Fundamental adoptar un enfoque que vaya más allá de políticas superficiales y se integre profundamente en el ADN de la organización. Establece igualdad de oportunidades real Criterios justos y transparentes para todos Evita favoritismos hacia el "liderazgo de opinión" Fomenta una comunicación abierta e inclusiva Feedback constante Integra la diversidad en el ADN cultural de la empresa

First inclusion to all things, put the ball in there court. Second let people know the end state and why that group is there in the first place. Equality and development. It is not only important to mentor the ones feeling isolated, but the ones that are fine with the situation in appropriate understanding where the group is coming from. We all have potential and we all learn differently. The skill set is diverse for all people but all the skill combined make a valuable product. The is not one part of a wheel that is unnecessary, the rubber meets the road, providing a better ride and longevity for the rim. The bearings insure the will can keep turning. The Lugnuts hold it to the driving force.

Here's how: - Set clear diversity goals: Establish measurable diversity and inclusion targets for leadership roles - Create pathways for advancement: Develop mentorship and training programs that equip underrepresented groups with the skills and experience needed to step into leadership roles - Diversity recruitment efforts: Actively recruit from diverse candidate pools by collaborating with universities, advocacy groups, and professional associations that support marginalized communities - Revise hiring practices: use blind recruitment techniques to minimize unconscious bias

I think it starts with intentional recruiting and mentorship. Actively seeking candidates from diverse backgrounds and creating pathways for growth, such as internships and training programs, helps build a pipeline of qualified leaders. Establishing inclusive hiring practices and diversifying selection panels also ensures fair opportunities for underrepresented voices. From personal experience, I once worked with a sports organization that partnered with local nonprofits to identify leadership talent from underrepresented communities. We offered mentorship programs and leadership workshops, which not only prepared individuals for leadership roles but also enriched our organization with fresh perspectives.

While organizing a basketball camp, I noticed a lack of female leaders. To address this, we introduced a mentorship initiative pairing senior coaches with young women aspiring to coach. By the end, two participants were leading junior teams—a small but significant step toward inclusivity. This experience showed me how intentional efforts can create opportunities for underrepresented groups.

Building diversity in sports leadership means making space for everyone. Actively bring in people from underrepresented groups and make sure their voices are heard. Create an environment where they feel welcome and valued. It won’t happen on its own,it takes real effort and action to make it work.

The factors often undervalued regarding inclusivity, revolve around structured education starting at home. upon the realities of participation, when awareness of the possibilities of situations they may encounter, reaction will be more in tune with, how to deal with this in an intelligent manner and not allow the situation to deter their intent of participation. Another area often overlooked from higher levels, example hockey - where rules and regulations are in place versus resistance to acts considered reprehensive, this is not enough, they need to educate management, coaches, players, etc. including parents, how to react when a sad situation occurs, that should be just one part of the equation. There is more but this provides a start.

Ensuring marginalized groups are represented in sports leadership begins with actively creating opportunities for underrepresented individuals. This means fostering mentorship programs, implementing inclusive hiring practices, and ensuring equity in leadership pipelines. It’s also essential to involve marginalized voices in decision-making processes, so policies and programs truly reflect diverse perspectives. One example I’ve seen is organizations creating leadership development programs specifically for women and minorities in sports, which helps build a more inclusive environment.

Transparent and unbiased recruitment at all levels and with bckudong the full recruitment cycle from the job as through to the interview process will lead to higher and more diverse applications and once people see that diverse people are being hired again at all levels then applications will also increase

The first thing is not to approach it as a set numbers goal. Never look at diversity as "we need to hire 'this many' of this person" etc. - identify and be clear about what your specific needs are for the particular role - look outside your normal pool of applicants (i.e. your connections, employee connections etc) - enlist help from organizations that have diverse talent (like Minorities in Sports) - Give access to existing senior leadership to your junior BIPOC employees - Ensure your company is a safe space where diverse employees feel safe in the workplace and therefore want to grow within your company - foster an environment for open and honest conversation with your employees - LISTEN to feedback from diverse employees