Professional Documents
Culture Documents
MLB Report Card
MLB Report Card
By Richard E. Lapchick
Contributing Editors: Daniel Bowman, David Eichenberger, Spencer Ewing, A.J. Forbes, Alayshia Green,
Brian Jackson, Brady Johnson-Schmeltzer, Amanda Kiernan, Taylor Middleton, Devon Miller,
Kyle Richardson and Ashley Turner
Presented by:
The Institute for Diversity and Ethics in SportTM
with the DeVos Sport Business Management Program
in the College of Business Administration of the
University of Central Florida
Table of Contents
Executive Summary.........................................................................................1
Report Highlights............................................................................................5
Overall Grades.................................................................................................8
Grades By Category.......................................................................................10
MLB Players......................................................................................................10
MLB Managers.................................................................................................12
MLB Coaches...................................................................................................13
MLB Central Office..........................................................................................15
MLB Team Front Offices.................................................................................17
Owners..........................................................................................................17
Chief Executive Officers and Presidents.......................................................18
Head of Baseball Operations/General Managers...................................18
Team C-Suites Executives......................................................................18
Vice Presidents.......................................................................................19
Senior Administration............................................................................20
Professional Administration..................................................................20
MLB Umpires............................................................................................21
MLB Diversity and Inclusion Initiatives.....................................................22
How Grades Were Calculated and Methodology.........................................23
About the Gender and Racial Report Card................................................23
The Institute for Diversity and Ethics in Sport..........................................24
DeVos Sport Business Management Program............................................24
Appendix I - Diversity and Inclusion Initiatives........................................25
Appendix II - List of Team Vice Presidents................................................40
Appendix III - Data Tables............................................................................45
Historical Listing of MLB Managers of Color.......................................49
MAJOR LEAGUE
BASEBALL
Media Contacts:
A.J. Forbes, (563) 581-7343, [email protected]
Kyle Richardson, (540) 656-6918, [email protected]
And just as the season started, Major League Baseball Racial Hiring
Commissioner Rob Manfred announced that the All-
B+
Star Game would be moved out of Atlanta because
of the law passed in Georgia that would result in
voter suppression. MLB’s unprecedented move
reflected the second major outcome of 2020-21:
the racial reckoning that started with the killing of
George Floyd.
C
2021 Major League Baseball Racial and Gender
Report Card (RGRC).
A+ 37.6%
It is important to note that beginning with the 2021
Racial and Gender Report Card series, a racial and
gender hiring grade for Team Ownership is being People of Color
calculated into the final grades. Based on previous
Report Cards, this will result in slightly reduced
overall grades for race and gender across all 2021 Racial Hiring Grade for
Report Cards. The 86.8 points for racial hiring
practices represented a decrease from 88.7 in the MLB Central Office
A-
2020 MLB RGRC and the difference is partially
attributable to adding the graded ownership 28.5%
category in 2021. The 70.7 points for gender hiring People of Color
practices was a decrease from 72.7 in 2020 and
the difference is partially attributable to adding the
graded ownership category. The same was true for Gender Hiring Grade for
the overall grade of 78.8 points, down from 80.7 in MLB Central Office
the 2020 MLB RGRC.
A+
history of professional baseball. All of these were
breakthroughs that contributed to MLB’s overall
grade.
40.5%
People of Color
C-
people of color and women in the most pivotal roles
in sport. The owners must be accountable in their
team’s diversity, equity and inclusion efforts.”
13.3%
People of Color
B+
resulted in a significant drop in their Central Office
racial and gender grade. 19.8%
People of Color
Lapchick added “Jackie Robinson continues to
have an impact on baseball and sport as a whole,
even 74 years after he broke the color barrier. He Gender Hiring Grade for
played for something far bigger than himself. Jackie
played for the future of baseball, a future where Senior Administration
C-
all people can participate on and off the field and
not experience the racism and backlash that he too
often faced while playing. The 2021 Major League
28.5%
Women
Baseball Racial and Gender Report Card revealed
that baseball must improve, but I am confident that
the policy changes and notable hires over the past
few months will move toward Jackie’s vision.” Racial Hiring Grade for
Professional Administration
Major League Baseball continues to have a diverse
group of players with 37.6 percent being players
of color. It should be noted, however, that is down
from 39.8 percent in the 2020 Report. The number
B+ 24.4%
People of Color
of Black or African-American players on Opening
Day rosters was at 7.6 percent, a slight increase
from last year. Gender Hiring Grade for
Additionally, the MLB Draft continues to show Professional Administration
D+
promising signs for a future increase in Black or
African-American players. Between 2012 and 2020,
the first round of the MLB Draft featured 51 Black
25.5%
Women
or African-American players out of 289 selections
(17.6 percent), including a large percentage of
alumni from MLB-led youth and amateur baseball Lapchick continued, “Major League Baseball
development programs. teams must continue efforts to grow the game in
communities which continue to lack access to the
Commissioner Rob Manfred’s newly expanded game with the intent of growing and diversifying
Central Office received an A- for racial hiring and the player pool. Over the past five years, there have
a C- for gender hiring practices. People of color been positive signs of growth in the percentage of
comprised 28.5 percent and women comprised 29.1 managers of color, but the lack of diversity in this
percent of the total Central Office professional staff. key position throughout MLB is glaring, especially
There were 18 people of color and 27 women in when looking at the level of diversity among the
positions of vice president or higher at the League players. In fact, the 2021 season opened with six
Office. managers of color, which, while an improvement
from three in 2016, remains too far below the all-
Much more work is necessary at the club level, time high of 10 reached in 2002 and 2009.”
Of the nine grades for race at the team level, the
only A grade or better was for coaches at 40.5 Commissioner Manfred’s Central Office has
percent people of color. MLB received a B+ for implemented a number of diversity initiatives in
racial hiring for senior administration, professional recent years to address this diversity and inclusion
administration, and team managers, but a C+ for issue. These initiatives are elaborated on in
vice presidents, a C- for general managers and a Appendix I. They include the Diversity Pipeline
D+ for C-suite executives. MLB received F’s for Program, which seeks to identify, develop, and grow
owners and CEO/presidents,. The grade of C- for the pool of qualified minority and female candidates
general manager remained the same as there was no for on-field and baseball operations positions; the
change with only four people of color serving in that MLB Diversity Fellowship which provides the
role. Of the four general managers of color, Kim Ng opportunity for young, diverse professionals to
was hired by the Miami Marlins in November 2020, experience front office positions that have been
as noted above, shattering barriers after becoming traditionally influential in baseball operations
the first woman to serve as a general manager of an decisions; The Diverse Business Partners program
MLB team, and the first among any major league which has cultivated new and existing partnerships
professional men’s team in North American Sports with minority and women-owned businesses,
since Lynne Meterparel was hired in 1999 as GM including veteran-owned, LGBT-owned and other
by the San Jose Clash in the MLS. Ng’s hiring may underrepresented small businesses; as well as a
be the most important diversity hire in recent MLB number of other initiatives to engage people of all
history. sexual-orientations, ages, abilities, and faiths.
Lapchick commented, “Following the racial All data was collected by the MLB Central Office
reckoning that occurred over the summer of 2020, and transmitted to the research team at The Institute
Major League Baseball began making additional for Diversity and Ethics in Sport (TIDES) in the
commitments to making their hiring practices more University of Central Florida’s DeVos Sport Business
inclusive. This began with the important hirings of Management Graduate Program. Using data as of
Michele Meyer-Shipp as Chief People and Culture January 1, 2021, TIDES conducted an analysis of the
officer and Justin Reyes as Vice President of racial breakdown of the MLB players, managers, and
Diversity, Equity & Inclusion. Both have overhauled coaches. This MLB Report Card includes a racial and
MLB’s diversity, equity and inclusion strategy and gender breakdown of the owners, management in the
have already created substantial results.” MLB Central Office and at the club level, top team
Black Players
(BAM) – notably those in its technology,
sponsorship, consumer products, video review
and instant replay functions. As a result, the
overall workforce of MLB Central Office has
increased nearly 210 percent from 419 in 2019 to
7.5%
2020
7.6%
2021
1,296 as of January 1, 2021. The Central Office
comparisons throughout this Report should be
considered as atypical because of this dramatic
increase at the League Office.
• Additionally, in February of 2021, MLB hired • In what may be the most important diversity hire
Michael Hill, Senior Vice President, On-Field in recent MLB history, Kim Ng became the first
Operations, Baseball Operations (Black & woman to serve as general manager of an MLB
Latinx), Raul Ibanez, Senior Vice President, On- team when she was hired by the Miami Marlins.
Field Operations, Baseball Operations (Latinx) Lynne Meterparel was hired in 1999 as general
and Ken Griffey Jr. as Senior Advisor to the manager by the San Jose Clash in the MLS.
Commissioner (Black). These senior executive Betty D’Anjolell was interim general manager
level hires represent a three percent increase in of the Miami Fusion in 1998. Ng is the highest-
people of color in senior leadership positions, ranking woman in baseball operations.
not reflected in the headcount detail which was
as of January 1. • As of January 1, 2021, people of color held
15.3 percent of team vice president positions,
• Of all MLB Central Office employees at the increasing from last year’s 14.9 percent and
Director and Managerial level, people of color becoming the highest since the 2009 season.
represented 28.2 percent as of January 1, 2021. This included 5.6 percent Black or African-
Women held 24.1 percent of these roles. American, 6.6 percent Hispanic or Latinx, and
1.3 percent Asian. White employees held 83.6
• Of the 40 majority team owners across MLB, percent of vice president roles, a decrease from
39 were white (97.5 percent). Arturo Moreno of 84.2 percent in 2020
the Los Angeles Angels is the only Hispanic or
Latinx majority owner in American professional • Women held 22.0 percent of all team vice
sports. He has owned the team since 2003. president positions, which was an increase of
2.0 percent from 20.0 percent in 2020. This is
• Earvin “Magic” Johnson is a minority owner the highest percentage recorded in MLB Report
of the Los Angeles Dodgers along with Billie Card history in this category. Eighteen of the
Jean King and Ilana Kloss, who both joined the 86 women vice presidents (20.9 percent) were
Dodgers ownership group in September 2018. women of color.
Patrick Mahomes along with Karen Daniel, an
African-American woman, became a minority • As of January 1, 2021, 19.8 percent of team
owner of the Kansas City Royals in 2020. senior administration positions were held by
Several women, including Linda Alvarado people of color, an increase from 19.4 percent
(Colorado Rockies), Marla Tanenbaum last year. This included 5.2 percent Black or
(Washington Nationals), and several members African-American, 9.9 percent Hispanic or
of the Steinbrenner family (New York Yankees) Latinx, 2.7 percent Asian, and 1.6 percent of
serve as co-owners. two or more races. White employees held 79.0
percent of these positions, a 0.9 percent decrease
• As of the start of the 2021 season, there were from 79.9 percent in 2020.
four (13.3 percent) people of color holding the
position of either General Manager, President • Of all team senior administration positions,
of Baseball Operations or the equivalent for an women represented 28.5 percent, which was a
MLB Club. This included one Black or African- slight decrease from 28.8 percent in 2020.
American, one Hispanic or Latinx, and two
Asians. • As of January 1, 2021, the percent of people
88.7 86.8
for team professional administration, team senior
administration and team managers, a C+ for team
vice presidents, a C- for team general manager/
president of baseball operations and an F for team
CEO/Presidents and majority ownership. 2020 2021
For gender hiring practices, MLB received a C- for
Central Office and team senior administration, a D+
team professional administration and an F for the
remaining categories. Gender Hiring:
Another notable change affecting MLB was their
League Office increasing its staff from 419 in 2020 to 72.7 70.7
1,296 in 2021 after opening their new headquarters.
The office almost tripling-in-size resulted in a
2020 2021
significant drop in their Central Office racial and
gender grade.
A+ 37.6%
IL, restricted and suspended players) was 7.6
percent, which remained generally consistent with
2019 and 2020 Opening Day rosters. Overall, the Players of Color
diversity of all players on Opening Day rosters (906
players in total) was 37.6 percent, down from 39.8 MLB Draft Results
percent in 2020.
The MLB Draft continues to show promising signs
2021 Opening Day Rosters for a future increase in Black or African-American
players.
