DEI STRATEGIC PLAN - NBA.com

DEI STRATEGIC PLAN

JUNE 2020

PROGRESS REPORT JUNE 2020

2rosequarter.com/inclusion

Dear Rip City,

We have always led with our mission and values through every moment in our history, The Trail Blazers and Rip City management strive daily to be top performers and not be bystanders to change and humanity.

As part of our commitment to DEI, we have made ongoing efforts to execute our strategic plan spanning across our business. The plan was created, has been executed and will continue to be executed and innovated by stakeholders throughout the company. This strategic plan includes:

- A compelling DEI vision, plan and business case developed and communicated internally and externally and embedded in all company policies and procedures- Development of DEI goals and milestones with leadership and staff being held accountable for a commitment to advancing DEI at the company and having all staff see themselves as leaders in this work - A culture where diverse perspectives are engaged and valued across the company, relationships are valued and there is a culture of respectful transparency and feedback - A commitment to accessible and equitable recruitment, retention, advancement, and reflection of the diversity of the labor market at all levels of the company- An atmosphere of inclusion leveraging the creativity and connection diversity can bring to drive product innovation and sales and uphold exceptional levels of service- The advancement of DEI internally and externally by utilizing community partners empowering historically underserved communities to be drivers of equity within their own communities - A diverse supplier base and ensuring our supplier base influences the landscape of the supplier industry

This is a journey with considerable distance still to cover, and lots to learn along the way. We welcome everyone to share in our journey and believe as we do – we’re all part of Rip City.

Sincerely,

Chris. D. McGowan, President & CEO

A MESSAGE FROM THE PRESIDENT



Rip City,

When we announced our commitment to diversity, equity, and inclusion in 2016, we made it clear there is no finish line in mind. Our goal is to leverage our voices to create awareness around the issues, both internally and externally. As an organization we have created a strategic plan which addresses the disparities experienced by our staff and community. Our current plan has seven focus areas: vision, measurement and accountability, inclusive culture, talent management, brand, service and sales, social responsibility, and supplier diversity.

Furthermore, our organization has taken a stand against racial injustice and the blatant racial inequities and racism culminating throughout our country. As such, the creation of the Racial Injustice Fund of the Trail Blazers Foundation allows us to leverage our position, platform, resources, and influence to help fight the injustices occurring in society today. We are dedicated to doing the work it takes in this space. This commitment includes:

- Continuing to strengthen and structure our organization to combat institutional and systemic racism within our company and the sports sector - Amplifying and augmenting voices in our company and community that are leading racial injustice work- Financially investing in community-based nonprofit organizations that have been leading racial injustice work- Encouraging our fans and supporters to use their own voices for positive change in their communities

Looking forward, we hope to see the positive impacts being made, though the goal revolves around guaranteeing the same safe and secure quality of life for everyone in our community and country. We will not remain silent or be complacent and our commitment is about more than just improving our organization.

Ashley Clinkscale , Senior Vice President of Communications, Community and Diversity

SENIOR VICE PRESIDENT OF COMMUNICATIONS, COMMUNITY AND DIVERSITY

Rip City brings people together to create lasting memories through the power of sports and entertainment.

Our organization has an opportunity and responsibility to positively impact our staff, players, fans, and community.

As such, we are committed to advancing diversity, equity, and inclusion within our organization and our community,

which includes:

• Providing a safe and welcoming environment that champions differences and embraces the respectful

open expression of ideas that are free from hateful, racist, profane, violent or harassing behaviors

or comments.

• Ensuring that our policies, practices and programs consider and seek to address societal inequities

that disproportionately impact specific groups.

• Utilizing our platform and resources to positively impact people throughout our community who have

been underserved.

• Cultivating a staff that reflects the community we serve and an inclusive culture where multiple perspectives

are valued.

We ask that you join us in this journey, and that you continue to advance this work within your own sphere

of influence.

DIVERSITY, EQUITY ANDINCLUSION STATEMENT

4



DEI STRATEGY

Galvanized by the approach to diversity and inclusion by the National Basketball Association (NBA), we made a formal commitment in 2016 to advance diversity, equity, and inclusion (DEI) within the organization and community. In September of 2017, we adapted the NBA’s D&I Playbook, which is based in part on the Global Diversity and Inclusion Benchmarks, to create a systems-level plan to address disparities experienced by our staff and community. The plan focuses on 7 areas: vision, measurement and accountability, inclusive culture, talent management, brand, service and sales, social responsibility, and supplier diversity.

