Harassment in Sports

Workplace harassment in the world of sports 

Harassment in Sports

Why is harassment so prevalent in the sports industry?

Teamwork, sportsmanship, discipline, and respect are highly regarded values in sports. But revelations from people in this industry have opened our eyes to an existing culture of harassment that has clouded these ideals. Whether it be athletes, staffers, or officials in sport organizations, the world of sports holds many victims of harassment, racism, sexism, discrimination, assault, and violence. What has caused this destructive trend to reign in this field?

Workplaces with “high value” employees are identified by the U.S. Equal Employment Opportunity Commission (EEOC) as a risk factor for harassment. News about harassment in the sports industry often involves high-ranking officials, coaches, and “star” athletes who have victimized other people in the field. Their economic value to the organization often becomes a reason for management to let things slide until it becomes part of the team’s culture. 

The perceived status of these “high value” personalities can also cause victims to take a long time to report an incident or choose not to file a complaint at all in fear of retaliation. In fact, the results of a survey conducted by the U.S. Center of SafeSport indicated that 93% of the 4,000 athlete respondents who have experienced sexual harassment chose not to report it, while 18.1% said that they were retaliated against.

Project WHEN’s research has also found some factors that if left unchecked, can lead to workplace harassment. As it relates to the sports industry, one such factor is leadership behavior which plays a significant role in the occurrence of harassment in sports clubs and teams. If leaders and coaches themselves are the perpetrators of bullying, microaggression, and harassing behavior, disrespect and indecency will spread like wildfire in the workplace.

harassment in sports

Rewards and consequences can also influence the existence of a culture of disrespect. This is connected to the risk factor of workplaces with high value employees. When top officials and “superstar” sports personalities are used to being immune to consequences of bad behavior in the organization, it creates a culture of fear and a workplace where the safety and well-being of employees are not prioritized.

This page covers what leaders, athletes, staff members, and bystanders can do to prevent and address harassment. The last section of this post contains a list of examples of harassment in the sporting world.

Sports organizations, clubs, and teams are all affected by harassment, so what can leadership do about it?

As emphasized by the U.S. EEOC Select Task Force on the Study of Harassment in the Workplace, “Preventing harassment from occurring in the first place is far preferable to remedying its consequences.” We at Project WHEN also believe that one of the most effective and greatest steps that companies can take to eliminate harassment is to act on it before it even happens. How is this possible?

To avoid conflicts in the workplace, compliance with the law should be a priority. While this is true, abiding with the law is just doing the bare minimum. More needs to be done to uproot the destructive practices taking place in a work environment. These practices can be identified by taking a holistic approach in examining the organization’s work culture.

how to address harassment in sportsWhen it comes to work culture, regardless of the industry — whether its in the entertainment industry, education industry, and the alcohol and service industry, it is important to cultivate a trusting relationship between all members of the organization.  When there is trust, there is also an authentic sense of security. Employees will feel safe stepping into the workplace everyday knowing that no matter what happens, the company has their back. This is connected to establishing a sense of accountability in the workplace.

To hold each and everyone accountable, it is important to articulate to all employees, staff, and the community that the organization is genuinely committed to creating a safe space for everyone. By enrolling in the WHEN Organizational Certification, organizations will be making a powerful declaration of their commitment to foster a harassment-free and respectful workplace. Importantly, through this certification, enrollees will be guided through a step-by-step process of exploring the best practices for preventing all types of harassment. 

We also believe that building a respectful work culture is the key to preventing workplace harassment. Advocating for this type of culture is most effective when it starts from leadership teams, cascading down to everyone in the community. Sitting down in an intimate setting to discuss the challenges experienced by businesses today could be a great eye-opener, making stakeholders realize the significance of their role in the fight against harassment.

If this sounds like something that would greatly benefit your organization, consider partnering with us to host a Project WHEN Roundtable within your club or local business community. We will work with you to create a forum where everyone feels safe to share their observations, ideas, and concerns about workplace harassment challenges and what can be done to overcome those.

What can athletes, employees, and bystanders do about workplace harassment?

