The 2021

Racial and Gender Report Card

TM

Major League Baseball

By Richard E. Lapchick
Contributing Editors: Daniel Bowman, David Eichenberger, Spencer Ewing, A.J. Forbes, Alayshia Green,
Brian Jackson, Brady Johnson-Schmeltzer, Amanda Kiernan, Taylor Middleton, Devon Miller,
Kyle Richardson and Ashley Turner

Presented by:
The Institute for Diversity and Ethics in SportTM
with the DeVos Sport Business Management Program
in the College of Business Administration of the
University of Central Florida
Table of Contents
Executive Summary.........................................................................................1
Report Highlights............................................................................................5
Overall Grades.................................................................................................8
Grades By Category.......................................................................................10
MLB Players......................................................................................................10
MLB Managers.................................................................................................12
MLB Coaches...................................................................................................13
MLB Central Office..........................................................................................15
MLB Team Front Offices.................................................................................17
Owners..........................................................................................................17
Chief Executive Officers and Presidents.......................................................18
Head of Baseball Operations/General Managers...................................18
Team C-Suites Executives......................................................................18
Vice Presidents.......................................................................................19
Senior Administration............................................................................20
Professional Administration..................................................................20
MLB Umpires............................................................................................21
MLB Diversity and Inclusion Initiatives.....................................................22
How Grades Were Calculated and Methodology.........................................23
About the Gender and Racial Report Card................................................23
The Institute for Diversity and Ethics in Sport..........................................24
DeVos Sport Business Management Program............................................24
Appendix I - Diversity and Inclusion Initiatives........................................25
Appendix II - List of Team Vice Presidents................................................40
Appendix III - Data Tables............................................................................45
Historical Listing of MLB Managers of Color.......................................49

© 2020 University of Central Florida. All rights reserved.

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THE 2021 RACIAL AND GENDER REPORT CARD:

MAJOR LEAGUE
BASEBALL
Media Contacts:
A.J. Forbes, (563) 581-7343, [Link]@[Link]
Kyle Richardson, (540) 656-6918, [Link]@[Link]

Executive Summary Overall Grade

Orlando, FL - April 15, 2021

On April 1, 2021, Major League Baseball surged

back with perhaps one of the most historic traditions
of America’s pastime: Opening Day. This year it
was much bigger than baseball. It was a reassuring
indicator that American life is returning to normal
C+
after an unprecedented global health crisis that has
unnerved our world for more than a year.

And just as the season started, Major League Baseball Racial Hiring
Commissioner Rob Manfred announced that the All-

B+
Star Game would be moved out of Atlanta because
of the law passed in Georgia that would result in
voter suppression. MLB’s unprecedented move
reflected the second major outcome of 2020-21:
the racial reckoning that started with the killing of
George Floyd.

In this climate and in conjunction with the

anniversary of Jackie Robinson breaking MLB’s
color barrier on this day in 1947, the Institute for Gender Hiring
Diversity and Ethics in Sport (TIDES) released the

C
2021 Major League Baseball Racial and Gender
Report Card (RGRC).

Major League Baseball earned a B+ on the issue

of racial hiring and a C for gender hiring practices,
bringing the overall grade to a C+ in the 2021 MLB
RGRC.

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Major League Baseball saw a decrease in its racial

hiring grade from 88.7 percentage points in 2020 to
86.8 percentage points in 2021. For gender, MLB’s
MLB RGRC at a Glance
hiring grade also decreased, falling from 72.7
percentage points in 2020 to 70.7 percent in 2021.
The combined grade of 78.8 was a decrease of 1.9 Grade for Race of
percentage points from last year.
MLB Players

A+ 37.6%
It is important to note that beginning with the 2021
Racial and Gender Report Card series, a racial and
gender hiring grade for Team Ownership is being People of Color
calculated into the final grades. Based on previous
Report Cards, this will result in slightly reduced
overall grades for race and gender across all 2021 Racial Hiring Grade for
Report Cards. The 86.8 points for racial hiring
practices represented a decrease from 88.7 in the MLB Central Office

A-
2020 MLB RGRC and the difference is partially
attributable to adding the graded ownership 28.5%
category in 2021. The 70.7 points for gender hiring People of Color
practices was a decrease from 72.7 in 2020 and
the difference is partially attributable to adding the
graded ownership category. The same was true for Gender Hiring Grade for
the overall grade of 78.8 points, down from 80.7 in MLB Central Office
the 2020 MLB RGRC.  

Also, beginning in the 2021 RGRC series, TIDES

will be awarding bonus points affecting the overall
C- 29.1%
Women
racial and gender grades based on crucial social
justice initiatives and hiring milestones. MLB has
achieved monumental milestones since the 2020 Racial Hiring Grade for
Report. In addition to removing the All-Star game MLB Team Managers
from Georgia, the milestones include the hiring of
Kim Ng as the first female general manager in MLB
history, officially designating the Negro League
as “Major League,” and there being 22 women
B+ 20.0%
People of Color
who held on-field coaching or player development
roles. Of note, the Boston Red Sox hired Bianca
Smith as a Player Development Coach, making her
Racial Hiring Grade for
the first Black woman to serve as a coach in the MLB Team Coaches

A+
history of professional baseball. All of these were
breakthroughs that contributed to MLB’s overall
grade.
40.5%
People of Color

Dr. Richard Lapchick, the primary author of the

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study and the Director of TIDES at the University

of Central Florida (UCF) said, “We don’t anticipate MLB RGRC at a Glance
Leagues scoring well when it comes to Ownership.
But this is a crucial racial and gender category
that needs to be addressed. The owner is the final
Racial Hiring Grade for
authority on every team and is a key to hiring more President of Baseball Ops/GMs

C-
people of color and women in the most pivotal roles
in sport. The owners must be accountable in their
team’s diversity, equity and inclusion efforts.”
13.3%
People of Color

Another notable change affecting MLB was their

League Office increasing its staff from 419 in Racial Hiring Grade for
2020 to 1,296 in 2021 after opening their new
headquarters. The office almost tripling-in-size Senior Administration

B+
resulted in a significant drop in their Central Office
racial and gender grade. 19.8%
People of Color
Lapchick added “Jackie Robinson continues to
have an impact on baseball and sport as a whole,
even 74 years after he broke the color barrier. He Gender Hiring Grade for
played for something far bigger than himself. Jackie
played for the future of baseball, a future where Senior Administration

C-
all people can participate on and off the field and
not experience the racism and backlash that he too
often faced while playing. The 2021 Major League
28.5%
Women
Baseball Racial and Gender Report Card revealed
that baseball must improve, but I am confident that
the policy changes and notable hires over the past
few months will move toward Jackie’s vision.” Racial Hiring Grade for
Professional Administration
Major League Baseball continues to have a diverse
group of players with 37.6 percent being players
of color. It should be noted, however, that is down
from 39.8 percent in the 2020 Report. The number
B+ 24.4%
People of Color
of Black or African-American players on Opening
Day rosters was at 7.6 percent, a slight increase
from last year. Gender Hiring Grade for
Additionally, the MLB Draft continues to show Professional Administration

D+
promising signs for a future increase in Black or
African-American players. Between 2012 and 2020,
the first round of the MLB Draft featured 51 Black
25.5%
Women
or African-American players out of 289 selections
(17.6 percent), including a large percentage of

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alumni from MLB-led youth and amateur baseball Lapchick continued, “Major League Baseball
development programs. teams must continue efforts to grow the game in
communities which continue to lack access to the
Commissioner Rob Manfred’s newly expanded game with the intent of growing and diversifying
Central Office received an A- for racial hiring and the player pool. Over the past five years, there have
a C- for gender hiring practices. People of color been positive signs of growth in the percentage of
comprised 28.5 percent and women comprised 29.1 managers of color, but the lack of diversity in this
percent of the total Central Office professional staff. key position throughout MLB is glaring, especially
There were 18 people of color and 27 women in when looking at the level of diversity among the
positions of vice president or higher at the League players. In fact, the 2021 season opened with six
Office. managers of color, which, while an improvement
from three in 2016, remains too far below the all-
Much more work is necessary at the club level, time high of 10 reached in 2002 and 2009.”
Of the nine grades for race at the team level, the
only A grade or better was for coaches at 40.5 Commissioner Manfred’s Central Office has
percent people of color. MLB received a B+ for implemented a number of diversity initiatives in
racial hiring for senior administration, professional recent years to address this diversity and inclusion
administration, and team managers, but a C+ for issue. These initiatives are elaborated on in
vice presidents, a C- for general managers and a Appendix I. They include the Diversity Pipeline
D+ for C-suite executives. MLB received F’s for Program, which seeks to identify, develop, and grow
owners and CEO/presidents,. The grade of C- for the pool of qualified minority and female candidates
general manager remained the same as there was no for on-field and baseball operations positions; the
change with only four people of color serving in that MLB Diversity Fellowship which provides the
role. Of the four general managers of color, Kim Ng opportunity for young, diverse professionals to
was hired by the Miami Marlins in November 2020, experience front office positions that have been
as noted above, shattering barriers after becoming traditionally influential in baseball operations
the first woman to serve as a general manager of an decisions; The Diverse Business Partners program
MLB team, and the first among any major league which has cultivated new and existing partnerships
professional men’s team in North American Sports with minority and women-owned businesses,
since Lynne Meterparel was hired in 1999 as GM including veteran-owned, LGBT-owned and other
by the San Jose Clash in the MLS. Ng’s hiring may underrepresented small businesses; as well as a
be the most important diversity hire in recent MLB number of other initiatives to engage people of all
history. sexual-orientations, ages, abilities, and faiths.

Lapchick commented, “Following the racial All data was collected by the MLB Central Office
reckoning that occurred over the summer of 2020, and transmitted to the research team at The Institute
Major League Baseball began making additional for Diversity and Ethics in Sport (TIDES) in the
commitments to making their hiring practices more University of Central Florida’s DeVos Sport Business
inclusive. This began with the important hirings of Management Graduate Program. Using data as of
Michele Meyer-Shipp as Chief People and Culture January 1, 2021, TIDES conducted an analysis of the
officer and Justin Reyes as Vice President of racial breakdown of the MLB players, managers, and
Diversity, Equity & Inclusion. Both have overhauled coaches. This MLB Report Card includes a racial and
MLB’s diversity, equity and inclusion strategy and gender breakdown of the owners, management in the
have already created substantial results.” MLB Central Office and at the club level, top team

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management, team senior administration, and team

professional administration. An overview of player
Report Card Highlights
opportunities is also included. Listings of majority • On 2021 Opening Day, 37.6 percent of players
owners, general managers, and team managers were on active rosters were players of color. Hispanics
updated as of the start of the 2021 season. It should or Latinx comprised 28.1 percent, Black or
be noted that previous MLB Report Cards used data African-Americans comprised 7.6 percent and
from the prior season while this is the second year Asian was 1.4 percent.
that the Report Card features data from the current
season. The MLB player demographics for the 2021 • The Texas Rangers (10) and Seattle Mariners (8)
Opening Day rosters are also included. Tables for led Clubs in Black or African-American players
the report are included in Appendix III. The MLB’s on their Opening Day and Alternate site rosters.
diversity initiatives are listed in Appendix I.
• The MLB Draft continues to show promising
The Racial and Gender Report Card asks, “Are all signs for a future increase in Black or African-
sports leagues playing fair when it comes to racial American players. Between 2012 and 2020, the
and gender hiring? How can the data presented help first round of the MLB Draft featured 51 Black or
leaders and management within these leagues make African-American players out of 289 selections
diverse and inclusive hiring decisions?” (17.6 percent), including a large percentage
of alumni from MLB-led youth and amateur
It is imperative that teams play the best athletes baseball development programs. In the 2020
they have available to win games. TIDES strives to Draft, 16 of the first 73 selections (21.9 percent)
emphasize the business value of diversity to sports were people of color including Black or African-
organizations when they choose their team on the Americans, Hispanics or Latinx, Asians, and
field and in the office. Diversity initiatives, like Pacific Islanders. Of those, nine were Black or
diversity and inclusion management training, can African-American players, accounting for 12.3
help change attitudes and increase the applicant pool percent of the first 73 selections.
for open positions. It is obviously the choice of the
organization regarding which applicant is the best fit • The 2021 MLB season began with six Managers
for their ball club, but the Institute wants to illustrate of color, representing 20 percent of all Managers.
how important it is to have a diverse organization This includes four Hispanics or Latinx, one
involving individuals who happen to be of a different Black or African-American, and one Manager
race or gender because they can provide a different of two or more races (Black/African-American
perspective, and possibly a competitive advantage & Asian).
for a win in the boardroom as well as on the field.
• As of January 1, 2021, the percentage of people
The Institute for Diversity and Ethics in Sport at of color holding coaching positions was 40.5
the University of Central Florida publishes the percent, a decrease from 41.8 percent in 2020.
Racial and Gender Report Card to indicate areas This included 5.7 percent Black or African-
of improvement, stagnation, and regression in the American and 31.8 percent Hispanic or Latinx.
racial and gender composition of professional and
collegiate sports personnel and to contribute to the • As of January 1, 2021, there were 22 women who
expansion of diversity and inclusion in front office held on-field coaching or player development
and college athletics department positions. roles. Notably, the Boston Red Sox hired Bianca

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Smith as a Player Development Coach, making

her the first Black woman to serve as a coach in
the history of professional baseball.
Players of Color
• In January 2020, MLB’s Office of the
Commissioner (BOC) opened its new
headquarters at 1271 Avenue of the Americas in 39.8% 37.6%
2020 2021
Manhattan, NY. In doing so, the League office
combined its previous BOC workforce with
that of the former Advanced Media operations

Black Players
(BAM) – notably those in its technology,
sponsorship, consumer products, video review
and instant replay functions. As a result, the
overall workforce of MLB Central Office has
increased nearly 210 percent from 419 in 2019 to
7.5%
2020
7.6%
2021
1,296 as of January 1, 2021. The Central Office
comparisons throughout this Report should be
considered as atypical because of this dramatic
increase at the League Office.

• Of all MLB Central Office professional staff,

Managers of Color
69.6 percent of employees were white, and
28.5 percent were people of color, including 6.0
percent Black or African-American, 11.5 percent
20.0% 20.0%
2020 2021
Hispanic or Latinx, 8.3 percent Asian, and 2.5
percent of two or more races. Women made up
29.1 percent of MLB Central Office professional
staff.
Coaches of Color
40.5%
• In the MLB Central Office, people of color
represented 17.6 percent of those holding
positions at the senior executive level (Vice
41.8% 2020 2021
President or above). Women held 26.5 percent
of these roles.

