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<p class="MsoNormal"><b><u>From WUNRN:<o:p></o:p></u></b></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal"><b><span style="font-size:16.0pt;font-family:"Helvetica Neue";color:#333333;mso-ligatures:none">The Business of Sports & the Quest for Inclusion for Women<o:p></o:p></span></b></p>
<p class="MsoNormal"><b><span style="font-size:16.0pt;font-family:"Helvetica Neue";color:#333333;mso-ligatures:none"><o:p> </o:p></span></b></p>
<p class="MsoNormal"><span style="mso-ligatures:none"><img width="416" height="234" style="width:4.3333in;height:2.4375in" id="Picture_x0020_1" src="cid:image001.png@01D981E0.C0B3DA50"></span><b><span style="font-size:16.0pt;font-family:"Helvetica Neue";color:#333333;mso-ligatures:none"><o:p></o:p></span></b></p>
<p class="MsoNormal"><span style="font-size:12.0pt;font-family:"Helvetica Neue";color:#333333;mso-ligatures:none"><o:p> </o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt;font-family:"Helvetica Neue";color:#333333;mso-ligatures:none">By <a href="https://www.mckinsey.com/our-people/drew-goldstein"><span style="color:blue;text-decoration:none">Drew Goldstein</span></a>, Laura
London, Laura McWhirter, and Ben Vonwiller<o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt;font-family:"Helvetica Neue";color:#333333;mso-ligatures:none"><o:p> </o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt;font-family:"Helvetica Neue";color:#333333;mso-ligatures:none"><a href="https://www.mckinsey.com/featured-insights/sustainable-inclusive-growth/chart-of-the-day/~/link.aspx?_id=297F2CA69E3248CA8A2B91808EDBAB35&_z=z#/download/%2F~%2Fmedia%2Fmckinsey%2Findustries%2Ftechnology%20media%20and%20telecommunications%2Fmedia%20and%20entertainment%2Four%20insights%2Fthe%20business%20of%20sports%20and%20the%20quest%20for%20inclusion%20for%20women%2Fchanging-the-game-inclusion-for-women-in-the-business-of-sports-vff.pdf" target="_self"><span style="color:blue;text-decoration:none">Full
Report (18 pages)</span></a><o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto"><b><span style="font-size:12.0pt;font-family:"Helvetica Neue";color:#333333;mso-ligatures:none">April 5, 2023 - Sports inspire passion and dedication,</span></b><span style="font-size:12.0pt;font-family:"Helvetica Neue";color:#333333;mso-ligatures:none"> and
they demand a level playing field. So why are women on the business side of the industry so sidelined?<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto"><span style="font-size:12.0pt;font-family:"Helvetica Neue";color:#333333;mso-ligatures:none">Our survey of about 1,700 women working in the business of sports in North America found
that the business trails all other industries on every dimension of inclusion. Women in sports administration face negative effects from engaging in workplaces dominated by men; they lack support for advancement; and in leadership roles, they work harder than
their male peers to support their employees’ emotional wellbeing.<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto"><span style="font-size:12.0pt;font-family:"Helvetica Neue";color:#333333;mso-ligatures:none">This research is the first of its kind to examine women’s inclusion in the business
side of sports, and the findings are eye-opening. Given that women reported being <a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace"><span style="color:blue">2.8 times more likely to leave their job when they
do not feel included</span></a>,<a href="javascript:void(0);"><sup><span style="color:blue;border:none windowtext 1.0pt;padding:0in">1</span></sup></a> our insights push the conversation beyond diversity and into considerations such as the sports industry’s
ability to retain and develop women, which has wide-ranging consequences for its many stakeholders.<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto"><span style="font-size:12.0pt;font-family:"Helvetica Neue";color:#333333;mso-ligatures:none">The organizations that recognize the urgency of this challenge and treat inclusion for
women as a business priority stand to win big. And it is possible to rewrite the playbook: sports organizations can create inclusive spaces for women in administration to thrive as full teammates in the workplace by having top leadership commit and by engaging
with difficult conversations regarding diversity, equity, and inclusion (DEI).<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-top:.25in;mso-margin-bottom-alt:auto"><b><span style="font-size:18.0pt;font-family:"Helvetica Neue";color:#333333;mso-ligatures:none">What we found: Lower levels of inclusion for women in sports administration<o:p></o:p></span></b></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto"><span style="font-size:12.0pt;font-family:"Helvetica Neue";color:#333333;mso-ligatures:none">Our research found that women in sports administration experience lower levels of inclusion
across all dimensions of the metric compared with women in other industries (Exhibit 1). While about 80 percent of women reported some positive experiences as individuals, they are much less likely to say their organization overall is fair.<o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt;font-family:"Helvetica Neue";color:#333333;mso-ligatures:none">Exhibit 1<o:p></o:p></span></p>
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</v:shapetype><v:shape id="AutoShape_x0020_1" o:spid="_x0000_s1027" type="#_x0000_t75" alt="Inclusion in the sports industry trails the cross-industry benchmark." style='width:24pt;height:24pt;visibility:visible;mso-left-percent:-10001;mso-top-percent:-10001;mso-position-horizontal:absolute;mso-position-horizontal-relative:char;mso-position-vertical:absolute;mso-position-vertical-relative:line;mso-left-percent:-10001;mso-top-percent:-10001'>