In as much as leaders are expected to be responsible for preventing harassment in the workplace, employees do have their own share of responsibility. Recognizing one’s role in the fight against this pervasive problem goes a long way. If disrespectful behavior is being overlooked or even tolerated in the workplace, acknowledging the situation is a crucial first step. 

Many people, however, find it difficult to speak up about what they experienced or what they saw in fear of retaliation. Whether one is a victim or a bystander, harassment is unforgiving. It has a detrimental effect on everyone within its reach. 

This is why awareness about one’s rights under the law is important. It is necessary for victims and bystanders to realize that speaking up about harassment or discrimination is protected under federal and state laws. If you are looking to learn how the law offers protection to employees from the different types of discrimination, refer to our resources to fight harassment in the workplace. This page contains our curated set of resources that can help the public begin their journey towards awareness.

Driving change in our places of employment may seem like a long and impossible feat, but everyone has the power to make a difference. If you are interested in leading your organization towards a more respectful work culture, pursuing WHEN™ Professional Certification can equip you with the necessary tools and knowledge that you need to be a workplace practitioner.

How does Project WHEN help?

Project WHEN is working hard to spread the important message and encourage organizations to create a more respectful work culture. While we believe that awareness is important, having a means to directly help victims of harassment would have a huge impact. It is why in addition to expanding our resources for companies and employees, we are working on establishing a victim support hotline.

We aim to offer support to victims by connecting them with someone who can guide them through what they can do to address the problem while being a pillar of emotional support. Our hope is to widen our reach and let everyone know that workplace harassment needs to end now and if this is something one is battling with, help is available. 

If you find value in this cause, consider supporting us by making a financial donation to help us further our work. As a 501(c)(3) nonprofit, we rely on financial support from corporations and individuals to enable us to continue on our important mission of making workplaces everywhere more respectful. Donations made to us are tax-deductible.

Want to know about other ways that you can support us? Visit the following link to know how you can get involved with Project WHEN.

Examples of Harassment in Sports

Stories of harassment, cases, and lawsuits are often seen in the news today. It is true that in terms of eliminating this systemic issue, we still have a long way to go. But many are also finding the courage to speak up about it in hopes of sparking change. Below are some examples of harassment in the sports industry.

Sexual Harassment Allegations Against Tom Aspinall – 11/18.2023

Tom Aspinall has received harsh criticism for asking an inappropriate question during an interview with MMA writer Nina-Marie Daniele. Aspinall questioned Daniele if she had ever engaged in a specific sexual act with an MMA fighter, resulting in an awkward exchange. The event, widely denounced as public sexual harassment, enraged fight fans and online commenters. Aspinall’s behaviour has been labelled unprofessional and inappropriate, overshadowing his recent athletic accomplishment.

Sexual Harassment at NBA – 11/14/2023

Los Angeles Lakers owner Jeanie Buss has recounted an incident of alleged sexual harassment by an NBA owner during her first NBA board of governors meeting in 1995. Buss revealed that someone grabbed her inappropriately during a lunch break, and despite the shock, she responded with confidence instilled by her father. Buss gave the owner a “dirty look” and signaled for him to “back off.” Reflecting on the incident, she expressed the realization that she might struggle to gain the respect of existing ownership groups but vowed to support and help future team owners, exemplified in her mentorship with Mark Cuban.

Sexual Harassment, Disability Discrimination and Retaliation at Two Sacramento Kings – 10/31/2023

Two Sacramento Kings dancers have filed a lawsuit in California state court, alleging they were not reselected for the team after complaining about a choreographer’s repeated sexual harassment. The lawsuit claims that choreographer Matthew Day inappropriately touched dancers and made them uncomfortable. Despite raising concerns with the Kings’ human resources department and a dance coach, Day’s behavior continued. In an August audition, neither of the two dancers was rehired, and Day sat on the judging panel. The lawsuit includes claims of sexual harassment, failure to remedy a hostile work environment, disability discrimination, and retaliation, with the dancers seeking damages and legal fees.

