Tag: racial equity

Play Your Part and The Roster Team Up To Deliver The Fearless, a Podcast Page Focused on Gender Equality in Sports

March 28, 2022

Some of the biggest cultural moments of the past five years point to an increasing recognition of athletes as being more than just the sports they play. Whether it’s tennis star Naomi Osaka choosing to opt out of interviews for her mental health or NBA legend Lebron James refusing to “shut up and dribble” when it comes to the deaths of Black people at the hands of police, conversations about social justice and sports are now par for the course. As part of Women’s History Month, we felt it was important to call attention to the battle for equality that women in the sports world fight every day.

Which is why two of our podcast editorial communities, the social justice–focused Play Your Part and the sports culture–focused The Roster, have teamed up to deliver The Fearless hub on Spotify. Centered around identity in sports as well as the economic realities behind the sports industry, the inaugural edition of The Fearless features a selection of podcast episodes curated by Play Your Part editor Ayo Oti and The Roster editor Deondric Royster, along with guest-curated playlists that offer a deeper insight into the equality struggles women face in sports. 

“Whether sexism, racism, homophobia, or even a mix of those and other societal ills, women—trans women included—have gone about breaking barriers in spite of the ones put in their way. Our page is an opportunity to share their stories and the creators that amplify them,” Ayo and Deondric told For the Record in a joint statement. “We believe there is an opportunity to explore this intersection between social justice and sports, and we hope that listeners interested in either or both issues will engage with The Fearless.”

Flipping the script

One of the guest curators for this edition of The Fearless is Dr. Amira Rose Davis, whose podcasts Burn It All Down and American Prodigies not only explore the intersection of gender, race, and equality in sports, but also the ways in which it parallels the world at large.

“​​I think one of the old adages is that sports reflect society, and people have pointed to that to say, well, the way that women are treated within the world of sports reflects a lot on how they are regarded by their state, by their government, by society as well,” Amira explained in an interview with For the Record. “I also push it a step further and like to think about sports as a laboratory. And so it’s not just that it’s reflecting society, but it also has a capacity to lead the way both in good and bad ways on many things.”

On Hear Us Now: Black Women in Sports, Amira’s playlist for The Fearless, she includes two episodes of her own from American Prodigies. These episodes share the stories of two Black gymnasts: Dianne Durham, who was left off the 1984 Olympic team despite winning the all-around at the 1983 World Championships, and Betty Okino, who was part of the USA team that took bronze in the 1992 Games. But looking beyond the challenges these athletes faced, Amira also considers how they worked to create a more sustainable space for Black gymnasts.

“A lot of what Betty details is echoed in other interviews we’ve conducted about the sport of gymnastics and other aesthetic sports like figure skating,” Amira revealed. “It is about body image ideas—about being voiceless. And with Betty, we have a conversation about how being a Black girl on top of being a woman made it harder to speak out.”

The path to payback

In addition to this intersection of gender and race in sports, another major point of emphasis for The Fearless is pay equity. While working on the hub, Ayo and Deondric were both inspired by the film LFG, which documents the U.S. Women’s National Team’s (USWNT’s) highly publicized legal battle for pay equity following their triumph at the 2019 World Cup. And it’s a big reason why Ayo and Deondric made a point to feature Alex Andrejev’s podcast, Longshot: Payback. 

Like LFG, Longshot: Payback explores the social and economic issues revolving around the USWNT and women’s soccer at large. Along the way, Alex, a reporter who covers Major League Soccer’s (MLS) Charlotte FC for the Charlotte Observer, takes a closer look at one pro soccer player in particular: Jessica McDonald, who has become a prominent face in the USWNT’s pay equity battle.

Jessica also contributed a playlist to The Fearless, which you can find on Spotify.

There’s a lot that’s inspirational about Jessica’s story, which includes overcoming a tumultuous childhood to win a national championship with the University of North Carolina and then recovering from a devastating knee injury early in her career to win the 2019 World Cup with the USWNT. But what stands out most is that the 34-year-old forward is one of the few single mothers currently playing in the NWSL, and prior to this year’s NWSL labor agreement, she had never had a season as a professional athlete where she made more than $42,000.

“It’s a little bit jaw-dropping to hear Jessica say, ‘Yeah, I was only making $15,000 in my first few years in the league.’ Like, here’s a World Cup winner saying this, and really, it was a mountain,” Alex reflected in an interview with For the Record. “It was after her time playing for the NWSL’s Houston Dash that she was working at an Amazon packing facility during an offseason and she was like, ‘I don’t want to do this to my son anymore. I feel like it’s time to kind of throw the towel in.’”

