State of Gender Equity in the Active-Outdoor Industries

Dan Holz, OspreyJohn Evans

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.

A B O U T T H E S T U DY

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.”

Dan Holz, Osprey

John Evans

IdentityPeople 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 of managers and leaders on gender equity.

Camber Outdoors Respondents

• 18 to 24 • 25 to 29 • 30 to 39 • 40 to 49 • 50 to 59 • 60 or more

General working population

• 18 to 24 • 25 to 29 • 30 to 39 • 40 to 49 • 50 to 59 • 60 or more

12% 12% 22% 21% 20% 13%

7% 17% 38% 22% 11% 5%

Gender

Age

• Female (60%)

• Male (38%)

• Other (0%)

• Prefer not to say (2%)

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.”

• Pacific Islander

• American Indian or Alaska Native (1%)

• Other (2%)

• Prefer not to answer (5%)

• Black/African American (1%)

• Asian (4%)

• White/Caucasian (88%)

• Latino/Hispanic (1%)

• Native Hawaiian or Other (2%)

Ethnicity

Position and CompanyA 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.

• Support staff (20%)• Coordinator (10%)• Sales Rep (8%)• Manager-mid level (22%)• Manager-upper level (9%)

• 1-19 (17%)• 20-99 (21%)• 100 or more (62%)

• Director (7%)• Executve (4%)• Sole-proprietor

or principal (1%)• other (18%)

Company Size Type of Job

61%Respondents who work in the outdoor industry.

17%Respondents who work in the bike industry.

12%Respondents who work in the snowindustry.

8%Respondents who work in the run industry.

Dan Holz, Osprey

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 events is often murky in the real world. In recognition that individuals experience of discrimination and harassment might differ from the legal definition, the survey questions were intentionally framed to focus on discrimination or bias as experienced or witnessed by the respondent.

I have been directly or indirectly affected by behavior or comments that are discriminatory or biased

I have witnessed behavior or heard comments that are discriminatory or biased

30%

38%

18%

17%

Women

Men

• Comapany • Industry

30%

47%

18%

33%

Women

Men

• Company • Industry

A LOOK AT THE INDUSTRIES: WOMEN'S EXPERIENCES

I have been directly or indirectly affected by behavior or comments that are discriminatory or biased

All Women

30%

Company-Level

Bike Outdoor Snow Run

20%35%36%55%38%

All Women

Industry-Level

Bike Outdoor Snow Run

42% 30% 25% 19%

55% 36% 35% 20%38%

Reporting When combined with the finding that only 31% of women feel theircompany correctly handles sexual discrimination and harassment,companies who prioritize safe and equitable workplaces may want toensure that their reporting systems and no tolerance for gender-baseddiscrimination or harassment are fully understood by all employees.

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.

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.

31%My company correctly handles instances of sexual harassment or gender discrimination

• Women • Men

49%

At my company, there is no tollerance policy and clear reporting processes for workplace harassment

51%

55%

A Culture of Respect There are also stark differences in how women and men view their company’s and the industries’ efforts to create a safe and respectful work environment. The perception that a culture is disrespectful is the result of everyday microagressions and discrimina-tion. Whether intentional or unintentional, microaggressions add up and employees feel excluded or that their views are not taken seriously. They also reflect inequality—while anyone can be on the receiving end of disrespectful behavior, microaggressions, these negative experiences add up for women. Repeated over time, they can have a ma-jor impact: women who experience microaggressions view their workplaces as less fair and are three times more likely to regularly think about leaving their job than women who don’t.1 Framed another way, women who say their organization is psychological-ly and emotionally healthy and that they can be themselves in the workplace are 5x more likely to say their company is a great place to work.2

1. McKinsey and LeanIn, Women in the Workplace 2018. 2. Great Places to Work for Women 2018.

A LOOK AT THE INDUSTRIESA deeper dive into experiences of respondents based on industry re-veal that bike industry respondents are more likely to perceive a cul-ture of gender discrimination and bias than those in the outdoor, snow, and run industries. Over 37% of professionals in the bike industry say that their industry has a culture that exclude employees based on gender, tolerates disrespectful communication and behavior based on gender, and does not take employees and their perspectives seriously based on gender. Less than 21% of professionals say the outdoor, run, and snow industries are tolerant of disrespect based on gender.

does not take some employees (or their perspectives) seriously based on gender

21%

30%

10%

13%

Women

Men

• Company • Industry

tolerates disrespectful communication and behavior related to gender

18%

27%

12%

16%

Women

Men

has social culture that exludes employees based on their gender

15%

31%

12%

16%

Women

Men

My Company... My Industry...

38%tolerates disrespectful communication and behavior related to gender

has social culture that exludes employees based on their gender

16%

39%

16%

37%does not take some employees (or their perspectives) seriously based on gender

21%

My Industry...

• Bike • Outdoor/Snow/Run

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