• The percentage of Black or African-American • Between 2012 and 2020, the first round of
players on Opening Day Major League rosters the MLB Draft featured 51 Black or African-
was 7.6 percent, an increase of 0.1 percent since American players out of 289 selections (17.6
2020. percent), including a large percentage of alumni
from MLB-led youth & amateur baseball
• The percentage of Hispanic or Latinx players development programs. This bodes well for
saw a decrease from 29.9 percent in 2020 to 28.1 the future of Black and African-American
percent on 2021 Opening Day rosters. participation in baseball.
marked the second time in three years that 1992, eclipsing the recent previous high of
two Black or African-American players were 22.6 percent (seven of 31) in 2012.
selected within the top six picks (also 2017 with
top overall pick Royce Lewis and second overall • 20 Black or African-American players were
pick Hunter Greene). selected in the first rounds of the 2012, 2013 and
• Overall, 12 of the first night’s 78 selections were 2014 Drafts.
Black or African-American (15.4 percent).
In the 2020 Draft, which had five total rounds, 16
In 2018: of the first 73 selections (21.9 percent) were people
• Six of the 30 first round selections (20.0 percent), of color. Those 16 included Austin Martin (5th
and 18 of the 78 picks on the opening night of overall, TOR); Nick Gonzales (7th overall, PIT);
the Draft (23.1 percent), come from diverse Ed Howard (16th overall, CHI); Jordan Walker
backgrounds. (21st overall, STL); Carson Tucker (23rd overall,
• Additionally, 13 of the first 78 picks (16.7 CLE); Alika Williams (CB-A, TB); Ben Hernandez
percent) were African-American/Black/African- (2nd round, KC); Christian Roa (2nd round, CIN);
Canadian. Freddy Zamora (2nd round, MIL); Masyn Winn
(2nd round, STL); Alerick Soularie (2nd Round,
In 2017: MIN); Tink Hence (CB-B, STL); Isaiah Greene (2-
• Eight of the top 26 selections (30.8 percent) C, NYM); Sammy Infante (2-C, WSH); Alex Santos
identified as Black or African-American or (2-C, HOU); and Trei Cruz (3rd round, DET).
identified as Hispanic or Latinx.
• 2017 also marked just the fourth time ever in As of the results seen in the Annual Sports and
the history of the MLB Draft that the first two Fitness Industry Association Participation Report
picks were Black or African-American players released in 2019, MLB has been encouraged by a
(1-Royce Lewis, 2-Hunter Greene). potential future increase in overall participation in
• This was also the third consecutive year that an baseball. Some of the findings include:
alumnus of the Reviving Baseball in Inner Cities • Baseball has grown 20 percent in participation
(RBI) program was selected within the top five since 2014 (the year prior to the launch of
picks (2017, Greene - #2; 2016, Corey Ray - #5; ‘PLAY BALL’), which more than doubles the
2015, Dillon Tate - #4). growth percentage of the second closest sport
(basketball at 8 percent).
In 2016: • In that same timeframe, casual participation in
• Ten of the top 41 selections (24.4 percent) and baseball has risen 55%.
17 of the first night’s 77 selections (22.1 percent) • For the fourth consecutive year, baseball
were Black or African-American or Hispanic or and softball combined to rank as the most
Latinx. participated team sports in the United States in
2019 with 25.1 million participants.
In 2015:
• The first round featured the selection of nine
Black or African-American players (25 percent,
nine of 36).
• On a percentage basis, this represented the
highest total number of Black or African-
American players in the first round since
• Rick Renteria, Chicago White Sox (Hispanic or people of color occupied 3.0 percent of coaching
Latino) positions.
• Dave Roberts, Los Angeles Dodgers (Two or
More Races) MLB has been a leader for women coaching MLB
• Luis Rojas, New York Mets (Hispanic or Latino) teams. As of January 1, there were 22 women who
had either on-field coaching or player development
Racial Hiring Grade for roles.
MLB Managers • Lauren Abarca Coordinator,
Conditioning, New York Yankees
Mental
B+
• Rachel Balkovec, Tampa Complex Hitting
20.0% Instructor, New York Yankees
People of Color • Frances Cardenas, Mental Skills Coach,
Philadelphia Phillies
MLB Coaches • Rachel Folden, Minor League Hitting Coach,
Chicago Cubs
As of January 1, 2021, the percentage of people of • Samantha Gilmore, Mental Skills Coach, New
color holding coaching positions was 40.5 percent, York Mets
a 1.3 percent decrease from 2020. Black or African- • Vanessa Gomez, Strength & Conditioning
Americans held 5.7 percent of coaching positions, Coach, Philadelphia Phillies
a decrease from 6.3 percent in 2020. Hispanics or • Jacqueline Gover, Strength & Conditioning
Latinx held 31.8 percent of coaching positions, a Coach, St. Louis Cardinals
decrease of 1.0 percentage point from 2020. All other
• Holly Hansing, Minor League Strength and • Bianca Smith, Player Development Coach,
Conditioning Coach, Philadelphia Phillies Boston Red Sox
• Dehra Harris, Assistant Director of High • Carrie Steward, Mental Skills Coach, St. Louis
Performance Operations, Toronto Blue Jays Cardinals
• Andrea Hayden, Major League Strength and • Christina Whitlock, 4th Coach & Scout, St. Louis
Conditioning Coach, Minnesota Twins Cardinals*
• Hannah Huesman, Performance Coach, • Brittany Wiebe, Minor League Strength &
Philadelphia Phillies Conditioning Coach, Houston Astros
• Sydney Masters, Mental Skills Coach, Arizona
Diamondbacks Bianca Smith, a Player Development Coach for the
• Alyssa Nakken, Coach, San Francisco Giants Boston Red Sox, became the first Black or African-
• Andrea Nuñez-Garcia, Minor League Strength American woman named as a professional baseball
and Conditioning Coach, Los Angeles Angels of coach.
Anaheim
• Liz Pardo, Strength & Conditioning Coach, *Christina Whitlock is a seasonal employee, but was
Baltimore Orioles scheduled to work the entirety of the 2020 Minor
• Daniella Rodriguez, Mental Skills Coach, New League Baseball season
York Mets
• Kathryn Rowe, Mental Skills Coordinator,
Baltimore Orioles
• Amanda Sartoris, Minor League Strength &
Conditioning Coach, Miami Marlins
Racial Hiring Grade for 1,296 as of January 1, 2021. Due to this significant
change, the Central Office comparisons throughout
MLB Coaches this report should be considered as atypical because of
A+
this dramatic increase at the League Office. This had
40.5% a large impact on the gender hiring grade.
People of Color
As of January 1, 2021, people of color comprised
28.5 percent of the Central Office professional staff,
MLB Central Office including 6.0 percent who were Black or African-
American, 11.5 percent Hispanic or Latinx, 8.3 percent
It should be noted that in January 2020, MLB’s Asian, 2.5 percent two or more races, 0.2 percent
Office of the Commissioner (BOC) opened its Native Hawaiian or Other Pacific Islander, 0.1 percent
new headquarters at 1271 Avenue of the Americas American Indian or Alaskan Native. This 28.5 percent
in Manhattan, NY. In doing so, the League office represents a significant decrease from 37.5 percent in
combined its previous baseball Office of the 2020.
Commissioner workforce with that of the former
Advanced Media operations (BAM) – notably those Women made up 29.1 percent of the total MLB Central
in its technology, sponsorship, consumer products, Office professional employees, a substantial decrease
video review and instant replay functions. As a result, from 40.1 percent in 2020.
the overall workforce of MLB Central Office has
increased nearly 210 percent from 419 in 2019 to
There were 10 employees in senior executive level The following women are Senior Vice Presidents or
positions as of January 1, 2021. There were 18 above in MLB’s Central Office:
people of color and 27 women in these roles. • Mary Beck, Senior Vice President, Marketing &
Promotions MLB Network
There were 582 employees at the director and • Kimberly Hausmann, Senior Vice President &
managerial level. People of color represented Controller
28.2 percent; women represented 24.1 percent. • Sarah Horvitz, Senior Vice President & Head
Business and Technology Counsel
In 2020, Tony Reagins was promoted to Chief • Bernadette McDonald, Senior Vice President,
Baseball Development Officer and MLB hired several Broadcasting
people of color and women in executive league • Barbara McHugh, Senior Vice President,
office positions including Michele Meyer-Shipp Marketing
as Chief People & Culture Officer, Justin Reyes as • Michele Meyer-Shipp, Chief People & Culture
Vice President, Diversity, Equity & Inclusion and Officer
Karri Zaremba as Senior Vice President, Ballpark • Marla Miller, Senior Vice President, Special
Experience & Ticketing. Events
• Lara Pitaro-Wisch, Executive Vice President &
Additionally, in February of 2021, MLB hired General Counsel
Michael Hill, Senior Vice President, On-Field • Kathleen Torres, Executive Vice President, Finance
Operations, Baseball Operations, Raul Ibanez, • Karri Zaremba, Senior Vice President, Ballpark
Senior Vice President, On-Field Operations, Baseball Experience & Ticketing
Operations, and Ken Griffey Jr. as Senior Advisor to
the Commissioner. These senior executive level hires The following people of color are Vice Presidents in
represent a three percentage point increase in people MLB’s Central Office:
of color in senior leadership positions but are not • Ethel Brual, Vice President, Digital Marketing &
reflected in this 2021 Report Card which was as of Media
January 1. • Christopher Brumm, Vice President & Deputy
General Counsel, Corporate and Finance
The following people of color are Senior Vice • David James, Vice President, Baseball & Softball
Presidents or above in MLB’s Central Office: Development
• Steven Gonzalez, Senior Vice President and • Kunal Joshi, Vice President, Product-Dara
& Chief Employment Counsel, Baseball Platform
Administration & Legal • Melanie LeGrande, Vice President, Social
• Michele Meyer-Shipp, Chief People & Culture Responsibility
Officer • Del Matthews, Vice President, Baseball
• Tony Reagins, Chief Baseball Development Development
Officer • Darrell Miller, Vice President, Youth & Facility
• Jorge Perez-Diaz, Senior Vice President, Development
Litigations & International Affairs • Arturo Pardavila, Vice President, Content
• Vasanth Williams, Executive Vice President, Operations
Chief Product Officer • Radesh Rao, Vice President, Engineering
• Peter Woodfork, Senior Vice President, Minor • Uzma Rawn, Group Director & Vice President,
League Operations & Development Sponsorship Sales
• Justin Reyes, Vice President, Diversity, Equity &Diverse Leadership Promotions at MLB’s Office of
Inclusion the Commissioner
• Ariana Talai, Vice President, Ballpark Diverse leadership promotions in as of January 1,
Infrastructure Operations 2021 included:
• Tony Reagins, Chief Baseball Development
The following women are Vice Presidents in MLB’s Officer
Central Office: New senior level diverse hires as of January 1, 2021
• Marianne Boak, Vice President, Enterprise included:
Products • Michele Meyer-Shipp, Chief People & Culture
• Diana Braverman, Vice President, Controller Officer
• Ethel Brual, Vice President, Digital Marketing & • Justin Reyes, Vice President, Diversity, Equity &
Media Inclusion
• Courtney Coppotelli, Vice President, Account • Karri Zaremba, Senior Vice President, Ballpark
Services Experience & Ticketing
• Diane Cuddy, Vice President, Human Resources
• Daria L. DeBuono, Vice President, Product, MLB Team Front Office
Digital Content
• Mary Lawless, Vice President, Legal & Business Ownership
Affairs
• Melanie LeGrande, Vice President, Social Arturo Moreno, who owns the Los Angeles Angels,
Responsibility is the only Hispanic or Latinx majority owner in
• Tanya Fickenscher Leonard, Vice President & professional sports and is the only majority owner of
Deputy General Counsel color for an MLB team.
• Donna Hoder, Vice President, Office Operations
• Katie Meyers, Vice President, Talent Management Derek Jeter, who is part of the Miami Marlins
• Alicia Mullin, Vice President, New Media & ownership group, also serves as the Club’s Chief
Content Marketing Executive Officer.
• Uzma Rawn, Group Director & Vice President,
Sponsorship Sales Earvin “Magic” Johnson is a minority owner of the Los
• Jennifer Shaw, Group Director & Vice President, Angeles Dodgers along with Billie Jean King and Ilana
Integrated Marketing Kloss, both of whom joined the Dodgers ownership
• Ariana Talai, Vice President, Ballpark group in September 2018. Patrick Mahomes became
Infrastructure Operations a minority owner of the Kansas City Royals in July
• Moira Weinberg, Vice President, Investigations & 2020. Karen Daniel, an African-American woman,
Deputy General Counsel joined the Kansas City Royals ownership group in
• Amanda Whichard, Vice President, Product November of 2020. Daniel was Executive Director,
Development Chief Financial Officer and President of the Global
Finance & Technology Division. She joins Mahomes
as part of their ownership group. Several women,
including Linda Alvarado (Colorado Rockies), Marla
Tanenbaum (Washington Nationals), and several
members of the Steinbrenner family (New York
Yankees) serve as co-owners.
