diversity and inclusion | Horse Racing Free Tips

As One Racing Launches Intentionally Diverse and Inclusive Horse Racing Partnership

Edited Press Release

As One Racing Stables has launched its first diverse and inclusive racing partnership. The group will race under the As One Racing banner and has acquired its first equine athlete to promote the group's mission and vision.

As One Racing was formed by a group of six like-minded individuals with a desire to grow the sport by broadening its base and bringing new faces to the industry. Turning to history, the group recognized the need for the African American community that had once been a vital part of the industry to be welcomed back. The group's founders and management committee reflect its vision– a diverse group of individuals working together to compete at the highest level while carrying out a vision and mission of promoting diversity and inclusion. To date, the group has focused its efforts on its educational mission, speaking on the history of African Americans and diversity in the sport at numerous public and private events. Now, As One is ready to move forward with racing.

As One acquired its first horse, multiple stakes winner Bipartisanship (GB) (Bated Breath {GB}), in partnership with Commonwealth Racing and others for $260,000 at the recent Keeneland January Horses of All Ages sale.

The first partnership carries out the mission of the venture by pairing newcomers to the sport from diverse backgrounds together with industry stalwarts. Founder and partner Leon Nichols said that partnering together shows a real desire of the industry to be welcoming and inclusive.

“Being able to participate in this great sport as a minority and pay tribute to the famed horsemen from the late 1800s is thrilling,” Nichols said. “Doing it as business partners with industry insiders who welcome us shows that we can set an example for the future and drive real change.”

Recognizing the need and goals of the venture, Eric and Tammy Gustavson with Spendthrift Farm were quick to join from the outset.

“We are strong believers in the mission of As One Racing and were immediately interested in participating when we heard about it,” said Eric Gustavson.

Other notable names who have partnered in As One include Alex Rankin with Upson Downs Farm, Everett Dobson with Cheyenne Stables and Candy Meadows Farm, and Bret Jones with Airdrie Stud.

The founders of As One, who also serve on its management committee, include Nichols, who co-founded the Project to Preserve African American Turf History; Jonathan Israel, a longtime racing fan and administrator at the University of Louisville; Romain Malhouitre, President of Runnymede Farm; Ronald W. Mack, Lexington businessman and founder of Legacy Equine Academy; Brutus Clay, Chairman and CEO of Runnymede Farm; and Jay Ingle, an equine attorney with Jackson Kelly PLLC in Lexington, Kentucky.

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British Racing Bodies Commit to Improving Diversity and Inclusion

Organisations across British racing have united to improve diversity and inclusion across the sport under a unified “Industry Commitment”. The Industry Commitment, which is part of British racing's COVID-19 Recovery Plan for British racing', aims to formalise the sport's approach to diversity and inclusion and builds on the extensive existing activity already taking place, including community engagement, education activity and charitable work. This is highlighted through the Racing Together platform which has already showcased over 80 initiatives.

Organisations that have signed on to the Industry Commitment are: the British Horseracing Authority (BHA), Racecourse Association (RCA), Racehorse Owners Association (ROA), Thoroughbred Breeders Association (TBA), National Trainers Federation (NTF), Professional Jockeys Association (PJA), National Association of Racing Staff (NARS) and Great British Racing (GBR). There are five areas that underpin the Industry Commitment and each organisations will former their individual Diversity and Inclusion Action Plans:

Leadership and Accountability–industry leaders ensuring and taking accountability for the creation of a more diverse and inclusive sport
Good Governance–ensuring a better understanding of the racing landscape to influence policy, practice and procedures
Education and Awareness Raising–giving everyone across racing access to learning about diversity and inclusion and why they're important to the sport
Celebrating Racing's Diversity–showcasing the diversity that exists across the racing industry in order to create an inclusive sport where difference is embraced, and everyone is valued
Engaging New Audiences–promoting racing as a sport for all and encouraging diverse communities to take part

Annamarie Phelps, Chair of British Horseracing Authority, said: “This is an important step forward for the sport. We have so much to celebrate in British racing, including men and women being able to compete on a level playing field. Equally, it is the responsibility of all of us in the sport to ensure we can showcase British racing as a modern sport which is truly diverse, inclusive and open to all. Being proactive about improving diversity is essential to the long-term viability of the sport, but first and foremost it is absolutely the right thing to do.”

