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1. Diversity and Inclusion

2. Who is this guy?
2
Image source: International Olympic Committee

3. What you can expect:
3
• 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

4. 4
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

5. 5
Know the facts – diversity & inclusion

6. 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.

7. The U.S. population is growing more diverse
7
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

8. 8
Source: United States Census Bureau, Current Population Survey, Annual Social and Economic Supplement, 2014
There is diversity representation in every
socioeconomic category

9. College enrollment diversity numbers
are increasing
9
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/Pacific
Islander
Black Hispanic International
Students
White
Percentage(%)
Race/Ethnicity
Source: U.S. Dept. of Education, NCES, Integrated Postsecondary Education Data System (IPEDS)

10. 10
The United States Olympic Committee’s
approach to diversity & inclusion

11. 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

12. 12
Awards are a way to incentivize affiliated organizations

13. 13
How to: D&I strategy and tactics

14. Steps for developing a D&I scorecard
14
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

15. Sample D&I Scorecard
Race and ethnic diversity at XYZ organization
15
Rating
Employee
Representation
Rating
Hiring
Representation
Rating
>90% 90.0%
70-79%
<69% 0.0%
N/A -1.0%
Total
Employees
Percentage of
Minorities
Employed
Percent of Minorities
Available Benchmark
Percent to
Benchmark
Opportunities
to Hire
Minority Hires
Percent of
New Hires
Minority
New Hire
Minority
Percent to
Benchmark
Overall
Rating
Executive / Senior Level
Officials and Managers
45 13.0% 23.0% 56.7% 5 1 20.0% 87.0% 1
First/Mid Level Officials
and Managers
121 14.9% 16.1% 92.4% 9 2 22.2% 138.1% 1
Professional Staff 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
Administrative Support
Workers
105 12.5% 15.4% 81.0% 79 1 1.3% 8.2% 0
Craft Workers 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
Service Workers 350 38.9% 26.8% 145.1% 28 14 50.0% 186.3% 2
Total 2334 25.1%
Overall Rating
(Avg % to Goal)
92.5% 363 30 8.3% 91.6%
XYZ Employment: Minorities
Static Measure Active Measure

16. 16
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
Percentage of
Women
Employed
Percent of Women
Available Benchmark
Percent to
Benchmark
Opportunities to
Hire
Total Female
Hires
Percent of New
Hires Women
New Hire
Female Percent
to Benchmark
Overall
Rating
Executive / Senior Level
Officials and Managers
45 30.4% 38.5% 79.1% 5 0 0.0% 0.0% 0
First/Mid Level Officials and
Managers
121 47.9% 50.5% 94.9% 9 2 22.2% 44.0% 0
Professional Staff 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
Administrative Support
Workers
105 79.8% 74.9% 106.5% 79 47 59.5% 79.4% 1
Craft Workers 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
Service Workers 350 43.2% 34.5% 125.0% 28 12 42.9% 124.2% 1
Total 2334 52.3%
Overall Rating
(Avg % to Goal)
78.9% 363 72 19.83% 83.8%
XYZ Employment: Women
Static Measure Active Measure

17. Use D&I benchmark as a
D&I planning, strategy and measurement tool
17
• 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

18. 18How do you get the job of driving this truck?

19. How to develop a D&I recruitment protocol
19
• 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

20. 20
Diversity for the win –
our competitive edge

21. Diversity and Medals
21
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

22. Racially and ethnically diverse teams win more medals
22
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

23. Teams with more gender diversity tend to win more
medals
23
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

24. USOC D&I Contact Information
24
Jason Thompson – Director, Diversity and Inclusion
Jason.Thompson@usoc.org
Kevin Pearson – Manager, Diversity and Inclusion
Kevin.Pearson@usoc.org