C-
Manager (6.7 percent):
F
Racial Hiring Grade for
3.3% Head of Baseball Ops/GMs
People of Color
F 0.0%
Team C-Suite Executives
Women This was the first year that TIDES has analyzed C-Suite
as a separate category. “C-Suite” refers to executive-
Head of Baseball Operations/General Managers level managers, such as chief financial officers, chief
operating officers, and chief information officers.
In 2021, there were four (13.3 percent) people of color These are among the most influential personnel who
who held the position of the President of Baseball are responsible for developing and executing the
Operations or the General Manager. This included overall strategy and business operations of the club.
one Black or African-American, one Hispanic or Chief executive officers are not included because they
Latino, and two Asians. People of color are very are accounted for in the CEOs/Presidents category.
D+
vice presidents, Black or African-Americans were 5.6
12.9% percent, Hispanics or Latinx 6.6 percent, Asians 1.3
percent, with all other people of color representing
People of Color
1.9 percent.
Gender Hiring Grade for
There was a total of 86 women holding team
C-Suite Executive Vice President, Senior Vice President and
F
vice president positions on MLB teams, representing
22.6% 22.0 percent. Women are seriously underrepresented
in team vice president positions.
Women
A list of team vice president and above who were Racial Hiring Grade for
women and/or people of color can be found in
Appendix II. Senior Administration
C-
People of Color
F 22.0%
Team Professional Administration*
MLB Umpires
B+
5.3 percent and 9.3 percent of umpires, respectively.
24.4%
People of Color There were no women umpires as of January 1, 2021.
D+
Umpires
25.5%
Women
C 14.7%
People of Color
A+
assessed by racial and gender makeup – of players, The Institute is located. In addition, Dr. Lapchick serves
coaches and front office/athletic department employees as President and CEO of the Institute for Sport and
in our country’s leading sports organizations, including Social Justice (ISSJ), a group of more than 280 colleges
the National Basketball Association (NBA), National and universities that helps student-athletes complete
Football League (NFL), Major League Baseball (MLB), their college degrees while serving their communities
Major League Soccer (MLS) and the Women’s National on issues such as diversity, conflict resolution and men’s
Basketball Association (WNBA), as well as in collegiate violence against women. It was formerly known as the
athletics departments. National Consortium for Academics and Sports (NCAS).
candidates for on-field and baseball operations roles. • Moises Rodriguez, Assistant General Manager, St.
The DPP is spearheaded by Tyrone Brooks, Senior Louis Cardinals
Director of Front Office and Field Staff Diversity • De Jon Watson, Special Assistant to the President
Pipeline Program, and is overseen by a committee of General Manager, Washington Nationals
diverse League & Club officials. • Peter Woodfork, Senior Vice President, Minor
League Operations, Office of the Commissioner
As of January 1, 2021, there were 215 DPP assisted
hires.73 were full-time, 23 part-time and 119 were MLB Diversity Fellowship Program: In June
internship positions. These DPP assisted hires 2018, Major League Baseball launched the Diversity
included 60 hires during the 2019-2020 hiring cycle, Fellowship Program, a recruitment and talent pipeline
of which 22 percent were women, 40 percent African- for front office roles in baseball operations and league
American or Black, 37 percent Latinx and 5 percent economics. The program is designed to identify
Asian. talented and diverse professionals for opportunities
at MLB Clubs or MLB’s Central Office. 19 of the
Not reflected in the total headcount are the 38 hires 22 Fellows selected in the first class, two of which
made through the DPP in 2021, during which 16 were placed in MLB Central’s Office with others
percent were women, 53 percent Black or African- placed across 18 Clubs, remained in the industry in
American, 29 percent Latinx and 5 percent Asian. 2020, with most (17) transitioning into full-time roles.
Candidates not retained have been assisted in their
Diversity Pipeline Program Advisory Council: respective job searches by the Front Office & On-
• Jean Afterman, Senior Vice President & Assistant Field Diversity Pipeline Program.
General Manager, New York Yankees
• Billy Bean, Vice President & Special Assistant to The MLB Central Office Fellows rotate in an 18-month
the Commissioner, Office of the Commissioner process that includes roles across International
• Craig Counsell, Manager, Milwaukee Brewers Operations, Umpiring and On-field Rules &
• Pat Courtney, Chief Communications Officer, Regulations, and League Economics. The Club-based
Office of the Commissioner program consists of an 18-24-month commitment in a
• Steven Gonzalez, Senior Vice President & Deputy front office or baseball operations role.
General Counsel, Labor Relations & Human
Resources, Office of the Commissioner The current class of 18 Fellows is 50 percent women
• Quinton McCracken, Minor League Coach, and 56 percent people of color, with one selected and
Tampa Bay Rays placed in MLB’s Central Office while the remainder
• Paul Mifsud, VP, Head Baseball Operations were placed across 19 Clubs.
Counsel, Office of the Commissioner
• Michele Meyer-Shipp, Chief People & Culture While many Clubs will participate in the MLB
Officer, Office of the Commissioner Fellowship, others have formed their own:
• Kim Ng, General Manager, Miami Marlins • The Atlanta Braves launched the Henry Aaron
• Katie Pothier, Executive VP/General Counsel, Fellowship, a 12 month program designed to
Texas Rangers support the pipeline of candidates who are
• Tony Reagins, Chief Baseball Development interested in becoming a senior-level executive of
Officer, Office of the Commissioner a Major League Baseball club. This Fellow works
• Justin Reyes, Vice President, Diversity, Equity & closely with the President and Chief Executive
Inclusion, Office of the Commissioner Officer of the Atlanta Braves, while also being
• Dave Roberts, Manager, Los Angeles Dodgers involved with day-to-day operations of various
departments within the organization. The Henry roles within baseball operations.
Aaron Fellow is provided an overview and in-
office experience of executive leadership, which 11 Clubs participated in the program in 2020 despite
allows for the development of tools necessary for a shortened Major League season. Several notable
leading and operating the various lines of business former players with Major League experience were
within a Major League franchise. selected to participate in the program, including Eric
• The New York Yankees expanded their Sport Patterson (CHI) and Derrick Robinson (KC). Four
Management Mentorship Initiative to include former players, including Patterson and Robinson
students from the City University of New York along with Malcolm Holland (BAL) and Navery Moore
(CUNY). CUNY is the largest urban university (MIN), were hired into full-time roles beyond the
system in the United States, comprising 25 program. Those selected were given the opportunity
campuses (including senior colleges, community to attend a day-long professional development
colleges, and post-graduate institutions), session hosted by the Office of the Commissioner
enrollment of over 275,000 degree-seeking at the 2019 Baseball Winter Meetings. The session
students, and over 225,000 adult and continuing featured former players and executives who discussed
education students. This six-week course will transitioning into front office and on-field careers,
grant students access to leaders across Community which included Chris Young (the then Senior VP, On-
Relations, Finance, Sales, Legal, Human Field Operations, MLB), Jerry DiPoto (Executive VP/
Resources, Baseball Operations, Scoreboard GM, Seattle Mariners), Dave Roberts (manager, Los
Operations and Social Media. Angeles Dodgers), and Joe Torre (Special Advisor to
• The Texas Rangers announced the Charley Pride the Commissioner, MLB).
Fellowship Program, a 10-week rotation for 5
fellows across three front office departments. Society for American Baseball Research (SABR)
Analytics Conference: In March 2020, MLB granted
The Seattle Mariners are founding partners of a new scholarships to 25 students to attend the Society for
diversity program at Seattle University’s Albers School American Baseball Research (SABR) Analytics
of Business and Economics, offering fellowship Conference. Students were asked to submit their
and job opportunities for candidates enrolled in the resumes and write an essay. They were then chosen
university’s new MBA in Sport and Entertainment based on their experiences and interest in baseball
Management. Roles will be available in such areas operations. These students had the opportunity to
as communications, finance, legal, Information meet with MLB Club executives and panelists during
Technology and athletic training. The Mariners are the conference and participate in virtual and in-
joined in this effort by the Seattle Kraken, Seattle person panel discussions. Since the inception of this
Storm, Seattle Sounders FC, Seattle Seahawks, Oak opportunity to attend the conference, over 80 students
View Group and Climate Pledge Arena. have been sponsored to attend with over 30 percent of
the attendees able to gain opportunities in the game
Former Player Internship Program: In April of 2019, following the experience. In 2021, MLB increased its
Major League Baseball launched the Former Player partnership to 40 seats for the conference.
Internship Program, a joint initiative between the
Diversity Pipeline Program and the Player Programs Buck O’Neil Professional Baseball Scouts and
department at the Office of the Commissioner. The Coaches Association: In November 2020, the
program aims to provide diverse former players Buck O’Neil Professional Baseball Scouts and
with the opportunity to gain six months of practical Coaches Association, a group designed to develop
experience working in front office and/or on-field underrepresented scouts and coaches, held their three-
day conference virtually, which was co-hosted by the for former athletes to gain access, sustain value
Office of the Commissioner for over 200 attendees. and navigate advancement within Major League
Tony Reagins, Chief Baseball Development Officer, Baseball and the sports business realm.
and Michele Meyer-Shipp, Chief People & Culture • Asian BRG: The mission of the Asian BRG at
Officer, were featured in presentations and fireside Major League Baseball is to establish and grow
chats to discuss the current state of the game and a community of individuals who (1) identify
upcoming initiatives. Members also participated in with or are interested in Asian and/or Asian-
various continuing education sessions, discussions American culture, (2) are interested in baseball/
with top baseball operations executives from across softball activities, and (3) want to increase support,
the league, and skill development sessions hosted by mentoring opportunities and baseball/softball
the Diversity Pipeline Program. awareness and education for all participants.
• Baseball’s Black Professionals: The mission
In March of 2021, MLB launched “MLB On of Baseball’s Black Professionals BRG is to
Deck,” a sales training program designed to provide foster dialogue and action around cultural issues
participants a jumpstart in their sales careers through a impacting the Black community within MLB and
series of training sessions and consideration for entry- beyond to create a culture of inclusivity and drive
level opportunities across Major League Baseball business results for Baseball.
and Minor League Baseball entities. This eight-week • MLB Home Base (Working Parents) BRG: The
pilot program will focus on engaging candidates mission of MLB Home Base BRG is to establish
from historically underrepresented communities as Major League Baseball as an industry leader with
MLB aims to grow its diversity and the visibility of respect to company policies and activities that
these groups within the industry. Participants who positively affect the work-life balance and facilitate
successfully complete this program will directly into the success of all employees.
hiring pipelines with Clubs. • MLB H.Y.P.E. (High-Potential Young Professional
Employees): The mission of MLB H.Y.P.E. is to
Professional Development: provide a platform for young professionals to grow
in the baseball industry and form inter-generational
In 2017, MLB introduced Business Resource Groups dialogue to create an outlet for Major League
(BRGs). These employee networks are not just Baseball to review initiatives engaging young and
social networks but impact groups that share in the diverse audiences.
commitment to diversity, equity & inclusion in the • MLB Pride (LGBTQ Employees and Allies): The
areas including but not limited to ethnic heritage, mission of MLB PRIDE is to foster a network to
generation, gender, gender identity, disability, support LGBT employees and allies, to enhance
sexual orientation, parental status and military & relationships with LGBT business and community
veteran status, or any other protected classes. In partners, and to advance initiatives key to the
2019, MLB created its 9th BRG for Military Veteran success of Major League Baseball.
Professionals (MVP) and allies. The BRGs include: • MLB Women BRG: The mission of MLB Women
Athletes to Executives, Asian BRG, Baseball’s Black BRG is to cultivate an inclusive environment
Professionals, Home Base BRG, MLB H.Y.P.E., that inspires women to advance their skill set
MLB Pride, MLB Women, SOMOS BRG, and MVP and leadership potential through networking,
BRG. mentorship and collaboration.