• In 2020, Tony Reagins was promoted to Chief

Baseball Development Officer and MLB hired
several people of color in executive positions:
Vice Presidents of Color
14.9% 15.3%
• Michele Meyer-Shipp, Chief People & Culture
Officer (woman & Black/African American)
• Justin Reyes, Vice President, Diversity, Equity 2020 2021
& Inclusion (Latinx)
• Karri Zaremba, Senior Vice President,
Ballpark Experience & Ticketing (woman)

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• Additionally, in February of 2021, MLB hired • In what may be the most important diversity hire
Michael Hill, Senior Vice President, On-Field in recent MLB history, Kim Ng became the first
Operations, Baseball Operations (Black & woman to serve as general manager of an MLB
Latinx), Raul Ibanez, Senior Vice President, On- team when she was hired by the Miami Marlins.
Field Operations, Baseball Operations (Latinx) Lynne Meterparel was hired in 1999 as general
and Ken Griffey Jr. as Senior Advisor to the manager by the San Jose Clash in the MLS.
Commissioner (Black). These senior executive Betty D’Anjolell was interim general manager
level hires represent a three percent increase in of the Miami Fusion in 1998. Ng is the highest-
people of color in senior leadership positions, ranking woman in baseball operations.
not reflected in the headcount detail which was
as of January 1. • As of January 1, 2021, people of color held
15.3 percent of team vice president positions,
• Of all MLB Central Office employees at the increasing from last year’s 14.9 percent and
Director and Managerial level, people of color becoming the highest since the 2009 season.
represented 28.2 percent as of January 1, 2021. This included 5.6 percent Black or African-
Women held 24.1 percent of these roles. American, 6.6 percent Hispanic or Latinx, and
1.3 percent Asian. White employees held 83.6
• Of the 40 majority team owners across MLB, percent of vice president roles, a decrease from
39 were white (97.5 percent). Arturo Moreno of 84.2 percent in 2020
the Los Angeles Angels is the only Hispanic or
Latinx majority owner in American professional • Women held 22.0 percent of all team vice
sports. He has owned the team since 2003. president positions, which was an increase of
2.0 percent from 20.0 percent in 2020. This is
• Earvin “Magic” Johnson is a minority owner the highest percentage recorded in MLB Report
of the Los Angeles Dodgers along with Billie Card history in this category. Eighteen of the
Jean King and Ilana Kloss, who both joined the 86 women vice presidents (20.9 percent) were
Dodgers ownership group in September 2018. women of color.
Patrick Mahomes along with Karen Daniel, an
African-American woman, became a minority • As of January 1, 2021, 19.8 percent of team
owner of the Kansas City Royals in 2020. senior administration positions were held by
Several women, including Linda Alvarado people of color, an increase from 19.4 percent
(Colorado Rockies), Marla Tanenbaum last year. This included 5.2 percent Black or
(Washington Nationals), and several members African-American, 9.9 percent Hispanic or
of the Steinbrenner family (New York Yankees) Latinx, 2.7 percent Asian, and 1.6 percent of
serve as co-owners. two or more races. White employees held 79.0
percent of these positions, a 0.9 percent decrease
• As of the start of the 2021 season, there were from 79.9 percent in 2020.
four (13.3 percent) people of color holding the
position of either General Manager, President • Of all team senior administration positions,
of Baseball Operations or the equivalent for an women represented 28.5 percent, which was a
MLB Club. This included one Black or African- slight decrease from 28.8 percent in 2020.
American, one Hispanic or Latinx, and two
Asians. • As of January 1, 2021, the percent of people

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of color in team professional administration

positions was 24.4 percent, which included 6.1
Overall Grades
percent Black or African-American, 10.9 percent MLB received a combined grade of a C+ after
Hispanic or Latinx, 4.7 percent Asian, and 2.3 earning a B+ for race and a C for gender in the 2021
percent of two or more races. This is the highest MLB Racial and Gender Report Card. The 78.8
percentage in MLB Report Card history in this points accumulated for the combined grade was
category white employees held 74.2 percent of 1.9 percentage points below the 2020 MLB RGRC
team professional administration positions, down results.
from 74.8 percent in 2020.
It is important to note that beginning with the 2021
• Women held 25.5 percent of team professional Racial and Gender Report Card series, a racial and
administration positions, an increase from 25.3 gender hiring grade for Team Ownership is being
percent in 2020. calculated into the final grades. Based on previous
Report Cards, this will result in slightly reduced
overall grades for race and gender across all 2021
Report Cards. The 86.8 points for racial hiring
practices represented a decrease from 88.7 in the
2020 MLB RGRC and the difference is partially
attributable to adding the graded ownership
category in 2021. The 70.7 points for gender hiring
practices was a decrease from 72.7 in 2020 and
the difference is partially attributable to adding the
graded ownership category.. The same was true for
the overall grade of 78.8 points, down from 80.7 in
the 2020 MLB RGRC.  

In addition, beginning in the 2021 RGRC series,

TIDES will be awarding bonus points affecting the
overall racial and gender grades based on crucial
social justice initiatives and hiring milestones. In
the case of MLB, the social justice milestones that
awarded points were the designation of the Negro
League as “Major League” and the removal of the
All-Star game from Atlanta, Georgia, in protest
of a new Georgia voter law. For milestone hires,
the Miami Marlins hired Kim Ng as its general
manager, the first woman to hold such a role in MLB
history. Also, MLB had 22 women who held on-field
coaching or player development roles.

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For race, MLB received an A+ for players and

assistant coaches, an A- for Central Office, a B+
Racial Hiring:

88.7 86.8
for team professional administration, team senior
administration and team managers, a C+ for team
vice presidents, a C- for team general manager/
president of baseball operations and an F for team
CEO/Presidents and majority ownership. 2020 2021
For gender hiring practices, MLB received a C- for
Central Office and team senior administration, a D+
team professional administration and an F for the
remaining categories. Gender Hiring:
Another notable change affecting MLB was their
League Office increasing its staff from 419 in 2020 to 72.7 70.7
1,296 in 2021 after opening their new headquarters.
The office almost tripling-in-size resulted in a
2020 2021
significant drop in their Central Office racial and
gender grade.

The grades for C-Suite executives and umpires were

not used in the calculation of the final grade, but Overall Score:
80.7 78.8
MLB received a D+ for racial hiring practices and an
F for gender hiring practices in the C-Suite category.
Similarly, it received a C for racial hiring practices
for umpires and an F for gender hiring practices.
2020 2021

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Grades by Category representation of players on the field. 

The Texas Rangers (10) and Seattle Mariners (8)
led Clubs in Black or African-American players on
MLB Players their Opening Day and Alternate site rosters.

The percentage of Black or African-American MLB Grade for Race of Players

players on 2021 Opening Day rosters (including

A+ 37.6%
IL, restricted and suspended players) was 7.6
percent, which remained generally consistent with
2019 and 2020 Opening Day rosters. Overall, the Players of Color
diversity of all players on Opening Day rosters (906
players in total) was 37.6 percent, down from 39.8 MLB Draft Results
percent in 2020.
The MLB Draft continues to show promising signs
2021 Opening Day Rosters for a future increase in Black or African-American
players.
• The percentage of Black or African-American • Between 2012 and 2020, the first round of
players on Opening Day Major League rosters the MLB Draft featured 51 Black or African-
was 7.6 percent, an increase of 0.1 percent since American players out of 289 selections (17.6
2020. percent), including a large percentage of alumni
from MLB-led youth & amateur baseball
• The percentage of Hispanic or Latinx players development programs. This bodes well for
saw a decrease from 29.9 percent in 2020 to 28.1 the future of Black and African-American
percent on 2021 Opening Day rosters. participation in baseball.

• The percentage of Asian players was 1.4 percent In 2020:

in 2021, a decrease from 1.9 percent in 2020. • Sixteen of the first 73 selections (21.9 percent)
were people of color including Black or African-
• Hawaiians or other Pacific Islanders and Americans, Hispanics or Latinos, Asians, and
American Indians or Alaskan Natives represented Hawaiian or Pacific Islanders. 
0.4 percent and 0.1 percent of players on 2021 • Of those selections, nine were Black or African-
Opening Day rosters, respectively. American players, accounting for 12.3 percent
of the first 73 selections. 
Under MLB protocols for the 2021 season, each MLB • Additionally, Black or African-American
Club has designated players at Alternate Training amateur players continue to rank high on
sites who will train and practice at locations near prospective lists ahead of the 2021 MLB Draft.
MLB ballparks. There were an additional 56 Black
or African-American players, which meant the In 2019:
overall diversity of MLB Alternate Sites was 39.4 • Seven of the first 33 selections (21.2 percent)
percent. and 19 of the opening night’s 78 picks (24.4
percent) were people of color.
With the 125 Black or African-American players at • With the selections of Riley Greene (5th overall,
the Major League/Alternate Site levels to start the DET) and C.J. Abrams (6th overall, SD), it
2021 Season, there is tremendous future potential in

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marked the second time in three years that 1992, eclipsing the recent previous high of
two Black or African-American players were 22.6 percent (seven of 31) in 2012.
selected within the top six picks (also 2017 with
top overall pick Royce Lewis and second overall • 20 Black or African-American players were
pick Hunter Greene). selected in the first rounds of the 2012, 2013 and
• Overall, 12 of the first night’s 78 selections were 2014 Drafts.
Black or African-American (15.4 percent).
In the 2020 Draft, which had five total rounds, 16
In 2018: of the first 73 selections (21.9 percent) were people
• Six of the 30 first round selections (20.0 percent), of color. Those 16 included Austin Martin (5th
and 18 of the 78 picks on the opening night of overall, TOR); Nick Gonzales (7th overall, PIT);
the Draft (23.1 percent), come from diverse Ed Howard (16th overall, CHI); Jordan Walker
backgrounds. (21st overall, STL); Carson Tucker (23rd overall,
• Additionally, 13 of the first 78 picks (16.7 CLE); Alika Williams (CB-A, TB); Ben Hernandez
percent) were African-American/Black/African- (2nd round, KC); Christian Roa (2nd round, CIN);
Canadian. Freddy Zamora (2nd round, MIL); Masyn Winn
(2nd round, STL); Alerick Soularie (2nd Round,
In 2017: MIN); Tink Hence (CB-B, STL); Isaiah Greene (2-
• Eight of the top 26 selections (30.8 percent) C, NYM); Sammy Infante (2-C, WSH); Alex Santos
identified as Black or African-American or (2-C, HOU); and Trei Cruz (3rd round, DET).
identified as Hispanic or Latinx. 
• 2017 also marked just the fourth time ever in As of the results seen in the Annual Sports and
the history of the MLB Draft that the first two Fitness Industry Association Participation Report
picks were Black or African-American players released in 2019, MLB has been encouraged by a
(1-Royce Lewis, 2-Hunter Greene). potential future increase in overall participation in
• This was also the third consecutive year that an baseball. Some of the findings include:
alumnus of the Reviving Baseball in Inner Cities • Baseball has grown 20 percent in participation
(RBI) program was selected within the top five since 2014 (the year prior to the launch of
picks (2017, Greene - #2; 2016, Corey Ray - #5; ‘PLAY BALL’), which more than doubles the
2015, Dillon Tate - #4). growth percentage of the second closest sport
(basketball at 8 percent).
In 2016: • In that same timeframe, casual participation in
• Ten of the top 41 selections (24.4 percent) and baseball has risen 55%.
17 of the first night’s 77 selections (22.1 percent) • For the fourth consecutive year, baseball
were Black or African-American or Hispanic or and softball combined to rank as the most
Latinx. participated team sports in the United States in
2019 with 25.1 million participants.
In 2015:
• The first round featured the selection of nine
Black or African-American players (25 percent,
nine of 36).
• On a percentage basis, this represented the
highest total number of Black or African-
American players in the first round since

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MLB Managers • Dave Martinez, Washington Nationals (Hispanic

or Latino)
The 2021 Major League Baseball season began • Charlie Montoyo, Toronto Blue Jays (Hispanic or
with six managers of color. Overall, people of color Latino)
represented 20.0 percent of all MLB managers. Black • Dave Roberts, Los Angeles Dodgers (Black or
or African-Americans represented 3.3 percent of African-American and Asian)
all managers, Hispanics or Latinx represented 13.3 • Luis Rojas, New York Mets (Hispanic or Latino)
percent, and Two or More Races (Black or African-
American and Asian) represented 3.3 percent. The four Hispanic or Latinx managers matches the
most at any given point in an MLB season. In 2021,
In 2020, Dave Roberts, who is biracial, became the there are four Latinx MLB managers. The record of
first team manager of Asian descent to win the World four was previously reached in 2004, 2011, 2019 and
Series. Roberts also became the second Black or 2020.
African-American to win the World Series, joining
Cito Gaston who won the 1992 and 1993 World The six managers of color at the end of the 2020
Series with Toronto. season included:
• Dusty Baker, Houston Astros (Black or African-
There are six managers of color at the start of the American)
2021 MLB season: • Dave Martinez, Washington Nationals (Hispanic
• Dusty Baker, Houston Astros (Black or African- or Latino)
American) • Charlie Montoyo, Toronto Blue Jays (Hispanic or
• Alex Cora, Boston Red Sox (Hispanic or Latino) Latino)

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• Rick Renteria, Chicago White Sox (Hispanic or people of color occupied 3.0 percent of coaching
Latino) positions.
• Dave Roberts, Los Angeles Dodgers (Two or
More Races) MLB has been a leader for women coaching MLB
• Luis Rojas, New York Mets (Hispanic or Latino) teams. As of January 1, there were 22 women who
had either on-field coaching or player development
Racial Hiring Grade for roles.
MLB Managers • Lauren Abarca Coordinator,
Conditioning, New York Yankees
Mental

B+
• Rachel Balkovec, Tampa Complex Hitting
20.0% Instructor, New York Yankees
People of Color • Frances Cardenas, Mental Skills Coach,
Philadelphia Phillies
MLB Coaches • Rachel Folden, Minor League Hitting Coach,
Chicago Cubs
As of January 1, 2021, the percentage of people of • Samantha Gilmore, Mental Skills Coach, New
color holding coaching positions was 40.5 percent, York Mets
a 1.3 percent decrease from 2020. Black or African- • Vanessa Gomez, Strength & Conditioning
Americans held 5.7 percent of coaching positions, Coach, Philadelphia Phillies
a decrease from 6.3 percent in 2020. Hispanics or • Jacqueline Gover, Strength & Conditioning
Latinx held 31.8 percent of coaching positions, a Coach, St. Louis Cardinals
decrease of 1.0 percentage point from 2020. All other

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• Holly Hansing, Minor League Strength and • Bianca Smith, Player Development Coach,
Conditioning Coach, Philadelphia Phillies Boston Red Sox
• Dehra Harris, Assistant Director of High • Carrie Steward, Mental Skills Coach, St. Louis
Performance Operations, Toronto Blue Jays Cardinals
• Andrea Hayden, Major League Strength and • Christina Whitlock, 4th Coach & Scout, St. Louis
Conditioning Coach, Minnesota Twins Cardinals*
• Hannah Huesman, Performance Coach, • Brittany Wiebe, Minor League Strength &
Philadelphia Phillies Conditioning Coach, Houston Astros
• Sydney Masters, Mental Skills Coach, Arizona
Diamondbacks Bianca Smith, a Player Development Coach for the
• Alyssa Nakken, Coach, San Francisco Giants Boston Red Sox, became the first Black or African-
• Andrea Nuñez-Garcia, Minor League Strength American woman named as a professional baseball
and Conditioning Coach, Los Angeles Angels of coach.
Anaheim
• Liz Pardo, Strength & Conditioning Coach, *Christina Whitlock is a seasonal employee, but was
Baltimore Orioles scheduled to work the entirety of the 2020 Minor
• Daniella Rodriguez, Mental Skills Coach, New League Baseball season
York Mets
• Kathryn Rowe, Mental Skills Coordinator,
Baltimore Orioles
• Amanda Sartoris, Minor League Strength &
Conditioning Coach, Miami Marlins

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Racial Hiring Grade for 1,296 as of January 1, 2021. Due to this significant
change, the Central Office comparisons throughout
MLB Coaches this report should be considered as atypical because of

A+
this dramatic increase at the League Office. This had
40.5% a large impact on the gender hiring grade.
People of Color
As of January 1, 2021, people of color comprised
28.5 percent of the Central Office professional staff,
MLB Central Office including 6.0 percent who were Black or African-
American, 11.5 percent Hispanic or Latinx, 8.3 percent
It should be noted that in January 2020, MLB’s Asian, 2.5 percent two or more races, 0.2 percent
Office of the Commissioner (BOC) opened its Native Hawaiian or Other Pacific Islander, 0.1 percent
new headquarters at 1271 Avenue of the Americas American Indian or Alaskan Native. This 28.5 percent
in Manhattan, NY. In doing so, the League office represents a significant decrease from 37.5 percent in
combined its previous baseball Office of the 2020.
Commissioner workforce with that of the former
Advanced Media operations (BAM) – notably those Women made up 29.1 percent of the total MLB Central
in its technology, sponsorship, consumer products, Office professional employees, a substantial decrease
video review and instant replay functions. As a result, from 40.1 percent in 2020.
the overall workforce of MLB Central Office has
increased nearly 210 percent from 419 in 2019 to