The application of a collective impact framework led to the creation of seven cross-departmental strategic planning committees made up of 40+ total staff at all levels of the organization. Each committee is led by at least one executive leader. These committees along with the company’s equity team and leadership team worked together to develop a holistic approach and strategy to advance diversity, equity, and inclusion internally and externally.

“The Trail Blazers and Rose Quarter are committed to advancing diversity, equity and inclusion within our workplace and community and using our platform to help create a safe, secure quality of life for everyone. The strategic planning committees within the organization provide an open and understanding space for employees to teach and be taught about DEI while implementing ways to advance DEI within their workspaces and communities.”

Ashley Clinkscale, Senior Vice President of Communications, Community and Diversity


6

AREAS OF IMPACT VISION STATEMENT

VisionA compelling DEI vision, plan, and business case has been developed and communicated internally and externally and is embedded in all company policies and procedures.

Measurement & AccountabilityDEI goals and milestones developed and leadership and staff hold each other accountable for a commitment to advancing DEI at the company; all staff see themselves as leaders in this work.

Inclusive CultureDiverse perspectives are engaged and valued across the company, relationships are valued, and there is a culture of respectful transparency and feedback.

Talent ManagementThe company practices accessible and equitable recruitment, retention and advancement, and reflects the diversity of the labor market at all levels of the company.

Brand, Service & Sales The company has an atmosphere of inclusion that leverages the creativity and connection diversity can bring to grow our brand, drive product innovation and sales, and uphold exceptional levels of service.

Social Responsibility

The company continuously works towards the advancement of DEI internally and externally utilizing community partnerships that empower historically underserved communities to be drivers of equity within their own communities.

Supplier DiversityThe company has a diverse supplier base and influences the landscape of the supplier industry.

INTERNAL

EXTERNAL

F O U N D AT I O N AL

INCL

USIV

E CULTURE

TALE

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ANAGEMENT

BRAND, SERVICE & SALES

SOCIAL RESPONSIBILITY

VISION

SUPPLIER DIVERSITY

VISION STATEMENTS



VISION

NOT STARTEDIN PROGRESSIMPLEMENTED

GOALS HIGHLIGHTS

Goal 1: To develop a compelling DEI vision, plan, and business case.1. Developed and currently implementing company-wide DEI strategic plan. 2. DEI goals included in department business plans, organizational scorecard and performance reviews.

Goal 2: To communicate the DEI vision and plan internally and externally.1. Published company DEI statement internally and externally at the 2018 Inclusion Game. 2. Continuing to provide semi-annual updates on DEI progress to staff and external partners via semi-annual progress report on trailblazers.com/inclusion webpage.

Goal 3: To review and update all policies & procedures through an equity lens.1. Reviewed and revised handbook policies through an equity lens with a diverse group of staff and external consultants. 2. Updated Paid Leaves and Vacation policies to better reflect organizational needs and values.



MEASUREMENT AND ACCOUNTABILITY


GOALS HIGHLIGHTS

Goal 1: To create an environment of accountability for DEI. 1. Implemented DEI check-ins at department and leadership meetings.

Goal 2: To develop ongoing awareness and tracking of DEI goals and progress across the company.

1. DEI updates included in monthly Business Operation updates. 2. Meeting monthly with company-wide Inclusion Council of 45 staff from across the company.

Goal 3: To evaluate staff on DEI outcomes. 1. Included DEI Professional Development in the employee performance review process.



INCLUSIVE CULTURE


GOALS HIGHLIGHTS

Goal 1: To engage diverse perspectives from all FT and PT staff.1. Company equity filter created. 2. Used feedback from employee survey to inform action plans for leaders.

Goal 2: To ensure staff feels valued. 1. Continuing to engage FT and PT staff in cultural celebrations and community activations.

Goal 3: To foster a culture of transparency, respect and feedback.1. Held training sessions to review appropriate workplace conduct, investigation procedures, and introduced new lines of communication with P&C team.

Goal 4: To increase cultural competence for all staff.1. Continuing to provide annual mandatory DEI Professional Development opportunities for staff.2. Hosted NBA Everyday Inclusion training for Leadership Team.

Goal 5: To create inclusive policies and environment.1. Hosted facilitated conversation to get employee feedback on company practices/norms through an equity lens.2. Completing office renovation to support team integration and different workstyles.



TALENT MANAGEMENT


GOALS HIGHLIGHTS

Goal 1: To practice accessible & equitable recruitment.

1. Created and distributed survey in January 2019 to hiring managers to get a baseline of hiring manager’s understanding of recruiting.2. Held Inclusive Recruiting Training with NBA for all Hiring Managers.3. Created consistency in job postings to ensure all are processed through Textio prior to posting.4. Attending job fairs at culturally specific community organizations.