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</v:shape><![endif]--><![if !vml]><img width="32" height="32" style="width:.3333in;height:.3333in" src="cid:image002.png@01D9896F.F1473090" alt="Inclusion in the sports industry trails the cross-industry benchmark." v:shapes="AutoShape_x0020_1"><![endif]><span style="font-size:12.0pt;font-family:"Helvetica Neue";color:#333333;mso-ligatures:none"><o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt;font-family:"Helvetica Neue";color:#333333;mso-ligatures:none">We strive to provide individuals with disabilities equal access to our website. If you would like information about this content we will be happy
to work with you. Please email us at: <a href="mailto:McKinsey_Website_Accessibility@mckinsey.com"><span style="color:blue">McKinsey_Website_Accessibility@mckinsey.com</span></a><o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto"><span style="font-size:12.0pt;font-family:"Helvetica Neue";color:#333333;mso-ligatures:none">We also detailed the following findings in our report, <i>Changing the game: Driving
inclusion for women in the business of sports:</i><o:p></o:p></span></p>
<ul type="disc">
<li class="MsoNormal" style="color:#333333;mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;mso-list:l3 level1 lfo3">
<span style="font-size:12.0pt;font-family:"Helvetica Neue";mso-ligatures:none">Only about 40 percent of the women surveyed agreed that their organizations are fair, with all employees receiving equitable treatment and equal chances to succeed.<o:p></o:p></span></li><li class="MsoNormal" style="color:#333333;mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;mso-list:l3 level1 lfo3">
<span style="font-size:12.0pt;font-family:"Helvetica Neue";mso-ligatures:none">Women are often the only person of their gender or racial identity—or both—at work. This experience of being an “only,” particularly if they have intersectional identities such as
being Black or identifying with the LGBTQ+ community, translates into more experiences of microaggressions, such as having their competence questioned.<o:p></o:p></span></li><li class="MsoNormal" style="color:#333333;mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;mso-list:l3 level1 lfo3">
<span style="font-size:12.0pt;font-family:"Helvetica Neue";mso-ligatures:none">Women in sports administration are less likely than peers in other industries to have sponsors who can help steer their careers and advocate for them within their organizations.<o:p></o:p></span></li><li class="MsoNormal" style="color:#333333;mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;mso-list:l3 level1 lfo3">
<span style="font-size:12.0pt;font-family:"Helvetica Neue";mso-ligatures:none">While women in the sports industry are more likely than their peers in other sectors to feel they have the right skills to progress, most feel they need to leave their organizations
to realize their goals.<o:p></o:p></span></li><li class="MsoNormal" style="color:#333333;mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;mso-list:l3 level1 lfo3">
<span style="font-size:12.0pt;font-family:"Helvetica Neue";mso-ligatures:none">Women in leadership positions in sports administration do more to support their teams compared with men in similar roles (Exhibit 2).<o:p></o:p></span></li></ul>
<p class="MsoNormal"><span style="font-size:12.0pt;font-family:"Helvetica Neue";color:#333333;mso-ligatures:none">Exhibit 2<o:p></o:p></span></p>
<p class="MsoNormal"><!--[if gte vml 1]><v:shape id="AutoShape_x0020_2" o:spid="_x0000_s1026" type="#_x0000_t75" alt="Women managers do more than their peers who are men to support the well-being of their teams." style='width:24pt;height:24pt;visibility:visible;mso-left-percent:-10001;mso-top-percent:-10001;mso-position-horizontal:absolute;mso-position-horizontal-relative:char;mso-position-vertical:absolute;mso-position-vertical-relative:line;mso-left-percent:-10001;mso-top-percent:-10001'>
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</v:shape><![endif]--><![if !vml]><img width="32" height="32" style="width:.3333in;height:.3333in" src="cid:image002.png@01D9896F.F1473090" alt="Women managers do more than their peers who are men to support the well-being of their teams." v:shapes="AutoShape_x0020_2"><![endif]><span style="font-size:12.0pt;font-family:"Helvetica Neue";color:#333333;mso-ligatures:none"><o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt;font-family:"Helvetica Neue";color:#333333;mso-ligatures:none">We strive to provide individuals with disabilities equal access to our website. If you would like information about this content we will be happy
to work with you. Please email us at: <a href="mailto:McKinsey_Website_Accessibility@mckinsey.com"><span style="color:blue">McKinsey_Website_Accessibility@mckinsey.com</span></a><o:p></o:p></span></p>
<p class="MsoNormal" style="margin-top:.25in;mso-margin-bottom-alt:auto"><b><span style="font-size:18.0pt;font-family:"Helvetica Neue";color:#333333;mso-ligatures:none">Making women full teammates<o:p></o:p></span></b></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto"><span style="font-size:12.0pt;font-family:"Helvetica Neue";color:#333333;mso-ligatures:none">More-inclusive work environments can help everyone flourish, and we know that the relationship
between diversity on executive teams and the likelihood of financial outperformance has only grown stronger since we first measured it in 2014.<a href="javascript:void(0);"><sup><span style="color:blue;border:none windowtext 1.0pt;padding:0in">2</span></sup></a> We
also know that organizations that make commitments to DEI can and do make significant strides.<a href="javascript:void(0);"><sup><span style="color:blue;border:none windowtext 1.0pt;padding:0in">3</span></sup></a> So how can sports organizations get there?