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There were 10 employees in senior executive level The following women are Senior Vice Presidents or
positions as of January 1, 2021. There were 18 above in MLB’s Central Office:
people of color and 27 women in these roles. • Mary Beck, Senior Vice President, Marketing &
Promotions MLB Network
There were 582 employees at the director and • Kimberly Hausmann, Senior Vice President &
managerial level. People of color represented Controller
28.2 percent; women represented 24.1 percent. • Sarah Horvitz, Senior Vice President & Head
Business and Technology Counsel
In 2020, Tony Reagins was promoted to Chief • Bernadette McDonald, Senior Vice President,
Baseball Development Officer and MLB hired several Broadcasting
people of color and women in executive league • Barbara McHugh, Senior Vice President,
office positions including Michele Meyer-Shipp Marketing
as Chief People & Culture Officer, Justin Reyes as • Michele Meyer-Shipp, Chief People & Culture
Vice President, Diversity, Equity & Inclusion and Officer
Karri Zaremba as Senior Vice President, Ballpark • Marla Miller, Senior Vice President, Special
Experience & Ticketing. Events
• Lara Pitaro-Wisch, Executive Vice President &
Additionally, in February of 2021, MLB hired General Counsel
Michael Hill, Senior Vice President, On-Field • Kathleen Torres, Executive Vice President, Finance
Operations, Baseball Operations, Raul Ibanez, • Karri Zaremba, Senior Vice President, Ballpark
Senior Vice President, On-Field Operations, Baseball Experience & Ticketing
Operations, and Ken Griffey Jr. as Senior Advisor to
the Commissioner. These senior executive level hires The following people of color are Vice Presidents in
represent a three percentage point increase in people MLB’s Central Office:
of color in senior leadership positions but are not • Ethel Brual, Vice President, Digital Marketing &
reflected in this 2021 Report Card which was as of Media
January 1. • Christopher Brumm, Vice President & Deputy
General Counsel, Corporate and Finance
The following people of color are Senior Vice • David James, Vice President, Baseball & Softball
Presidents or above in MLB’s Central Office: Development
• Steven Gonzalez, Senior Vice President and • Kunal Joshi, Vice President, Product-Dara
& Chief Employment Counsel, Baseball Platform
Administration & Legal • Melanie LeGrande, Vice President, Social
• Michele Meyer-Shipp, Chief People & Culture Responsibility
Officer • Del Matthews, Vice President, Baseball
• Tony Reagins, Chief Baseball Development Development
Officer • Darrell Miller, Vice President, Youth & Facility
• Jorge Perez-Diaz, Senior Vice President, Development
Litigations & International Affairs • Arturo Pardavila, Vice President, Content
• Vasanth Williams, Executive Vice President, Operations
Chief Product Officer • Radesh Rao, Vice President, Engineering
• Peter Woodfork, Senior Vice President, Minor • Uzma Rawn, Group Director & Vice President,
League Operations & Development Sponsorship Sales

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• Justin Reyes, Vice President, Diversity, Equity &Diverse Leadership Promotions at MLB’s Office of
Inclusion the Commissioner
• Ariana Talai, Vice President, Ballpark Diverse leadership promotions in as of January 1,
Infrastructure Operations 2021 included:
• Tony Reagins, Chief Baseball Development
The following women are Vice Presidents in MLB’s Officer
Central Office: New senior level diverse hires as of January 1, 2021
• Marianne Boak, Vice President, Enterprise included:
Products • Michele Meyer-Shipp, Chief People & Culture
• Diana Braverman, Vice President, Controller Officer
• Ethel Brual, Vice President, Digital Marketing & • Justin Reyes, Vice President, Diversity, Equity &
Media Inclusion
• Courtney Coppotelli, Vice President, Account • Karri Zaremba, Senior Vice President, Ballpark
Services Experience & Ticketing
• Diane Cuddy, Vice President, Human Resources
• Daria L. DeBuono, Vice President, Product, MLB Team Front Office
Digital Content
• Mary Lawless, Vice President, Legal & Business Ownership
Affairs
• Melanie LeGrande, Vice President, Social Arturo Moreno, who owns the Los Angeles Angels,
Responsibility is the only Hispanic or Latinx majority owner in
• Tanya Fickenscher Leonard, Vice President & professional sports and is the only majority owner of
Deputy General Counsel color for an MLB team.
• Donna Hoder, Vice President, Office Operations
• Katie Meyers, Vice President, Talent Management Derek Jeter, who is part of the Miami Marlins
• Alicia Mullin, Vice President, New Media & ownership group, also serves as the Club’s Chief
Content Marketing Executive Officer.
• Uzma Rawn, Group Director & Vice President,
Sponsorship Sales Earvin “Magic” Johnson is a minority owner of the Los
• Jennifer Shaw, Group Director & Vice President, Angeles Dodgers along with Billie Jean King and Ilana
Integrated Marketing Kloss, both of whom joined the Dodgers ownership
• Ariana Talai, Vice President, Ballpark group in September 2018. Patrick Mahomes became
Infrastructure Operations a minority owner of the Kansas City Royals in July
• Moira Weinberg, Vice President, Investigations & 2020. Karen Daniel, an African-American woman,
Deputy General Counsel joined the Kansas City Royals ownership group in
• Amanda Whichard, Vice President, Product November of 2020. Daniel was Executive Director,
Development Chief Financial Officer and President of the Global
Finance & Technology Division. She joins Mahomes
as part of their ownership group. Several women,
including Linda Alvarado (Colorado Rockies), Marla
Tanenbaum (Washington Nationals), and several
members of the Steinbrenner family (New York
Yankees) serve as co-owners.

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Racial Hiring Grade for underrepresented as president of baseball operations

MLB Central Office or the general manager.

A- 28.5% Black or African-American Presidents of Baseball

Operations (3.3 percent):
People of Color • Kenny Williams, Executive Vice President for the
Chicago White Sox, and is the Club's top baseball
Gender Hiring Grade for operations official
MLB Central Office Asian President of Baseball Operations/General

C-
Manager (6.7 percent):

29.1% • Kim Ng, General Manager, Miami Marlins

• Farhan Zaidi, President of Baseball Operations,
Women San Francisco Giants
Hispanic or Latinx General Manager (3.3 percent):
Presidents/Chief Executive Officers • Al Avila, Executive Vice President, Baseball
Operations/General Manager, Detroit Tigers
In September 2017, Major League Baseball approved
the purchase of the Derek Jeter-led ownership group Kim Ng is the first woman to serve as general manager
for the Miami Marlins, making Jeter the club’s Chief of an MLB team, becoming the highest-ranking
Executive Officer. Jeter is the only club President or woman in baseball operations across MLB. In 1999,
CEO who is a person of color in the league. Lynne Meterparel was named general manager of the
then San Jose Clash in Major League Soccer. Betty
Racial Hiring Grade for D’Anjolell was interim general manager of the Miami
CEOs/Presidents Fusion in 1998.

F
Racial Hiring Grade for
3.3% Head of Baseball Ops/GMs
People of Color

Gender Hiring Grade for

CEOs/Presidents C- 13.3%
People of Color

F 0.0%
Team C-Suite Executives

Women This was the first year that TIDES has analyzed C-Suite
as a separate category. “C-Suite” refers to executive-
Head of Baseball Operations/General Managers level managers, such as chief financial officers, chief
operating officers, and chief information officers.
In 2021, there were four (13.3 percent) people of color These are among the most influential personnel who
who held the position of the President of Baseball are responsible for developing and executing the
Operations or the General Manager. This included overall strategy and business operations of the club.
one Black or African-American, one Hispanic or Chief executive officers are not included because they
Latino, and two Asians. People of color are very are accounted for in the CEOs/Presidents category.

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The percentage of people of color in C-Suite Team Vice Presidents

positions was 12.9 percent. The percentage of white
people holding these positions in 2021 was 87.1 As of January 1, 2021, the percentage of people of
percent. Women held 22.6 percent of all C-Suite color holding team vice president positions was 15.3
positions. Women and people of color are seriously percent, an increase from last year's 14.9 percent and
underrepresented in team C-Suite executive positions. the highest since the 2009 season. The percentage of
women was 22.0 percent.
White employees held 83.6 percent of vice president
Racial Hiring Grade for roles, a decrease from 84.2 percent in 2020.

C-Suite Of the 2021 total of 60 people of color who were team

D+
vice presidents, Black or African-Americans were 5.6
12.9% percent, Hispanics or Latinx 6.6 percent, Asians 1.3
percent, with all other people of color representing
People of Color
1.9 percent.
Gender Hiring Grade for
There was a total of 86 women holding team
C-Suite Executive Vice President, Senior Vice President and

F
vice president positions on MLB teams, representing
22.6% 22.0 percent. Women are seriously underrepresented
in team vice president positions.
Women

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A list of team vice president and above who were Racial Hiring Grade for
women and/or people of color can be found in
Appendix II. Senior Administration

Racial Hiring Grade for

Vice Presidents
B+ 19.8%
People of Color

Gender Hiring Grade for

C+ 15.3% Senior Administration

C-
People of Color

Gender Hiring Grade for 28.5%

Women
Vice Presidents

F 22.0%
Team Professional Administration*

Women Positions categorized as team professional

administration include, but are not limited to
specialists, technicians, supervisors, analytics, and
Senior Administration* programmers. The category excludes the traditional
support staff positions such as secretaries, receptionists,
This category includes the following titles, but is not administrative assistants, and staff assistants.
restricted to: directors, managers, assistant general
managers, senior managers, general counsel, legal As of January 1, 2021, the percentage of people of
counsel, senior advisors, and assistant vice presidents. color in team professional administration positions
was 24.4 percent, which included 6.1 percent Black
As of January 1, 2021, people of color held 19.8 or African-American, 10.9 percent Hispanic or
percent of team senior administration positions, a Latinx, 4.7 percent Asian, and 2.3 percent of two
0.4 percentage increase from 2020. Black or African- or more races. This mark of 24.4 was an increase
Americans held 5.2 percent, Hispanics or Latinx 9.9 of 0.4  percentage 
points from last year and  is
percent, Asians 2.7 percent. All other people of color the highest percentage in MLB  Report Card
represented 1.9 percent. history in this racial category. White employees
held 74.2 percent of team professional administration
Women held 28.5 percent of team senior positions, down from 74.8 percent in 2020. 
administration positions, a 0.3 percentage point
decrease from 2020. Women remain seriously Women held 25.5 percent of team professional
underrepresented. administration positions, an  increase  from  25.3  percent
in 
2020.  As in senior administrative positions,
*Data includes teams only. It does not include MLB women remain seriously underrepresented as team
Central Office or MLB Network. professional administrators.

*Data includes teams only. It does not include MLB

Central Office or MLB Network.

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MLB Umpires

This is the first year that TIDES analyzed the umpire

category. As of January 1, 2021, there were eleven
Racial Hiring Grade for (14.7 percent) people of color in the umpire position.
White umpires comprised 84.0 percent, while Black or
Professional Administration African - American and Hispanic or Latinx comprised

B+
5.3 percent and 9.3 percent of umpires, respectively.
24.4%
People of Color There were no women umpires as of January 1, 2021.

Gender Hiring Grade for

Professional Administration Racial Hiring Grade for

D+
Umpires
25.5%
Women

C 14.7%
People of Color

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MLB Diversity and Inclusion Initiatives

MLB had an excellent array of diversity initiatives

impacting numerous areas that serve a wide variety of
people and include events such as supplier diversity,
scholarship funds, diversity fellowship programs,
awareness events, and many more. The MLB diversity
and inclusion initiatives are outlined in Appendix I.

MLB Grade for Diversity Initiatives

A+

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How Grades Were Team ownerships positions have been predominately

held by white men. TIDES believes that by grading this

Calculated position it will make the teams be more accountable

in finding ways to increase diversity within these key
positions that are ultimately responsible for developing
As in previous Report Cards, the 2021 Racial and Gender
and executing the overall strategy and operations of the
Report Card data shows that professional sport's front
teams within each league.
offices hiring practices do not nearly reflect the number
of players of color competing in the game. However, to
give it perspective for sports fans, the Institute issues the Methodology
grades in relation to overall patterns in society. Federal
All data was collected by the MLB Central Office
affirmative action policies state the workplace should
and passed on to the research team at The Institute for
reflect the percentage of the people in the racial group in
Diversity and Ethics in Sport in the University of Central
the population. When we first published the Racial and
Florida’s DeVos Sport Business Management Graduate
Gender Report Card in the late 1980s, approximately
Program.
24 percent of the population was comprised of people
of color. Thus, an A was achieved if 24 percent of the
The data was placed into spreadsheets and compared to
positions were held by people of color, B if 12 percent of
data from previous years. After evaluating the data, the
the positions were held by people of color, C if it had 9
Report Card text was drafted; it references changes in
percent, a D if it was at least 6 percent and F for anything
statistics from previous years.
below 6 percent.
The Report Card draft was sent to the Central Office
The change in the nation’s demographics has been
so that it could be reviewed for accuracy. In addition,
dramatic with the most recent census making all people
updates were requested for personnel changes that had
of color and minorities closer to 35 percent. To be fair
occurred during or after the seasons being reported.
in transition to the organizations and sports we examine
MLB responded with updates and corrections that were
in the Racial and Gender Report Cards, we decided to
then incorporated into the final Report Card.
increase the standards in two steps. The following chart
shows the new scale we are using for race and gender.
The Report Card covers the 2021 season for Major
To get an A for race, the category now needs to have 30
League Baseball. All categories were updated as of
percent people of color and to get an A for gender, 45
January 1, 2021. Listings of owners, general managers,
percent is needed.
and team managers were updated as of Opening Day on
April 1, 2021. Active player rosters were also updated
It is important to note that beginning with the 2021
as of Opening Day. Grades were calculated according
Racial and Gender Report Card series, a racial and
to the reporting periods noted herein. Please note that at
gender hiring grade for Team Ownership is being
some positions, multiple individuals declined to disclose
calculated into the final grades. Based on previous
their race. These numbers are provided in the data tables
Report Cards, this will result in slightly reduced overall
within Appendix III.
grades for race and gender across all 2021 Report Cards.

About the Racial and

The 86.8 points for racial hiring practices represented
a decrease from 88.7 in the 2020 MLB RGRC and the

Gender Report Card

difference is partially attributable to adding the graded
ownership category in 2021. The 70.7 points for gender
hiring practices was a decrease from 72.7 in 2020 and
the difference is partially attributable to adding the The Racial and Gender Report Card (RGRC) is the
graded ownership category. The same was true for the definitive assessment of hiring practices of women and
overall grade of 78.8 points, down from 80.7 in the 2020 people of color in most of the leading professional and
MLB RGRC.   amateur sports and sporting organizations in the United
States. The Report Card considers the composition –

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assessed by racial and gender makeup – of players, The Institute is located. In addition, Dr. Lapchick serves
coaches and front office/athletic department employees as President and CEO of the Institute for Sport and
in our country’s leading sports organizations, including Social Justice (ISSJ), a group of more than 280 colleges
the National Basketball Association (NBA), National and universities that helps student-athletes complete
Football League (NFL), Major League Baseball (MLB), their college degrees while serving their communities
Major League Soccer (MLS) and the Women’s National on issues such as diversity, conflict resolution and men’s
Basketball Association (WNBA), as well as in collegiate violence against women. It was formerly known as the
athletics departments. National Consortium for Academics and Sports (NCAS).

The Racial and Gender Report Card is published by The

Institute for Diversity and Ethics in Sport, a part of the
DeVos Sport Business
College of Business Administration at the University of
Central Florida (UCF) in Orlando. Dr. Richard Lapchick
Management Program
has authored all Report Cards, first at Northeastern College of Business Administration, University of
University and now at UCF. (Until 1998, the Report Central Florida
Card was known as the Racial Report Card.) In addition
to Lapchick, Daniel Bowman, David Eichenberger, The DeVos Sport Business Management Program is a
Spencer Ewing, A.J. Forbes, Alayshia Green, Brian landmark program focusing on business skills necessary
Jackson, Brady Johnson-Schmeltzer, Amanda Kiernan, for graduates to conduct successful careers in the
Taylor Middleton, Devon Miller and Kyle Richardson rapidly changing and dynamic sports industry while also
contributed greatly to the completion of the 2021 MLB emphasizing diversity, community service and social
Racial and Gender Report Card. issues in sport. It offers a dual-degree option, allowing
students to earn a Master of Business Administration
The Institute for Diversity (MBA) degree in addition to the Master of Sport Business
Management (MSBM) degree. The program was funded
and Ethics in Sport (TIDES) by a gift from the Richard and Helen DeVos Foundation
and RDV Sports, with matching funds from the State of
The Institute for Diversity and Ethics in Sport (“TIDES” Florida.
or the “Institute”) serves as a comprehensive resource for
issues related to gender and race in amateur, collegiate
and professional sport. The Institute researches and
publishes a variety of studies, including annual studies
of student-athlete graduation rates and racial attitudes in
sport as well as the internationally recognized Racial and
Gender Report Card, an assessment of hiring practices
in professional and college sport. The Institute also
monitors some of the critical ethical issues in college
and professional sport, including the potential for
exploitation of student-athletes, gambling, performance-
enhancing drugs and violence in sport.

