DEI Policy

Introduction

At Sports Insider Daily, we believe that the strength of our organization depends on the diversity of the voices we amplify, the fairness of the processes we follow, and the inclusive culture we cultivate. This DEI Policy outlines our commitment to creating a workplace and a content environment where everyone—regardless of background, identity, or viewpoint—can thrive and contribute. We are dedicated to doing the work required to ensure our operations, hiring, content, and interactions reflect our values of respect, equity, and integrity.

Definitions

  • Diversity means recognizing, valuing, and representing people of different races, ethnicities, genders, sexual orientations, ages, religions, abilities, socioeconomic statuses, and other dimensions of identity.
  • Equity means ensuring fair treatment, access, opportunity, and advancement for all, while striving to identify and eliminate barriers that have historically disadvantaged certain groups.
  • Inclusion means creating a culture and environment in which all individuals feel welcomed, respected, valued, and safe to speak and contribute, with their voices heard.

Policy Commitments

  1. Hiring & Staffing
    • We commit to proactively recruiting and hiring individuals from underrepresented groups across all roles—writing, editing, reporting, multimedia, management.
    • Job postings, interview panels, and evaluation criteria will be designed to reduce bias.
    • We will provide training on unconscious bias for hiring managers and editors.
  2. Content & Reporting
    • We strive to reflect diverse perspectives in our stories—including marginalized voices, local/smaller markets, and athletes or topics not always in mainstream sports coverage.
    • Language used in content will be respectful and inclusive. We will avoid stereotypes or harmful generalizations.
    • We will seek out and amplify stories that address social justice, equity issues, and the lived experiences of underrepresented groups in sports.
  3. Workplace Culture
    • We will foster an environment of respect, psychological safety, and respectful dialogue. Discrimination, harassment, or exclusionary behavior will not be tolerated.
    • We support ongoing education for all staff on topics like cultural competency, inclusion, allyship, and accessibility.
  4. Accessibility
    • Our digital platforms (website, mobile, multimedia) will meet recognized accessibility standards (e.g. WCAG) so that people with disabilities can engage with our content.
    • We’ll provide alternative formats (e.g. transcripts for audio/video content) wherever feasible.
  5. Equitable Opportunities & Compensation
    • We commit to fair pay and performance evaluation processes that are consistent and transparent.
    • We will ensure that benefits, professional development, and advancement opportunities are equally accessible to all staff.
  6. Supplier & Partnership Diversity
    • When engaging contractors, freelancers, vendors, and partners, we will aim to work with diverse-owned businesses (minority-owned, women-owned, LGBTQ+-owned, etc.) wherever possible.
  7. Accountability & Measurement
    • We will collect and monitor metrics related to diversity in hiring, retention, promotion, content representation, and audience feedback.
    • Regular reviews (e.g. annually) of our DEI progress will be conducted, with clear public reporting of where we are succeeding and where we need improvement.
    • We will maintain channels for staff and audience to raise concerns if they believe DEI principles are not being upheld.

Responsibilities

  • Leadership Team is responsible for embedding DEI into strategy, resourcing DEI efforts, and demonstrating commitment from the top.
  • Editors and Managers are responsible for ensuring diverse representation in content, fair processes in assignment and evaluation, and respectful workplace interactions.
  • All Employees & Contributors are expected to understand, uphold, and practice the principles of this policy in their work, communication, and behavior.

Implementation Steps

  • Develop a DEI training program for all staff within the first 6 months of launch.
  • Audit current content, hiring, and workplace policies for areas of bias or exclusion.
  • Set internal benchmarks for diversity (staff, contributors, content subjects) and periodically publish progress.
  • Create feedback mechanisms (e.g. anonymous surveys, suggestion boxes) for employees and audience members to share their experiences or concerns.

Review & Revision

This policy is a living document. We will review and update it annually (or more frequently if needed) based on feedback, evolving best practices, legal obligations, and our own experience. Any changes will be made openly and transparently.

Why This Matters

DEI isn’t just about doing what’s right—it’s essential for credibility, creativity, and relevance. Sports is a universal passion, and our coverage should reflect the full breadth of the human experience in sport. Inclusive practices help us produce better journalism, build trust with audiences, and ensure that no story goes untold.