For more information on the Industry Commitment, please visit www.media.britishhorseracing.com.

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Diversity In Racing: Panel Examines How The Sport Is Doing, Where It Can Improve

As discussions about improving diversity and inclusion continue in a range of sports and businesses, The Racing Biz debuted its first in a series of panels last week addressing the subject in horse racing. The 'Truth to Power' series is a cooperative effort between the trade publication and the National Thoroughbred Racing Association.

The first panel was anchored by The Racing Biz owner/publisher Frank Vespe and featured writer Teresa Genaro, NTRA director of communications Alicia Hughes, owner Ray Daniels and horseman/bloodstock agent Greg Harbut. It also featured clips from a pre-recorded conversation between Vespe and Rose Grissell, head of diversity and Inclusion for the British Horseracing Authority, about strategies to improve diversity across the pond.

Catch a full replay of the panel discussion here. A few key takeaways:

Many point to the number of female or non-white exercise riders, jockeys, and assistant trainers working in racing as evidence that the sport doesn't have a problem with diversity and inclusion. That doesn't really hold up, panelists say, because senior management and boards of companies, racing commissions, and other groups are still almost entirely made up of white men, with limited exceptions. Hughes pointed out that at the time of the panel, there had been eight public announcements about hiring or promotion of upper-level staff at racetracks since Nov. 30. All eight were white men. No doubt, Hughes said, they were well qualified for their roles, but that doesn't do much for those companies' assertion that they prioritize diversity and inclusion.
Often, this homogeneity is explained as institutions simply “hiring the best person for the job.”“That is either ignorant or just deliberately obtuse because it suggests from the get-go that the most qualified person for the job is a white man,” said Genaro.
“When you talk about embracing diversity and your practices don't line up with it, it makes me question – what are your hiring practices?” echoed Hughes. “Where are you advertising these jobs? Are you advertising these jobs? How many people were interviewed? How many people from diverse backgrounds were interviewed? How many people of color were interviewed? I have a hard time, both in my lived experience and my research, finding tangible evidence that these organizations are backing up their statements with action.”
By contrast, Grissell said British sports organizations funded by the government are required to have at least 30 percent female participation on their boards.
Prioritizing diversity at the upper levels of an organization or business does a few things. It attempts to level the playing field to make sure traditionally underrepresented groups are getting a fair shot at advancement. It signals to women and minorities that they are valued by that business. It also helps the business improve its internal and external communications to be more appealing to a broader range of people.Harbut pointed out that that public relations aspect is important, because racing needs all the help it can get to grow right now. If nothing else, reaching out to new demographics is just good business.
“It's no secret the industry is struggling right now to attract new fans … you don't see the younger generation embrace racing the way they do in Lexington,” said Harbut.
Passively allowing people of all backgrounds to attend racing doesn't mean they're going to feel comfortable or interested in doing so.“We're simply not engaging with certain groups of the population in the UK, whether that's through perception or the reality of barriers,” said Grissell. “Our marketing and media presents racing in a certain way which could potentially be seen as exclusive to some. I think we can't be naïve or even arrogant enough to think just because we've opened the doors, people are going to walk in. We have to show them why racing is a sport for them.”
Hughes pointed out the struggles and triumphs of NASCAR as an example to horse racing. NASCAR had similar issues to horse racing with declining ratings and a homogenous fan base. When the sport banned the Confederate flag at its tracks and supported a driver who was initially thought to be the target of a racially-motivated hate crime, Hughes said the organization lost a few fans – but it gained many more. Its actions also generated national attention that led high profile personalities like Michael Jordan and Pitbull to begin investing as owners.
If you're watching the diversity and inclusion conversation with interest and thinking about improving policies in your company, panelists urge you – hire a professional diversity training service to help you. Too often, the burden of organizing new programs in this subject area falls to a junior member of staff because they are female or BIPOC and assumed to be subject matter experts. The problem with that is that building new company policy, marketing, staff training, etc., quickly becomes a time-consuming unpaid task for that staff member.

See the full panel replay here.

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