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 USD (27%) more on average compared to females. A smaller but equally alarming pay gap of 17,000 USD (14%) was found between White and non-White 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.
翻译:本文展示了体育分析领域的公平、多样性和包容(EDI)的里程碑性研究。我们开展了一项调查,调查了个人和与工作有关的人口结构,以及个人对工作场所EDI的看法和经验。我们向北美五大专业联盟的个人、来自加拿大和美国奥林匹克和残奥会委员会的代表、加拿大及美国国家残疾人协会第一司方案、体育技术/分析公司以及大学研究团体的代表发送了调查。我们的调查结果表明,体育分析中存在着明显的主导群体,其识别为:年轻人(72.0%)、怀特(69.5%)、异性(89.7%)和男性(82.0%)。在职业体育中,男性在管理职位上的平均收入约为30,000美元(27%),高于女性。白种和非白种管理人员之间的薪酬差距较小但同样令人震惊(14% ) 。 令人担忧的是,女性可能遭受歧视近五倍于其可能遭受歧视,而且可能两倍于考虑离开工作,因为孤立或感到不满。他们认为男性(69.7%)和男性(89.7%)和男性(8 % ) 男性(通常认为在公平报酬和报酬方面比女性更接近于一个商定的工作上一个更激烈的工作负担),“比男性更难。