Age is a very complex issue, especially when it’s linked to perception. It’s concerning to see that women seem to be most vulnerable during the formative stages of their careers, when they are working their way through the ranks,” says Liz.

She argues that businesses need to be aware of pervasive attitudes towards age as a barrier within organisational culture, and suggests that one way of managing this is to encourage diverse role models within an organisation, who can visibly demonstrate that age is not an inhibitor to opportunity and progression.

Exploring the experience and qualifications barrier

Barriers related to a lack of experience or qualifications also featured strongly in the survey. It was the second highest factor that had inhibited women’s careers to date (according to 22% of respondents), and the third highest factor cited as a future inhibitor (19%).

Reflecting on the results, Harry says, “Women, and men, often need to give themselves more credit for the experiences and expertise that they have, while businesses need to look past the piece of paper.

“There is acknowledgement that high academic performance is still part of selection criteria in some organisations, especially at graduate level – and there is a wider issue here about fostering social mobility. But much greater value is being placed today on non-academic achievement and on diversity of experience and perspectives.”

The impact the experience of motherhood can have…

The impact of becoming a mother on a career is well rehearsed and therefore it was unsurprising, if disappointing, that this was identified as a key barrier. Nearly one in five (19%) of those questioned said it had impacted on their career to date. While a further 25% said they thought it was the second biggest inhibitor to their future careers, after age.

Liz says, “I think the only way that organisations can really tackle this is through positive intervention. This includes the provision of supportive programmes that help women to transition back into work after maternity leave and empowers them to take control of their careers and make informed choices.”

Ernst & Young has trail blazed a number of initiatives for working mothers aimed at increasing retention levels and ensuring that women feel supported through-out their career life-cycles. This includes a maternity coaching scheme providing one-to-one counsel with a consultant before, during and after maternity leave.

“Coaching schemes are very valuable,” says Harry. “But I also think there’s an important part that can be played by women role modelling their success and demonstrating by example how they balance the demands of home and work life.”


The value of role models

Three out of four (75%) of those questioned said that they have few or no female role models within their organisations. With some respondents (8%) going as far to say that a lack of role models had had a detrimental impact on their career to date. And therefore role models were identified as one of the four barriers.

Liz says that a lack of role models was a consistent theme across all the age groups polled. “I was really surprised and concerned by these findings. From my own experience I have seen how good role models can have a transformational impact on an individual or team.

“I think one of the big problems is the misconception that you have to be perfect in order to be a role model. Whereas in reality we all have skills, attributes or experiences that would be valuable to share with others.”

But it’s not just down to business…

Ernst & Young says that managing these four barriers is about personal responsibility, appropriate and targeted support from business and positive government intervention.

When respondents were asked to identify what three things their organisations could do to remove these barriers, or better support women’s career progression, the top answers were:

* More support after returning to work from having children (32%)
* More support at every stage of my career lifecycle (24%)
* More visible female role models (19%)

When asked the same question in relation to what government could do, they said:

* Enforcing companies to reveal the ‘pay gap’ between men and women (45%)
* Affordable child-care/ tax relief for childcare (43%)
* Policy guidance on flexible working for UK businesses (28%)

Harry concludes, “Gender diversity transcends the responsibility of government, business and individuals. There is no quick fix or magic bullet; it will take a combined effort, but the focus has to be on the talent pipeline rather than just on the boardroom.

“Positive interventions can work. But we think one of the most fundamental aspects of managing barriers is role models – for people to actively demonstrate that barriers can be over-come. If we can get this right, then perhaps the other barriers will become more manageable and less marked over time.”

Sinister | Film Review

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Arriving with much hype from the US, Sinister is a classic breed of American mainstream horror film that hasn’t been seen for a long, long time.

Tackling the genre with sincerity, Sinister balances the fine line between a clever central conceit, genuine tension, shock scares and witty humour. Taking the now-familiar found footage genre by the scruff of the neck, Sinister tells the story of Ellison – played by Ethan Hawke – the man who finds the footage, which in this case, transpires to be a horrific collection of Super 8 movies, mysteriously left in his new home.

Ellison, as a true crime writer in desperate need of a new hit novel and validation after the fall-out of his biggest success ten years previously, cannot but help be drawn into the world of these mysterious film reels, despite becoming increasingly aware that the demonic forces surrounding his discovery are destroying his soul, his sanity and his immediate family. Hawke brings much needed charisma to the role of a man who places it all on the line to secure his place in publishing history.

