EMBRACE DIFFERENCE FOR PROGRESS

TRACY ALMEDA-SINGIAN USPTA NATIONAL VICE PRESIDENT

Having spent most of my life in sports, I have seen and experienced the progress made within diversity and inclusion. And there is still more work to be done. There is no doubt that improving diversity and inclusion is and will be at the forefront of most company’s priorities moving forward- and as tennis professionals, this needs to be on our radar too.

In 2020, the U.S. Census Bureau identified that 50.2% of children are minorities and it is projected that more than 50% of all Americans will be minorities by 2044. Diversity in the workplace means that the organization employs a diverse team of people that are reflective of the society in which it exists and operates. When we look at our current membership, employee and student base, do we reflect today’s society?

Subconsciously, most of us would define diversity by social categories such as gender, age and race. However, in order to truly embrace diversity in the workplace, diversity includes different backgrounds, skills and life experience. Within your facility, club or academy, this can come to life through the tennis professionals and overall employee base. They all have different playing and work experiences, which helps bring diverse perspectives to help students and facilities reach their full potential.

In 2019, McKinsey & Company found that the greater the representation, the higher likelihood of outperformance. Companies with more than

30% women executives were more likely to outperform companies that ranged under 30%. We can certainly hire in diversity, that is step one. But if the work culture does not embrace different perspectives, we will not be able to retain diversity.

Inclusion requires that everyone’s contributions be valued, that individuals, regardless of diversity dimension, have the opportunity to do their best work and advance. Inclusion, separate from diversity, can be defined as SHRM has outlined, ‘the achievement of a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities, resources and can contribute to the organizations success.’ Ensuring that everybody’s voices and opinions are heard and carefully considered is vital in creating a more inclusive environment where everyone feels respected and accepted. Creating an environment where everyone is part of the decision-making process is extremely challenging and requires constant support and thought to make it happen.

So how can we as tennis professionals provide a more inclusive environment? Here are a few considerations:

Hiring Practices

• Avoid needlessly applying barriers to entry in the hiring process, such as tour level playing experience, national rankings, advanced degrees, etc. Remember, some of the most successful coaches in tennis history like Nick Bollettieri never played on tour!

• Consider advertising job vacancies in 2-3 different places to reach a wide range of people from different backgrounds. While there are standard tennis outlets to advertise jobs, consider reaching out to affinity groups and networks.

• Where possible, have structured interview questions and processes, so decisions are not made based on age/ weight/looks, etc. Many Fortune 500 companies like Mercedes-Benz and Unilever have implemented structured direct to camera interviews, leveraging companies like HireVue to limit the unconscious bias and reach multigenerational talent through text and video on mobile phones.

Transparency

• Lead by example. Leadership commits to openly sharing expectations, challenges, feedback, revenue, and other metrics.

• Provide avenues of communication. Whether it be through email, survey, Slack or other communication channels, employees are able to share their thoughts, feedback and ideas regardless of job level.

These are just a few things to keep in mind as you look to develop your diversity and inclusion practices and strategy. Truly diverse and inclusive leaders don’t just have people that look like members of an underrepresented group, they pay attention to and value the differences we can’t see. Whether it’s a unique upbringing, educational background, way of thinking or perspective of the world, we all bring our own strengths to the table.

Let’s help foster a sense of belonging that makes everyone feel like we are part of one team that will help enable progress. As we look to continue to evolve as an organization, I encourage everyone to embrace the differences that make each one of us unique and valued contributors to the sport we love.*

"There is always more than one way to think about something. There is more than one way to help someone improve their serve or forehand. The greater variation of approaches and unique perspectives to solve the problems your students and clubs face, the more you will be able to reach the goals set out."