Goal 2: To practice equitable retention & advancement.1. Developed onboarding program to support retention.2. Established internal practice of posting positions new positions internally at minimum to ensure all employees are aware of opportunities.

Goal 3: To exceed diversity of labor market.

1. Labor market was defined with national and regional benchmark (Multnomah, Clark, Clackamas and Washington counties).2. Labor market demographics comparison to internal demographics presented to leadership team and informing hiring excellence program.

Goal 4: To create channels for future workforce.1. Diversified postings to general wide-spread job boards such as Indeed and Glassdoor, and diversity specific job posting sites.2. Purchased LinkedIn Recruiter seat to source talent directly.



BRAND, SERVICE AND SALES


GOALS HIGHLIGHTS

Goal 1: To create an inclusive brand experience on the RQ campus and in the community.

1. Integrated more fan facing elements for celebration nights and developed content plans for each of the 4 celebrations. 2. Activated at multiple cultural celebrations across PDX metro, including Latino Cultural Festival, Pride, Good in the Hood, Juneteenth, El Grito, and My People’s Market. 3. Continuing to integrate DEI statement on campus and in-arena via pole banners, LED, etc.

Goal 2: To prioritize equity in order to provide a high level of service to all fans. 1. Continuing to diversify staffing assignments in-arena.

Goal 3: To harness individuality and leverage diverse perspectives to drive revenue.

1. Conducted post-event surveys for Pride, Women in Sports, and Black History Month Celebration Nights. 2. Reviewed fan survey demographic questions through an equity lens and updated to be more inclusive. 3. DEI statement incorporated in League fan surveys.4. Hosted Innovation Challenge and established baseline. 5. Upgraded CRM software to support the Supplier Diversity Assessment & website.



SOCIAL RESPONSIBILITY


GOALS HIGHLIGHTS

Goal 1: To advance DEI internally.

1. Created mandatory training for youth basketball coaches on working with diverse audiences.2. Recruited 35 unique staff from across the company for cultural celebration committees. 3. Created best practice document for celebration night planning and execution. 4. Continuing to host diverse career panels for culturally specific organizations.

Goal 2: To prioritize services and funding to populations that have been historically undeserved.

1. Offered two-year funding to nonprofits serving historically underserved communities through Live, Learn, and Play grants. 2. Hosted 4 celebration nights, including a bilingual Hispanic Heritage Celebration night. 3. Launched She Hoops Series.4. Translated Read Big form into top 5 languages from PPS and youth basketball waiver into Spanish.

Goal 3: To engage historically undeserved communities in planning, programming and decision-making.

1. Connected with nonprofit organizations that serve communities under-represented in Foundation giving.2. Engaged diverse committee members in grant funding decisions.3. Created Foundation Equity Committee, equity statement and equity filter.4. Hosted board training for staff and one-on-one meetings.

Goal 4: To create accessible community space that is open and free to community.1. Invested in court builds/refurbishments outside of Portland and completed 5 courts with Nike.2. Continuing to host cultural events on campus, such as El Grito.



DEI IN THE COMMUNITY

To support our goal of creating an inclusive brand experience on our campus and in the community, we committed to making deeper connections with each market through the authentic engagement in culturally specific community events.



SUPPLIER DIVERSITY


GOALS HIGHLIGHTS

Goal 1: To have a diverse supplier base that aligns with company values.

1. Created a supplier diversity assessment & website to direct vendors to. Working towards getting baseline data on current supplier diversity. 2. Determined a $5,000 threshold as the trigger to actively examine whether there are vendor/supplier options available among MWDVESB designated businesses in the marketplace.

Goal 2: To positively influence the landscape of the supplier industry.1. Attending Oregon Association of Minority Entrepreneurs events to network and share progress. 2. Promoted partnership with 4 local women-owned businesses for “Made by Her” line in arena, on social media and on website.



SUPPLIER DIVERSITY ASSESSMENT

As part of our commitment to ensuring that our company has a diverse supplier base and influences the landscape of the supplier industry, we developed a Supplier Diversity Assessment. We recognize diverse suppliers that are at least 51% owned and operated by a diverse owner(s) with business classifications:

• Women Owned Business • Persons with Disabilities • Minority Owned Business • Veteran Owned Business • Lesbian Gay Bisexual Transgender • HubZone Small Business

All prospective and existing companies interested in doing business with us are required to complete the Supplier Diversity Assessment in order to be considered for future supplier partnerships.