Alex hopes that Longshot: Payback can help bring more exposure to athletes with stories similar to Jessica’s and help put into perspective just how little they’re being paid relative to the sacrifices they make. But Alex’s other hope is that this will inspire women in sports to continue banding together and demanding fair compensations from the leagues, federations, and organizations they play for.

This is a sentiment shared by Amira, who has seen the same phenomenon play out in the WNBA with its players securing a historic labor agreement, and she believes that the next step in pay equity in sports is to consider the idea of “fair compensation” in a more holistic way.

“Why are there players who are six foot and change squeezing onto coach flights? What about child care? What provisions are there for parents, for pregnancy, for adoption, for multiple forms of family making?” Amira asked. “We’re obviously seeing there’s more of an emphasis on not needing to work multiple jobs just to afford life as a professional athlete. And I think one of the big things that we need to continue to see happen are these widespread collective bargaining agreements that include provisions about quality of life and not simply that paycheck number.”

Interested in learning more about the ways that gender inequality affects women in sports? Head over to The Fearless and start streaming one of the podcast episodes handpicked by our teams at Play Your Part and The Roster. And for more on the film LFG, be sure to check out the curated podcast picks from the editorial community over at Listen If You Watch.

Spotify’s Progress Toward Racial Equity: Reflections, Commitments, and Updates for the Year Ahead From Elizabeth Nieto and Spotify’s Equity and Impact Team

February 28, 2022

Each year, as Spotify celebrates Black History Month, we are offered an opportunity to take stock of how we are doing as a company when it comes to our work in the pursuit of racial equity. This February marks my first as Spotify’s Global Head of Equity & Impact, and it comes at a time when the company has faced new challenges as we learn and grow and the landscape evolves around us.

Making real and sustained progress has never been easy. Spotify understands the need for hard work, true reflection, and real accountability and we view our anti-racism efforts as an ongoing journey as we strive to live our values, both internally and externally. We are committed to fighting systemic racism and doubling down as this work advances. And while we still have plenty to do, we are making progress. That’s why, at each step of the way, we are looking to partners, employees, and creators to help guide our actions for the long term. 

We also understand the need to regularly communicate the progress we’ve made and identify actions that will build upon it in the years ahead. As we close out Black History Month in the U.S., we recognize the need to do more to combat racism around the world. 

So today, members of the Equity and Impact team—that’s me, Elizabeth Nieto, alongside Travis Robinson, Global Head of Diversity, Inclusion & Belonging, and Christopher Kenny, Diversity, Inclusion & Belonging Lead, Racial Equity Strategy—are sharing updates of both work we’ve done and work that’s underway across our global markets in the pursuit of racial equity. 

This is but a snapshot of our focus areas in our ongoing commitment to fostering an anti-racist culture at Spotify. And while we know we are not perfect, we remain unwavering in our approach and commitment to making meaningful change and progress as a company. 

With gratitude,

Elizabeth, Travis, and Christopher 

Deepening dynamic relationships with racial equity partners

We continue to collaborate with our external racial equity partners to inform how we can best leverage our brand and platform to mitigate systemic racism. Those conversations will inform our strategies for the year ahead and beyond. As one example, we support the healing and growth of our Spotify community through our partnership with Brooklyn Minds, a mental health organization. Brooklyn Minds facilitates sessions for employees who’ve been impacted by racial trauma. We also provide individualized support through our employee assistance program.

Focusing on giving to organizations with measured impact for the Black community

As we shared last April, Spotify’s Racial Equity Donations & Giving Program has committed $10 million—including the matching of $3 million from Spotify employee donations around the world—to over 300 organizations. The remaining $7 million has been donated to more than 15 organizations dedicated to inspiring, connecting, and elevating the next generation of Black voices and creators. This will be an annual commitment through our Racial Equity Donations & Giving Program. We also recently announced the creation of 28 scholarships to Black HBCU students, in partnership with UNCF (the United Negro College Fund).

Formalizing Spotify’s Creator Investment Fund

Over the last several years, Spotifiers have built initiatives to identify, support, nurture, amplify, and celebrate the many voices of creators who deserve to be heard. Much more must be done to further this existing body of work, which is where our recently announced $100 Million Creator Investment Fund comes in. It’s important that we continue to create new avenues of support to champion artists, songwriters, and podcast creators from diverse backgrounds. Spotify can help them build their own businesses by establishing passionate fan bases and substantially growing their reach.