We present five initial actions:<o:p></o:p></span></p>
<ol start="1" type="1">
<li class="MsoNormal" style="color:#333333;mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;mso-list:l1 level1 lfo6">
<span style="font-size:12.0pt;font-family:"Helvetica Neue";mso-ligatures:none">Create fairer organizations by debiasing people processes, and make sure that policies related to work-life balance are not only available but also used by everyone.<o:p></o:p></span></li><li class="MsoNormal" style="color:#333333;mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;mso-list:l1 level1 lfo6">
<span style="font-size:12.0pt;font-family:"Helvetica Neue";mso-ligatures:none">Build leaders’ mentorship and sponsorship capabilities—and educate them on the difference between the two. Desirable behaviors can be reinforced and results measured.<o:p></o:p></span></li><li class="MsoNormal" style="color:#333333;mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;mso-list:l1 level1 lfo6">
<span style="font-size:12.0pt;font-family:"Helvetica Neue";mso-ligatures:none">Get everyone involved in creating more-supportive work environments, with an emphasis on developing inclusive leaders who create space for difficult conversations and demonstrate
care for the well-being of all employees.<o:p></o:p></span></li><li class="MsoNormal" style="color:#333333;mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;mso-list:l1 level1 lfo6">
<span style="font-size:12.0pt;font-family:"Helvetica Neue";mso-ligatures:none">Make an individual’s minority status less relevant by retaining and hiring diverse employees.<o:p></o:p></span></li></ol>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto"><span style="font-size:12.0pt;font-family:"Helvetica Neue";color:#333333;mso-ligatures:none">DEI is a team sport, but commitment, dedication, persistence, and investments from leadership
are critical to creating inclusive environments. Leaders should create a receptive space for both DEI work and women’s voices; leaders who model conversations and behaviors that create inclusion also create welcoming environments for women to voice their opinions
and experiences and to bring their true selves to work.<o:p></o:p></span></p>
<p class="MsoNormal">_________________________________________________________________________________<o:p></o:p></p>
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<p class="MsoNormal" style="background:white"><b><span lang="EN-NZ" style="font-size:14.0pt;font-family:"Tahoma",sans-serif;color:#1F497D;mso-ligatures:none">Paradise Tabucala</span></b><span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:#222222;mso-ligatures:none"><o:p></o:p></span></p>
<p class="MsoNormal" style="background:white"><span lang="EN-NZ" style="font-family:"Tahoma",sans-serif;color:#1F497D;mso-ligatures:none">Public Relations & Communications Officer</span><span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:#222222;mso-ligatures:none"><o:p></o:p></span></p>
<p class="MsoNormal" style="background:white"><span lang="EN-NZ" style="font-family:"Tahoma",sans-serif;color:black;mso-ligatures:none"> </span><span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:#222222;mso-ligatures:none"><o:p></o:p></span></p>
<p class="MsoNormal" style="background:white"><span lang="EN-NZ" style="font-family:"Tahoma",sans-serif;color:#1F497D;mso-ligatures:none">Pacific Disability Forum</span><span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:#222222;mso-ligatures:none"><o:p></o:p></span></p>
<p class="MsoNormal" style="background:white"><span lang="EN-NZ" style="font-family:"Tahoma",sans-serif;color:#1F497D;mso-ligatures:none">Ground Floor, Kadavu House, Victoria Parade</span><span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:#222222;mso-ligatures:none"><o:p></o:p></span></p>
<p class="MsoNormal" style="background:white"><span lang="EN-NZ" style="font-family:"Tahoma",sans-serif;color:#1F497D;mso-ligatures:none">GPO Box 18458, Suva, Fiji</span><span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:#222222;mso-ligatures:none"><o:p></o:p></span></p>
<p class="MsoNormal" style="background:white"><span lang="EN-NZ" style="font-family:"Tahoma",sans-serif;color:black;mso-ligatures:none"> </span><span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:#222222;mso-ligatures:none"><o:p></o:p></span></p>