The Institute’s founder and director is Dr. Richard

Lapchick, a scholar, author and internationally recognized
human rights activist and pioneer for racial equality who
is acknowledged as an expert on sports issues. Described
as “the racial conscience of sport,” Dr. Lapchick is Chair
of the DeVos Sport Business Management Program in
the College of Business Administration at UCF, where

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affiliates. Representation will be evident on the

Appendix I field as well as throughout the workforce, business
procurement, fan base, and partnerships.
Major League Baseball continues to be at the forefront
in promoting diversity, equity and inclusion. Commissioner’s Diversity & Inclusion Committee
Members:
In 2020, Michele Meyer-Shipp, Chief People &
Culture Officer in the Office of the Commissioner • Robert D. Manfred, Jr., Commissioner of Baseball
launched a refreshed Diversity, Equity and Inclusion • Dan Halem, Deputy Commissioner, Baseball
mission, vision and strategy. DEI’s vision is to be a Administration & Chief Legal Officer, Office of
great place to work for our employees, the sport of the Commissioner
choice for a growing fan base, and a responsible • Billy Bean, Vice President & Special Assistant to
steward of our communities. The mission is to create the Commissioner, Office of the Commissioner
and nurture a diverse and inclusive culture, on and off • Jim Buck, Owner, Philadelphia Phillies
the field, wherein the power of our collective creates • Phil Castellini, President and Chief Operating
meaningful impact for our people, our fans, and our Officer, Cincinnati Reds
communities. • Pat Courtney, Chief Communications Officer,
Office of the Commissioner
The DEI strategy is focused on three key pillars – • Paul Dolan, Chairman and Chief Executive Officer,
People, Culture and Community. Cleveland Indians
• People: We believe our success is tied to the • Derrick Hall, President and Chief Executive
diversity of our talent, and our own ability to Officer, Arizona Diamondbacks
empower our diversity of perspective through • Marla Lerner Tanenbaum, Principal Owner,
inclusive leadership. Washington Nationals
• Culture: We are committed to empowering our • Neil Liebman, Chief Operating Officer &
leaders to lead and engage inclusively, and to Committee Chair, Texas Rangers
engaging all of our employees as participants in • Michele Meyer-Shipp, Chief People and Culture
advancing DEI. Officer, Major League Baseball
• Community: We are committed to supporting and • Bob Nutting, Owner and Chairman of the Board,
advancing DEI within our local communities as Pittsburgh Pirates
well as with our external partners and suppliers. • Justin Reyes, Vice President, Diversity, Equity &
Inclusion, Office of the Commissioner
All DEI activities support these strategic areas of • Derek Schiller, President and Chief Executive
focus. Officer, Atlanta Braves
• Stuart Sternberg, Principal Owner, Tampa Bay
Diversity & Inclusion Committee: Rays
The mission of the Commissioner’s Diversity & • Ken Williams, Executive Vice President, Chicago
Inclusion Committee is to support the continuation and White Sox
advancement of diversity and inclusion that promotes
social responsibility and competitive advantage Employment & Diversity Pipeline:
throughout our industry. Committee members support
the management and implementation of a development The Diversity Pipeline Program: The Diversity
strategy to reflect equitable representation of all Pipeline Program (DPP) seeks to identify, develop, and
people within Major League Baseball and its member grow the pool of qualified underrepresented and female

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candidates for on-field and baseball operations roles. • Moises Rodriguez, Assistant General Manager, St.
The DPP is spearheaded by Tyrone Brooks, Senior Louis Cardinals
Director of Front Office and Field Staff Diversity • De Jon Watson, Special Assistant to the President
Pipeline Program, and is overseen by a committee of General Manager, Washington Nationals
diverse League & Club officials. • Peter Woodfork, Senior Vice President, Minor
League Operations, Office of the Commissioner
As of January 1, 2021, there were 215 DPP assisted
hires.73 were full-time, 23 part-time and 119 were MLB Diversity Fellowship Program: In June
internship positions. These DPP assisted hires 2018, Major League Baseball launched the Diversity
included 60 hires during the 2019-2020 hiring cycle, Fellowship Program, a recruitment and talent pipeline
of which 22 percent were women, 40 percent African- for front office roles in baseball operations and league
American or Black, 37 percent Latinx and 5 percent economics. The program is designed to identify
Asian. talented and diverse professionals for opportunities
at MLB Clubs or MLB’s Central Office. 19 of the
Not reflected in the total headcount are the 38 hires 22 Fellows selected in the first class, two of which
made through the DPP in 2021, during which 16 were placed in MLB Central’s Office with others
percent were women, 53 percent Black or African- placed across 18 Clubs, remained in the industry in
American, 29 percent Latinx and 5 percent Asian. 2020, with most (17) transitioning into full-time roles.
Candidates not retained have been assisted in their
Diversity Pipeline Program Advisory Council: respective job searches by the Front Office & On-
• Jean Afterman, Senior Vice President & Assistant Field Diversity Pipeline Program.
General Manager, New York Yankees
• Billy Bean, Vice President & Special Assistant to The MLB Central Office Fellows rotate in an 18-month
the Commissioner, Office of the Commissioner process that includes roles across International
• Craig Counsell, Manager, Milwaukee Brewers Operations, Umpiring and On-field Rules &
• Pat Courtney, Chief Communications Officer, Regulations, and League Economics. The Club-based
Office of the Commissioner program consists of an 18-24-month commitment in a
• Steven Gonzalez, Senior Vice President & Deputy front office or baseball operations role.
General Counsel, Labor Relations & Human
Resources, Office of the Commissioner The current class of 18 Fellows is 50 percent women
• Quinton McCracken, Minor League Coach, and 56 percent people of color, with one selected and
Tampa Bay Rays placed in MLB’s Central Office while the remainder
• Paul Mifsud, VP, Head Baseball Operations were placed across 19 Clubs.
Counsel, Office of the Commissioner
• Michele Meyer-Shipp, Chief People & Culture While many Clubs will participate in the MLB
Officer, Office of the Commissioner Fellowship, others have formed their own:
• Kim Ng, General Manager, Miami Marlins • The Atlanta Braves launched the Henry Aaron
• Katie Pothier, Executive VP/General Counsel, Fellowship, a 12 month program designed to
Texas Rangers support the pipeline of candidates who are
• Tony Reagins, Chief Baseball Development interested in becoming a senior-level executive of
Officer, Office of the Commissioner a Major League Baseball club. This Fellow works
• Justin Reyes, Vice President, Diversity, Equity & closely with the President and Chief Executive
Inclusion, Office of the Commissioner Officer of the Atlanta Braves, while also being
• Dave Roberts, Manager, Los Angeles Dodgers involved with day-to-day operations of various

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departments within the organization. The Henry roles within baseball operations.
Aaron Fellow is provided an overview and in-
office experience of executive leadership, which 11 Clubs participated in the program in 2020 despite
allows for the development of tools necessary for a shortened Major League season. Several notable
leading and operating the various lines of business former players with Major League experience were
within a Major League franchise. selected to participate in the program, including Eric
• The New York Yankees expanded their Sport Patterson (CHI) and Derrick Robinson (KC). Four
Management Mentorship Initiative to include former players, including Patterson and Robinson
students from the City University of New York along with Malcolm Holland (BAL) and Navery Moore
(CUNY). CUNY is the largest urban university (MIN), were hired into full-time roles beyond the
system in the United States, comprising 25 program. Those selected were given the opportunity
campuses (including senior colleges, community to attend a day-long professional development
colleges, and post-graduate institutions), session hosted by the Office of the Commissioner
enrollment of over 275,000 degree-seeking at the 2019 Baseball Winter Meetings. The session
students, and over 225,000 adult and continuing featured former players and executives who discussed
education students. This six-week course will transitioning into front office and on-field careers,
grant students access to leaders across Community which included Chris Young (the then Senior VP, On-
Relations, Finance, Sales, Legal, Human Field Operations, MLB), Jerry DiPoto (Executive VP/
Resources, Baseball Operations, Scoreboard GM, Seattle Mariners), Dave Roberts (manager, Los
Operations and Social Media. Angeles Dodgers), and Joe Torre (Special Advisor to
• The Texas Rangers announced the Charley Pride the Commissioner, MLB).
Fellowship Program, a 10-week rotation for 5
fellows across three front office departments. Society for American Baseball Research (SABR)
Analytics Conference: In March 2020, MLB granted
The Seattle Mariners are founding partners of a new scholarships to 25 students to attend the Society for
diversity program at Seattle University’s Albers School American Baseball Research (SABR) Analytics
of Business and Economics, offering fellowship Conference. Students were asked to submit their
and job opportunities for candidates enrolled in the resumes and write an essay. They were then chosen
university’s new MBA in Sport and Entertainment based on their experiences and interest in baseball
Management. Roles will be available in such areas operations. These students had the opportunity to
as communications, finance, legal, Information meet with MLB Club executives and panelists during
Technology and athletic training. The Mariners are the conference and participate in virtual and in-
joined in this effort by the Seattle Kraken, Seattle person panel discussions. Since the inception of this
Storm, Seattle Sounders FC, Seattle Seahawks, Oak opportunity to attend the conference, over 80 students
View Group and Climate Pledge Arena. have been sponsored to attend with over 30 percent of
the attendees able to gain opportunities in the game
Former Player Internship Program: In April of 2019, following the experience. In 2021, MLB increased its
Major League Baseball launched the Former Player partnership to 40 seats for the conference.
Internship Program, a joint initiative between the
Diversity Pipeline Program and the Player Programs Buck O’Neil Professional Baseball Scouts and
department at the Office of the Commissioner. The Coaches Association: In November 2020, the
program aims to provide diverse former players Buck O’Neil Professional Baseball Scouts and
with the opportunity to gain six months of practical Coaches Association, a group designed to develop
experience working in front office and/or on-field underrepresented scouts and coaches, held their three-

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day conference virtually, which was co-hosted by the for former athletes to gain access, sustain value
Office of the Commissioner for over 200 attendees. and navigate advancement within Major League
Tony Reagins, Chief Baseball Development Officer, Baseball and the sports business realm.
and Michele Meyer-Shipp, Chief People & Culture • Asian BRG: The mission of the Asian BRG at
Officer, were featured in presentations and fireside Major League Baseball is to establish and grow
chats to discuss the current state of the game and a community of individuals who (1) identify
upcoming initiatives. Members also participated in with or are interested in Asian and/or Asian-
various continuing education sessions, discussions American culture, (2) are interested in baseball/
with top baseball operations executives from across softball activities, and (3) want to increase support,
the league, and skill development sessions hosted by mentoring opportunities and baseball/softball
the Diversity Pipeline Program. awareness and education for all participants.
• Baseball’s Black Professionals: The mission
In March of 2021, MLB launched “MLB On of Baseball’s Black Professionals BRG is to
Deck,” a sales training program designed to provide foster dialogue and action around cultural issues
participants a jumpstart in their sales careers through a impacting the Black community within MLB and
series of training sessions and consideration for entry- beyond to create a culture of inclusivity and drive
level opportunities across Major League Baseball business results for Baseball.
and Minor League Baseball entities. This eight-week • MLB Home Base (Working Parents) BRG: The
pilot program will focus on engaging candidates mission of MLB Home Base BRG is to establish
from historically underrepresented communities as Major League Baseball as an industry leader with
MLB aims to grow its diversity and the visibility of respect to company policies and activities that
these groups within the industry. Participants who positively affect the work-life balance and facilitate
successfully complete this program will directly into the success of all employees.
hiring pipelines with Clubs. • MLB H.Y.P.E. (High-Potential Young Professional
Employees): The mission of MLB H.Y.P.E. is to
Professional Development: provide a platform for young professionals to grow
in the baseball industry and form inter-generational
In 2017, MLB introduced Business Resource Groups dialogue to create an outlet for Major League
(BRGs). These employee networks are not just Baseball to review initiatives engaging young and
social networks but impact groups that share in the diverse audiences.
commitment to diversity, equity & inclusion in the • MLB Pride (LGBTQ Employees and Allies): The
areas including but not limited to ethnic heritage, mission of MLB PRIDE is to foster a network to
generation, gender, gender identity, disability, support LGBT employees and allies, to enhance
sexual orientation, parental status and military & relationships with LGBT business and community
veteran status, or any other protected classes. In partners, and to advance initiatives key to the
2019, MLB created its 9th BRG for Military Veteran success of Major League Baseball.
Professionals (MVP) and allies. The BRGs include: • MLB Women BRG: The mission of MLB Women
Athletes to Executives, Asian BRG, Baseball’s Black BRG is to cultivate an inclusive environment
Professionals, Home Base BRG, MLB H.Y.P.E., that inspires women to advance their skill set
MLB Pride, MLB Women, SOMOS BRG, and MVP and leadership potential through networking,
BRG. mentorship and collaboration.
• SOMOS BRG: The mission of SOMOS BRG is to
• Athletes to Executives: The mission of Athletes to enhance MLB’s efforts in the Latinx community by
Executives is to provide a platform and resource providing opportunities for employee engagement,

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professional development, and community • Trey Duffy Foundation – Providing internship

involvement. opportunities in honor of lifelong Atlanta Braves
• MVP BRG: The mission of the Military Veteran fan, Trey Duffy, who died in December 2007.
Professionals BRG is to cultivate a community Interns are chosen from a select group of applicants
centered around those who have served in the from the DREAM program.
US military, as well as any MLB employees who • Katy Feeney Memorial Scholarship – Providing
have family and/or friends who have served, or career opportunities for eligible female candidates
a general appreciation of the service military pursuing a career in sports management and
veterans have provided and consider themselves demonstrate a financial need to attain an advanced
allies. degree.

Talent Acquisition & Management In 2017, MLB launched “MLB Select,” a candidate
MLB is actively pursuing new, innovative approaches sourcing tool available to all 30 Clubs and Office of
as well as evaluating the hiring process to improve the Commissioner. Candidates are sourced or referred
talent acquisition efforts. Measures include direct by Club employees for consideration for front office
recruitment at Historically Black Colleges & baseball operations and business operations roles. The
Universities and new partnerships with recruitment platform allows each candidate to attach a resume,
and career development platforms, including: cover letter and any relevant projects. From March
• Step up to the Plate – A dedicated series 2020 through January 2021, the candidate pool grew
recruitment events, featuring diverse group of to 233 individuals, a 339% increase.
employees sharing “A day in the life” at MLB.
• Built In – A tech recruiting and media company In 2020, MLB’s Talent Management team also
that features MLB content and profiles highlighting launched “MLB Academy,” the League’s first formal
MLB’s tech employer brand shift. internal learning and leadership development function
• The Muse – An online career platform, focusing to offer employees resources and content to help them
on the “next gen workforce,” that features content grow and develop professionally.
and profiles that highlight MLB as an overall
workplace. Key areas of focus are for job seekers, Supplier Diversity:
current professionals (professional advancement
and skills-building), and organizations (using the Major League Baseball continues to be an industry
platform to attract and hire talent by highlighting leader of economic inclusivity within professional
company culture, workplace and values). sports. The Diverse Business Partners (DBP) program
has cultivated new and existing partnerships with
Early talent pipeline partnerships for roles across the underrepresented businesses, including women-
Office of the Commissioner include: owned, veteran-owned, LGBT-owned and other
• The T. Howard Foundation – The mission is underrepresented small businesses. This program
to promote diversity in media and entertainment increases opportunities for women-owned or minority-
by increasing the number of diverse and owned business enterprises (MWBEs) to participate
underrepresented groups and underserved in procurement activities of MLB entities and MLB
communities within the industry. Clubs. Since the formation of this program in 1998,
• Jackie Robinson Foundation Scholars – MLB and its Clubs have spent nearly $2 billion with
Providing career opportunities to eligible JRF diverse-owned businesses.
Scholars, through the Jackie Robinson Foundation
Scholarship Program. MLB sponsorships include the National LGBT

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Chamber of Commerce, the Women's Business coverings and in-kind contributions, totals more than
Enterprise National Council (WBENC), the National $75 million. 
Minority Supplier Development Council (NMSDC),
and the US Pan Asian American Chamber of This includes the following:
Commerce Education Foundation (USPAACC). • Player Generosity: Combining efforts to provide
In February, for Black History Month, the Diverse meals and PPE equipment, supporting families
Business Partner programs sponsored a series of affected by cancer, supporting frontline workers,
workshops for over 150 Black-owned businesses and and much more, more than 150 players and
Club procurement representatives. Topics included Managers contributed more than $10 million
amplifying, building, and improving business in financial and in-kind support toward various
practices during the pandemic. causes.
• Ballpark Workers: MLB launched a 30-Club,
Supplier Diversity efforts also expanded to include $30 million effort to support ballpark workers who
provide MLB Diverse Business partner with pro were impacted by the void of games.
bono banner-ad space on [Link] and billboards Clubs instituted additional levels of financial support
on MLB Network. To date, MLB has sponsored over to ballpark workers who are employees of food service
$300k in marketing spend, inclusive of Black-owned corporations (e.g., Aramark and Delaware North).
businesses during Black History Month and Women- • Food Assistance for Children and the Elderly:
owned businesses during Women’s History Month. MLB and the MLBPA provided a joint $1 million
AAPI, LGBTQIA+, Hispanic, disability and veteran fund to speed food assistance to those impacted
owned businesses will be recognized throughout the by the crisis. This effort addressed food insecurity
year. for Meals on Wheels (the elderly) and Feeding
America (school children).
Now in its fifth year, MLB and its Clubs recognize • From Uniforms to PPE: Fanatics and MLB
partners who have gone above and beyond with the donated more than 1 million masks and gowns
annual “Jackie Robinson Most Valuable Diverse made at the Fanatics factory with raw materials
Business Partner Award.” This award is presented normally used to make Major League Baseball
in recognition of the extraordinary contributions of uniforms.
Jackie Robinson and awarded to the Diverse Business Chicago White Sox: After learning that a popular bridal
Partners that reflect the character and commitment shop in Little Village pivoted to aiding the community
to excellence of Jackie Robinson. The Award is by making face masks, Outfielder Eloy Jimenez and
presented by corresponding Clubs on the field during the Chicago White Sox surprised employees with
Jackie Robinson Day celebrations (April 15 & 16). gift cards and $500 for their service. The Sox also
donated jerseys to be turned into face masks, which
Special Efforts During COVID-19 Pandemic will be donated to first responders in the Little Village
Throughout 2020, MLB and Clubs engaged in a neighborhood.
variety of efforts to assist its communities and blunt Miami Marlins: #WRECares announced a partnership
the wide-ranging impact of the national emergency with the Marlins to assist in safety measure efforts to
resulting from the global coronavirus pandemic. combat COVID-19. The Marlins donated nearly 1,000
jerseys, uniform pants and T-shirts to be utilized as
All told, the financial response toward various masks. As a result, this donation will help fabricate over
communities from the entire baseball industry, 7,500 more masks that will be distributed to facilities
which includes donations from Clubs, Players, Club including the City of Miami Police Department and the
auctions, sales from the sale of team-branded face University of Miami Health System.