DIVERSITY, EQUITY AND INCLUSION DEPARTMENT

Ashley ClinkscaleSVP Communications, Community & Diversity

Jenn HunterSenior Director of DEI

Alexis McKinney DEI Content Specialist



ROSE QUARTER INCLUSION COUNCIL

The Rose Quarter Inclusion Council is a group of 45 employees that champion the company’s DEI work. These dedicated individuals are responsible for spreading knowledge, empowering others, and ensuring DEI is core to our company culture. This council also helps identify needs and areas of growth for the company and serves as a constant reminder that all Rose Quarter staff members are responsible for advancing diversity, equity & inclusion within their sphere of influence.



“My skin color and culture means everything to me and I am proud of who I am...I want to be

able to assist in integrating inclusion & equity in my department as well as in my conversations

with my clients.”

Sarah Espinosa, Season Ticket Services Manager



END OF YEAR STAFF SURVEY RESULTS

Commitment to diversity reflected in our values, policies, etc.

FULL

TIM

EPA

RT T

IME

RQ provides an environment for open expression

20190%

25%

50%

75%

100%

2017 2018

20190%

25%

50%

75%

100%

2017 2018

Employees appreciate people from different backgrounds

20190%

25%

50%

75%

100%

2017 2018

20190%

25%

50%

75%

100%

2017 2018

0%

25%

50%

75%

100%

2017 2018 2019

20190%

25%

50%

75%

100%

2017 2018



RACIAL INJUSTICE INITIATIVE

rosequarter.com/inclusion 21


The Portland Trail Blazers are committed to fighting for racial justice and police reform. We believe that corporate citizenship refers to a company’s responsibilities to society, and our goal is to produce higher standards of living and quality of life for the communities we are part of.

We take very seriously our responsibility to leverage our position, platform, resources and influence to create the safe, secure quality of life we all deserve. Therefore, as part of our commitment, we will:

• Continue to strengthen and structure our organization to combat institutional and systemic racism within our company and the sports sector

• Amplify and augment voices in our company and community that are leading racial justice work• Financially invest in community-based nonprofit organizations that have been leading racial justice work• Encourage our fans and supporters to use their own voices for positive change in their communities

WE ARE COMMITED TO AMPLIFYING THE VOICES OF THOSE WHO HAVE NOT BEEN HEARD

R A C I A L I N J U S T I C E F U N D



We have shared this commitment publicly with staff, partners, and fans, and now are moving toward action. The first step in our plan is to collect and distribute critical financial investments to high-quality local and national nonprofit organizations that are working in this space. We have donated to the following organizations:

I N V E S T M E N T N AT I O N A L O R G A N I Z AT I O N S

Black Future Labs blackfutureslab.org

An organization that works with Black people to transform communities, build Black political power, and change the way that power operates—locally, statewide, and nationally with a mission to engage Black voters year-round; use its political strength to stop corporate influences from creeping into progressive policies; and combine technology and traditional organizing methods to reach Black people anywhere and everywhere.

Movement for Black Lives m4bl.org

A space for Black organizations across the country to debate and discuss the current political conditions, develop shared assessments of what political interventions were necessary in order to achieve key policy, cultural and political wins, convene organizational leadership in order to debate and co-create a shared movement wide strategy under the fundamental idea that we can achieve more together than we can separately.

NAACP Legal Defense and Educational Fund, Inc. naacpldf.org

America’s premier legal organization fighting for racial justice through litigation, advocacy, and public education, LDF seeks structural changes to expand democracy, eliminate disparities, and achieve racial justice in a society that fulfills the promise of equality for all Americans.

National Black Justice Coalition nbjc.org

The leading national Black LGBTQ/SGL civil rights organization dedicated to the empowerment of Black lesbian, gay, bisexual, transgender, queer and same gender loving (LGBTQ/SGL) people, including people living with HIV/AIDS with a mission is to end racism, homophobia, and LGBTQ/SGL bias and stigma through federal public policy.

L O C A L O R G A N I Z AT I O N S

Beyond Black facebook.com/beyondblackcdc

A culturally specific black community development corporation that focuses on the creation of healthy communities and work on projects that socially, physically, economically, and culturally benefit the black community in East Multnomah County.

Word Is Bond mywordisbond.org

A local nonprofit working to rewrite the narrative between Black men and law enforcement through leadership development, critical dialogue, and education with a vision for every young Black man to have the leaderships skills to make a positive difference in their life and their community.

Y.O.U.th youthpdx.org

An organization with a mission to motivate, inspire and empower youth, family and educators to dismantle the school to prison pipeline by challenging existing systems and structures via programs inside existing afterschool programs, parent engagement classes, events and a digital marketing campaign.

R A C I A L I N J U S T I C E F U N D



Overview of our commitment to racial and social justice:UNIFY OUR ORGANIZATION AND GALVANIZE OUR COMMUNITY AROUND A SINGULAR ADVANCEMENT TOWARD RACIAL JUSTICE AND EQUITY.