Sexual Harassment Allegation Against Dwight Howard – 10/26/2023

Dwight Howard, the eight-time All-Star, recently addressed allegations of sexual harassment via a live Instagram session. He urged people to stop prying into his personal life, emphasizing that everyone’s private affairs are their own concern. Howard stressed the importance of maintaining privacy in a social media-driven society. He also encouraged individuals not to be overly concerned about public opinion, acknowledging the potential harm it can cause celebrities and athletes. Howard ridiculed those interested in his personal life as “weird” and downplayed the allegations, stating they were untrue and need not be addressed. The 37-year-old athlete highlighted that these accusations were mere allegations and not facts.

Sexual Harassment at DISCO – 9/20/2023

Kiwi Camara, has resigned as CEO of DISCO amid allegations of sexual misconduct, according to a recent Wall Street Journal report. The report details a pattern of alleged sexual harassment, including groping and inappropriate actions, dating back over a year. Camara’s sudden departure and the allegations have sent shockwaves through the legal tech industry. Calls for accountability have arisen, with demands for consequences for other male chief executives accused of similar behavior.

Sexual Harassment and Wrongful Termination at Pratt & Whitney – 9/4/2023

Sabatini & Associates has filed a lawsuit on behalf of a payroll analyst and accounting project manager against Pratt & Whitney, a division of Raytheon Technologies, alleging wrongful termination. The complainant, who had a consensual relationship with her direct supervisor, claims to have experienced sexual harassment after ending the relationship and reporting it to her recruiter, K Force. Anthony S. Califano and Nicole C. Chomiak of Seyfarth Shaw have appeared for Pratt & Whitney in response to the pending employment discrimination lawsuit filed in Connecticut District Court on July 20.

Sexual Harassment at LMG – 8/17/2023

A former Linus Media Group (LMG) employee took to Twitter, alleging a toxic workplace environment and sexual harassment by unnamed colleagues. This followed concerns raised by Gamers Nexus about LMG’s content quality prioritization over accuracy. Linus Sebastian, LMG’s founder, expressed shock at the allegations, emphasizing the company’s commitment to a safe workplace and announcing an internal investigation.

Sexual Harassment and Discrimination at Comcast – 8/1/2023

Yannick Bopda’s ongoing sexual harassment and discrimination case against Comcast gains momentum as he alleges enduring a hostile work environment and unwanted advances in 2021. Bopda claims an assistant manager’s pursuit of a sexual relationship turned aggressive, including threats against his family. Despite complaints to Comcast’s management, no action was taken, leading to a temporary peace order granted to Bopda. The case raises questions about Comcast’s responsibility, and after a Maryland Department of Labor review, Bopda was granted permission to proceed with litigation.

Sexual Harassment and Racial Discrimination at Everyrealm – 7/29/2023

Everyrealm, a metaverse company, settled three lawsuits, including allegations by former strategic partnership director Teyo Johnson of sexual harassment and racial discrimination against CEO Janine Yorio. Another former HR director claimed discrimination based on disabilities, and a former product manager alleged sexual harassment. The company’s board expressed confidence in Yorio, stating the allegations don’t reflect the company’s culture. Everyrealm paid a total of $127,000 to settle these claims.

Sexual Misconduct of Steve Wynn – 7/19/2023

Casino mogul Steve Wynn has reached a settlement with the Nevada Gaming Board to resolve a complaint originally filed in October 2019. The complaint alleged that Wynn’s alleged sexual misconduct violated gaming regulations, and state gaming regulators deemed him “unfit” to hold a gaming license. Wynn denies all claims of sexual misconduct but resigned as CEO, and his company paid a $20 million fine for mishandling harassment claims. According to the settlement, Wynn will neither admit nor deny the allegations, pay a $10 million fine, and refrain from involvement in the Nevada gaming industry, except as a “passive owner” of publicly traded corporations up to 5%.

Pay, Gender and Racial Discrimination at Niantic – 7/8/2023

A former employee of Niantic, has filed a lawsuit against the AR gaming company, alleging gender and racial discrimination, as well as unequal pay practices. The lawsuit seeks class-action status and accuses Niantic of creating a “boys club” environment that devalues the work of female employees and women of color. The employee claims that despite having a higher job title and more responsibilities, she was paid less than a male colleague. When she raised her concerns with the company’s Diversity Equity and Inclusion Director and Principal People Partner, she faced hostility and retaliation.