In 2018, The Institute for Diversity and Ethics in Sport (TIDES) Racial and Gender Report Card for College Sport (RGRC) revealed that college and professional sports continue to earn low grades for racial and gender diversity in hiring. But on the same report card, the National Collegiate Athletic Association (NCAA) headquarters earned high marks for its diversity and inclusion practices.
Today, the job of advancing diversity and inclusion across the NCAA belongs to Dr. Katrice Albert, named the NCAA’s executive vice president of inclusion and human resources in 2017. Dr. Mark Emmert, the NCAA’s president, created the new position after Dr. Bernard Franklin, chief inclusion officer, and Bob Fiala, managing director of human resources, retired.
“Best in class organizations have a common focus around inclusion,” Emmert says. “We have here at the national office, over the last decade, worked hard to lead by example related to inclusion and we’ve focused on developing a culture where inclusion is valued and part of our organizational fabric.” Emmert adds, “We encourage presidents and athletics directors to explore the outstanding and diverse talent in the existing pipeline. Increasing diversity in intercollegiate athletics must remain a top priority.”
When asked about whether the paired job responsibilities she holds could mean a diminished focus on inclusion, Albert says her approach will ensure that it doesn’t. Her position gives her “a seat at the table with the president and the ear of the president where inclusion in human resources is a business imperative.” It’s a model, Albert says, that works in the for-profit and Fortune 500 sectors. “I think that was part of the reason why the search committee really wanted the inclusion part of the title first.” Suong Ives, the NCAA’s managing director of human resources, says the approach is one of the reasons she came to the association. “By reporting to HR, we drive HR as a cultural and an engagement resource.”
Ives and two other key NCAA leaders report to Albert — Dr. Amy Wilson, managing director of inclusion, and Darryl Peal, managing director, external engagement and strategic partnerships.
Says Albert: “When you’re hiring for top talent and for competencies that are connected to leadership and servant leadership, you’ve got to be really purposeful around intercultural competence.”
A lifelong commitment