• SOMOS BRG: The mission of SOMOS BRG is to
• Athletes to Executives: The mission of Athletes to enhance MLB’s efforts in the Latinx community by
Executives is to provide a platform and resource providing opportunities for employee engagement,
Talent Acquisition & Management In 2017, MLB launched “MLB Select,” a candidate
MLB is actively pursuing new, innovative approaches sourcing tool available to all 30 Clubs and Office of
as well as evaluating the hiring process to improve the Commissioner. Candidates are sourced or referred
talent acquisition efforts. Measures include direct by Club employees for consideration for front office
recruitment at Historically Black Colleges & baseball operations and business operations roles. The
Universities and new partnerships with recruitment platform allows each candidate to attach a resume,
and career development platforms, including: cover letter and any relevant projects. From March
• Step up to the Plate – A dedicated series 2020 through January 2021, the candidate pool grew
recruitment events, featuring diverse group of to 233 individuals, a 339% increase.
employees sharing “A day in the life” at MLB.
• Built In – A tech recruiting and media company In 2020, MLB’s Talent Management team also
that features MLB content and profiles highlighting launched “MLB Academy,” the League’s first formal
MLB’s tech employer brand shift. internal learning and leadership development function
• The Muse – An online career platform, focusing to offer employees resources and content to help them
on the “next gen workforce,” that features content grow and develop professionally.
and profiles that highlight MLB as an overall
workplace. Key areas of focus are for job seekers, Supplier Diversity:
current professionals (professional advancement
and skills-building), and organizations (using the Major League Baseball continues to be an industry
platform to attract and hire talent by highlighting leader of economic inclusivity within professional
company culture, workplace and values). sports. The Diverse Business Partners (DBP) program
has cultivated new and existing partnerships with
Early talent pipeline partnerships for roles across the underrepresented businesses, including women-
Office of the Commissioner include: owned, veteran-owned, LGBT-owned and other
• The T. Howard Foundation – The mission is underrepresented small businesses. This program
to promote diversity in media and entertainment increases opportunities for women-owned or minority-
by increasing the number of diverse and owned business enterprises (MWBEs) to participate
underrepresented groups and underserved in procurement activities of MLB entities and MLB
communities within the industry. Clubs. Since the formation of this program in 1998,
• Jackie Robinson Foundation Scholars – MLB and its Clubs have spent nearly $2 billion with
Providing career opportunities to eligible JRF diverse-owned businesses.
Scholars, through the Jackie Robinson Foundation
Scholarship Program. MLB sponsorships include the National LGBT
Chamber of Commerce, the Women's Business coverings and in-kind contributions, totals more than
Enterprise National Council (WBENC), the National $75 million.
Minority Supplier Development Council (NMSDC),
and the US Pan Asian American Chamber of This includes the following:
Commerce Education Foundation (USPAACC). • Player Generosity: Combining efforts to provide
In February, for Black History Month, the Diverse meals and PPE equipment, supporting families
Business Partner programs sponsored a series of affected by cancer, supporting frontline workers,
workshops for over 150 Black-owned businesses and and much more, more than 150 players and
Club procurement representatives. Topics included Managers contributed more than $10 million
amplifying, building, and improving business in financial and in-kind support toward various
practices during the pandemic. causes.
• Ballpark Workers: MLB launched a 30-Club,
Supplier Diversity efforts also expanded to include $30 million effort to support ballpark workers who
provide MLB Diverse Business partner with pro were impacted by the void of games.
bono banner-ad space on MLB.com and billboards Clubs instituted additional levels of financial support
on MLB Network. To date, MLB has sponsored over to ballpark workers who are employees of food service
$300k in marketing spend, inclusive of Black-owned corporations (e.g., Aramark and Delaware North).
businesses during Black History Month and Women- • Food Assistance for Children and the Elderly:
owned businesses during Women’s History Month. MLB and the MLBPA provided a joint $1 million
AAPI, LGBTQIA+, Hispanic, disability and veteran fund to speed food assistance to those impacted
owned businesses will be recognized throughout the by the crisis. This effort addressed food insecurity
year. for Meals on Wheels (the elderly) and Feeding
America (school children).
Now in its fifth year, MLB and its Clubs recognize • From Uniforms to PPE: Fanatics and MLB
partners who have gone above and beyond with the donated more than 1 million masks and gowns
annual “Jackie Robinson Most Valuable Diverse made at the Fanatics factory with raw materials
Business Partner Award.” This award is presented normally used to make Major League Baseball
in recognition of the extraordinary contributions of uniforms.
Jackie Robinson and awarded to the Diverse Business Chicago White Sox: After learning that a popular bridal
Partners that reflect the character and commitment shop in Little Village pivoted to aiding the community
to excellence of Jackie Robinson. The Award is by making face masks, Outfielder Eloy Jimenez and
presented by corresponding Clubs on the field during the Chicago White Sox surprised employees with
Jackie Robinson Day celebrations (April 15 & 16). gift cards and $500 for their service. The Sox also
donated jerseys to be turned into face masks, which
Special Efforts During COVID-19 Pandemic will be donated to first responders in the Little Village
Throughout 2020, MLB and Clubs engaged in a neighborhood.
variety of efforts to assist its communities and blunt Miami Marlins: #WRECares announced a partnership
the wide-ranging impact of the national emergency with the Marlins to assist in safety measure efforts to
resulting from the global coronavirus pandemic. combat COVID-19. The Marlins donated nearly 1,000
jerseys, uniform pants and T-shirts to be utilized as
All told, the financial response toward various masks. As a result, this donation will help fabricate over
communities from the entire baseball industry, 7,500 more masks that will be distributed to facilities
which includes donations from Clubs, Players, Club including the City of Miami Police Department and the
auctions, sales from the sale of team-branded face University of Miami Health System.
assist some of the 39 million students learning at Players Association committed $10 million to help
home in the United States and Canada. Parents, fund innovative programs designed by The Players
legal guardians and teachers can access the program Alliance to improve representation of Black Americans
for students at SummerSlugger.com. EVERFI in all levels of baseball. These efforts are intended to
worked closely with MLB Clubs on the direct-to- improve access to the sport, both externally in the
fan and school & community engagement for the Black community, inclusive of youth participation,
Summer Slugger program. and in front office career opportunities. Additionally,
• Distance Learning: Major League Baseball MLB donated $1 million worth of youth baseball and
and more than two dozen Clubs promoted personal protection equipment to The Players Alliance
baseball-themed fun and educational at-home for their “Pull Up Neighbor” tour, which traveled to
activities to support distance learning. More Black communities all across the country to deliver
information on individual on Club-specific this equipment and establish connections between
activities can be found at: https://www.mlb.com/ Black players and youth.
covid19resources#resources.
• Employer Generosity: Employees at the MLB's Centennial Celebration of the Founding of
Commissioner’s Office joined to support kitchen the Negro Leagues:
and office staff during the pandemic, raising a total
Major League Baseball, Players and MLB Clubs
of $25K. celebrated the 100th anniversary of the founding
• Covid-19 Ballpark Response: of the Negro Leagues in 2020. Notably in February
Several ballparks were used for coronavirus testing 2020, MLB and the Major League Baseball Players
during the height of the pandemic while others were Association (MLBPA) made a joint donation of $1
used as food donation and sorting sites for local million to the Negro Leagues Baseball Museum
communities in need. (www.NLBM.com) to complement efforts to
Presently, nearly a dozen ballparks are being utilizededucate and raise awareness of the impact the Negro
as COVID-19 vaccination sites. Leagues and its players had on the sport and society.
On August 16, all of MLB formally celebrated the
Community Affairs & Social Responsibility: centennial during games with all on-field personnel,
including players, wearing a special Negro Leagues
Charitable Investments: Following the murder of 100 patch that was designed by the Negro Leagues
George Floyd, the heads of baseball operations from Baseball Museum as well as Clubs activating special
all 30 MLB Clubs, led an effort as part of the 2020 commemorations among their fans.
MLB Draft to donate more than $1 million across:
Campaign Zero, Color of Change, Equal Justice In December, MLB corrected a longtime oversight
Initiative, Jackie Robinson Foundation, and the in the game’s history by officially designating the
NAACP Legal Defense and Educational Fund. The Negro Leagues to “Major League” status. During
commitment was comprised of donations from each this year’s centennial celebration of the founding of
of the 30 Club leaders as well as matching funds from the Negro Leagues, MLB was proud to highlight the
MLB and individual Club owners. contributions of the pioneers who played in these
seven distinct leagues from 1920-1948. With this
Players Alliance Partnership: In partnership with action, MLB seeks to ensure that future generations
The Players Alliance, a nonprofit organization will remember the approximately 3,400 players of
comprised of active and former Major League Players, the Negro Leagues during this time period as Major
Major League Baseball and the Major League Baseball League-caliber ballplayers. Accordingly, the statistics
and records of these players will become a part of Jackie Robinson Foundation: Major League Baseball
Major League Baseball’s history. This long overdue and its Clubs continue to support more than 30 four-
recognition is the product of evaluation throughout year Jackie Robinson Foundation (JRF) scholarships
the past year. MLB credits all of the baseball research annually and engages JRF Scholars during the annual
community for discovering additional facts, statistics, JRF Mentoring and Leadership Conference as well as
and context that exceed the criteria used by the Special at MLB jewel events. JRF provides financial assistance
Committee on Baseball Records in 1969 to identify six and direct program services to highly motivated
“Major Leagues” since 1876. It is MLB’s view that students from diverse backgrounds attending colleges
the Committee’s 1969 omission of the Negro Leagues and universities across the country. The Foundation’s
from consideration was clearly an error that demands unique hands-on approach has resulted in a consistent,
this designation. nearly 100 percent graduation rate. In August, Major
League Baseball and the Jackie Robinson Foundation
Jackie Robinson Day: Major League Baseball and its (JRF) announced a partnership extension through
30 Clubs commemorated the legacy of Hall of Famer, 2023, which includes $3.5 million to support JRF’s
Jackie Robinson, both virtually and on-field during Scholarship Program, the Jackie Robinson Museum
2020. On Wednesday, April 15th, Jackie Robinson and the annual JRF ROBIE Awards. The majority of
Day centered on social media and online platforms to funding benefits the Jackie Robinson Foundation’s
underscore the importance of staying safe and healthy Scholarship Program from the 2020-2021 academic
at home. Designed to engage and educate fans about year through 2023-2024. Additionally, MLB and
Robinson’s enduring legacy, efforts incorporated JRF will place a specific emphasis on offering JRF
MLB partners, MLB Clubs, Major League players, Scholars the opportunity to participate in an eight-
and youth baseball & softball players. These ranged week internship program at the Commissioner’s
from educational programs with the Jackie Robinson Office, with a minimum goal of three JRF Scholar
Foundation, Jackie-inspired social media content, internships per year. Additional support will go toward
archived footage, special broadcasts on MLB Network, the Jackie Robinson Museum in New York City. To
and a celebrity DJ set. date, Major League Baseball has committed $2 million
to the Museum. MLB also will continue to sponsor
The in-season Jackie Robinson Day was formally the annual ROBIE Awards, which pays tribute to
commemorated on Friday, August 28th, focusing individuals who embrace the humanitarian ideals of
on Robinson’s activism and impact on civil rights in Jackie Robinson while raising funds for the Jackie
society during and following his playing career. August Robinson Foundation.
28th was the anniversary of the March on Washington
for Jobs and Freedom in 1963, which the Robinson Roberto Clemente Day: Since 2002, Major League
family (Jackie, Rachel and children) attended. It is also Baseball has commemorated Roberto Clemente Day
the date in 1945 when Robinson and Branch Rickey each September in recognition of the humanitarian
met to discuss his future as a member of the Brooklyn Hall of Famer and 15-time All-Star who died in a
Dodgers. Customary to the annual in-season Jackie plane crash on New Year’s Eve 1972 while attempting
Robinson Day celebration, all players, managers, to deliver supplies to earthquake victims in Nicaragua.
coaches, umpires and other on-field personnel wore The Roberto Clemente Award is the highest honor
Jackie’s Number 42 to honor the historic significance awarded to the League player who best represents
in Jackie ushering in necessary changes to Major the game of Baseball through astonishing character,
League Baseball by breaking the color barrier in 1947. community involvement, philanthropy, and positive
contributions, both on and off the field. Every year,
each Club nominates one player to be considered for the MLB market between 2016 and 2020. The projects
Award. The 2020 Roberto Clemente Award Recipient will primarily focus on teen centers, playing fields and
was All-Star pitcher Adam Wainwright of the St. Louis other facilities connected to the Clubs.
