State of Gender Equity in the Active-Outdoor Industries - John Evans
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State of
Gender Equity
in the Active-Outdoor
Industries
John Evans Dan Holz, Osprey
A B O U T T H E S T U DY State of the Industries: Gender Equity is the largest comprehensive study of women in the active-outdoor industries. This research is part of a long-term commitment by Camber Outdoors to give partner organizations the information they need to accelerate women’s lead- ership and foster equity in their workplaces. Results of the study will serve as a foundation for a broader state of equity, inclusion, and diver- sity survey of the active-outdoor industries that will be conducted in 2019. In Spring 2017, Camber Outdoors conducted a survey of 1,364 profes- sionals in the outdoor, bike, run, and snow industries to explore their experiences regarding gender, opportunity, career, and work-life issues. Our 2017 findings build on our report from 2012 when Camber Out- doors (then OIWC) conducted similar research. Because of a significant shift in demographics of respondents between the two surveys, chang- es cannot be attributed to attitudinal shifts and are interpreted with caution. The findings provided in this survey serve as an educational tool for companies to prioritize resources that will accelerate equity and in- clusion internally, as well as inform Camber Outdoors’ programmatic offerings. The study focuses specifically on five areas that represent potential hurdles with respect to gender equity and women’s leadership: • Workplace Values • Leadership and Advancement Opportunities • Balancing Family and Career • Equity in Compensation • Discrimination & Sexual Harassment In what follows, we will review details of the survey participants as well as highlight key findings and implications as it relates to discrimination and sexual harassment.
M E T H O D O LO GY A N D C O M P O S I T I O N
Camber Outdoors partnered with Breakaway Research Group
to distribute and conduct the 15-minute online survey with profes-
sionals in the Outdoor, Run, Snow, and Bike Industries (active-outdoor
industries). Several industry organizations distributed the survey link
to their constituents, subscribers, and event attendees including: Bi-
cycle Retailer & Industry News; Interbike, Camber Outdoors; SNEWS;
SnowSports Industries America; OIA, and individual companies. The
study did not employ quotas nor were responses weighted to represent
the current composition of any sampled industry.
Group differences:
To ensure that differences highlighted between
genders or groups are both reliable and substantial, we used a dual
cutoff for consideration. All differences noted in this report are
statistically significant at a 95 percent confidence level and reflect a
difference of at least five percentage points between the two groups.
Grouping of responses:
Analysis of employee experiences and company practices uses aggre-
gated findings from the top-two boxes of the scale. For example, the
percentage of respondents who “somewhat agree” or “strongly agree,”
who report experiencing something “often” or “almost always,” and who
report that something is a “very important” or “somewhat important.”
John Evans
Dan Holz, OspreyIdentity Age
People who identify as women represent 60% of responses. In addition,
survey respondents tend to skew a little younger than the general labor
force, providing a glimpse into perceptions held by the next generation Camber Outdoors Respondents
of managers and leaders on gender equity.
12% 12% 22% 21% 20% 13%
Gender
• 18 to 24 • 25 to 29 • 30 to 39 • 40 to 49 • 50 to 59 • 60 or more
General working population
7% 17% 38% 22% 11% 5%
• 18 to 24 • 25 to 29 • 30 to 39 • 40 to 49 • 50 to 59 • 60 or more
• Female (60%)
• Male (38%)
• Other (0%)
• Prefer not to say (2%)Ethnicity Ethnically, 88% of respondents identified as Caucasian, 4% as Asian American, 3% Latino/Hispanic, and 1% African-American and American Indian or Alaska Native. 5% preferred not to answer and 2% reported “other.” • Black/African American (1%) • Pacific Islander • Asian (4%) • American Indian or Alaska Native (1%) • White/Caucasian (88%) • Other (2%) • Latino/Hispanic (1%) • Prefer not to answer (5%) • Native Hawaiian or Other (2%)
Position and Company
A majority of respondents are employed companies larger than 100
employees (62%) and work in the outdoor industry (61%); followed by
the bike industry (17%); the snow sports industry (12%), and run (8%).
Survey participants working in retail and product manufacturer ac-
count for the majority of respondents (58%). Non-profits made up 11%,
and travel, resort, or guide-based companies made up 14%. 10% work
for “other.” These results follow along industry percentages, as retailers
and manufacturers in the active-outdoor industries employ the largest
number of individuals.
The sample includes a cross section of staff from the executive level to
managers to entry-level employees. Dan Holz, Osprey
Company Size Type of Job
61% 17% 12% 8%
Respondents Respondents Respondents Respondents
who work in who work in who work in who work
the outdoor the bike the snow in the run
• 1-19 (17%) • Support staff (20%) • Director (7%) industry. industry. industry. industry.