There’s great excitement for this work, with many ideas and questions about next steps we must take. While it’s critical to move swiftly, we also understand it will take time to get this work right. Spotifiers from teams including Music, Podcasting, and Equity & Impact are co-developing plans and working closely alongside our creator and industry partners for input. We’ll share early plans with our ERGs (employee resource groups) for their input and further refinement.

We have identified an initial list of the existing programs and opportunities where we think these funds can be put to work quickly, including adding incremental support to the ongoing work of Frequency, Sound Up, EQUAL, and Pride, among others. Additionally, we will dedicate talent and resources to help lead this global effort. We will work with internal teams and outside organizations to establish new programs focused on areas such as studio space, creator tools, marketing and PR support, coaching, and mentorship.

Expanding and scaling our current Black creator and consumer engagement brands

Last May, when Spotify launched Frequency—our global initiative and holistic destination for celebrating Black art, entertainment, creativity, culture, and community both on- and off-platform—we did so with a mission to create a space that represents the wide spectrum of Black artistry. Since then, listeners have tuned into Frequency music playlists like Ripple Effect and House Party and learned from the Heard You podcast playlist. We’re committed to celebrating and uplifting Black culture, creativity, and community year-round, with special emphasis on the month of February in honor of Black History Month in the U.S. This year, we’ve created a space to celebrate the multidimensionality of Black listeners, artists, and creators to truly encompass the breadth of Black creativity. 

We recognize the need to do a better job of cascading these stories to a broader audience and will continue to scale our approach to our work of promoting Black stories and experiences. For example, we’ll amplify the great Black creators who are sharing stories that resonate with the community, like the Spotify original Who We Be TALKS_ from the U.K.

2020 Equity & Impact Report and 2021 restructuring

Our 2020 Sustainability, Equity & Impact Report charted the meaningful progress we’ve made through our cross-functional Spotify Racial Equity Coalition, alignment to our BLK 5-Star strategy, and expansion of the work of Diversity, Inclusion & Belonging in a variety of ways. But it was only a first step in measuring our work and impact.

So in 2021 we restructured our organization to bring together three existing teams: Social Impact; Diversity, Inclusion and Belonging; and Sustainability. We did this because we believe in the power of our people, their stories, and the impact we have as a platform to imagine and deliver a sustainable future that is welcoming for all in a world that’s centered on justice, equity, and environmental sustainability. We’re seeing greater synergy and collaboration as a unified approach across our three groups. The cohesion of the team is reflected in our Sustainability, Equity & Impact report. 

Continuing anti-racism education and inclusive storytelling training internally

We launched inclusive storytelling training and education within Spotify’s Marketing, Music, and Podcasting Creator teams in 2021 and continue to conduct key diversity, equity, and inclusion  sessions monthly. Within our Studios organization, efforts are underway to establish greater creator representation and also partner with anti-racism practitioners to train and educate all employees. We plan to relaunch our formal anti-racism training for employees this year.

Expanding our focus on inclusive hiring and workforce development

While we have seen progress in our Black employee representation in the U.S. over the last four years (3.7% in 2017 to 9% by end of 2021), we are working on driving the same level of advancement toward diverse representation in our leadership ranks. In late 2021, we launched an inclusive hiring training course for all interviewers and hiring teams. Topics covered within this training are associated with anti-racism, microaggressions, bias, and other relevant diversity, equity, and inclusion conversations. In deep partnership with our Talent Acquisition team, the Inclusive Hiring team has also curated related sourcing and diversity recruiting partnerships that focus on greater visibility and identifying better ways of attracting talent to Spotify from underrepresented communities.

In 2022, we’ve been working hard to expand our inclusive hiring goals for racial diversity in the U.S. but have also begun the process of identifying areas of improvement in ethnic diversity in key markets globally. For instance, we are working to identify greater ways to increase Black, Asian and minority ethnic representation in our U.K. workforce. We will launch a workforce development conference for our Black Spotifiers across EMEA. In addition, in a few weeks we will launch our first-ever Global Belonging Week for all Spotifiers. This will feature global diversity, equity, and inclusion content, training and education for all band members to learn and also provide for localized “pass the mic” sessions where employees in specific offices will discuss topics such as anti-racism, intersectionality, and meaningful change.