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Minnesota Twins: The Twins' excess inventory from front lines.

2019 were transformed into cotton face coverings to • Baseball Assistance Team: The Baseball
be delivered to healthcare systems, grocery workers Assistance Team (B.A.T.) continues to respond to
and nonprofits during the COVID-19 pandemic. thousands of inquiries for assistance from current
and former on-field Major & Minor League
• Ballpark Assistance for Testing, Food Donation personnel (players, managers, coaches) as well as
& Blood Drive: Various MLB Clubs are working scouts, umpires, athletic trainers, Major & Minor
with local municipalities to have ballparks and League full-time employees, Negro Leagues
Spring Training facilities used as testing sites. players, and players from the All-American Girls
Additionally, several other Clubs are using their Professional Baseball League.
ballparks as both food donation collection and B.A.T.’s coverage also extends to widow, widowers
blood drive locations. and children, ages 23 and under, of the above groups.
• Home Plate Project: Players from each of the 30 To date in 2020, B.A.T. has assisted over 1,800
MLB Clubs partnered with St. Louis Cardinals individuals with $6.6 million dollars.
pitcher Adam Wainwright’s foundation, Big In 2019, B.A.T. assisted 620 people with $5.3 million.
League Impact, and musician Garth Brooks’ • Compensation for Minor Leaguers: MLB Clubs
Teammates for Kids to fundraise nearly $1 million created new levels of industry-wide compensation
and deliver over 4 million meals to kids in every for Minor League players during 2020, whose
MLB market. season was canceled.
• Helping Dominican Republic: Dozens of • MLB Urges Safety: MLB created a hub on MLB.
current and former Major Leaguers, MLB, the com that features best practices urged by the CDC:
MLBPA and the Players Trust donated nearly [Link]
$1 million to support COVID-19 relief efforts in • MLB players also came together for this video:
the Dominican Republic, specifically to address [Link]
medical equipment needs and food insecurity. curve
• National Nurses Week: During “National • Esports League for Boys & Girls Clubs: MLB
Nurses Week,” which is celebrated in the U.S. partnered with the MLBPA and Sony Interactive
and worldwide to recognize and pay tribute to Entertainment to create the MLB The Show Players
the largest group of professionals within the League, the first-ever competitive eSports league
healthcare industry, MLB launched an employee comprised solely of Major Leaguers, donating
initiative to create personal tributes to healthcare $175,000 to Boys & Girls Clubs on behalf of the
workers on their social media channels. As an participants. One player representing each of the
extension of these efforts, MLB sent thank you 30 MLB Clubs competed over the three-week
notes to nurses serving the NYC area during period, streaming their games online for fans to
National Nurses Week. Major League Baseball watch and engage with them via Twitch, YouTube
participated in a first-of-its-kind initiative – Sports and other social media platforms. ESPN aired the
United (#TheRealHeroes) – bringing together final matchup between All-Star pitchers Blake
leagues and athletes from the world of sports to Snell and Lucas Giolito, which was hosted by
recognize and celebrate those on the frontlines of MLBN’s Robert Flores.
the COVID-19 pandemic. MLB All-Stars Aaron • Summer Slugger: Major League Baseball and
Judge and Christian Yelich were featured in a PSA EVERFI, the leading social impact education
campaign, alongside 30+ professional athletes, in company and Official Education Partner of MLB,
which they wrote in the name of a healthcare hero announced the widespread availability of the
on the back of their jersey to honor those on the “Summer Slugger” digital education platform to

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assist some of the 39 million students learning at Players Association committed $10 million to help
home in the United States and Canada. Parents, fund innovative programs designed by The Players
legal guardians and teachers can access the program Alliance to improve representation of Black Americans
for students at [Link]. EVERFI in all levels of baseball. These efforts are intended to
worked closely with MLB Clubs on the direct-to- improve access to the sport, both externally in the
fan and school & community engagement for the Black community, inclusive of youth participation,
Summer Slugger program. and in front office career opportunities. Additionally,
• Distance Learning: Major League Baseball MLB donated $1 million worth of youth baseball and
and more than two dozen Clubs promoted personal protection equipment to The Players Alliance
baseball-themed fun and educational at-home for their “Pull Up Neighbor” tour, which traveled to
activities to support distance learning. More Black communities all across the country to deliver
information on individual on Club-specific this equipment and establish connections between
activities can be found at: [Link] Black players and youth.
covid19resources#resources.
• Employer Generosity: Employees at the MLB's Centennial Celebration of the Founding of
Commissioner’s Office joined to support kitchen the Negro Leagues:
and office staff during the pandemic, raising a total
Major League Baseball, Players and MLB Clubs
of $25K. celebrated the 100th anniversary of the founding
• Covid-19 Ballpark Response: of the Negro Leagues in 2020. Notably in February
Several ballparks were used for coronavirus testing 2020, MLB and the Major League Baseball Players
during the height of the pandemic while others were Association (MLBPA) made a joint donation of $1
used as food donation and sorting sites for local million to the Negro Leagues Baseball Museum
communities in need. ([Link]) to complement efforts to
Presently, nearly a dozen ballparks are being utilizededucate and raise awareness of the impact the Negro
as COVID-19 vaccination sites. Leagues and its players had on the sport and society.
On August 16, all of MLB formally celebrated the
Community Affairs & Social Responsibility: centennial during games with all on-field personnel,
including players, wearing a special Negro Leagues
Charitable Investments: Following the murder of 100 patch that was designed by the Negro Leagues
George Floyd, the heads of baseball operations from Baseball Museum as well as Clubs activating special
all 30 MLB Clubs, led an effort as part of the 2020 commemorations among their fans.
MLB Draft to donate more than $1 million across:
Campaign Zero, Color of Change, Equal Justice In December, MLB corrected a longtime oversight
Initiative, Jackie Robinson Foundation, and the in the game’s history by officially designating the
NAACP Legal Defense and Educational Fund. The Negro Leagues to “Major League” status. During
commitment was comprised of donations from each this year’s centennial celebration of the founding of
of the 30 Club leaders as well as matching funds from the Negro Leagues, MLB was proud to highlight the
MLB and individual Club owners. contributions of the pioneers who played in these
seven distinct leagues from 1920-1948. With this
Players Alliance Partnership: In partnership with action, MLB seeks to ensure that future generations
The Players Alliance, a nonprofit organization will remember the approximately 3,400 players of
comprised of active and former Major League Players, the Negro Leagues during this time period as Major
Major League Baseball and the Major League Baseball League-caliber ballplayers. Accordingly, the statistics

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and records of these players will become a part of Jackie Robinson Foundation: Major League Baseball
Major League Baseball’s history. This long overdue and its Clubs continue to support more than 30 four-
recognition is the product of evaluation throughout year Jackie Robinson Foundation (JRF) scholarships
the past year. MLB credits all of the baseball research annually and engages JRF Scholars during the annual
community for discovering additional facts, statistics, JRF Mentoring and Leadership Conference as well as
and context that exceed the criteria used by the Special at MLB jewel events. JRF provides financial assistance
Committee on Baseball Records in 1969 to identify six and direct program services to highly motivated
“Major Leagues” since 1876. It is MLB’s view that students from diverse backgrounds attending colleges
the Committee’s 1969 omission of the Negro Leagues and universities across the country. The Foundation’s
from consideration was clearly an error that demands unique hands-on approach has resulted in a consistent,
this designation. nearly 100 percent graduation rate. In August, Major
League Baseball and the Jackie Robinson Foundation
Jackie Robinson Day: Major League Baseball and its (JRF) announced a partnership extension through
30 Clubs commemorated the legacy of Hall of Famer, 2023, which includes $3.5 million to support JRF’s
Jackie Robinson, both virtually and on-field during Scholarship Program, the Jackie Robinson Museum
2020. On Wednesday, April 15th, Jackie Robinson and the annual JRF ROBIE Awards. The majority of
Day centered on social media and online platforms to funding benefits the Jackie Robinson Foundation’s
underscore the importance of staying safe and healthy Scholarship Program from the 2020-2021 academic
at home. Designed to engage and educate fans about year through 2023-2024. Additionally, MLB and
Robinson’s enduring legacy, efforts incorporated JRF will place a specific emphasis on offering JRF
MLB partners, MLB Clubs, Major League players, Scholars the opportunity to participate in an eight-
and youth baseball & softball players. These ranged week internship program at the Commissioner’s
from educational programs with the Jackie Robinson Office, with a minimum goal of three JRF Scholar
Foundation, Jackie-inspired social media content, internships per year. Additional support will go toward
archived footage, special broadcasts on MLB Network, the Jackie Robinson Museum in New York City. To
and a celebrity DJ set. date, Major League Baseball has committed $2 million
to the Museum. MLB also will continue to sponsor
The in-season Jackie Robinson Day was formally the annual ROBIE Awards, which pays tribute to
commemorated on Friday, August 28th, focusing individuals who embrace the humanitarian ideals of
on Robinson’s activism and impact on civil rights in Jackie Robinson while raising funds for the Jackie
society during and following his playing career. August Robinson Foundation.
28th was the anniversary of the March on Washington
for Jobs and Freedom in 1963, which the Robinson Roberto Clemente Day: Since 2002, Major League
family (Jackie, Rachel and children) attended. It is also Baseball has commemorated Roberto Clemente Day
the date in 1945 when Robinson and Branch Rickey each September in recognition of the humanitarian
met to discuss his future as a member of the Brooklyn Hall of Famer and 15-time All-Star who died in a
Dodgers. Customary to the annual in-season Jackie plane crash on New Year’s Eve 1972 while attempting
Robinson Day celebration, all players, managers, to deliver supplies to earthquake victims in Nicaragua.
coaches, umpires and other on-field personnel wore The Roberto Clemente Award is the highest honor
Jackie’s Number 42 to honor the historic significance awarded to the League player who best represents
in Jackie ushering in necessary changes to Major the game of Baseball through astonishing character,
League Baseball by breaking the color barrier in 1947. community involvement, philanthropy, and positive
contributions, both on and off the field. Every year,

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each Club nominates one player to be considered for the MLB market between 2016 and 2020. The projects
Award. The 2020 Roberto Clemente Award Recipient will primarily focus on teen centers, playing fields and
was All-Star pitcher Adam Wainwright of the St. Louis other facilities connected to the Clubs.
Cardinals for his outstanding philanthropic work
around the world through Big League Impact. As the official charity of MLB, Boys & Girls Clubs
annually receives significant financial and in-kind
Scotts Field Refurbishment Program Grants: contributions, including public service announcements,
MLB and Scotts, a long-time league sponsor, began advertising, player appearances, game day events and
the Scotts® Field Refurbishment Program in 2016 MLB game tickets.
to provide youth with modern, playable ball fields in
communities around the U.S. Not only is the Scotts® Voting & Civic Duty Initiatives:
Field Refurbishment Program part of the company’s Civic Alliance: Major League Baseball joined the
larger GroMoreGood initiative to improve children’s Civic Alliance, a non-partisan group of businesses
health and well-being through increased connection working together to build a future where everyone
to greenspaces, but Scotts is also an official partner participates in shaping the United States. Founded by
of MLB’s PLAY BALL initiative, a collective effort the CAA Foundation and Democracy Works, the Civic
to encourage young people and communities to Alliance cultivates a community of companies united
participate in baseball- or softball-related activities, by a shared belief that an active democracy is good for
including formal leagues, events and casual forms of business, and an engaged business community is good
play. Through 2020, the Scotts® Field Refurbishment for democracy. Through this partnership, MLB is the
Program will have renovated two dozen fields with first professional sports league to have joined this non-
nearly $1.75 million of support. Driven by a purpose partisan group.
to GroMoreGood, The Scotts Refurbishment Program
is part of an enterprise-wide commitment from Time to Vote: MLB also committed to Time To Vote
Scotts Miracle-Gro to connect 10 million children to ([Link]), a business-led initiative to
gardening and outdoor play in communities across the help ensure employees have access to and information
U.S. about early voting or vote-by-mail options, updating
policies to ensure paid time off on Election Day, and
Boys & Girls Clubs of America: Each year, Major supporting employee efforts to volunteer as poll or
League Baseball and Boys & Girls Clubs of America election workers during the election cycle.
work together to create unique opportunities. They
work hand-in-hand to fulfill the mission of the 4,700 MLB & Clubs Involvement:
Boys & Girls Clubs that serve over 4 million youth Eight Clubs, inclusive of nine sites – including two
in all 50 states, Puerto Rico, the Virgin Islands and MLB Youth Academies – served as polling locations,
on U.S. military bases around the world, with the voting centers, ballot drop-off or ballot processing
support of over 500,000 Club staff, volunteers and sites:
board members doing whatever it takes to close the • Baltimore Orioles/Camden Yards: early voting and
opportunity gap for them. voting center
• Boston Red Sox/Fenway Park: early voting
Since 2016 over $1 million in grants have been • Chicago Cubs/Wrigley Field: ballot drop off
distributed to Boys & Girls Clubs across the country to location
get kids playing ball through the PLAY BALL initiative • Kansas City Royals/Urban Youth Academy:
and Reviving Baseball in Inner Cities (RBI). MLB polling location
pledged to renovate one Boys & Girls Club in each • Los Angeles Dodgers/Dodger Stadium: voting

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center process on Nov. 3

• Oakland Athletics/Oakland Coliseum: voting • On-field personnel wore Nike ‘VOTE!’ BP shirts
center during the 2020 Postseason.
• Washington Nationals/Nationals Park:
voting center Domestic Violence & Anti-Harassment Policies:
• Washington Nationals/Youth Academy: voting Major League Baseball leads the industry with strong
policies against domestic violence, sexual assault, and
center
child abuse, in addition to a workplace code of conduct
**Additional Clubs offered up their ballparks or
for Major League players and all League & Club staff
facilities but were ultimately not needed during the
that encourages a safe, harassment-free and inclusive
election process.
environment. To further support efforts related to
the care of victims of domestic violence and their
Additionally: families, MLB partners with the National Network to
• There were 19 Club-specific education & resource End Domestic Violence, It’s On Us and The Joe Torre
landing pages on the voting and election process. Safe at Home Foundation, three nationally recognized
• Two Clubs – the Milwaukee Brewers and San nonprofit organizations that focus on ending the cycle
Francisco Giants – held voter registration and of violence.
education events at their ballparks
• Several other Clubs have held voter registration In February, the Office of the Commissioner updated
and education events at their Youth Academy, its workplace Code of Conduct, particularly to address
including the Kansas City Royals, Cincinnati Reds, issues on sexual harassment and discrimination, and
Houston Astros, and Texas Rangers (x2) also unveiled “MLB Speak Up,” a new anonymous,
• Other efforts by Clubs include employee education, third-party hotline to allow anyone working in or
joining local alliances with fellow professional around the game to report issues of harassment or
sports teams, fan outreach and player participation discrimination safely and directly. Additionally, MLB
in voter education. has required anti-harassment and discrimination
MLB Clubs and Players were featured in the More Than training for Club executives, inclusive of the five
a Vote PSA, which was in rotation across broadcast most senior staff in each of baseball and business
networks including MLB Network operations.
MLB Business Resource Groups (BRGs) have hosted
several virtual events promoting voter education and
Throughout 2020, MLB and the MLBPA supported
civic engagement for MLB employees, including:
40 nonprofit organizations with nearly $2 million
HYPE BRG (MLB Young Professionals) held an event
in grants through the joint “Healthy Relationships
on voter registration and creating your voting plan.
Community Grant” program. The focus areas of the
SOMOS MLB hosted a voter registration text banking
organizations that have received funding include
initiative with Voto Latino Foundation.
support for survivors of domestic violence, mental
Home Base BRG shared great resources for working
health resiliency, and developing positive relationship
parents to engage children in the process.
skills in youth as a preventive measure to breaking the
MLB Women hosted a session with Power the Polls.
cycle of violence.
MLB Black Professionals welcomed Judith Browne
Dianis (Advancement Project) for an important
conversation on voter access Baseball & Softball Development and Youth
• MLB and Clubs held either Election Day of Service Outreach:
or office closures to participate in the election Baseball & Softball Development initiatives led by