• 20-99 (21%) • Coordinator (10%) • Executve (4%)
• 100 or more (62%) • Sales Rep (8%) • Sole-proprietor
• Manager-mid level (22%) or principal (1%)
• Manager-upper level (9%) • other (18%)D I S C R I M I N AT I O N A N D H A R A S S M E N T
WHEN IT COMES TO HOW WOMEN AND MEN SEE THE STATE OF WOMEN AND GENDER DIVERSIT Y EFFORTS, THERE ARE STRIKING DIFFERENCES. Men are more likely to think the workplace is equitable; women see a workplace that is less fair and offers less support. Men think their companies are doing a pretty good job supporting diversity; women see more room for improvement.
Sexual harassment continues to pervade the workplace. Although it is
clear what constitutes gender discrimination and sexual harassment
from a legal perspective, how individuals define and experience these A LOOK AT THE INDUSTRIES: WOMEN'S EXPERIENCES
events is often murky in the real world. In recognition that individuals
experience of discrimination and harassment might differ from the legal
I have been directly or indirectly affected
definition, the survey questions were intentionally framed to focus on
discrimination or bias as experienced or witnessed by the respondent. by behavior or comments that are
discriminatory or biased
Company-Level
I have been directly or indirectly affected by behavior
All Women Bike Outdoor Snow Run
or comments that are discriminatory or biased
30% 42% 30% 25% 19%
30%
Women 38%
18%
Men
17%
Industry-Level
• Comapany • Industry
All Women Bike Outdoor Snow Run
I have witnessed behavior or heard comments that are
discriminatory or biased 38% 55% 36% 35% 20%
38% 55% 36% 35% 20%
30%
Women 47%
18%
Men
33%
• Company • IndustryReporting
When combined with the finding that only 31% of women feel their
company correctly handles sexual discrimination and harassment,
companies who prioritize safe and equitable workplaces may want to
ensure that their reporting systems and no tolerance for gender-based
discrimination or harassment are fully understood by all employees.
My company correctly
handles instances 31%
of sexual harassment or 49%
gender discrimination
Research suggests that companies which develop and communicate
clear guidelines for what respectful behavior looks like—as well as un-
acceptable and uncivil behavior, has a direct impact on employee satis-
faction. 1 To be effective, these guidelines must be supported by a clear
reporting process and consequences for unacceptable behavior.
At my company, there is
51%
no tollerance policy and
clear reporting processes 55%
for workplace harassment
• Women • Men
1. McKinsey and LeanIn, Women in the Workplace 2018. Both women and men who believe that disrespectful behavior
toward women is often quickly addressed at their company are happier in their roles and less likely to think about leaving.
Not surprisingly, this has a bigger positive impact on women: they are 44 percent less likely to think about leaving their
company, compared to 17 percent of men.A Culture of Respect
There are also stark differences in how women and men view their company’s and the A LOOK AT THE INDUSTRIES
industries’ efforts to create a safe and respectful work environment. The perception A deeper dive into experiences of respondents based on industry re-
that a culture is disrespectful is the result of everyday microagressions and discrimina- veal that bike industry respondents are more likely to perceive a
tion. Whether intentional or unintentional, microaggressions add up and employees cul-ture of gender discrimination and bias than those in the outdoor,
feel excluded or that their views are not taken seriously. They also reflect inequality— snow, and run industries. Over 37% of professionals in the bike
while anyone can be on the receiving end of disrespectful behavior, microaggressions, industry say that their industry has a culture that exclude
these negative experiences add up for women. Repeated over time, they can have a ma- employees based on gender, tolerates disrespectful communication
jor impact: women who experience microaggressions view their workplaces as less fair and behavior based on gender, and does not take employees and
and are three times more likely to regularly think about leaving their job than women their perspectives seriously based on gender. Less than 21% of
who don’t.1 Framed another way, women who say their organization is psychological- professionals say the outdoor, run, and snow industries are tolerant
ly and emotionally healthy and that they can be themselves in the workplace are 5x of disrespect based on gender.
more likely to say their company is a great place to work.2
My Company... My Industry... My Industry...
21%
does not take some Women 30%
does not take some 37%
employees (or their employees (or their
perspectives) seriously 21%
perspectives) seriously 10%
based on gender Men based on gender
13%
18% tolerates disrespectful
tolerates disrespectful
Women 27%
38%
communication and
communication behavior related to 16%
and behavior related 12% gender
to gender Men
16%
has social culture that 39%
15% exludes employees
has social culture that Women 31% based on their gender 16%
exludes employees
based on their gender 12%
Men
16%
• Company • Industry • Bike • Outdoor/Snow/Run
1. McKinsey and LeanIn, Women in the Workplace 2018. 2. Great Places to Work for Women 2018.These numbers indicate the urgent need for companies to underscore that inappropriate behavior is unacceptable and will not go over- looked. Leaders at all levels have the oppor- tunity to set the tone by publicly modeling inclusive behavior. Fostering an environment where all employees feel included and respect- ed starts with making sure everyone feels safe.
Dan Holz, Osprey
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