The Running Industry Diversity Coalition (RIDC) Launches Employment Survey
The RIDC’s goal for this survey is to create a baseline study that measures racial and ethnic representation for employment, leadership, and ownership across all sectors of the running industry in the United States.
The RIDC believes that employment, leadership, and ownership should be reflective of the U.S. BIPOC population, and we hope that this survey will become the starting line for a long-term vision of racial and ethnic diversity, equity, and inclusion in all sectors of the running industry. We plan to repeat this study annually so we can measure progress and change and be a catalyst for true allyship and action.
Confidentiality: The names and identities of survey respondents will be kept confidential. Results will be aggregated by sector and reported anonymously. A final report containing survey results will be disseminated via workshops hosted by the RIDC and will then live on the RIDC’s website. All respondents will be given the opportunity to receive the final report before it is published.
Parent company: If you are part of a parent company with multiple brands, please do NOT report aggregated data from the parent company unless you are expressly asked to do so. We are looking for information specific to your organization/brand. Aggregated data masks important trends in the running industry and will prevent us from measuring accurate progress and change over time.
U.S. operations only: Please provide information for only U.S.-based locations unless you are expressly asked to do otherwise. In order to provide the information requested in this survey, the person filling it out must have access to detailed information relative to the racial and ethnic identity of employees at all levels, as well as your organization’s diversity, equity, and inclusion practice. Typically, a CEO, senior-level HR or DE&I executive, or company owner would be the appropriate respondent.
Terms and definitions: This survey includes terms that are commonly used to describe employment levels. Below is a standard definition of these terms. If these definitions do not apply to your organization, please answer the question by applying the definition of the term to the roles at your organization.
Entry level & experienced staff: Positions that do not have management responsibilities, regardless of tenure with the company. Common job titles include Coordinator, Assistant, Administrator, Analyst, Sales Representative.
Mid-level management: Positions that have management responsibilities but not ultimate-decision making authority over a business unit or the company. Common job titles include Manager, Senior Manager, and Director.
Senior management: Positions that have ultimate decision-making authority over individual business units or the entire company. Common job titles include VP, Senior VP, President, C-Suite, General Manager, Owner, Founder.
Senior executive: An individual with ultimate decision-making authority over an individual business unit or the entire company, and/or an individual who is part of the senior management team.
Be honest in your responses! All data is good data as long as it is accurate.