<p class="MsoNormal" style="background:white"><span lang="EN-NZ" style="font-family:"Tahoma",sans-serif;color:#1F497D;mso-ligatures:none">Tel: +679 331 2008; +679 773 0200</span><span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:#222222;mso-ligatures:none"><o:p></o:p></span></p>
<p class="MsoNormal" style="background:white"><span lang="EN-NZ" style="font-family:"Tahoma",sans-serif;color:#1F497D;mso-ligatures:none">Mob: +679 899 0134</span><span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:#222222;mso-ligatures:none"><o:p></o:p></span></p>
<p class="MsoNormal" style="background:white"><span lang="EN-NZ" style="font-family:"Tahoma",sans-serif;color:#1F497D;mso-ligatures:none">Fax: +679 3310469</span><span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:#222222;mso-ligatures:none"><o:p></o:p></span></p>
<p class="MsoNormal" style="background:white"><span style="font-family:"Tahoma",sans-serif;color:#1F497D;mso-ligatures:none">Email: </span><span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:#222222;mso-ligatures:none"><a href="https://outlook.office365.com/mail/options/mail/infor@pacificdisability.org" title="infor@pacificdisability.org"><span style="font-size:11.0pt;font-family:"Tahoma",sans-serif;color:#0C64C0">infor@pacificdisability.org</span></a><o:p></o:p></span></p>
<p class="MsoNormal" style="background:white"><span style="font-family:"Tahoma",sans-serif;color:#1F497D;mso-ligatures:none">Web: </span><span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:#0563C1;mso-ligatures:none"><a href="https://outlook.office365.com/mail/options/mail/www.pacificdisability.org" title="www.pacificdisability.org"><span style="font-size:11.0pt;color:#0C64C0">www.pacificdisability.org</span></a></span><span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:#222222;mso-ligatures:none"><o:p></o:p></span></p>
<p class="MsoNormal" style="background:white"><span lang="EN-NZ" style="font-family:"Tahoma",sans-serif;color:#002060;mso-ligatures:none">Facebook: </span><span style="color:#1F497D;mso-ligatures:none"><a href="https://www.facebook.com/PacificDisabilityForum/" target="_blank"><span lang="EN-NZ" style="font-family:"Tahoma",sans-serif">Pacific
Disability Forum</span></a></span><span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:#222222;mso-ligatures:none"><o:p></o:p></span></p>
<p class="MsoNormal" style="background:white"><span lang="EN-NZ" style="font-family:"Tahoma",sans-serif;color:#002060;mso-ligatures:none">Twitter:
<a href="https://twitter.com/PDFSEC" title="https://twitter.com/PDFSEC"><span style="color:#0C64C0">@pdfsec</span></a></span><span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:#222222;mso-ligatures:none"><o:p></o:p></span></p>
<p class="MsoNormal" style="background:white"><span lang="EN-NZ" style="font-family:"Tahoma",sans-serif;color:black;mso-ligatures:none"> </span><span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:#222222;mso-ligatures:none"><o:p></o:p></span></p>
<p class="MsoNormal" style="background:white"><span style="font-family:"Tahoma",sans-serif;color:black;mso-ligatures:none"> </span><span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:#222222;mso-ligatures:none"><o:p></o:p></span></p>
<p class="MsoNormal" style="margin-bottom:12.0pt;background:white"><b><i><span lang="EN-NZ" style="font-family:"Tahoma",sans-serif;color:#1F497D;mso-ligatures:none">Organisation in special consultative status with the UN Economic and Social Commission since
2012.</span></i></b><span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:#222222;mso-ligatures:none"><o:p></o:p></span></p>
<p class="MsoNormal" style="background:white"><i><span lang="EN-NZ" style="font-size:10.0pt;font-family:"Tahoma",sans-serif;color:#1F497D;mso-ligatures:none">The information contained in this email message is intended only for the addressee(s). If you <b>are</b> not
the intended recipient, you must not use, disclose, copy or distribute this message or the information in it, including any attachments. If you receive this email in error please notify the sender immediately</span></i><span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:#222222;mso-ligatures:none"><o:p></o:p></span></p>
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