By wanting to be modern take on the classic American horror film, it’s refreshing to see director Scott Derrickson play old-school; light on CGI, relying on top-notch sound design and keeping the blood, violence and central monster on the sidelines as much as possible. In fact, when the film does resort to traditional, practical in-camera visual scares (most of which are revealed in the trailer, so avoid that if you can), you suddenly realise how much more effective Sinister is when it simply preys on your ears and imagination.

This isn’t a perfect horror film, despite it’s brilliance and confidence. For example, there are story and plot elements left unexplained that may frustrate some viewers. However, some could also argue that this is because it is merely the curtain-raiser on a much bigger story, still to unfold.

Mention to should also be given to the film’s use of wit and humour, never misplaced and never undermining the scares, emphasising the love of the horror  genre, from both Derrickson and C. Robert Cargill as co-writers. This is most prevalent in Ethan Hawke and The Wire’s James Ransone’s ‘Deputy So And So’ forming a very slick comedy-drama double-act effortlessly from the second act onwards. Indeed, Sinister boasts a fine ensemble from all of the adult and child cast.

At the conclusion it’s European Premiere, Sinister brought down the house at FrightFest, successfully connecting with all the horror fans packing out tonight’s London screening. A film with flaws that never compromises, yet it still managed to blow away the fiercest of horror lovers this weekend flawlessly.

How To Throw A Successful Dinner Party

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Julia Dowling, Managing Director of Snapdragon Parties, shares her tips on dinner parties

People don’t come to a dinner party for the quality of food, they come for the company and to be entertained. Many hosts make the mistake of putting too much time into the food and not enough time into other things.

1. Invite: set the tone, first off by the way that you invite people. While it’s old fashioned and highly unusual, hand written invites, particularly on ‘at home cards’ are classy and a great way to invite people to a dinner party.

2. Connect: a good host thinks about the connections between people – a successful dinner party is one where people get on. When you think about who to invite, think about who you believe will genuinely get on together, particularly if they don’t know each other.

3. Plan: plan the flow of your evening and inject some pieces of originality into the way you do things. Decorate your home, try to serve your guests something a little unusual during the course of the evening, such as an unusual dry sherry as a pre-dinner aperitif, or for an injection of entertainment, get in a mixologist.

4. Embellish: find a way to use candles and flowers intelligently without breaking the bank. A beautifully laid table helps the food taste better!

5. Breathe: as a general rule, red wine should be served at room temperature, opened in advance and poured into a decanter to let it ‘breathe’ – allowing the oxygen to bring out its flavour. However, with particularly mature red wine (15 years old or more), you should be careful about opening it too long in advance as old wine can ‘deteriorate’ relatively quickly.

6. Match: give consideration to food and wine pairings – there are many good examples on the web. Take people a little off piste to introduce them to something new and get them talking.

7. Eat: Although it might open up a whole can of worms, make sure you are aware of any intolerances or allergies and look after your vegetarian guests every bit as much as the others!

8. Listen: make sure there is a good flow of conversation (each guest should be involved) and be careful with your music choices. If you have music playing whilst you eat make sure it doesn’t make it difficult to talk.

9. Sit: really think about the seating plan and don’t leave it to chance. Don’t worry about the boy-girl thing too much and if people are having a ball don’t insist everyone moves.

10. Relax: Remember that this is a dinner party in your home. Relax and entertain, don’t feel like you need to be on parade. If you aren’t enjoying yourself, your guests won’t be either. If something goes wrong make a joke of it and don’t worry. Line up some taxis to arrive at midnight to ensure your guests get home in comfort.

How To Deal With The Boss From Hell

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It’s the nightmare scenario. You love the job, you love the company, you love the people, but you have the boss from the hell.

Someone who delights in making your life difficult, and who is unpredictable, moody and generally ranges being from a tyrant to a terrorist, depending on what day it is.

You don’t want to leave and the prospect of a transfer is as remote as this character becoming an angel overnight.

Well, don’t despair because there are things you can do to turn some of this to your advantage.  As long as you keep your cool and pick your approach carefully.

It’s Not a Boss, It’s a Baby

Seeing things in a new light is a good way to preserve your sanity and can often be quite funny if you can develop the right language in your head.

Revisualise your boss as a child with a rather large nappy and a toothache.  Because in reality, that’s what they may be.

