Diversity and Inclusion

Who is this guy?

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Image source: International Olympic Committee

What you can expect:

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• Background

• Know the facts - diversity and inclusion

• The USOC’s approach to D&I

• Strategy & tactics:

– Where to start: create a scorecard

– How to prioritize how to use your resources

– Setting protocol and measuring success

• Diversity for the win – how diversity is giving us a competitive

advantage

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U.S. Olympic Committee (USOC) oversees the Olympic sport in the U.S.

47 National Governing Bodies (NGB)

Summer sports Winter sports

USA Archery USA Badminton USA Basketball

U.S. Soccer USA Track & Field

USA Volleyball

USA Bobsled & Skeleton USA Curling USA Hockey

USA Luge U.S. Ski and Snowboard Assoc.

Image source: www.teamusa.org

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Know the facts – diversity & inclusion

D&I to Win!

Diversity and inclusion is:

embracing any collective

mixture of differences,

similarities, and related tensions

as we strive to develop more

inclusive and high performing

work environments.

The U.S. population is growing more diverse

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Source: United States Census Bureau, Current Population Survey, Annual Social and Economic Supplement, 2014

64%

50%

36%

50%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

2010 U.S. Population 2012 U.S. Population, under 1 years old

People of color

White

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Source: United States Census Bureau, Current Population Survey, Annual Social and Economic Supplement, 2014

There is diversity representation in every

socioeconomic category

College enrollment diversity numbers

are increasing

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Between 2007 and 2018 college enrollment is projected to increase by:

32% 29%

26%

38%

14%

4% 0%

5%

10%

15%

20%

25%

30%

35%

40%

American Indian/Alaska Native

Asian/PacificIslander

Black Hispanic InternationalStudents

White

Perc

enta

ge (

%)

Race/Ethnicity

Source: U.S. Dept. of Education, NCES, Integrated Postsecondary Education Data System (IPEDS)

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The United States Olympic Committee’s approach to diversity & inclusion

USOC approaches

D&I programs from many angles

Talent acquisition & retention:

• Developed annual D&I Benchmarks to measure

USOC and NGB recruitment and retention

• Partnered with HR to identify and track diverse

candidates

Employee programs:

• Expanded D&I Council comprised of staff from

across the USOC

• Developed Employee Resource Groups with 265

collective members: ELiS, Women’s NET, & LGBTQ

Cross-functional efforts:

• Leveraged D&I to assist in building partnerships for

Development and Marketing

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Awards are a way to incentivize affiliated organizations

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How to: D&I strategy and tactics

Steps for developing a D&I scorecard

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1. Collect and review your diversity data