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MLB are designed to improve access to, and foster and safety procedure for COVID mitigation, this
growth of diversity within the youth and amateur invitational engaged 209 program participants during
levels of the sport. In 2020, these efforts were, the season’s only in person, MLB Baseball & Softball
in large part, held virtually in order to maintain Development-operated tournament.
connections with youth and families who were not
able to enjoy playing the games at the same levels, PLAY BALL at Home: MLB along with Scotts,
the same frequency, or at all throughout shutdowns rolled out a campaign called “PLAY BALL at Home,”
caused by the coronavirus pandemic. . to share ways with kids & families to engage, play and
connect with the games of baseball & softball while
DREAM Series: The fourth annual DREAM Series staying at home amid the pandemic.
took place in January 2020. The DREAM Series is
an initiative from Major League Baseball and USA Drive-Thru PLAY BALL Events Black Churches:
Baseball that features a diverse group of some of In an ongoing effort to build tangible connections with
the nation's top high school pitchers and catchers the Black community, MLB partnered with Black
that runs in connection with Martin Luther King Jr. churches around the country to host safe, socially-
Day. This annual event, which launches the calendar distanced Drive Thru PLAY BALL events in 2020.
of Baseball/Softball development experiences each Over 20,000 PLAY BALL bats and ball sets were
year, is focused on assisting high school players of distributed to children and families for them to enjoy
color as they pursue advancement to the next levels at home, in playgrounds and in their neighborhoods.
of the sport. MLB and USA Baseball utilizes former
Major League players, current Players as well as RBI Mound Visits: Starting in July of 2020, MLB
former & current Major Leagues managers/coaches hosted RBI Mound Visits, a semi-regular webinar
in pursuit of this goal. Appx. 95% of all DREAM featuring current/former Major Leaguers, youth
Series alumni who have already graduated high programming partners, and educational resources for
school are playing baseball at either the college or RBI administrators and participants. Special guests
professional levels. included Taylor Hearn (Texas Rangers), Lucius Fox
(Kansas City Royals), Todd Isaacs (Grand Junction
Andrew Dawson Classic: Named after the Hall of Rockies).
Famer & HBCU alumnus, the 2020 Andre Dawson
Classic is the annual college showcase event hosted MLB GRIT: Girls ID Tour: This program is designed
by MLB to highlight Historically Black Colleges & specifically for female athletes (18 and under) to
Universities (HBCUs) and their baseball programs. showcase their talent and ability as baseball players.
The 2020 event took place in February at the New There were 186 registered participates across five
Orleans MLB Youth Academy and featured six cities (San Francisco, CA, Compton, CA, Vero Beach,
teams from HBCUs as well as the University of New FL, Port Chester, NY and, Chicago, IL) in January/
Orleans. February 2020.

MLB RBI Northeast Invitational Tournament: Digital Programming: To adapt to the Covid-19
In lieu of being able to host its usual RBI Regional pandemic, MLB continued to provide programming
tournament leading up to the international RBI World opportunities for female baseball players:
Series championship tournament, MLB hosted a • Trailblazer Series: MLB hosted a two-part
baseball and softball tournament for six New York/ digital event for female baseball players ages 11 –
New Jersey area RBI leagues on October 10 – 11th. 13. Part one was a discussion with Bob Kendrick,
Deploying best practices in a comprehensive health President of the Negro Leagues Baseball Museum

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and Sharon Robinson, Vice Chair of the Jackie and transitioning to eco-friendly and compostable
Robinson Foundation and MLB Consultant. The service ware.
second part was a panel featuring USA Baseball
Women’s National Team members. Green Teams: 9 Clubs utilize Regular Season Green
Teams and MLB activates Green Teams during MLB
• Elite Development Invitational: The 2020 virtual All-Star Week as well as the Postseason. Green Teams
Girls Baseball Elite Development Invitational consist of community organizations or local university
took place as a digital development series students, who collect recyclables in between innings
featuring sessions on position-specific work, at the ballparks. During MLB All-Star Week the Green
strength and conditioning, mental performance, Team also educates fans on positive environmental
and other topics. Special guest speakers as well as practices, helps with volunteer and community events,
USA Baseball Women’s National Team players, and are rewarded with an invitation to a Career Night
coaches, and alumnae served as instructors for hosted by MLB.
this event.
Data Tracking and Green Glove Award: Through
• Virtual Series: The Culture & Journey of The Measurabl, MLB provided Clubs with an ESG tool to
Black Baseball Player: MLB hosted a roundtable track waste output and diversion as well as water and
discussion featuring Jerry Manuel (MLB Baseball energy usage. Measurabl can also be used to document
Development Consultant), Dominic Smith efficiency projects and track estimated cost and energy/
(Outfielder, New York Mets), Justin Dunn (Pitcher, water savings. Measurabl is also used to determine the
Seattle Mariners) , Kyle Lewis (Outfielder, Seattle recipient of the Green Glove Award. The Green Glove
Mariners). The discussion was moderated by Award is given annually to the MLB Club leader in
Seattle Mariners play-by-play announcer Dave recycling and general sustainability initiatives, in
Sims as they spoke about their challenges and addition to maintaining the highest diversion rate (the
triumphs as Black men in both baseball and amount of waste material diverted from landfills for
America. recycling and composting). The 2020 Green Glove
Award division finalists include: Toronto Blue Jays
Sustainability: (AL East), Chicago White Sox (AL Central), Seattle
Club Initiatives: Major League Baseball was the Mariners (AL West), Washington Nationals (NL East),
first professional sports league to have all 30 Clubs Pittsburgh Pirates (NL Central), and San Francisco
as members of the Green Sports Alliance, which Giants (NL West).
promotes healthy, sustainable communities in
sports. All 30 Clubs continue to demonstrate their MLB Jewel and International Events: MLB promotes
commitment to environmental stewardship. Efforts sustainability initiatives and efforts throughout both
focused on energy efficiency include 20 ballparks Jewel and International Events. Greening efforts are
having LED field lighting, 10 ballparks utilizing broadcasted at the ballparks and promoted throughout
solar panels, and 11 ballparks (across MLB and the events to educate fans. In addition, to encourage
MiLB) having LEED Certification. In addition, 12 other forms of transportation, MLB promotes walking
ballparks currently utilize on-site gardens and seven paths between popular locations during the events
Clubs have permanently eliminated plastic straws throughout All-Star Week. Through Bonneville
from their ballparks. Other ballpark initiatives include Environmental Foundation, MLB offsets the footprint
minimizing food waste by donating to local food of water and energy used by purchasing Renewable
banks/organizations, reducing water consumption Energy Certificates (RECs) and Water Restoration
through infrastructure enhancements, planting trees, Certificates (WRCs). MLB also offsets all carbon

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emissions associated with ballpark electricity usage to provide “50 Ways to Celebrate Earth Day” which
and player travel through purchasing RECs. For the featured an online learning curriculum featuring Club
2020 Postseason, MLB purchased RECs to offset over and MLB representatives.
three million kwh of energy and WRCs of over 3.5
million gallons of water. MLB utilizes water filtration Earth Day: The 2020 Earth Day celebration included
systems in various ballpark locations and supplies an MLB Green social media takeover, a relaunch
refillable water bottles, minimizing the use of single of [Link]/green, a partnership with Discovery
use water bottles. For the 2020 Postseason, MLB also Education, and various Club activations such as a
collaborated with TerraCycle to recycle and transform virtual cooking class, environmental tips at home,
disposable masks, gloves, gowns and more into new and education in the sustainability space. In previous
products at all four neutral sites. years, MLB and the front office staff have volunteered
in clean-ups, building restoration projects, and tree
Greening Partnerships: MLB has partnered with planting initiatives.
multiple educational programs across the US to help
inform students of all ages on sustainable initiatives. 2020 Winter Meetings:
FOX Sports U and Discovery Education are two
educational programs MLB has recently collaborated Take the Field: For the third consecutive year,
with to teach students how they can make a difference MLB hosted Take The Field, a program specifically
in the environment. MLB and FOX Sports have designed to provide women who are interested in
partnered up with different colleges to provide baseball careers in coaching, scouting and player
educational opportunities around sustainability development with the opportunity for education and
and public relations. Students create hypothetical engagement with Club personnel through panels,
campaigns targeted around the League's sustainability breakout sessions, and networking opportunities.
efforts and are encouraged to practice greening Added focuses this year had been programming
efforts as part of the course. These campaigns are specifically designed to support women currently
then presented to FOX Sports and MLB, with the working with Clubs and the Commissioner’s Office
winning group invited to participate on the Green in these baseball operations and on-field roles. This
Team for the All-Star Game. FOX Sports U and MLB year’s virtual event, intended for those who have
are currently working with University of Florida, an existing connection through baseball or softball,
but most recently collaborated with the New York featured more than 260 women listening to sessions
University and Creighton University. Other university led by coaches, scouts, and front office personnel
partners include the University of North Carolina, (League & Clubs) who provided insight on a
University of Pittsburgh, Syracuse University, and variety of topics to prepare attendees for these roles.
DePaul University. MLB partnered with Discovery Additionally, attendees participated in professional
Education, the leading providers of standards-aligned development sessions, including mock interviews.
digital curriculum resources, engaging content and Notable baseball representatives leading discussions
professional learning for K-12 classrooms to launch and breakout sessions included Michele Meyer-
baseball and sustainability-focused content in schools Shipp, Jean Afterman (SVP and Assistant General
throughout the country. In 2019, a special event Manager, NY Yankees), Eve Rosenbaum (Director
debuted featuring educational videos for classrooms of Baseball Development, Baltimore Orioles), Nichol
across the U.S. with representatives from several Whiteman (CEO, Dodgers Foundation) and many
Clubs addressing their sustainability practices and more. Notable previous attendees of Take the Field
how their ballparks are environmentally conscious. In include Alyssa Nakken (Asst. Coach, San Francisco
2020, Discovery Education and MLB worked together Giants), Rachel Folden (AZL Lead Lab Tech & 4th/

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Hitting Coach, Chicago Cubs), and Veronica Alvarez

(Spring Training Catching Coach, Oakland A’s). UNFILTERED: UNFILTERED is a featured
speaker series of diversity, equity and inclusion
Katherine Feeney Leadership Symposium: focused topics designed to bring awareness and
Diversity, Equity & Inclusion hosted its fourth annual insights on key, meaningful issues within our sport
Katherine Feeney Leadership Symposium virtually through candid conversations, Diversity, Equity &
in December 2020. Each Club nominated one female Inclusion streamed featured conversations with MLB
employee that embodies the professionalism, integrity Chief Baseball Development Officer, and former Los
and leadership qualities that Katy exemplified Angeles Angels General Manager, Tony Reagins,
throughout her illustrious career. A full day of as well as leadership from The Players Alliance,
programming focused on skill development and including Curtis Granderson, Chris Dickerson and
leadership training was led by Stanford University, Chris Young.
Graduate School of Business – Executive Education.
Since its inception, more than 140 women have In February, for Black History Month, MLB DEI
participated in this program. hosted an “Unfiltered” conversation addressing
head-on the need for efforts behind increasing Black
Women On Deck: Formerly known as the Women representation on and off the field. Moderated by MLB
@ MLB Reception, Diversity, Equity & Inclusion Network’s Fran Charles, the panel included Marlins
hosted Women on Deck, a space designed for outfielder Lewis Brinson, Dodgers manager Dave
conversations around the impact women are making Roberts, former manager and MLB consultant Bo
in the sport. The panel featured a diverse group of Porter, MLB Chief People & Culture Officer Michele
women across Baseball Operations with panelists Meyer-Shipp, and Red Sox Player Development
Raquel Ferreira (EVP & Asst. General Manager, Coach Bianca Smith. Smith is the first Black woman
Boston Red Sox), Caroline O’Connor (COO, Miami to coach in professional baseball.
Marlins), Andy Acosta (Senior Developer, Baseball
Systems, Milwaukee Brewers), Bianca Smith In March for Women’s History Month, the “Unfiltered”
(Player Development Coach, Boston Red Sox), and discussion focused on how to attract, recruit and
moderated by Tyrone Brooks (Sr. Director, Front retain women in senior leadership across Baseball.
Office & Field Staff Diversity Pipeline Program, Moderated by MLB Network’s Lauren Shehadi, the
MLB). panel included Michele Meyer-Shipp; Nona Lee,
Executive Vice President and Chief Legal Officer of
Supplier Diversity Summit: The Supplier Diversity the D-backs; Chaitali Gala, Chief Operating Officer
Summit was held for the fifth consecutive year of the Los Angeles Dodgers Foundation; Laura
during MLB’s offseason. The Summit included Day, Executive Vice President of the Twins; and Jill
several virtual panel discussions, such as the impact Robinson, the Chief Financial officer of the Braves.
of the COVID-19 pandemic on diverse businesses
and a discussion on doing business with baseball.
The Summit also included speed networking rounds
providing diverse-owned businesses (inclusive of
those owned by people of color, women, veterans,
members of the LGBTQ+ community, and people
with disabilities) the opportunity to pitch their
businesses to representatives from MLB, MLB Clubs
and MLB Partners.