Angry or aggressive people are mostly insecure because they are not doing something to their own satisfaction, like growing up.  So if you can see this person as a rather irritable toddler, the chances are you’ll start managing the irritation with soothing tolerance and compassion.

And the success with all howling children, distraction is often the key. This may perplex your boss when they realise their tantrums are effectively being turned against them, especially if you can pull it off with a sweet smile and a bar of chocolate or a new toy.

See It Coming

The calmest people know how to manage the angriest bear because they can see the signs a day before it happens.

Terrible bosses are usually quite predictable, in that they have their drama moments set out in their head, often without realising. These are usually excuses that they program themselves with, so get to know them. It may be that the start of the week sets your boss off, or having to present some numbers that turns them into a raving lunatic.

Throw Water On Them

Please note, I don’t mean literally.

Bad bosses often like to exercise control in front of an audience.

So it can often leave them speechless if you can calmly and unexpectedly walk away when they get the megaphone or sarcasm gun out.

Just walk away, closing the door behind you to let them stew.

Feed Their Anger

In other words, play the distraction game.  When you can feel the balloon about to burst, give the devil a cup of tea, or even better, a sandwich. It’s hard to be angry when you’re eating something nice.

Write The Wrongs

Make a list of the all the things your boss does that drives you bananas. Then schedule a meeting.

Be calm, but definitely be prepared for a meltdown. Show him how many of them were shouted, were sarcastic or just rude.  And then let them know that this note just may find its way unto hands of someone higher up the food chain if the hell continues.

Find An Escape Route

If all of the above fail, it may be time to consider that Plan B. After all, no one deserves to be in workplace where they feel like they’re treading on eggshells.

Ending the work torment can be a lot easier than you think, and you can find a workplace where you are appreciated – believe it or not, there are nicer bosses out there!

By searching by location on local job boards, for example, ‘jobs in Peterborough’, allows you to find a comprehensive list of the many different jobs available within your area, which can all be refined by keyword and position-type.

Who knows, you may find a better job, better pay AND  a better boss all in one go.
This article was written by Ella Mason, an experienced careers writer. Ella specialises in providing job and money advice for individuals.

 

 

 

 

 

 

 

 

Ted | Film Review

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It is not everyday you get to see a movie about a talking, swearing, dope-smoking, over-sexed stuffed teddy bear. Which is unfortunate, because this film is hilarious. Wrong and not for the easily offended, but hilarious.

As the result of a childhood wish, John Bennett’s teddy bear, Ted, came to life and has been by John’s side ever since – a friendship that’s tested when Lori, John’s girlfriend of four years, wants more from their relationship.

Seth MacFarlane directs, writes and voices ‘Ted’, the stuffed teddy bear who comes to life. It doesn’t sound plausible at all but it doesn’t matter. This film allows you to suspend your disbelief and just laugh at the witty script.

Mark Wahlberg, Mila Kunis and Seth MacFarlane are all great and Giovanni Ribisi plays a psycho in an amazing performance. Wahlberg is also great, he really is an actor of note with great comedic timing. Wahlberg and Kunis have great chemistry so even when Wahlberg’s character keeps screwing up, you root for him.

Rules of Engagement actor Patrick Warburton also makes an appearance with Ryan Reynolds. This film is just really funny. I know it is not to everyone’s taste and it is edgy humour, but I think it is great. One of the funniest films of the year. Top marks. I hope they make another one. Check out some of the movie quotes from Ted below.

Robert: Give me back my Teddy Bear!
[Charges John and Lori at full speed. John punches him in the nose, knocking him unconscious to the ground]
Lori: Jesus!
John: I’m sorry, but somebody had to go all Joan Crawford on his ass!

John: Can you call my cellphone?
Lori: Yeah
[Lori calls John’s phone which plays “The Imperial March”]
Lori: Is that my ringtone? What is that? Cause it sounds really negative.
John: No. I-it’s from The Notebook

Ted: [to Tami-Lynn] You have a baby? Is it alive?

With Your Hands You Clap Clap Clap!

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Co-opera Co presents Hansel and Gretel at John McIntosh Arts Centre

I thought I wasn’t familiar with this opera before last night: as a child studying music, Humperdinck was not one of the composers I learnt about, and I’m afraid I encountered the music of the 1960s Englebert before I realised he was named after an eminent musical predecessor.   However, upon hearing that I was attending Hansel and Gretel that evening, a colleague advised me that I would recognise lots of songs from my childhood.  He was right, the aria which provides the title of this piece being but one of them (I have been singing it all day).  This, of course, added a lovely sense of recognition to my enjoyment of the evening.

