Equity, diversity, and inclusion in sports analytics

Fernandes Craig (), Vescovi Jason D., Norman Richard, Bradish Cheri L., Taback Nathan and Chan Timothy C. Y.
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Fernandes Craig: Department of Mechanical and Industrial Engineering, University of Toronto, Toronto, Canada
Vescovi Jason D.: Faculty of Kinesiology & Physical Education, Graduate School of Exercise Science, University of Toronto, Toronto, Canada
Norman Richard: Ted Rogers School of Management, Toronto Metropolitan University, Toronto, Canada
Bradish Cheri L.: Ted Rogers School of Management, Toronto Metropolitan University, Toronto, Canada
Taback Nathan: Department of Statistical Sciences, University of Toronto, Toronto, Canada
Chan Timothy C. Y.: Department of Mechanical and Industrial Engineering, University of Toronto, Toronto, Canada

Journal of Quantitative Analysis in Sports, 2024, vol. 20, issue 2, 87-111

Abstract: This paper presents a landmark study of equity, diversity and inclusion (EDI) in the field of sports analytics. We developed a survey that examined personal and job-related demographics, as well as individual perceptions and experiences about EDI in the workplace. We sent the survey to individuals in the five major North American professional leagues, representatives from the Olympic and Paralympic Committees in Canada and the U.S., the NCAA Division I programs, companies in sports tech/analytics, and university research groups. Our findings indicate the presence of a clear dominant group in sports analytics identifying as: young (72.0 %), White (69.5 %), heterosexual (89.7 %) and male (82.0 %). Within professional sports, males in management positions earned roughly $30,000 (27 %) more on average compared to females. A smaller but equally alarming pay gap of $17,000 (14 %) was found between White and racialized management personnel. Of concern, females were nearly five times as likely to experience discrimination and twice as likely to have considered leaving their job due to isolation or feeling unwelcome. While they had similar levels of agreement regarding fair processes for rewards and compensation, females “strongly agreed” less often than males regarding equitable support, equitable workload, having a voice, and being taken seriously. Over one third (36.3 %) of females indicated that they “strongly agreed” that they must work harder than others to be valued equally, compared to 9.8 % of males. We conclude the paper with concrete recommendations that could be considered to create a more equitable, diverse and inclusive environment for individuals working within the sports analytics sector.

Keywords: equity; diversity; inclusion; discrimination; sports analytics; sports (search for similar items in EconPapers)
Date: 2024
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DOI: 10.1515/jqas-2022-0025

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