There were more than 15 people sitting around a conference table last September in New York City. We invited high-level, influential industry leaders to participate in a two-hour discussion about ways we could all work together — and specific steps SBJ/SBD could take — to amplify attention and action on increasing diversity and inclusion in the sports business. The conversation was not intended for publication but for learning and idea sharing. I was recently going through my notes from that meeting and the opening line struck me: “The consensus in the room was that sports can be a leader in the area of diversity and inclusion, but there is a current lack of leadership among major sports.” Another line stated, “Participants believe there has to be a mandate from leadership to do more about this. ‘We need leaders. We have too many laggards,’ one said.”
This week’s special report on diversity and inclusion was born out of that discussion, one we plan on reprising in September. Its central theme — a call for leadership — was mirrored in our cover page quote: “It’s a leadership business problem.”
But all of us — not just today’s leaders — must move beyond our unintended biases. That’s a massive step forward for change. I listened to inclusion strategist and author Verna Myers, who spoke at our Thought Leaders retreat in Colorado last week, detail how diversity and inclusion must work hand-in-hand in the workplace. She also delved deep into unconscious bias and said, “Bias is preventing us from being inclusive.” She outlined how even the most well-meaning individuals fail to recognize their biases, adding, “If you think you aren’t biased, you are less likely to see when you are. Even as good people, you have bias. Denial is the worst situation we can possibly have.” That brought me back to a remark from Coca-Cola Chief Diversity Officer Andrew Davis, who was a keynote speaker at our World Congress of Sports in April and said, “You can’t control your biases. We could be aware of them, but you can’t really control them. They are unconscious.”
It’s been a powerful, eye-opening discussion, and we’ve used the learnings from our September meeting to shed light on these topics where we can. We’ve increased the number of conversations on diversity and inclusion at our conferences, we’ve amplified reporting around examples of where more diverse organizations are more successful organizations, as well as changed our positioning of diversity and inclusion efforts from purely “doing good” to being more of a business imperative. We’ve elevated our coverage of data in diversity hiring, such as in taking a closer look at the Gender and Ethnic Report Cards by The Institute for Diversity and Ethics in Sport. Finally, this special report, handled by editor Betty Gomes, takes an in-depth look at hiring practices and the role of HR in the hiring process, as well as spotlighting 20 voices of diversity who shared their challenges, opportunities and hopes for the future. This is the first time we’ve dedicated such resources around this topic, and we did so because it’s top of mind among the leaders of the sports industry, from commissioners to owners to CEOs and business owners. Every leader I speak with implores us to do more on this subject and says it’s something they are spending a great deal of time on.
Sports can be a leader. We hope this coverage will be a template from which other industries will learn. We hope everyone in sports will be motivated after reading these stories to focus internally on what more they can do. If you feel you have a voice to add to this important discussion and would like to be considered for our discussion on Sept. 11 in New York City, please let me know. I want to also note that internally at SBJ/SBD, these efforts have led us to review our processes on recruiting, partnerships and interviewing in an effort to increase the diversity of our workforce.
Finally, I’ll close with this: Longtime executive search leader Len Perna of Turnkey Sports & Entertainment told me the diversity pipeline in the sports business is strong in a number of important areas, and he rattled off marketing, communications, legal, administration and college athletics administration. But it’s not as strong for sales candidates, which of course, is a key entry point for the industry. But a very positive takeaway from Perna is the strong willingness to improve and change. “Diversity and inclusion is a higher priority now than I’ve ever seen it in my 30 years in the industry,” he said. “In years past, there was less urgency and maybe a little bit of ‘let’s check the box.’ Now there is legitimate, authentic urgency.” That reminded me of one of Verna Myers’ final comments of her presentation that stuck with me. “We need courageous people to stand up, and speak out, and speak up, to change this.” It, again, comes down to leadership. There are leaders out there. We need far more of them.
Abraham Madkour can be reached at amadkour@sportsbusinessjournal.com.