Cardinals for his outstanding philanthropic work
around the world through Big League Impact. As the official charity of MLB, Boys & Girls Clubs
annually receives significant financial and in-kind
Scotts Field Refurbishment Program Grants: contributions, including public service announcements,
MLB and Scotts, a long-time league sponsor, began advertising, player appearances, game day events and
the Scotts® Field Refurbishment Program in 2016 MLB game tickets.
to provide youth with modern, playable ball fields in
communities around the U.S. Not only is the Scotts® Voting & Civic Duty Initiatives:
Field Refurbishment Program part of the company’s Civic Alliance: Major League Baseball joined the
larger GroMoreGood initiative to improve children’s Civic Alliance, a non-partisan group of businesses
health and well-being through increased connection working together to build a future where everyone
to greenspaces, but Scotts is also an official partner participates in shaping the United States. Founded by
of MLB’s PLAY BALL initiative, a collective effort the CAA Foundation and Democracy Works, the Civic
to encourage young people and communities to Alliance cultivates a community of companies united
participate in baseball- or softball-related activities, by a shared belief that an active democracy is good for
including formal leagues, events and casual forms of business, and an engaged business community is good
play. Through 2020, the Scotts® Field Refurbishment for democracy. Through this partnership, MLB is the
Program will have renovated two dozen fields with first professional sports league to have joined this non-
nearly $1.75 million of support. Driven by a purpose partisan group.
to GroMoreGood, The Scotts Refurbishment Program
is part of an enterprise-wide commitment from Time to Vote: MLB also committed to Time To Vote
Scotts Miracle-Gro to connect 10 million children to (www.maketimetovote.org), a business-led initiative to
gardening and outdoor play in communities across the help ensure employees have access to and information
U.S. about early voting or vote-by-mail options, updating
policies to ensure paid time off on Election Day, and
Boys & Girls Clubs of America: Each year, Major supporting employee efforts to volunteer as poll or
League Baseball and Boys & Girls Clubs of America election workers during the election cycle.
work together to create unique opportunities. They
work hand-in-hand to fulfill the mission of the 4,700 MLB & Clubs Involvement:
Boys & Girls Clubs that serve over 4 million youth Eight Clubs, inclusive of nine sites – including two
in all 50 states, Puerto Rico, the Virgin Islands and MLB Youth Academies – served as polling locations,
on U.S. military bases around the world, with the voting centers, ballot drop-off or ballot processing
support of over 500,000 Club staff, volunteers and sites:
board members doing whatever it takes to close the • Baltimore Orioles/Camden Yards: early voting and
opportunity gap for them. voting center
• Boston Red Sox/Fenway Park: early voting
Since 2016 over $1 million in grants have been • Chicago Cubs/Wrigley Field: ballot drop off
distributed to Boys & Girls Clubs across the country to location
get kids playing ball through the PLAY BALL initiative • Kansas City Royals/Urban Youth Academy:
and Reviving Baseball in Inner Cities (RBI). MLB polling location
pledged to renovate one Boys & Girls Club in each • Los Angeles Dodgers/Dodger Stadium: voting
MLB are designed to improve access to, and foster and safety procedure for COVID mitigation, this
growth of diversity within the youth and amateur invitational engaged 209 program participants during
levels of the sport. In 2020, these efforts were, the season’s only in person, MLB Baseball & Softball
in large part, held virtually in order to maintain Development-operated tournament.
connections with youth and families who were not
able to enjoy playing the games at the same levels, PLAY BALL at Home: MLB along with Scotts,
the same frequency, or at all throughout shutdowns rolled out a campaign called “PLAY BALL at Home,”
caused by the coronavirus pandemic. . to share ways with kids & families to engage, play and
connect with the games of baseball & softball while
DREAM Series: The fourth annual DREAM Series staying at home amid the pandemic.
took place in January 2020. The DREAM Series is
an initiative from Major League Baseball and USA Drive-Thru PLAY BALL Events Black Churches:
Baseball that features a diverse group of some of In an ongoing effort to build tangible connections with
the nation's top high school pitchers and catchers the Black community, MLB partnered with Black
that runs in connection with Martin Luther King Jr. churches around the country to host safe, socially-
Day. This annual event, which launches the calendar distanced Drive Thru PLAY BALL events in 2020.
of Baseball/Softball development experiences each Over 20,000 PLAY BALL bats and ball sets were
year, is focused on assisting high school players of distributed to children and families for them to enjoy
color as they pursue advancement to the next levels at home, in playgrounds and in their neighborhoods.
of the sport. MLB and USA Baseball utilizes former
Major League players, current Players as well as RBI Mound Visits: Starting in July of 2020, MLB
former & current Major Leagues managers/coaches hosted RBI Mound Visits, a semi-regular webinar
in pursuit of this goal. Appx. 95% of all DREAM featuring current/former Major Leaguers, youth
Series alumni who have already graduated high programming partners, and educational resources for
school are playing baseball at either the college or RBI administrators and participants. Special guests
professional levels. included Taylor Hearn (Texas Rangers), Lucius Fox
(Kansas City Royals), Todd Isaacs (Grand Junction
Andrew Dawson Classic: Named after the Hall of Rockies).
Famer & HBCU alumnus, the 2020 Andre Dawson
Classic is the annual college showcase event hosted MLB GRIT: Girls ID Tour: This program is designed
by MLB to highlight Historically Black Colleges & specifically for female athletes (18 and under) to
Universities (HBCUs) and their baseball programs. showcase their talent and ability as baseball players.
The 2020 event took place in February at the New There were 186 registered participates across five
Orleans MLB Youth Academy and featured six cities (San Francisco, CA, Compton, CA, Vero Beach,
teams from HBCUs as well as the University of New FL, Port Chester, NY and, Chicago, IL) in January/
Orleans. February 2020.
MLB RBI Northeast Invitational Tournament: Digital Programming: To adapt to the Covid-19
In lieu of being able to host its usual RBI Regional pandemic, MLB continued to provide programming
tournament leading up to the international RBI World opportunities for female baseball players:
Series championship tournament, MLB hosted a • Trailblazer Series: MLB hosted a two-part
baseball and softball tournament for six New York/ digital event for female baseball players ages 11 –
New Jersey area RBI leagues on October 10 – 11th. 13. Part one was a discussion with Bob Kendrick,
Deploying best practices in a comprehensive health President of the Negro Leagues Baseball Museum
and Sharon Robinson, Vice Chair of the Jackie and transitioning to eco-friendly and compostable
Robinson Foundation and MLB Consultant. The service ware.
second part was a panel featuring USA Baseball
Women’s National Team members. Green Teams: 9 Clubs utilize Regular Season Green
Teams and MLB activates Green Teams during MLB
• Elite Development Invitational: The 2020 virtual All-Star Week as well as the Postseason. Green Teams
Girls Baseball Elite Development Invitational consist of community organizations or local university
took place as a digital development series students, who collect recyclables in between innings
featuring sessions on position-specific work, at the ballparks. During MLB All-Star Week the Green
strength and conditioning, mental performance, Team also educates fans on positive environmental
and other topics. Special guest speakers as well as practices, helps with volunteer and community events,
USA Baseball Women’s National Team players, and are rewarded with an invitation to a Career Night
coaches, and alumnae served as instructors for hosted by MLB.
this event.
Data Tracking and Green Glove Award: Through
• Virtual Series: The Culture & Journey of The Measurabl, MLB provided Clubs with an ESG tool to
Black Baseball Player: MLB hosted a roundtable track waste output and diversion as well as water and
discussion featuring Jerry Manuel (MLB Baseball energy usage. Measurabl can also be used to document
Development Consultant), Dominic Smith efficiency projects and track estimated cost and energy/
(Outfielder, New York Mets), Justin Dunn (Pitcher, water savings. Measurabl is also used to determine the
Seattle Mariners) , Kyle Lewis (Outfielder, Seattle recipient of the Green Glove Award. The Green Glove
Mariners). The discussion was moderated by Award is given annually to the MLB Club leader in
Seattle Mariners play-by-play announcer Dave recycling and general sustainability initiatives, in
Sims as they spoke about their challenges and addition to maintaining the highest diversion rate (the
triumphs as Black men in both baseball and amount of waste material diverted from landfills for
America. recycling and composting). The 2020 Green Glove
Award division finalists include: Toronto Blue Jays
Sustainability: (AL East), Chicago White Sox (AL Central), Seattle
Club Initiatives: Major League Baseball was the Mariners (AL West), Washington Nationals (NL East),
first professional sports league to have all 30 Clubs Pittsburgh Pirates (NL Central), and San Francisco
as members of the Green Sports Alliance, which Giants (NL West).
promotes healthy, sustainable communities in
sports. All 30 Clubs continue to demonstrate their MLB Jewel and International Events: MLB promotes
commitment to environmental stewardship. Efforts sustainability initiatives and efforts throughout both
focused on energy efficiency include 20 ballparks Jewel and International Events. Greening efforts are
having LED field lighting, 10 ballparks utilizing broadcasted at the ballparks and promoted throughout
solar panels, and 11 ballparks (across MLB and the events to educate fans. In addition, to encourage
MiLB) having LEED Certification. In addition, 12 other forms of transportation, MLB promotes walking
ballparks currently utilize on-site gardens and seven paths between popular locations during the events
Clubs have permanently eliminated plastic straws throughout All-Star Week. Through Bonneville
from their ballparks. Other ballpark initiatives include Environmental Foundation, MLB offsets the footprint
minimizing food waste by donating to local food of water and energy used by purchasing Renewable
banks/organizations, reducing water consumption Energy Certificates (RECs) and Water Restoration
through infrastructure enhancements, planting trees, Certificates (WRCs). MLB also offsets all carbon
emissions associated with ballpark electricity usage to provide “50 Ways to Celebrate Earth Day” which
and player travel through purchasing RECs. For the featured an online learning curriculum featuring Club
2020 Postseason, MLB purchased RECs to offset over and MLB representatives.
three million kwh of energy and WRCs of over 3.5
million gallons of water. MLB utilizes water filtration Earth Day: The 2020 Earth Day celebration included
systems in various ballpark locations and supplies an MLB Green social media takeover, a relaunch
refillable water bottles, minimizing the use of single of MLB.com/green, a partnership with Discovery
use water bottles. For the 2020 Postseason, MLB also Education, and various Club activations such as a
collaborated with TerraCycle to recycle and transform virtual cooking class, environmental tips at home,
disposable masks, gloves, gowns and more into new and education in the sustainability space. In previous
products at all four neutral sites. years, MLB and the front office staff have volunteered
in clean-ups, building restoration projects, and tree
Greening Partnerships: MLB has partnered with planting initiatives.
multiple educational programs across the US to help
inform students of all ages on sustainable initiatives. 2020 Winter Meetings:
FOX Sports U and Discovery Education are two
educational programs MLB has recently collaborated Take the Field: For the third consecutive year,
with to teach students how they can make a difference MLB hosted Take The Field, a program specifically
in the environment. MLB and FOX Sports have designed to provide women who are interested in
partnered up with different colleges to provide baseball careers in coaching, scouting and player
educational opportunities around sustainability development with the opportunity for education and
and public relations. Students create hypothetical engagement with Club personnel through panels,
campaigns targeted around the League's sustainability breakout sessions, and networking opportunities.
efforts and are encouraged to practice greening Added focuses this year had been programming
efforts as part of the course. These campaigns are specifically designed to support women currently
then presented to FOX Sports and MLB, with the working with Clubs and the Commissioner’s Office
winning group invited to participate on the Green in these baseball operations and on-field roles. This
Team for the All-Star Game. FOX Sports U and MLB year’s virtual event, intended for those who have
are currently working with University of Florida, an existing connection through baseball or softball,
but most recently collaborated with the New York featured more than 260 women listening to sessions
University and Creighton University. Other university led by coaches, scouts, and front office personnel
partners include the University of North Carolina, (League & Clubs) who provided insight on a
University of Pittsburgh, Syracuse University, and variety of topics to prepare attendees for these roles.