The action was initially set in 1950s Britain, but later seemed to move forward in time; with the witch using an overhead projector and a camera vintage 70s or 80s, and marking the contents of her fridge “Best Before 2013.”  The set was broadly based around the mother’s washing business, and some of the garments from the washing line were used as Chinese lanterns at the end of the story to great effect.

Musically, this was of a high standard, starting with the orchestra (conducted by Stephen Higgins), whose overture set the tone for the night, being both beautiful and haunting.  There was no chorus, so the production was the work of only five singers (mother doubling with witch).  All five gave excellent vocal performances, with Rahel Moore’s Sandman being particularly evocative.

The show was very well choreographed, and the cast’s movement skills were wonderful, especially Carris Jones drag queen witch, and Gretel’s jerky puppet steps.  Lone man Stephen John Svanholm played the exuberant, drunken father very well, and Susanne Holmes portrayed Hansel with all the exuberance of boyhood.  With such a tight cast and consistent performance, it is difficult to pick out a favourite, but personally I was particularly impressed by Llio Evans (Gretel).

When an adult woman plays a small child, there is a very real danger of her ending up looking like Baby Jane.  The audience had nothing to worry about on that score, however, as Llio’s physicality perfectly captured that of a little girl.  The way she stood, walked, moved her arms, and her facial expressions were all ideally calculated to convey Gretel’s emotions (her terror in the forest at night is a good example).  Her singing was consistently skilful and accomplised: I especially enjoyed her opening aria of Act II.

All in all, Co-opera Co have done a marvellous job with Hansel and Gretel, and much credit is due to director James Bonas, working with the company for the first time.  As he said when I interviewed him prior to the performance, (Hansel and Gretel is) “an absurdly brilliant opera.  It’s full of music so delicious you want to eat it and it’s joyfully short but densely written so that it’s packed with action.”  The same can be said for this production.

Hansel and Gretel, along with Don Giovanni and The Magic Flute will now go on a nationwide tour.  For more information, please visit www.co-opera-co.org.

Londoner’s life – Overheard 37 by Phil Ryan

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My friends are worried now. Each time I meet them recently I find myself listening intently to them and then I catch a phrase or a word from behind me. They know what’s about to happen. I casually lean back and turn to my phone keyboard. To be honest though I have to confess I get the best stuff when I’m on my own. For example in a café near Liverpool Street station. Man on phone “Not everyone understands Giraffes. They’re enigmatic Keith. Yeah enigmatic like Gandhi or someone”
But I digress this week’s offering is from the tea room in Regents Park outside in the garden area. I popped in on my way to a meeting in Baker Street. I had 45 minutes to kill – and fantastically I got to hear this..…

Expensively dressed elderly woman with small shivering dog “The women could only talk curtains. Honestly I thought I’d pass away. Pelmets. Tassels. That was her entire conversation. Honestly poor Hardy could hardly keep his little eyes open could you? little cuddlesies yes little cuddlesies you are mummy’s brave boy aren’t you aren’t you. I asked her to do something about Jarvis’s office” Second expensively dressed elderly woman “I didn’t know Jarvis had an office?” Woman with dog “Oh yes it’s on the fourth floor near the maid’s room. It’s where he’s writing his book dear” Woman without dog “Oh that’s where he’s writing it is he but it doesn’t have curtains then?” Woman with dog “No it’s got these beautiful oak blinds but Jarvis saw a programme about the Vatican and wanted ones like he saw in the Holy Fathers chambers” Woman without dog “Oh I see. So he wants curtains like the Pope does he? I didn’t know he believed in that sort of thing” Woman with dog “Oh no he doesn’t but he liked the curtains. Jarvis’s views on God are best not discussed dear. You know how he gets” They both sat quietly for a long time. Woman with dog “He will say buggery and sodomy a lot around Renata it’s quite tedious” Woman without dog “Oh so her English is improving then?” Woman with dog “No still not a word well I say not a word she asked me to spell euphonium the other week. She’s so very French I find” They sat quietly for a while. Woman without dog “So the curtains Liberty fabrics…?” Woman with dog “Quite but Jarvis won’t care he’s in a phase again”
I had to leave as my phone rang quite loudly but I’m with Jarvis. Curtains like the Pope!