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• Melanie Lenz, Chief Development Officer, Tampa

Appendix II Bay Rays
• Caroline O’Connor, Chief Operating Officer,
Miami Marlins
EXECUTIVE MANAGEMENT
• Elizabeth Pantages, Senior Vice President, Chief
C-SUITE
Financial Officer, San Francisco Giants
• Jill Robinson, Executive Vice President & Chief
4 Chief Executives are Black or African American
Financial Officer, Atlanta Braves
• Robert Brown, Vice President & Chief Financial
• Ronda Sedillo, Senior Vice President, Chief
Officer, New York Yankees
Financial Officer, San Diego Padres
• Robert Frost, Senior Vice President, Chief People
• Amy Waryas, Executive Vice President, Chief
Officer, Washington Nationals
Human Resources Officer, Boston Red Sox
• Gilbert Hight, Senior Vice President, Chief Security
Officer, New York Yankees
21 Executive Vice-Presidents, Senior Vice Presidents
• Nona Lee, Executive Vice President, Chief Legal
and Vice Presidents were Black or African-
Officer, Arizona Diamondbacks
American, including:
• Jared Banner, Special Projects, Chicago Cubs
1 Chief Executive is Hispanic or of Latinx descent:
• Dana A Brown, Vice President, Scouting, Atlanta Braves
• Jose Martin, Senior Vice President, Chief People
• Jacqueline Coleman, Senior Vice President,
Officer, San Francisco Giants
Broadcasting & Marketing, Washington Nationals
• Eugene Dias, Vice President, Communications,
3 Chief Executives are Asian or of Asian descent:
Houston Astros
• Chiatali Gala, Chief Operating Officer, LA
• Julian Green, Vice President, Communications &
Foundation, Los Angeles Dodgers
Community Affairs, Chicago Cubs
• Jonathan Gilula, Executive Vice President, Chief
• Michael Hall, Vice President Cardinals Care and
Operating Officer, Boston Red Sox
Community Relations, St. Louis Cardinals
• Timothy Zue, Executive Vice President, Chief
• Marian Harper, Vice President, Community &
Financial Officer, Boston Red Sox
Foundation, Houston Astros
• Brian Keys, Vice President, Information
14 women hold Chief titles for MLB Clubs:
Technology, Cincinnati Reds
• Laura Day, Executive Vice President, Chief
• William A. Luck, Vice President, Season Ticket
Business Officer, Minnesota Twins
Sales & Services, Miami Marlins
• Beth Elletson, Chief People Officer, Miami Marlins
• Robert McDonald, Vice President, Clubhouse
• Kellie Fischer, Executive Vice President & Chief
Operations and Team Travel, Washington Nationals
Financial Officer, Texas Rangers
• Barry Newell, Vice President, Business Operations
• Chiatali Gala, Chief Operating Officer, LA
& Analytics, Tampa Bay Rays
Foundation, Los Angeles Dodgers
• DeRetta Rhodes, Senior Vice President, People
• Jennifer Giglio, Senior Vice President, Chief
Capital, Atlanta Braves
Communications Officer, Washington Nationals
• Katina Shaw, Vice President, Community
• Kelly Kaufman, Chief Financial Officer, Executive
Relations, Milwaukee Brewers
Vice President, Business Operations
• Michael Shaw, Vice President, Head of Experience
• Nona Lee, Executive Vice President, Chief Legal
& Innovation, Miami Marlins
Officer, Arizona Diamondbacks
• Brian Smith, Senior Vice President, Corporate/
• Sara Lehrke, Vice President, Human Resources &
Community Relations, New York Yankees
Chief Diversity Officer, Cleveland Indians

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• Elaine Steward, Vice President, Senior Club • Kevin Martinez, Senior Vice President, Marketing
Counsel, Boston Red Sox and Communications, Seattle Mariners
• Taj Tashombe, Vice President External Affairs, • Eric Perestuk, Senior Vice President, Facility
Oakland Athletics Operations, Atlanta Braves
• Marcita Thompson, Vice President, Fenway Park • Sergio del Prado, Senior Vice President, Corporate
Tours, Boston Red Sox Partnerships, San Diego Padres
• Kenneth Williams, Executive Vice President, • Juan Ramirez, Vice President, Information
Baseball Operations, Chicago White Sox Technology, Tampa Bay Rays
• Ellen Zeringue, Vice President, Marketing, Detroit • Frederick Rivera, Executive Vice President, Legal
Tigers and General Counsel, Seattle Mariners
• Naomi Rodriguez, Vice President, External Affairs
26 Senior Vice-Presidents and Vice Presidents are and Community Relations, Los Angeles Dodgers
Hispanic or of Latinx descent, including: • Carlos Rodriguez, Vice President, Player
• Russell Amaral, Vice President, Facilities, Arizona Development & International Scouting, Tampa
Diamondbacks Bay Rays
• Diann Blanco, Vice President, Administration, • Edgardo Romero, Jr., Senior Vice President,
New York Yankees Assistant General Manager, Boston Red Sox
• Octavio Castro, Vice President, Human Resources, • Leticia Silva, Vice President, Human Resources,
Milwaukee Brewers Minnesota Twins
• Jorge Costa, Senior Vice President, Operations and • Elizabeth Stecklein, Vice President, Human
Facilities, San Francisco Giants Resources, Colorado Rockies
• Marilyn Davis, Vice President, Human Resources, • Miguel Duarte, Chief of Staff, Oakland Athletics
Los Angeles Dodgers
• Johnny DiPuglia, Vice President, International 5 Senior Vice Presidents and Vice Presidents were
Operations, Washington Nationals Asian or of Asian descent, including:
• Ralph Esquibel, Vice President, Information • Ray Chan, Vice President, Information Technology,
Technology, Los Angeles Dodgers San Diego Padres
• Rolando Fernandez, Vice President, International • Alan Chang, Vice President, Legal Affairs and
Scouting and Development, Colorado Rockies Deputy General Counsel, New York Yankees
• Santiago Fernandez, Senior Vice President and • Ashwin Krishnan, Vice President, General
General Counsel, Los Angeles Dodgers Counsel, Miami Marlins
• Rafaela Fink, Vice President, Public Relations, • Jason Lee, Vice President, Business Strategy &
Tampa Bay Rays Analytics, Minnesota Twins
• Cesar Geronimo, Vice President, Latin America • Amilyn Pierce, Vice President, Government
Scouting & Player Development, Arizona Affairs, Arizona Diamondbacks
Diamondbacks
• Eric Hernandez, Vice President, Finance, Los 3 Native Hawaiian team Senior Vice Presidents and
Angeles Dodgers Vice Presidents in MLB were:
• Sigurd Mejdal, Vice President, Assistant General • Robert McLeod, Senior Vice President, Scouting
Manager, Baseball Analytics, Baltimore Orioles and Player Development, Chicago Cubs
• Alfredo Mesa, Vice President Public Affairs, • Anita Sehgal, Senior Vice President, Marketing,
Miami Marlins Houston Astros
• Milciades Junior Noboa, Vice President, Latin • Creighton Kahoalii, Vice President, Corporate
Operations, Arizona Diamondbacks Partnerships, Houston Astros

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Broadcasting & Marketing, Washington Nationals

3 Vice Presidents are of two or more races, including: • Heather Collamore, Vice President, Metropolitan
• Jason Domir, Vice President & Deputy General Hospitality, New York Mets
Counsel, Atlanta Braves • Jackie Cuddeback, Vice President, Advertising
• Kevin Gregg, Vice President, Media Relations, Sales & Corporate Marketing, Philadelphia
Boston Red Sox Phillies
• Jaclyn Lash, Vice President, Special Events, San • Zineb Curran, Vice President, Corporate
Diego Padres Communications, Boston Red Sox
• Lisa Czop, Vice President, Event Operations,
There is one American Indian or Alaskan Native Washington Nationals
Vice President on an MLB team: • Shana W Daum, Vice President of Public Affairs
• Ann Seeney, Vice President, Human Resources, St. &Community Relations, San Francisco Giants
Louis Cardinals • Marilyn Davis, Vice President, Human Resources,
Los Angeles Dodgers
86 women held team Executive Vice President, • Nancy Donati, Vice President, Creative Services
Senior Vice President and Vice President Positions and Visual Identify, San Francisco Giants
on MLB teams: • Robyn Farmer, Vice President & Deputy General
• Jean Afterman, Senior Vice President & Assistant Counsel, Atlanta Braves
General Manager, New York Yankees • Paige Farragut, Senior Vice President, Ticket
• Catherine Aker, Vice President, Communications Sales & Services, Texas Rangers
& Community Relations, Oakland Athletics • Raquel Ferreira, Executive Vice President &
• Hannah Basinger, Vice President, Guest Operations Assistant General Manager, Boston Red Sox
& Strategy, Atlanta Braves • Rafaela Fink, Vice President, Public Affairs,
• Marcell Bhangoo, Senior Vice President, Client Tampa Bay Rays
Services, Boston Red Sox • Karen Forgus, Senior Vice President, Business
• Diann Blanco, Vice President, Administration, Operations, Cincinnati Reds
New York Yankees • Moira Foy, Vice President, Human Resources and
• Victoria Bryant, Vice President, Event Services, St. Risk Management, Chicago White Sox
Louis Cardinals • Lauren Fritts, Vice President, Marketing, Chicago
• Naomi Calder, Senior Vice President, Ticket Cubs
Services & Operations, Boston Red Sox • Shannon Gabriel, Vice President & Controller,
• Jill Campbell, Vice President, Communications & Atlanta Braves
Marketing, Colorado Rockies • Mary Giesler, Senior Vice President & General
• Carrie Campbell, Senior Vice President, Fenway Counsel, Minnesota Twins
Park Events, Boston Red Sox • Sara Greenspan, Vice President, Human
• Twila Carter, Senior Vice President, Community Resources, San Diego Padres
and Foundation, Houston Astros • Stephanie Gregg, Vice President, Fan Services
• Deborah Castaldo, Senior Vice President, Corporate and Entertainment, Boston Red Sox
& Community Impact, Arizona Diamondbacks • Jennifer Grondahl, Senior Vice President,
• Kimberly A. Childress, Senior Vice President & Community Development, Baltimore Orioles
Controller, Atlanta Braves • Starr Gulledge, Vice President & Controller, Texas
• Bonnie Clark, Vice President, Communications, Rangers
Philadelphia Phillies • Emily Hamel, Vice President, Events & Brand
• Jacqueline Coleman, Senior Vice President,

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Experiences, New York Yankees • Katherine Pratt, Vice President, Global Partnership
• Marian Harper, Vice President, Community and Sales, Boston Red Sox
Foundation, Houston Astros • DeRetta Rhodes, Senior Vice President, People
• Elise Holman, Senior Vice President, Washington Capital, Atlanta Braves
Nationals • Melissa Robertson, Vice President & General
• Molly Jolly, Senior Vice President, Finance and Deputy Counsel, Seattle Mariners
Administration, Los Angeles Angels of Anaheim • Nicole Schmidt, Vice President, Brand, Strategy
• Pamela Kenn, Senior Vice President, Community, and Analytics, Cleveland Indians
Alumni & Player Relations, Boston Red Sox • Sara Schultz, Senior Vice President, Human
• Kathy Killian, Vice President, Administration, Resources, Chicago Cubs
Philadelphia Phillies • Ann Seeney, Vice President, Human Resources,
• Jaclyn Lash, Vice President, Special Events, San St. Louis Cardinals
Diego Padres • Anita Sehgal, Senior Vice President, Marketing,
• Holly Lindvall, Senior Vice President, Human Houston Astros
Resources & Diversity, New York Mets • Katina Shaw, Vice President, Community
• Suzanne Lucchi, Vice President, Ballpark Relations, Milwaukee Brewers
Operations, New York Mets • Melissa Shields, Vice President & Controller,
• Samia Mahjub, Vice President, Business Analytics Chicago Cubs
& Strategic Support, Milwaukee Brewers • Leticia Silva, Vice President, Human Resources,
• Elizabeth Marshall, Vice President, Minnesota Twins
Communications, Atlanta Braves • Staci Slaughter, Executive Vice President,
• Sue Ann McClaren, Vice President, Ticket Communications and Senior Advisor to the CEO,
Operations and Sales, Colorado Rockies San Francisco Giants
• Marcy McGovern, Vice President, People and • Janet Marie Smith, Senior Vice President, Planning
Culture, Pittsburgh Pirates and Development, Los Angeles Dodgers
• Sarah McKenna, Senior Vice President, Fan • Aryn Sobo, Vice President, Human Resources,
Services & Entertainment, Boston Red Sox New York Yankees
• Sharon McNally, Vice President, Marketing, • Elizabeth Stecklein, Vice President, Human
Milwaukee Brewers Resources, Colorado Rockies
• Caroline Morgan, Vice President, Digital Strategy, • Stephanie Stegall, Vice President, Events, Houston
Los Angeles Dodgers Astros
• Nancy O’Brien, Vice President, Community • Elaine Steward, Vice President & Senior Club
Engagement, Minnesota Twins Counsel, Boston Red Sox
• Christine O’Reilly, Vice President Community • Angela Swint, Vice President, Broadcast &
Relations & White Sox Charities, Chicago White Communications, Texas Rangers
Sox • Taunee Taylor, Assistant Vice President, Player &
• Caroline Perry, Senior Vice President & General Alumni Relations, Texas Rangers
Counsel, San Diego Padres • Marcita Thompson, Vice President, Fenway Park
• Amilyn Pierce, Vice President, Government Tours, Boston Red Sox
Affairs, Arizona Diamondbacks • Lisa Tolson, Senior Vice President, Human
• Roxanne Porch, Vice President, Finance, Atlanta Resources, Baltimore Orioles
Braves • Amy Tovar, Vice President & Deputy General
• Katherine Pothier, Executive Vice President & Counsel, San Francisco Giants
General Counsel, Texas Rangers • Frances Traisman, Vice President, Executive

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Offices, Seattle Mariners • Leticia Silva, Vice President, Human Resources,

• Jennifer Tran, Vice President, Human Resources Minnesota Twins
& Org Engagement, Tampa Bay Rays • Elizabeth Stecklein, Vice President, Human
• Deborah Tymon, Senior Vice President, Marketing, Resources, Colorado Rockies
New York Yankees • Elaine Steward, Vice President, Senior Club
• Bryant Victoria, Vice President, Event Services Counsel, Boston Red Sox
Merchandising, St. Louis Cardinals • Taunee Taylor, Assistant Vice President, Player &
• Frances Weld, Senior Vice President, Strategy & Alumni Relations, Texas Rangers
Development, San Francisco Giants • Marcita Thompson, Vice President, Fenway Park
• Lisa Winsby, Senior Vice President, People & Tours, Boston Red Sox
Culture, Seattle Mariners • Ellen Zeringue, Vice President, Marketing, Detroit
• Marti Wronski, General Counsel and Senior Vice Tigers
President, Milwaukee Brewers • D'Lonra Ellis, Vice Present and General Counsel,
• Ellen Zeringue, Vice President Marketing, Detroit Oakland Athletics
Tigers
• D'Lonra Ellis, Vice Present and General Counsel,
Oakland Athletics

18 of the women holding Vice President positions
and above were people of color, including:
• Diann Blanco, Vice President, Administration,
New York Yankees
• Jacqueline Coleman, Senior Vice President,
Broadcasting and Game Presentation, Washington
Nationals
• Marilyn Davis, Vice President, Human Resources,
Los Angeles Dodgers
• Rafaela Fink, Vice President, Public Affairs,
Tampa Bay Rays
• Marian Harper, Vice President Community and
Foundation, Houston Astros
• Jaclyn Lash, Vice President, Special Events, San
Diego Padres
• Amilyn Pierce, Vice President, Government
Affairs, Arizona Diamondbacks
• DeRhetta Rhodes, Senior Vice President, People
Capital, Atlanta Braves
• Ann Seeney, Vice President, Human Resources,
St. Louis Cardinals
• Anita Sehgal, Senior Vice President, Marketing
and Communications, Houston Astros
• Katina Shaw, Vice President, Community
Relations, Milwaukee Brewers

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Appendix III
Players
As of April 1, 2021
% # % # % #
2021 2010 1999
White 62.3% 564 White 59.8% 712 White 60.0% x
Black or African American 7.6% 69 African-American 9.1% 119 African-American 13.0% x
Hispanic or Latino 28.1% 255 Latino 28.3% 339 Latino 26.0% x
Asian 1.4% 13 Asian 2.4% 23 Other <1% x
Two or More Races 0.0% 0 Other 0.4% 2
Hawaiian or Pac. Islander 0.4% 4 International 27.7% 360
Am. Indian or Alaska Native 0.1% 1 Total 1195
Voluntary Nondisclosure 0.0% 0
Total 906
2020 2009 1998
White 60.2% 539 White 61.6% 758 White 59.0% x
Black or African American 7.5% 67 African-American 9.0% 111 African-American 15.0% x
Hispanic or Latino 29.9% 268 Latino 27.0% 332 Latino 25.0% x
Asian 1.9% 17 Asian 2.3% 28 Other 1.0% x
Two or More Races 0.0% 0 Other 0.0% 0
Hawaiian or Pac. Islander 0.3% 3 International 28.2% 347
Am. Indian or Alaska Native 0.2% 2 Total 1229
Voluntary Nondisclosure 0.0% 0
Total 896
2018 2008 1997
White 59.0% 443 White 60.4% 719 White 58.0% x
African-American 8.4% 63 African-American 10.2% 121 African-American 17.0% x
Latino 29.5% 221 Latino 27.0% 322 Latino 24.0% x
Asian 1.5% 11 Asian 2.4% 29 Other 1.0% x
Other 1.6% 12 Other 0.0% 0
Voluntary Nondisclosure 0.0% 0 International 28.7% 342
Total 750 Total 1191
2017 2007 1996
White 57.5% 431 White 59.8% 714 White 62.0% x
African-American 7.7% 58 African-American 8.2% 98 African-American 17.0% x
Latino 31.9% 239 Latino 29.1% 348 Latino 20.0% x
Asian 1.9% 14 Asian 2.8% 34 Other 1.0% x
Other 1.1% 8 Other 0.0% 0
Total 750 International 31.0% 370
Total 1194
2016 2006 1995
White 59.0% 443 White 59.5% 707 White 62.0% x
African-American 8.3% 62 African-American 8.4% 98 African-American 19.0% x
Latino 28.5% 214 Latino 29.4% 348 Latino 19.0% x
Asian 1.7% 13 Asian 2.4% 34 Other 0.0% x
Other 2.4% 18 Other 0.3% 0
Total 750 International 31.0% 370
Total 1187
2015 2005 1994
White 58.8% 441 White 60.0% 709 White 64.0% x
African-American 8.3% 62 African-American 9.0% 101 African-American 18.0% x
Latino 29.3% 220 Latino 29.0% 339 Latino 18.0% x
Asian 1.2% 9 Asian 3.0% 30
Other 2.4% 18 Other 0.0% 4
Total 750 International 30.0% 358
2014 2004 1993
White 60.9% 459 White 63.0% 789 White 67.0% x
African-American 8.2% 62 African-American 9.0% 111 African-American 16.0% x
Latino 28.4% 214 Latino 26.0% 326 Latino 16.0% x
Asian 2.0% 15 Asian 2.0% 26 Other <1% x
Other 0.5% 4 Other 0.0% 1
Total 754 International 27.0% 338
Total 1253
2013 2002 1992
White 61.2% 456 White 60.0% x White 68.0% x
African-American 8.3% 62 African-American 10.0% x African-American 17.0% x
Latino 28.2% 210 Latino 28.0% x Latino 14.0% x
Asian 2.1% 16 Asian 2.0% x
Other 0.1% 1 Other 0.0% x
Total 745 International 25.0% x
Total x
2012 2001 1991
White 61.5% 734 White 59.0% x White 68.0% x
African-American 8.9% 106 African-American 13.0% x African-American 18.0% x
Latino 27.5% 328 Latino 26.0% x Latino 14.0% x
Asian 1.9% 23 Other 1.0% x
Other 0.2% 2
International 28.6% 341
Total 1193
2011 2000
White 61.5% 738 White 60.0% x
African-American 8.5% 102 African-American 13.0% x
Latino 27.0% 324 Latino 26.0% x
Asian 2.1% 25 Other 1.0% x
Table 1
Other 0.7% 8
International 27.7% 332
Total 1197

