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Our mission at New York Road Runners is to help and inspire people through running. We are advancing our commitment to a more diverse, equitable, inclusive, and socially responsible NYRR—for our team, for our community, and for the sport we love, running.
We are building toward and sustaining a culture and operating model that reflect our values. We are enriching our culture through advocacy, workforce diversity initiatives, and promoting a culture of inclusion and belonging. We are deepening our community engagement efforts by nurturing relationships and implementing diversity, equity, and inclusion best practices into program design.
Our Top Priorities
-
Become a Unified NYRR.
Come together as one team with one vision, shared values, and aligned goals across the organization. -
Integrate Diversity, Equity, Inclusion, and Social Responsibility (DEIS) Into Everything We Do.
Build toward and sustain a culture and operating model that reflect our values. -
Maximize Our Impact.
Leverage our expertise to accelerate how we drive meaningful impact across all of our offerings.
Where We Are
Read each section for information on areas where we have focused our DEIS efforts.
Education, Panels, Shared Learning, and Discussions
We work with other organizations and companies to provide training for our staff. These trainings include implicit bias training, manager training focused on concepts like choice points for equity and inclusion, bystander/upstander intervention training, LGBTQIA+ inclusion and allyship, and disability etiquette and awareness training. We create shared learning spaces for ideation and discussion that confront socially important topics like antiracism, gender, sex, sexual identity discrimination, ableism, and classism.
Expanding Our Recruiting Pipeline and Outreach
We are building a talent community by increasing our outreach pipeline. In collaboration with the Recruitment Team, we work with other organizations to source a diverse slate of candidates for open positions.
Programming and Activations
We intentionally foster an environment to embed and activate DEIS into everything we do and recognize and celebrate heritage and cultural months through programming and activations, including video creations with our community such as:
Gender Inclusion
We formed an internal task force that works together with our DEIS team and gender inclusion consultant to elevate the safety, belonging, inclusion, and representation of our LGBTQIA+ staff and community.
Internally, we have upgraded our internal platforms to ensure our gender identity categories are more expansive, upgraded our restroom signage, and we continue to share more resources to support our LGBTQIA+ staff and drive allyship.
Externally, we have updated our registration process for our events and programs to include a non-binary category, created non-binary standards for guaranteed entry into events, and created non-binary category top finisher and age-group awards.
Social Responsibility
We encourage volunteerism by providing opportunities to give back to the community, such as the New Alternatives drive. We collaborate with the Sustainability Team on our organization-wide sustainability goals.
Some Sustainability Team highlights from this past year include:
- In November 2021, we partnered with Flow, NYRR’s first non-exclusive sustainability partner.
- The 2021 TCS New York City Marathon course water and Gatorade cups were composted for the first time ever.
- The 2021 Mastercard New York Mini 10K included optional donations in the entry fee resulting in trees planted under the Mastercard Priceless Planet initiative. Runners donated enough to plant 843 trees.
DEIS Framework
Internal
We have rooted four key pillars within our Diversity, Equity, Inclusion, and Social Responsibility in our DEIS Framework. They are:
- Advocacy
- Workplace Diversity
- Inclusion and Belonging
- Compliance
External
We are establishing strategic alliances and partnerships with to engage and amplify our community. We are partnering with external-facing departments on strategies for meaningful community outreach and engagement. We have begun promoting corporate social responsibility (CSR) by engaging diverse suppliers and vendors, analyzing and aligning our environmental and social sustainability plans, including volunteerism and philanthropy.
Learning and Growing
We are learning, growing, driving awareness, and inspiring advocacy with the following partners:
Workforce and Leadership Representation
We acknowledge that positive impact and meaningful change require ongoing analysis and data transparency to our staff and community. As we advance diversity, equity, inclusion, and social responsibility, NYRR will share the demographics of our workforce and leadership each January.
The data helps inform our work to mobilize every area of our organization to embed a stronger DEIS foundation. We aggregated data for our 2021 DEIS Annual Report for race/ethnicity, age, gender*, and intersectionality (gender and race/ethnicity). These metrics are diagnostic for where we are but don’t highlight all aspects of our staff’s identities. We are working on a more comprehensive strategy to include self-identification categories such as LGBTQIA+, veteran status, and persons with disabilities.
Collecting this information will help the organization fulfill its mission to advance our commitment to a more diverse, equitable, inclusive, and socially responsible NYRR.
The report highlights progress such as celebrating our women representation throughout our workforce and leadership. We also recognize our pain points and areas of opportunities.
We will continue to build on these efforts to diversify our workforce and foster an environment of inclusion and belonging.
*For our 2021 DEIS Annual Report, gender identities include women and men. We have expanded our gender identity categories to include non-binary which will be reflected in our 2022 DEIS Annual Report next January.
Methodology
Numbers may differ slightly due to the rounding of percentages for our intersectionality representation. In some cases, the individual percentages may not add up precisely to the overall percentage due to rounding.
Gender
Workforce Representation
Women
| Gender | Overall % |
|---|---|
| Men | 47% |
| Women | 53% |
Executive Representation
Men
Women
| Gender | Overall % |
|---|---|
| Men | 30% |
| Women | 70% |
Function Leader Representation
Men
Women
| Gender | Overall % |
|---|---|
| Men | 43% |
| Women | 57% |
Race/Ethnicity
Workforce Representation
Asian
Black or African-American
Hispanic or Latinx
Native Hawaiian or Other Pacific Islander
Two or More Races
White
| Race/Ethnicity | Overall % |
|---|---|
| Asian | 9% |
| Black or African-American | 10% |
| Hispanic or Latinx | 19% |
| Native Hawaiian or Other Pacific Islander | 1% |
| Two or More Races | 5% |
| White | 56% |
Executive Representation
Asian
Black or African-American
Hispanic or Latinx
White
| Race/Ethnicity | Overall % |
|---|---|
| Asian | 10% |
| Black or African-American | 20% |
| Hispanic or Latinx | 10% |
| White | 60% |
Function Leader Representation
Asian
Black or African-American
Hispanic or Latinx
Native Hawaiian or Other Pacific Islander
White
| Race/Ethnicity | Overall % |
|---|---|
| Asian | 10% |
| Black or African-American | 14% |
| Hispanic or Latinx | 14% |
| Native Hawaiian or Other Pacific Islander | 5% |
| White | 57% |
Intersectional Representation
Workforce Representation
| Race/Ethnicity | Overall % | Men | Women |
|---|---|---|---|
| Asian | 9% | 5% | 4% |
| Black or African-American | 10% | 2% | 8% |
| Hispanic or Latinx | 19% | 13% | 6% |
| Native Hawaiian or Other Pacific Islander | 1% | 0% | 1% |
| Two or More Races | 5% | 2% | 2% |
| White | 56% | 25% | 32% |
Executive Representation
| Race/Ethnicity | Overall % | Men | Women |
|---|---|---|---|
| Asian | 10% | 0% | 10% |
| Black or African-American | 20% | 10% | 10% |
| Hispanic or Latinx | 10% | 10% | 0% |
| White | 60% | 10% | 50% |
Function Leader Representation
| Race/Ethnicity | Overall % | Men | Women |
|---|---|---|---|
| Asian | 10% | 5% | 5% |
| Black or African-American | 14% | 0% | 14% |
| Hispanic or Latinx | 14% | 9% | 5% |
| Native Hawaiian or Other Pacific Islander | 5% | 0% | 5% |
| White | 57% | 28% | 29% |