Ten things that executives in the sports industry could do to ensure that their organisations are more inclusive and diverse

Increasing diversity at board level can bring a range of benefits to the sporting organisations. Better decision-making, greater relevance and appeal to a diverse audience, innovation, improved financial performance, enhanced reputation, and improved employee retention and recruitment are all benefits. A diverse board brings a diversity of perspectives and experiences to the table, which can stimulate new ideas and approaches, and can better represent the diverse communities that make up the sport industry’s stakeholders. Studies are now emerging which support this position and have shown that diverse companies tend to outperform their non-diverse counterparts in terms of financial performance and in the organisation’s reputation and public image.

Here are 10 things that sporting executives can do in their organisations to claim these dividends:

1. Prioritize diversity and inclusion in your organisation’s mission and values, recognizing the systemic barriers and discrimination that have historically disadvantaged certain groups.
2. Establish diversity and inclusion goals and targets, with a focus on increasing representation and addressing power imbalances within your organization.
3. Implement fair and objective recruitment and hiring practices, rejecting any policies or practices that may perpetuate discrimination.
4. Foster a culture of inclusivity and belonging within your organization, recognizing the importance of creating a safe and welcoming environment for all employees and stakeholders.
5. Encourage the involvement and representation of ALL communities in your organisation’s events and programs, acknowledging the value of diverse perspectives and experiences.
6. Support the retention and advancement of all employees, recognising the unique challenges and barriers that they may face.
7. Collaborate with other organisations and industry groups to promote diversity and inclusion, recognising that addressing inequality requires collective action.
8. Conduct a diversity audit or review to identify any gaps in your organisation’s diversity and inclusion efforts, and implement new policies or initiatives as needed to address these issues.
9. Measure and report on the impact and effectiveness of your organisation’s diversity and inclusion efforts, using data to inform and evaluate your progress, so you are accountable.
10. Stay up-to-date on best practices and new developments in equality and diversity, recognising the importance of continuous learning and improvement.