DePaul University. MLB partnered with Discovery Additionally, attendees participated in professional
Education, the leading providers of standards-aligned development sessions, including mock interviews.
digital curriculum resources, engaging content and Notable baseball representatives leading discussions
professional learning for K-12 classrooms to launch and breakout sessions included Michele Meyer-
baseball and sustainability-focused content in schools Shipp, Jean Afterman (SVP and Assistant General
throughout the country. In 2019, a special event Manager, NY Yankees), Eve Rosenbaum (Director
debuted featuring educational videos for classrooms of Baseball Development, Baltimore Orioles), Nichol
across the U.S. with representatives from several Whiteman (CEO, Dodgers Foundation) and many
Clubs addressing their sustainability practices and more. Notable previous attendees of Take the Field
how their ballparks are environmentally conscious. In include Alyssa Nakken (Asst. Coach, San Francisco
2020, Discovery Education and MLB worked together Giants), Rachel Folden (AZL Lead Lab Tech & 4th/
• Elaine Steward, Vice President, Senior Club • Kevin Martinez, Senior Vice President, Marketing
Counsel, Boston Red Sox and Communications, Seattle Mariners
• Taj Tashombe, Vice President External Affairs, • Eric Perestuk, Senior Vice President, Facility
Oakland Athletics Operations, Atlanta Braves
• Marcita Thompson, Vice President, Fenway Park • Sergio del Prado, Senior Vice President, Corporate
Tours, Boston Red Sox Partnerships, San Diego Padres
• Kenneth Williams, Executive Vice President, • Juan Ramirez, Vice President, Information
Baseball Operations, Chicago White Sox Technology, Tampa Bay Rays
• Ellen Zeringue, Vice President, Marketing, Detroit • Frederick Rivera, Executive Vice President, Legal
Tigers and General Counsel, Seattle Mariners
• Naomi Rodriguez, Vice President, External Affairs
26 Senior Vice-Presidents and Vice Presidents are and Community Relations, Los Angeles Dodgers
Hispanic or of Latinx descent, including: • Carlos Rodriguez, Vice President, Player
• Russell Amaral, Vice President, Facilities, Arizona Development & International Scouting, Tampa
Diamondbacks Bay Rays
• Diann Blanco, Vice President, Administration, • Edgardo Romero, Jr., Senior Vice President,
New York Yankees Assistant General Manager, Boston Red Sox
• Octavio Castro, Vice President, Human Resources, • Leticia Silva, Vice President, Human Resources,
Milwaukee Brewers Minnesota Twins
• Jorge Costa, Senior Vice President, Operations and • Elizabeth Stecklein, Vice President, Human
Facilities, San Francisco Giants Resources, Colorado Rockies
• Marilyn Davis, Vice President, Human Resources, • Miguel Duarte, Chief of Staff, Oakland Athletics
Los Angeles Dodgers
• Johnny DiPuglia, Vice President, International 5 Senior Vice Presidents and Vice Presidents were
Operations, Washington Nationals Asian or of Asian descent, including:
• Ralph Esquibel, Vice President, Information • Ray Chan, Vice President, Information Technology,
Technology, Los Angeles Dodgers San Diego Padres
• Rolando Fernandez, Vice President, International • Alan Chang, Vice President, Legal Affairs and
Scouting and Development, Colorado Rockies Deputy General Counsel, New York Yankees
• Santiago Fernandez, Senior Vice President and • Ashwin Krishnan, Vice President, General
General Counsel, Los Angeles Dodgers Counsel, Miami Marlins
• Rafaela Fink, Vice President, Public Relations, • Jason Lee, Vice President, Business Strategy &
Tampa Bay Rays Analytics, Minnesota Twins
• Cesar Geronimo, Vice President, Latin America • Amilyn Pierce, Vice President, Government
Scouting & Player Development, Arizona Affairs, Arizona Diamondbacks
Diamondbacks
• Eric Hernandez, Vice President, Finance, Los 3 Native Hawaiian team Senior Vice Presidents and
Angeles Dodgers Vice Presidents in MLB were:
• Sigurd Mejdal, Vice President, Assistant General • Robert McLeod, Senior Vice President, Scouting
Manager, Baseball Analytics, Baltimore Orioles and Player Development, Chicago Cubs
• Alfredo Mesa, Vice President Public Affairs, • Anita Sehgal, Senior Vice President, Marketing,
Miami Marlins Houston Astros
• Milciades Junior Noboa, Vice President, Latin • Creighton Kahoalii, Vice President, Corporate
Operations, Arizona Diamondbacks Partnerships, Houston Astros
Experiences, New York Yankees • Katherine Pratt, Vice President, Global Partnership
• Marian Harper, Vice President, Community and Sales, Boston Red Sox
Foundation, Houston Astros • DeRetta Rhodes, Senior Vice President, People
• Elise Holman, Senior Vice President, Washington Capital, Atlanta Braves
Nationals • Melissa Robertson, Vice President & General
• Molly Jolly, Senior Vice President, Finance and Deputy Counsel, Seattle Mariners
Administration, Los Angeles Angels of Anaheim • Nicole Schmidt, Vice President, Brand, Strategy
• Pamela Kenn, Senior Vice President, Community, and Analytics, Cleveland Indians
Alumni & Player Relations, Boston Red Sox • Sara Schultz, Senior Vice President, Human
• Kathy Killian, Vice President, Administration, Resources, Chicago Cubs
Philadelphia Phillies • Ann Seeney, Vice President, Human Resources,
• Jaclyn Lash, Vice President, Special Events, San St. Louis Cardinals
Diego Padres • Anita Sehgal, Senior Vice President, Marketing,
• Holly Lindvall, Senior Vice President, Human Houston Astros
Resources & Diversity, New York Mets • Katina Shaw, Vice President, Community
• Suzanne Lucchi, Vice President, Ballpark Relations, Milwaukee Brewers
Operations, New York Mets • Melissa Shields, Vice President & Controller,
• Samia Mahjub, Vice President, Business Analytics Chicago Cubs
& Strategic Support, Milwaukee Brewers • Leticia Silva, Vice President, Human Resources,
• Elizabeth Marshall, Vice President, Minnesota Twins
Communications, Atlanta Braves • Staci Slaughter, Executive Vice President,
• Sue Ann McClaren, Vice President, Ticket Communications and Senior Advisor to the CEO,
Operations and Sales, Colorado Rockies San Francisco Giants
• Marcy McGovern, Vice President, People and • Janet Marie Smith, Senior Vice President, Planning
Culture, Pittsburgh Pirates and Development, Los Angeles Dodgers
• Sarah McKenna, Senior Vice President, Fan • Aryn Sobo, Vice President, Human Resources,
Services & Entertainment, Boston Red Sox New York Yankees
• Sharon McNally, Vice President, Marketing, • Elizabeth Stecklein, Vice President, Human
Milwaukee Brewers Resources, Colorado Rockies
• Caroline Morgan, Vice President, Digital Strategy, • Stephanie Stegall, Vice President, Events, Houston
Los Angeles Dodgers Astros
• Nancy O’Brien, Vice President, Community • Elaine Steward, Vice President & Senior Club
Engagement, Minnesota Twins Counsel, Boston Red Sox
• Christine O’Reilly, Vice President Community • Angela Swint, Vice President, Broadcast &
Relations & White Sox Charities, Chicago White Communications, Texas Rangers
Sox • Taunee Taylor, Assistant Vice President, Player &
• Caroline Perry, Senior Vice President & General Alumni Relations, Texas Rangers
Counsel, San Diego Padres • Marcita Thompson, Vice President, Fenway Park
• Amilyn Pierce, Vice President, Government Tours, Boston Red Sox
Affairs, Arizona Diamondbacks • Lisa Tolson, Senior Vice President, Human
• Roxanne Porch, Vice President, Finance, Atlanta Resources, Baltimore Orioles
Braves • Amy Tovar, Vice President & Deputy General
• Katherine Pothier, Executive Vice President & Counsel, San Francisco Giants
General Counsel, Texas Rangers • Frances Traisman, Vice President, Executive
Appendix III
Players
As of April 1, 2021
% # % # % #
2021 2010 1999
White 62.3% 564 White 59.8% 712 White 60.0% x
Black or African American 7.6% 69 African-American 9.1% 119 African-American 13.0% x
Hispanic or Latino 28.1% 255 Latino 28.3% 339 Latino 26.0% x
Asian 1.4% 13 Asian 2.4% 23 Other <1% x
Two or More Races 0.0% 0 Other 0.4% 2
Hawaiian or Pac. Islander 0.4% 4 International 27.7% 360
Am. Indian or Alaska Native 0.1% 1 Total 1195
Voluntary Nondisclosure 0.0% 0
Total 906
2020 2009 1998
White 60.2% 539 White 61.6% 758 White 59.0% x
Black or African American 7.5% 67 African-American 9.0% 111 African-American 15.0% x
Hispanic or Latino 29.9% 268 Latino 27.0% 332 Latino 25.0% x
Asian 1.9% 17 Asian 2.3% 28 Other 1.0% x
Two or More Races 0.0% 0 Other 0.0% 0
Hawaiian or Pac. Islander 0.3% 3 International 28.2% 347
Am. Indian or Alaska Native 0.2% 2 Total 1229
Voluntary Nondisclosure 0.0% 0
Total 896
2018 2008 1997
White 59.0% 443 White 60.4% 719 White 58.0% x
African-American 8.4% 63 African-American 10.2% 121 African-American 17.0% x
Latino 29.5% 221 Latino 27.0% 322 Latino 24.0% x
Asian 1.5% 11 Asian 2.4% 29 Other 1.0% x
Other 1.6% 12 Other 0.0% 0
Voluntary Nondisclosure 0.0% 0 International 28.7% 342
Total 750 Total 1191
2017 2007 1996
White 57.5% 431 White 59.8% 714 White 62.0% x
African-American 7.7% 58 African-American 8.2% 98 African-American 17.0% x
Latino 31.9% 239 Latino 29.1% 348 Latino 20.0% x
Asian 1.9% 14 Asian 2.8% 34 Other 1.0% x
Other 1.1% 8 Other 0.0% 0
Total 750 International 31.0% 370
Total 1194
2016 2006 1995
White 59.0% 443 White 59.5% 707 White 62.0% x
African-American 8.3% 62 African-American 8.4% 98 African-American 19.0% x
Latino 28.5% 214 Latino 29.4% 348 Latino 19.0% x
Asian 1.7% 13 Asian 2.4% 34 Other 0.0% x
Other 2.4% 18 Other 0.3% 0
Total 750 International 31.0% 370
Total 1187
2015 2005 1994
White 58.8% 441 White 60.0% 709 White 64.0% x
African-American 8.3% 62 African-American 9.0% 101 African-American 18.0% x
Latino 29.3% 220 Latino 29.0% 339 Latino 18.0% x
Asian 1.2% 9 Asian 3.0% 30
Other 2.4% 18 Other 0.0% 4
Total 750 International 30.0% 358
2014 2004 1993
White 60.9% 459 White 63.0% 789 White 67.0% x
African-American 8.2% 62 African-American 9.0% 111 African-American 16.0% x
Latino 28.4% 214 Latino 26.0% 326 Latino 16.0% x
Asian 2.0% 15 Asian 2.0% 26 Other <1% x
Other 0.5% 4 Other 0.0% 1
Total 754 International 27.0% 338
Total 1253
2013 2002 1992
White 61.2% 456 White 60.0% x White 68.0% x
African-American 8.3% 62 African-American 10.0% x African-American 17.0% x
Latino 28.2% 210 Latino 28.0% x Latino 14.0% x
Asian 2.1% 16 Asian 2.0% x
Other 0.1% 1 Other 0.0% x
Total 745 International 25.0% x
Total x
2012 2001 1991
White 61.5% 734 White 59.0% x White 68.0% x
African-American 8.9% 106 African-American 13.0% x African-American 18.0% x
Latino 27.5% 328 Latino 26.0% x Latino 14.0% x
Asian 1.9% 23 Other 1.0% x
Other 0.2% 2
International 28.6% 341
Total 1193
2011 2000
White 61.5% 738 White 60.0% x
African-American 8.5% 102 African-American 13.0% x
Latino 27.0% 324 Latino 26.0% x
Asian 2.1% 25 Other 1.0% x
Table 1
Other 0.7% 8
International 27.7% 332
Total 1197
Majority Owners
As of April 1, 2021
% # % # % #
2021 2015 2010
White 97.5% 39 White 98.0% 48 White 98.0% 49
Black or African American 0.0% 0 African-American 0.0% 0 African-American 0.0% 0
Hispanic or Latino 2.5% 1 Latino 2.0% 1 Latino 2.0% 1
Asian 0.0% 0 Asian 0.0% 0 Asian 0.0% 0
Two or More Races 0.0% 0 Other 0.0% 0 Other 0.0% 0
Hawaiian or Pac. Islander 0.0% 0 Total 49 Total 50
Am. Indian or Alaska Native 0.0% 0 Women 16.3% 8 Women 6.0% 3
Voluntary Nondisclosure 0.0% 0 2014 2009
Total 40 White 98.0% 48 White 96.7% 29
Women 0.0% 0 African-American 0.0% 0 African-American 0.0% 0
2020 Latino 2.0% 1 Latino 3.3% 1
White 97.5% 39 Asian 0.0% 0 Asian 0.0% 0
Black or African American 0.0% 0 Other 0.0% 0 Other 0.0% 0
Hispanic or Latino 2.5% 1 Total 49 Total 30
Asian 0.0% 0 Women 16.3% 8 Women 0.0% 0
Two or More Races 0.0% 0 2013 2008
Hawaiian or Pac. Islander 0.0% 0 White 98.0% 48 White 96.7% 29
Am. Indian or Alaska Native 0.0% 0 African-American 0.0% 0 African-American 0.0% 0
Voluntary Nondisclosure 0.0% 0 Latino 2.0% 1 Latino 3.3% 1
Total 40 Asian 0.0% 0 Asian 0.0% 0
Women 0.0% 0 Other 0.0% 0 Other 0.0% 0
2018 Total 49 Total 30
White 97.5% 39 Women 16.3% 8 Women 0.0% 0
African-American 0.0% 0 2012 2007
Latino 2.5% 1 White 96.4% 53 White 96.8% 30
Asian 0.0% 0 African-American 1.8% 1 African-American 0.0% 0
Other 0.0% 0 Latino 1.8% 1 Latino 3.2% 1
Voluntary Nondisclosure 0.0% 0 Asian 0.0% 0 Asian 0.0% 0
Total 40 Other 0.0% 0 Other 0.0% 0
Women 0.0% 0 Total 55 Total 31
2017 Women 12.7% 7 Women 0.0% 0
White 97.5% 39 2011 2006
African-American 0.0% 0 White 97.5% 39 White 96.4% 27
Latino 2.5% 1 African-American 0.0% 0 African-American 0.0% 0
Asian 0.0% 0 Latino 2.5% 1 Latino 3.6% 1
Other 0.0% 0 Asian 0.0% 0 Asian 0.0% 0
Total 40 Other 0.0% 0 Other 0.0% 0
Women 0.0% 0 Total 40 Total 28
2016 Women 7.5% 3 Women 0.0% 0
White 98.0% 48
Note: Percentages may not equal 100 percent due to rounding.