Racial Justice Roadmap: • Voter and Civic Engagement • Advocacy • Portland Area Community • Employee Support and Engagement • Deploy Philanthropic and Business Funds in Support

of Racial-Equity Focused Non-Profits and Black Owned Enterprises



ITCOULDBE ME

https://vimeo.com/428369440



J E R S E Y N A M E A N N O U N C E M E N T V I D E O S E A S O N T O R E T U R N V I D E O





S H A R I N G T H E C O M M I T M E N T



P E T I T I O N S

DURING THE LAST GAME OF THE SEASON WE POSTED ON TWITTER PETITIONS SEEKING JUSTICE FOR LOCAL FAMILIES. SINCE OUR POSTS, THE PETITIONS HAVE RECEIVED MORE THAN 1K SIGNATURES AND THE POSTS EARNED OVER 400K IMPRESSIONS.



N B A F O U N D AT I O N

The NBA Foundation, launched in partnership with the National Basketball Players Association, will drive economic empowerment for Black communities through employment and career development by partnering with organizations that focus on three critical employment points: Obtaining a first job, securing employment after college and career advancement after employed.

Over the next 10 years, the 30 NBA team owners will collectively contribute $300 million annually to establish this new, leaguewide charitable foundation. Jody Allen, Chair, Trail Blazers, has made the Trail Blazers initial $1 million donation and will continue to donate $1 million for the next nine years to enhance and grow the work of national and local organizations dedicated to education and employment.

https://dmmx2.nba.com/videourlredirect?&project=/specials/specials_nba_bog_unity_on_social_justice_080620_final



“I am a student of this work and live it every single day. It’s crucial to create a space where people feel safe, included and

even celebrated. Not simply tolerated. Creating more awareness has been such a breath of fresh air in the organization.

More discussions. Less fear. Stronger relationships. Greater understanding. I’ve had more real conversations with co-

workers in the last year and a half than in the entire 10 1/2 years I’ve been on staff. People are touched by the work and

though you can’t measure every single improvement, I believe it’s changing people in a big way. Opening their eyes to see and

understand how everyone who isn’t born into privilege is experiencing this world. Powerful.”

Michelle Burch, Performance Teams Manager



“Our DEI work has impacted me tremendously both personally and professionally. It has taught me that talking about race

is not taboo and how to navigate race conversations at work and with my family. Our work has taught me to think differently

and be more open minded. With this work, the less talking I do, the more I learn and the better our organization is for it.

While I usually have no problem speaking up in meetings and lending my opinion, this is an area I don’t have that same

confidence because of my lack of experience being marginalized. In fact, I find that I learn so much about how race shows

up for my coworkers of color in their work and personal lives through the meaningful dialogue we have as a group. This is

a top line priority for the organization and some of the most powerful work that I’ve been a part of in my career.”

Dewayne Hankins, Chief Marketing & Innovation Officer



Diversity: The full range of differences and similarities, visible and non-visible, that make each individual unique.

Equity: Inclusive treatment, access, opportunity, and advancement for all people, with the explicit intention of identifying and eliminating barriers to foster equal outcomes.

Inclusion: An environment that recognizes, values and fully leverages different perspectives and backgrounds to drive results.

Culture: The learned and shared values, beliefs, and behaviors of a community or group of people.

Nationality: The status of belonging to a particular nation, whether by birth or naturalization.

Ethnicity: Assigned membership to a group based on common origin and common culture.

Race: Assigned membership to a (socially constructed) group based on physical characteristics such as hair texture, bone structure, and skin color.

Explicit Bias: Negative feelings, attitudes, or beliefs about a person or group on a conscious level, usually considered to be unfair.

Implicit Bias: Unconscious and unintentional bias that exists when an individual does not have direct control or understanding of their negative associations, perceptions, and motivations.

Anti-Racism: Work that is actively opposing racism by advocating for societal change.

Anti-Racist: Someone who is supporting anti-racist policy through their actions and ideas.

Racial Injustice: Unfair or undeserved systemic oppression based solely on race.

Racial justice: The systematic fair treatment of people of all races that results in equitable opportunities and outcomes for everyone.

Ally: Describes someone who supports a group other than one’s own racial identity, gender identity, etc.

Systemic (verb:) Impacting an entire system. In the case of racism, this mean that is embedded into every aspect of our political, social, and economic systems.

Systematic (adjective:) Based on oppressive actions and behaviors that occur in an organized fashion. In the case of racism, it is methodical approaches based on institutional laws and procedures.

GLOSSARY

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