2. Measure your employees and their titles against

corresponding demographics

3. Identify where you have success and where you

need more direct efforts

Sample D&I Scorecard

Race and ethnic diversity at XYZ organization

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Rating

Employee

Representation

Rating

Hiring

Representation

Rating

>90% 90.0%

70-79%

<69% 0.0%

N/A -1.0%

Total

Employees

Percentageof

Minorities

Employed

PercentofMinorities

AvailableBenchmark

Percentto

Benchmark

Opportunities

toHireMinorityHires

Percentof

NewHires

Minority

NewHire

Minority

Percentto

Benchmark

Overall

Rating

Executive/SeniorLevel

OfficialsandManagers45 13.0% 23.0% 56.7% 5 1 20.0% 87.0% 1

First/MidLevelOfficials

andManagers121 14.9% 16.1% 92.4% 9 2 22.2% 138.1% 1

ProfessionalStaff 1200 25.0% 16.2% 154.1% 85 10 11.8% 72.5% 1

Technicians 50 10.0% 24.7% 40.5% 5 1 20.0% 81.1% 1

AdministrativeSupport

Workers105 12.5% 15.4% 81.0% 79 1 1.3% 8.2% 0

CraftWorkers 13 25.0% 31.3% 79.9% 2 1 50.0% 159.8% 2

Operatives 450 23.0% 25.5% 90.3% 150 0 0.0% 0.0% 0

ServiceWorkers 350 38.9% 26.8% 145.1% 28 14 50.0% 186.3% 2

Total 2334 25.1%OverallRating

(Avg%toGoal)92.5% 363 30 8.3% 91.6%

XYZEmployment:Minorities

StaticMeasure ActiveMeasure

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Rating

Employee

Representation

Rating

Hiring

Representation

Rating

>90% 90.0%

70-79%

<69% 0.0%

N/A -1.0%

Sample D&I Scorecard

Gender diversity at XYZ organization

Total

Employees

Percentageof

Women

Employed

PercentofWomen

AvailableBenchmark

Percentto

Benchmark

Opportunitiesto

Hire

TotalFemale

Hires

PercentofNew

HiresWomen

NewHire

FemalePercent

toBenchmark

Overall

Rating

Executive/SeniorLevel

OfficialsandManagers45 30.4% 38.5% 79.1% 5 0 0.0% 0.0% 0

First/MidLevelOfficialsand

Managers121 47.9% 50.5% 94.9% 9 2 22.2% 44.0% 0

ProfessionalStaff 1200 55.8% 58.0% 96.1% 85 10 11.8% 20.3% 0

Technicians 50 0.0% 20.7% 0.0% 5 0 0.0% 0.0% 0

AdministrativeSupport

Workers105 79.8% 74.9% 106.5% 79 47 59.5% 79.4% 1

CraftWorkers 13 0.0% 12.4% 0.0% 2 1 50.0% 402.6% 4

Operatives 450 54.5% 42.2% 129.4% 150 0 0.0% 0.0% 0

ServiceWorkers 350 43.2% 34.5% 125.0% 28 12 42.9% 124.2% 1

Total 2334 52.3%OverallRating

(Avg%toGoal)78.9% 363 72 19.83% 83.8%

XYZEmployment:Women

StaticMeasure ActiveMeasure

Use D&I benchmark as a

D&I planning, strategy and measurement tool

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• Expands to include persons with disabilities, veterans, and different groups you want to target

• Additional layers of data can be added

– Track by month, quarter, or year

– Race and ethnicity by position title

• Utilize as the basis for your D&I plan

• Serves as climate survey

• Develop a D&I protocol for recruitment

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How do you get the job of driving this truck?

How to develop a D&I recruitment protocol

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• Is your website accessible?

• When a position becomes available who will be

contacted to source applications?

• Develop contacts at universities in their D&I

departments

• Use social media

– LinkedIn group via our FLAME alumni

– LinkedIn affinity groups

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Diversity for the win – our competitive edge

Diversity and Medals

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Teams that win medals tend to

be more diverse in gender and

race.

• This trend holds true when

we look at the overall NGB

or limit it to the board of

directors or national team

athletes.

• Although we cannot yet

show causation, it is a trend

needing further study

Image source: http://www.telegraph.co.uk/sport/2016/04/16

Racially and ethnically diverse teams win more medals

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24%

19%

6.3% 4.9% 0%

5%

10%

15%

20%

25%

30%

Teams with medals won Teams no medals Teams with medals won Teams with no medals

Summer Sports 2012 Winter Sports -2014

% average minority

Summer Sports - 2012 Winter Sports - 2014

Diversity of: Board of Directors, Staff, Membership, Coaches and Athletes

Teams with more gender diversity tend to win more medals

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31% 33% 33%

21%

0%

5%

10%

15%

20%

25%

30%

35%

Teams with medals won Teams no medals Teams with medals won Teams with no medals

Summer Sports 2012 Winter Sports -2014

Diversity of: Board of Directors, Staff, Membership, Coaches and Athletes

Summer Sports - 2012 Winter Sports - 2014

% average females

USOC D&I Contact Information

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Jason Thompson – Director, Diversity and Inclusion

Jason.Thompson@usoc.org

Kevin Pearson – Manager, Diversity and Inclusion

Kevin.Pearson@usoc.org