African-American 0.0% 0
Latino 2.0% 1
Asian 0.0% 0
Other 0.0% 0 Table 3
Total 49
Women 16.3% 8
Managers
As of April 1, 2021
% # % # % #
2021 2011 2000
White 80.0% 24 White 80.0% 24 White 83.3% 25
Black or African American 3.3% 1 African-American 6.7% 2 African-American 13.3% 4
Hispanic or Latino 13.3% 4 Asian 0.0% 0 Asian 0.0% 0
Asian 0.0% 0 Latino 13.3% 4 Latino 3.3% 1
Two or More Races 3.3% 1 Total 30 Total 30
Hawaiian or Pac. Islander 0.0% 0 Women 0.0% 0 Women 0.0% 0
Am. Indian or Alaska Native 0.0% 0 2010 1999
Voluntary Nondisclosure 0.0% 0 White 69.0% 20 White 90.0% 27
Total 30 African-American 13.8% 4 African-American 6.7% 2
Women 0.0% 0 Asian 3.4% 1 Asian 0.0% 0
2020 Latino 13.8% 4 Latino 3.3% 1
White 80.0% 24 Total 29 Total 30
Black or African American 3.3% 1 Women 0.0% 0 Women 0.0% 0
Hispanic or Latino 13.3% 4 2009 1998
Asian 0.0% 0 White 66.7% 20 White 86.7% 26
Two or More Races 3.3% 1 African-American 16.7% 5 African-American 10.0% 3
Hawaiian or Pac. Islander 0.0% 0 Asian 3.3% 1 Asian 0.0% 0
Am. Indian or Alaska Native 0.0% 0 Latino 13.3% 4 Latino 3.3% 1
Voluntary Nondisclosure 0.0% 0 Total 30 Total 30
Total 30 Women 0.0% 0 Women 0.0% 0
Women 0.0% 0 2008
2018 White 73.3% 22
White 86.7% 26 African-American 13.3% 4 1997
African-American 0.0% 0 Asian 0.0% 0 White 85.7% 24
Asian 0.0% 0 Latino 13.3% 4 African-American 10.7% 3
Latino 10.0% 3 Total 30 Asian 0.0% 0
Other 3.3% 1 Women 0.0% 0 Latino 3.6% 1
Voluntary Nondisclosure 0.0% 0 Total 28
Total 30 Women 0.0% 0
Women 0.0% 0 2007
2017 White 80.0% 24 1996
White 90.0% 27 African-American 6.7% 2 White 85.7% 24
African-American 3.3% 1 Asian 0.0% 0 African-American 10.7% 3
Asian 0.0% 0 Latino 13.3% 4 Asian 0.0% 0
Latino 3.3% 1 Total 30 Latino 3.6% 1
Other 3.3% 1 Women 0.0% 0 Total 28
Total 30 Women 0.0% 0
Women 0.0% 0 2006
2016 White 83.3% 25 1995
White 90.0% 27 African-American 10.0% 3 White 85.7% 24
African-American 3.3% 1 Asian 0.0% 0 African-American 10.7% 3
Asian 0.0% 0 Latino 6.7% 2 Asian 0.0% 0
Latino 3.3% 1 Total 30 Latino 3.6% 1
Other 3.3% 1 Women 0.0% 0 Total 28
Total 30 Women 0.0% 0
Women 0.0% 0 2005 1994
2015 White 76.7% 23 White 82.1% 23
White 93.3% 28 African-American 13.3% 4 African-American 14.3% 4
African-American 3.3% 1 Asian 0.0% 0 Asian 0.0% 0
Asian 0.0% 0 Latino 10.0% 3 Latino 3.6% 1
Latino 3.3% 1 Total 30 Total 28
Total 30 Women 0.0% 0 Women 0.0% 0
Women 0.0% 0 2004 1993
2014 White 76.7% 23 White 78.6% 22
White 83.3% 25 African-American 10.0% 3 African-American 14.3% 4
African-American 10.0% 3 Asian 0.0% 0 Asian 0.0% 0
Asian 0.0% 0 Latino 13.3% 4 Latino 7.1% 2
Latino 6.7% 2 Total 30 Total 28
Total 30 Women 0.0% 0 Women 0.0% 0
Women 0.0% 0 2002 1992
2013 White 67.7% 21 White 88.5% 23
White 86.7% 26 African-American 25.8% 8 African-American 7.7% 2
African-American 10.0% 3 Asian 0.0% 0 Asian 0.0% 0
Asian 0.0% 0 Latino 6.5% 2 Latino 3.8% 1
Latino 3.3% 1 Total 31 Total 26
Total 30 Women 0.0% 0 Women 0.0% 0
Women 0.0% 0 2001 1991
2012 White 78.1% 25 White 88.5% 23
White 83.3% 25 African-American 18.8% 6 African-American 7.7% 2
African-American 6.7% 2 Asian 0.0% 0 Asian 0.0% 0
Asian 0.0% 0 Latino 3.1% 1 Latino 3.8% 1
Latino 10.0% 3 Total 32 Total 26
Total 30 Women 0.0% 0 Women 0.0% 0
Women 0.0% 0
Note: Percentages may not equal 100 percent due to rounding.
Table 4
Table 5
Coaches
As of January 1, 2021
% # % # % #
2021 2012 2002
White 54.9% 641 White 60.9% 143 White 71.8% 150
Black or African American 5.7% 67 African-American 13.2% 31 African-American 16.3% 34
Hispanic or Latino 31.8% 371 Latino 24.7% 58 Latino 11.0% 23
Asian 1.2% 14 Asian 0.4% 1 Asian 1.0% 2
Two or More Races 1.6% 19 Other 0.9% 2 Other 0.0% 0
Hawaiian or Pac. Islander 0.0% 0 Total 235 Total 209
Am. Indian or Alaska Native 0.2% 2 Women 0.4% 1 Women 0.0% 0
Voluntary Nondisclosure 4.5% 53 2011 2000
Total 1167 White 68.8% 161 White 70.2% 139
Women 1.3% 15 African-American 13.7% 32 African-American 19.2% 38
2020 Latino 16.7% 39 Latino 10.6% 21
White 54.2% 638 Asian 0.9% 2 Asian 0.0% 0
Black or African American 6.3% 74 Other 0.0% 0 Other 0.0% 0
Hispanic or Latino 32.8% 386 Total 234 Total 198
Asian 1.1% 13 Women 0.0% 0 Women 0.0% 0
Two or More Races 1.4% 17 2010 1999
Hawaiian or Pac. Islander 0.0% 0 White 71.1% 172 White 70.9% 129
Am. Indian or Alaska Native 0.2% 2 African-American 12.0% 29 African-American 18.1% 33
Voluntary Nondisclosure 4.1% 48 Latino 16.5% 40 Latino 10.4% 19
Total 1178 Asian 0.4% 1 Asian 0.5% 1
Women 0.4% 5 Other 0.0% 0 Other 0.0% 0
2018 Total 242 Total 182
White 52.5% 563 Women 0.0% 0 Women 0.0% 0
African-American 7.5% 80 2009 1998
Asian 1.0% 11 White 68.4% 158 White 74.8% 151
Latino 33.6% 360 African-American 13.9% 32 African-American 16.8% 34
Native American 0.3% 3 Latino 17.3% 40 Latino 7.9% 16
Voluntary Nondisclosure 5.2% 56 Asian 0.4% 1 Asian 0.5% 1
Total 1073 Other 0.0% 0 Other 0.0% 0
Women 0.5% 5 Total 231 Total 202
2017 Women 0.0% 0 Women 0.0% 0
White 53.0% 527 2008 1997
African-American 8.9% 88 White 67.0% 152 White 74.5% 120
Latino 35.9% 357 African-American 11.9% 27 African-American 14.3% 23
Asian 0.6% 6 Latino 20.7% 47 Latino 11.2% 18
Other 1.6% 16 Asian 0.4% 1 Asian 0.0% 0
Voluntary Non-Disclosure 2.4% 24 Other 0.0% 0 Other 0.0% 0
Total 994 Total 227 Total 161
Women 0.3% 3 Women 0.0% 0 Women 0.0% 0
2016 2007 1996
White 53.6% 517 White 68.2% 150 White 73.9% 119
African-American 8.8% 85 African-American 13.3% 30 African-American 18.0% 29
Latino 33.5% 323 Latino 17.3% 39 Latino 7.5% 12
Asian 0.4% 4 Asian 0.4% 1 Asian 0.6% 1
Other 3.6% 35 Other 0.0% 0 Other 0.0% 0
Voluntary Non-Disclosure 2.1% 20 Total 220 Total 161
Total 964 Women 0.0% 0 Women 0.0% 0
Women 0.2% 2 2006 1995
2015 White 69.8% 150 White 72.2% 114
White 61.8% 175 African-American 15.8% 34 African-American 18.4% 29
African-American 10.6% 30 Latino 13.5% 29 Latino 8.9% 14
Latino 25.1% 71 Asian 0.9% 2 Asian 0.0% 0
Asian 0.0% 0 Other 0.0% 0 Other 0.6% 1
Other 2.5% 7 Total 215 Total 158
Total 283 Women 0.0% 0 Women 0.0% 0
Women 0.7% 2 2005 1994
2014 White 70.6% 154 White 77.8% 126
White 63.0% 167 African-American 15.1% 33 African-American 13.6% 22
African-American 9.8% 26 Latino 13.8% 30 Latino 8.0% 13
Latino 25.7% 68 Asian 0.5% 1 Asian 0.0% 0
Asian 0.0% 0 Other 0.0% 0 Other 0.6% 1
Other 1.5% 4 Total 218 Total 162
Total 265 Women 0.0% 0 Women 0.0% 0
Women 0.0% 0 2004 1993
2013 White 73.0% 165 White 79.6% 133
White 58.8% 147 African-American 12.4% 28 African-American 13.2% 22
African-American 10.0% 25 Latino 13.7% 31 Latino 6.0% 10
Latino 30.0% 75 Asian 0.9% 2 Asian 0.0% 0
Asian 0.4% 1 Other 0.0% 0 Other 1.2% 2
Other 0.8% 2 Total 226 Total 167
Total 250 Women 0.0% 0 Women 0.0% 0
Women 0.0% 0
Table 6
CEO/President
As of January 1, 2021
% # % # % #
2021 2013 2006
White 93.3% 28 White 100.0% 39 White 100.0% 32
Black or African American 3.3% 1 African-American 0.0% 0 African-American 0.0% 0
Hispanic or Latino 0.0% 0 Latino 0.0% 0 Latino 0.0% 0
Asian 0.0% 0 Asian 0.0% 0 Asian 0.0% 0
Two or More Races 0.0% 0 Other 0.0% 0 Other 0.0% 0
Hawaiian or Pac. Islander 0.0% 0 Total 39 Total 32
Am. Indian or Alaska Native 0.0% 0 Women 0.0% 0 Women 6.3% 2
Voluntary Nondisclosure 3.3% 1 2012 2005
Total 30 White 100.0% 26 White 100.0% 33
Women 0.0% 0 African-American 0.0% 0 African-American 0.0% 0
2020 Latino 0.0% 0 Latino 0.0% 0
White 96.7% 29 Asian 0.0% 0 Asian 0.0% 0
Black or African American 0.0% 0 Other 0.0% 0 Other 0.0% 0
Hispanic or Latino 0.0% 0 Total 26 Total 33
Asian 0.0% 0 Women 0.0% 0 Women 6.1% 2
Two or More Races 3.3% 1 2011 2004
Hawaiian or Pac. Islander 0.0% 0 White 100.0% 27 White 96.9% 31
Am. Indian or Alaska Native 0.0% 0 African-American 0.0% 0 African-American 3.1% 1
Voluntary Nondisclosure 0.0% 0 Latino 0.0% 0 Latino 0.0% 0
Total 0 Asian 0.0% 0 Asian 0.0% 0
Women 0.0% 0 Other 0.0% 0 Other 0.0% 0
2018 Total 27 Total 32
White 100.0% 26 Women 3.7% 1 Women 3.1% 1
African-American 0.0% 0 2010 2002
Latino 0.0% 0 White 100.0% 31 White 100.0% x
Asian 0.0% 0 African-American 0.0% 0 African-American 0.0% x
Other 0.0% 0 Latino 0.0% 0 Latino 0.0% x
Voluntary Nondisclosure 0.0% 0 Asian 0.0% 0 Asian 0.0% x
Total 26 Other 0.0% 0 Other 0.0% x
Women 0.0% 0 Total 31 Total x
2017 Women 3.2% 1 Women 3.0% x
White 100.0% 26 2009 2001
African-American 0.0% 0 White 100.0% 29 White 100.0% x
Latino 0.0% 0 African-American 0.0% 0 African-American 0.0% x
Asian 0.0% 0 Latino 0.0% 0 Latino 0.0% x
Other 0.0% 0 Asian 0.0% 0 Asian 0.0% x
Total 26 Other 0.0% 0 Other 0.0% x
Women 0.0% 0 Total 29 Total x
2016 Women 3.4% 1 Women 3.0% x
White 100.0% 26 2008 2000
African-American 0.0% 0 White 100.0% 29 White 100.0% x
Latino 0.0% 0 African-American 0.0% 0 African-American 0.0% x
Asian 0.0% 0.0% Latino 0.0% 0 Latino 0.0% x
Other 0.0% 0.0% Asian 0.0% 0 Asian 0.0% x
Total 26 Other 0.0% 0 Other 0.0% x
Women 0.0% 0 Total 29 Total x
2015 Women 6.9% 2 Women 3.0% x
White 100.0% 26 2007 1999
African-American 0.0% 0 White 100.0% 26 White 100.0% x
Latino 0.0% 0 African-American 0.0% 0 African-American 0.0% x
Asian 0.0% 0 Latino 0.0% 0 Latino 0.0% x
Other 0.0% 0 Asian 0.0% 0 Asian 0.0% x
Total 26 Other 0.0% 0 Other 0.0% x
Women 0.0% 0 Total 26 Total x
2014 Women 7.7% 2 Women 3.0% x
White 100.0% 37 x = Data not recorded, totals may not equal 100 percent
African-American 0.0% 0
Latino 0.0% 0
Asian 0.0% 0 Table 7
Other 0.0% 0
Total 37
Women 0.0% 0
Vice Presidents
As of January 1, 2021
% # % # % #
2021 2014 2007
White 83.6% 327 White 85.6% 322 White 90.0% 225
Black or African American 5.6% 22 African-American 6.6% 25 African-American 3.6% 9
Hispanic or Latino 6.6% 26 Latino 5.1% 19 Latino 4.4% 11
Asian 1.3% 5 Asian 1.6% 6 Asian 2.0% 5
Two or More Races 0.8% 3 Native Hawaiian 0.5% 2 Other 0.0% 0
Hawaiian or Pac. Islander 0.8% 3 Two or More Races 0.5% 2 Total 250
Am. Indian or Alaska Native 0.3% 1 Total 376 Women 15.6% 39
Voluntary Nondisclosure 1.0% 4 Women 17.3% 65
Total 391 2013 2005
Women 22.0% 86 White 79.3% 298 White 87.5% 223
2020 African-American 6.1% 23 African-American 4.3% 11
White 84.4% 401 Latino 5.1% 19 Latino 5.1% 13
Black or African American 5.9% 28 Asian 1.3% 5 Asian 3.1% 8
Hispanic or Latino 6.3% 30 Native Hawaiian 0.8% 3 Other 0.0% 0
Asian 1.3% 6 Total 348 Total 255
Two or More Races 0.4% 2 Women 17.5% 61 Women 14.5% 37
Hawaiian or Pac. Islander 0.8% 4 2012 2004
Am. Indian or Alaska Native 0.2% 1 White 86.2% 287 White 87.9% 218
Voluntary Nondisclosure 0.8% 4 African-American 6.0% 20 African-American 4.0% 10
Total 476 Latino 5.7% 19 Latino 4.8% 12
Women 20.0% 95 Asian 1.2% 4 Asian 3.2% 8
2018 Native Hawaiian 0.9% 3 Other 0.0% 0
White 85.2% 381 Total 333 Total 248
African-American 6.3% 28 Women 17.7% 59 Women 12.5% 31
Asian 1.6% 7 2011 2002
Latino 5.4% 24 White 87.6% 290 White 88.4% 199
Native American 0.9% 4 African-American 5.7% 19 African-American 4.9% 11
Voluntary Nondisclosure 0.6% 3 Latino 4.8% 16 Latino 4.4% 10
Total 447 Asian 1.8% 6 Asian 2.2% 5
Women 19.2% 86 Other 0.0% 0 Other 0.0% 0
Total 331 Total 225
2017 Women 17.2% 57 Women 14.2% 32
White 85.9% 371
African-American 6.5% 28 2010 2000
Latino 5.1% 22 White 90.1% 247 White 90.4% 170
Asian 1.4% 6 African-American 4.0% 11 African-American 5.3% 10
Other 0.9% 4 Latino 4.0% 11 Latino 3.2% 6
Voluntary Nondisclosure 0.2% 1 Asian 1.8% 5 Asian 1.1% 2
Total 432 Other 0.0% 0 Other 0.0% 0
Women 18.5% 80 Total 274 Total 188
Women 18.2% 50 Women 6.4% 12
2016 2009 1999
White 88.3% 445 White 83.3% 250 White 91.7% 176
African-American 5.6% 28 African-American 7.7% 23 African-American 4.7% 9
Latino 4.6% 23 Latino 6.7% 20 Latino 2.1% 4
Asian 1.0% 5 Asian 2.3% 7 Asian 1.6% 3
Other 0.6% 3 Other 0.0% 0 Other 0.0% 0
Total 504 Total 300 Total 192
Women 16.3% 82 Women 18.7% 56 Women 8.3% 16
2015 2008 1998
White 86.1% 358 White 90.4% 246 White 91.8% 123
African-American 6.0% 25 African-American 3.7% 10 African-American 5.2% 7
Latino 5.3% 22 Latino 4.0% 11 Latino 1.5% 2
Asian 1.7% 7 Asian 1.8% 5 Asian 1.5% 2
Other 1.0% 4 Other 0.0% 0 Other 0.0% 0
Total 416 Total 272 Total 134
Women 17.8% 74 Women 16.5% 45 Women 4.5% 6
Table 9
Senior Administration
As of January 1, 2021
% # % # % #
2021 2014 2008
White 79.0% 1615 White 80.5% 1370 White 83.0% 323
Black or African American 5.2% 107 African-American 6.0% 102 African-American 6.7% 26
Hispanic or Latino 9.9% 203 Latino 10.0% 170 Latino 8.0% 31
Asian 2.7% 56 Asian 2.2% 37 Asian 2.1% 8
Two or More Races 1.6% 32 Other 1.3% 22 Other 0.3% 1
Hawaiian or Pac. Islander 0.1% 2 Total 1701 Total 389
Am. Indian or Alaska Native 0.2% 5 Women 27.2% 463 Women 18.0% 70
Voluntary Nondisclosure 1.2% 25 2013 2007
Total 2045 White 79.7% 1301 White 81.7% 290
Women 28.5% 582 African-American 6.6% 107 African-American 7.9% 28
2020 Latino 10.0% 163 Latino 9.0% 32
White 79.8% 1680 Asian 2.5% 41 Asian 1.1% 4
Black or African American 5.2% 110 Other 1.2% 20 Other 0.3% 1
Hispanic or Latino 9.4% 197 Total 1632 Total 355
Asian 2.8% 58 Women 26.5% 432 Women 18.9% 67
Two or More Races 1.6% 33 2012 2006
Hawaiian or Pac. Islander 0.1% 2 White 80.1% 1231 White 84.4% 248
Am. Indian or Alaska Native 0.3% 6 African-American 6.9% 106 African-American 6.8% 20
Voluntary Nondisclosure 0.9% 18 Latino 9.2% 142 Latino 7.5% 22
Total 2104 Asian 2.9% 45 Asian 1.0% 3
Women 28.8% 607 Other 0.8% 13 Other 0.3% 1
2018 Total 1537 Total 294
White 80.0% 1615 Women 26.9% 414 Women 20.1% 59
African-American 5.3% 107 2011 2005
Latino 9.7% 195 White 82.8% 328 White 84.2% 246
Asian 2.7% 55 African-American 5.8% 23 African-American 7.5% 22
Other 1.3% 27 Latino 9.3% 37 Latino 6.2% 18
Voluntary Non-Disclosure 0.6% 13 Asian 1.5% 6 Asian 2.1% 6
Total 2020 Other 0.5% 2 Other 0.0% 0
Women 28.6% 577 Total 396 Total 292
2017 Women 17.9% 71 Women 17.8% 52
White 79.7% 1544 2010 2004
African-American 5.4% 105 White 85.1% 395 White 83.5% 217
Latino 10.2% 197 African-American 4.7% 22 African-American 9.6% 25
Asian 2.7% 53 Latino 7.8% 36 Latino 4.6% 12
Other 1.7% 32 Asian 1.9% 9 Asian 2.3% 6
Voluntary Non-Disclosure 0.4% 7 Other 0.4% 2 Other 0.0% 0
Total 1938 Total 464 Total 260
Women 27.7% 536 Women 18.1% 84 Women 13.8% 36
2016 2009 2001
White 80.1% 1485 White 84.3% 370 White 86.0% x
African-American 5.5% 101 African-American 5.0% 22 African-American 10.0% x
Latino 10.0% 185 Latino 8.2% 36 Latino 4.0% x
Asian 2.6% 48 Asian 2.1% 9 Asian <1% x
Other 1.8% 13 Other 0.5% 2 Women <15% x
Voluntary Non-Disclosure 0.3% 5 Total 439
Total 1853 Women 18.9% 83
Women 27.0% 500
Note: Percentages may not equal 100 percent due to
2015
rounding.
White 80.7% 1469
African-American 5.4% 99
Latino 9.8% 178
Asian 2.4% 44 Table 10
Other 1.7% 31
Total 1821
Women 27.5% 500
C-Suite
As of January 1, 2021
% #
2021
White 87.1% 54
Asian 4.8% 3
Total 62
Women 22.6% 14
Umpires
As of January 1, 2021
% #
2021
White 84.0% 63
Total 75
Women 0% 0