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MLB Central Office Staff

As of January 1, 2021
% # % # % #
2021 2013 2006
White 69.6% 902 White 72.1% 380 White 72.6% 340
Black or African American 6.0% 78 African-American 9.3% 49 African-American 10.7% 50
Hispanic or Latino 11.5% 149 Asian 3.0% 16 Asian 3.0% 14
Asian 8.3% 107 Latino 12.9% 68 Latino 13.2% 62
Two or More Races 2.5% 32 Other 2.7% 14 Native American 0.4% 2
Hawaiian or Pac. Islander 0.1% 2 Total 527 Total 468
Am. Indian or Alaska Native 1.0% 1 Women 29.8% 157 Women 42.9% 201
Voluntary Nondisclosure 1.9% 25 2012 2005
Total 1296 White 69.2% 301 White 72.7% 336
Women 29.1% 377 African-American 9.7% 42 African-American 10.4% 48
2020 Asian 3.4% 15 Asian 3.0% 14
White 61.8% 259 Latino 14.7% 64 Latino 13.2% 61
Black or African American 10.5% 44 Other 3.0% 13 Native American 0.4% 2
Hispanic or Latino 16.9% 71 Total 435 Total 462
Asian 6.0% 25 Women 35.6% 155 Women 34.0% 157
Two or More Races 3.6% 15
Hawaiian or Pac. Islander 0.2% 1
Am. Indian or Alaska Native 0.2% 1
Voluntary Nondisclosure 0.7% 3 2011 2004
Total 419 White 68.3% x White 70.8% 252
Women 40.1% 168 African-American 9.4% x African-American 11.2% 40
2018 Asian 3.5% x Asian 3.9% 14
White 66.0% 309 Latino 15.7% x Latino 13.5% 48
African-American 9.8% 46 Native American 3.1% x Native American 0.6% 2
Asian 5.6% 26 Total 426 Total 356
Latino 14.7% 69 Women 37.6% x Women 40.4% 144
Native American 0.2% 1
Voluntary Nondisclosure 3.6% 17 2010 2003
Total 468 White 67.0% x White Data Not Recorded
Women 30.8% 144 African-American 10.0% x African-American 13.0% 48
2017 Asian 4.0% x Latino 4.1% 15
White 65.6% 299 Latino 17.0% x Asian 14.7% 54
African-American 10.1% 46 Native American 3.0% x Native American 0.3% 1
Asian 14.9% 68 Total 417 Total 118
Latino 5.7% 26 Women 38.0% x Women 45.9% 169
Other 3.1% 14
Voluntary Non-Disclosure 0.7% 3 2009 2000
Total 456 White 66.0% x White 74.0% x
Women 31.8% 145 African-American 10.0% x African-American 14.0% x
2016 Asian 4.0% x Asian 2.0% x
White 71.2% 183 Latino 17.0% x Latino 14.0% x
African-American 12.1% 31 Native American <1% x Native American 1.0% x
Asian 10.1% 26 Total 416 Total 314
Latino 4.3% 11 Women 39.0% x Women 47.0% x
Other 1.9% 5
Voluntary Non-Disclosure 0.4% 1 2008 1997
Total 257 White 66.0% x White 78.0% x
Women 29.2% 75 African-American 12.0% x African-American 13.0% x
2015 Asian 3.0% x Asian 1.0% x
White 71.1% 187 Latino 16.0% x Latino 8.0% x
African-American 10.3% 27 Native American <1% x Total 215
Asian 4.6% 12 Total 385 Women 53.0% x
Latino 11.8% 31 Women 40.0% x
Other 2.3% 6 2007 1995
Total 263 White 72.2% 342 White 72.0% x
Women 28.9% 76 African-American 11.2% 53 African-American 18.0% x
2014 Asian 3.2% 15 Asian 1.0% x
White 72.3% 389 Latino 13.1% 62 Latino 9.0% x
African-American 9.5% 51 Native American 0.4% 2 Total 141
Asian 3.2% 17 Total 474 Women 54.0% x
Latino 12.8% 69 Women 42.0% 199
Other 2.2% 12 2006 1994
Total 538 White 72.6% 340 White 78.0% x
Women 29.4% 158 African-American 10.7% 50 African-American 16.0% x
Asian 3.0% 14 Asian 0.0% x
Latino 13.2% 62 Latino 6.0% x

Table 2 Native American 0.4% 2 Total 188

Total 468 Women 56.0% x
Women 42.9% 201

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Majority Owners
As of April 1, 2021

% # % # % #
2021 2015 2010
White 97.5% 39 White 98.0% 48 White 98.0% 49
Black or African American 0.0% 0 African-American 0.0% 0 African-American 0.0% 0
Hispanic or Latino 2.5% 1 Latino 2.0% 1 Latino 2.0% 1
Asian 0.0% 0 Asian 0.0% 0 Asian 0.0% 0
Two or More Races 0.0% 0 Other 0.0% 0 Other 0.0% 0
Hawaiian or Pac. Islander 0.0% 0 Total 49 Total 50
Am. Indian or Alaska Native 0.0% 0 Women 16.3% 8 Women 6.0% 3
Voluntary Nondisclosure 0.0% 0 2014 2009
Total 40 White 98.0% 48 White 96.7% 29
Women 0.0% 0 African-American 0.0% 0 African-American 0.0% 0
2020 Latino 2.0% 1 Latino 3.3% 1
White 97.5% 39 Asian 0.0% 0 Asian 0.0% 0
Black or African American 0.0% 0 Other 0.0% 0 Other 0.0% 0
Hispanic or Latino 2.5% 1 Total 49 Total 30
Asian 0.0% 0 Women 16.3% 8 Women 0.0% 0
Two or More Races 0.0% 0 2013 2008
Hawaiian or Pac. Islander 0.0% 0 White 98.0% 48 White 96.7% 29
Am. Indian or Alaska Native 0.0% 0 African-American 0.0% 0 African-American 0.0% 0
Voluntary Nondisclosure 0.0% 0 Latino 2.0% 1 Latino 3.3% 1
Total 40 Asian 0.0% 0 Asian 0.0% 0
Women 0.0% 0 Other 0.0% 0 Other 0.0% 0
2018 Total 49 Total 30
White 97.5% 39 Women 16.3% 8 Women 0.0% 0
African-American 0.0% 0 2012 2007
Latino 2.5% 1 White 96.4% 53 White 96.8% 30
Asian 0.0% 0 African-American 1.8% 1 African-American 0.0% 0
Other 0.0% 0 Latino 1.8% 1 Latino 3.2% 1
Voluntary Nondisclosure 0.0% 0 Asian 0.0% 0 Asian 0.0% 0
Total 40 Other 0.0% 0 Other 0.0% 0
Women 0.0% 0 Total 55 Total 31
2017 Women 12.7% 7 Women 0.0% 0
White 97.5% 39 2011 2006
African-American 0.0% 0 White 97.5% 39 White 96.4% 27
Latino 2.5% 1 African-American 0.0% 0 African-American 0.0% 0
Asian 0.0% 0 Latino 2.5% 1 Latino 3.6% 1
Other 0.0% 0 Asian 0.0% 0 Asian 0.0% 0
Total 40 Other 0.0% 0 Other 0.0% 0
Women 0.0% 0 Total 40 Total 28
2016 Women 7.5% 3 Women 0.0% 0
White 98.0% 48
Note: Percentages may not equal 100 percent due to rounding.
African-American 0.0% 0
Latino 2.0% 1
Asian 0.0% 0
Other 0.0% 0 Table 3
Total 49
Women 16.3% 8

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Managers
As of April 1, 2021
% # % # % #
2021 2011 2000
White 80.0% 24 White 80.0% 24 White 83.3% 25
Black or African American 3.3% 1 African-American 6.7% 2 African-American 13.3% 4
Hispanic or Latino 13.3% 4 Asian 0.0% 0 Asian 0.0% 0
Asian 0.0% 0 Latino 13.3% 4 Latino 3.3% 1
Two or More Races 3.3% 1 Total 30 Total 30
Hawaiian or Pac. Islander 0.0% 0 Women 0.0% 0 Women 0.0% 0
Am. Indian or Alaska Native 0.0% 0 2010 1999
Voluntary Nondisclosure 0.0% 0 White 69.0% 20 White 90.0% 27
Total 30 African-American 13.8% 4 African-American 6.7% 2
Women 0.0% 0 Asian 3.4% 1 Asian 0.0% 0
2020 Latino 13.8% 4 Latino 3.3% 1
White 80.0% 24 Total 29 Total 30
Black or African American 3.3% 1 Women 0.0% 0 Women 0.0% 0
Hispanic or Latino 13.3% 4 2009 1998
Asian 0.0% 0 White 66.7% 20 White 86.7% 26
Two or More Races 3.3% 1 African-American 16.7% 5 African-American 10.0% 3
Hawaiian or Pac. Islander 0.0% 0 Asian 3.3% 1 Asian 0.0% 0
Am. Indian or Alaska Native 0.0% 0 Latino 13.3% 4 Latino 3.3% 1
Voluntary Nondisclosure 0.0% 0 Total 30 Total 30
Total 30 Women 0.0% 0 Women 0.0% 0
Women 0.0% 0 2008
2018 White 73.3% 22
White 86.7% 26 African-American 13.3% 4 1997
African-American 0.0% 0 Asian 0.0% 0 White 85.7% 24
Asian 0.0% 0 Latino 13.3% 4 African-American 10.7% 3
Latino 10.0% 3 Total 30 Asian 0.0% 0
Other 3.3% 1 Women 0.0% 0 Latino 3.6% 1
Voluntary Nondisclosure 0.0% 0 Total 28
Total 30 Women 0.0% 0
Women 0.0% 0 2007
2017 White 80.0% 24 1996
White 90.0% 27 African-American 6.7% 2 White 85.7% 24
African-American 3.3% 1 Asian 0.0% 0 African-American 10.7% 3
Asian 0.0% 0 Latino 13.3% 4 Asian 0.0% 0
Latino 3.3% 1 Total 30 Latino 3.6% 1
Other 3.3% 1 Women 0.0% 0 Total 28
Total 30 Women 0.0% 0
Women 0.0% 0 2006
2016 White 83.3% 25 1995
White 90.0% 27 African-American 10.0% 3 White 85.7% 24
African-American 3.3% 1 Asian 0.0% 0 African-American 10.7% 3
Asian 0.0% 0 Latino 6.7% 2 Asian 0.0% 0
Latino 3.3% 1 Total 30 Latino 3.6% 1
Other 3.3% 1 Women 0.0% 0 Total 28
Total 30 Women 0.0% 0
Women 0.0% 0 2005 1994
2015 White 76.7% 23 White 82.1% 23
White 93.3% 28 African-American 13.3% 4 African-American 14.3% 4
African-American 3.3% 1 Asian 0.0% 0 Asian 0.0% 0
Asian 0.0% 0 Latino 10.0% 3 Latino 3.6% 1
Latino 3.3% 1 Total 30 Total 28
Total 30 Women 0.0% 0 Women 0.0% 0
Women 0.0% 0 2004 1993
2014 White 76.7% 23 White 78.6% 22
White 83.3% 25 African-American 10.0% 3 African-American 14.3% 4
African-American 10.0% 3 Asian 0.0% 0 Asian 0.0% 0
Asian 0.0% 0 Latino 13.3% 4 Latino 7.1% 2
Latino 6.7% 2 Total 30 Total 28
Total 30 Women 0.0% 0 Women 0.0% 0
Women 0.0% 0 2002 1992
2013 White 67.7% 21 White 88.5% 23
White 86.7% 26 African-American 25.8% 8 African-American 7.7% 2
African-American 10.0% 3 Asian 0.0% 0 Asian 0.0% 0
Asian 0.0% 0 Latino 6.5% 2 Latino 3.8% 1
Latino 3.3% 1 Total 31 Total 26
Total 30 Women 0.0% 0 Women 0.0% 0
Women 0.0% 0 2001 1991
2012 White 78.1% 25 White 88.5% 23
White 83.3% 25 African-American 18.8% 6 African-American 7.7% 2
African-American 6.7% 2 Asian 0.0% 0 Asian 0.0% 0
Asian 0.0% 0 Latino 3.1% 1 Latino 3.8% 1
Latino 10.0% 3 Total 32 Total 26
Total 30 Women 0.0% 0 Women 0.0% 0
Women 0.0% 0
Note: Percentages may not equal 100 percent due to rounding.

Table 4

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Historical Listing of Managers of Color

Major League Baseball
Records as of 2021 Opening Day (35 managers)
Team Year(s) Record
Manny Acta Washington Nationals 2007-2009 158-252
Cleveland Indians 2010-2012 214-266
Felipe Alou Montreal Expos 1992-01 691-717
San Francisco Giants 2003-2006 342-304
Dusty Baker San Francisco Giants 1993-02 840-715
Chicago Cubs 2003-2006 322-326
Cincinnati Reds 2008-2013 509-463
Washington Nationals 2016-2017 192-132
Houston Astros 2020-present 29-31
Don Baylor Colorado Rockies 1993-98 440-469
Chicago Cubs 2000-02 187-220
Cecil Cooper Houston Astros 2007-2009 171-170
Alex Cora Boston Red Sox 2018-2019 192-132
Larry Doby Chicago White Sox 1978 37-50
Cito Gaston Toronto Blue Jays 1989-97 683-636
Toronto Blue Jays 2008-2010 211-201
Preston Gomez San Diego Padres 1969-72 180-316
Houston Astros 1974-75 128-161
Chicago Cubs 1980 38-52
Fredi Gonzalez Florida Marlins 2007-2010 276-279
Atlanta Braves 2011-2016 434-413
Mike Gonzalez St. Louis Cardinals 1938, 1940 9-13-1
Ozzie Guillen Chicago White Sox 2004-2011 678-617
Miami Marlins 2012 69-93
Davey Lopes Milwaukee Brewers 2000-2002 144-195
Jerry Manuel Chicago White Sox 1998-2003 500-471
New York Mets 2008-2010 204-213
Dave Martinez Washington Nationals 2018-present 201-183
Lloyd McClendon Pittsburgh Pirates 2001-2005 336-446
Seattle Mariners 2014-2015 163-161
Detroit Tigers 2020 2-6
Hal McRae Kansas City Royals 1991-94 286-277
Tampa Bay Devil Rays 2001-02 113-196
Charlie Montoyo Toronto Blue Jays 2019-present 99-123
Tony Pena Kansas City Royals 2002-2005 198-285
Tony Perez Cincinnati Reds 1993 20-24
Florida Marlins 2001 54-60
Lou Piniella New York Yankees 1986-1988 224-193
Cincinnati Reds 1990-1992 255-231
Seattle Mariners 1993-2002 840-711
Tampa Bay Devil Rays 2003-2005 200-285
Chicago Cubs 2007-2010 316-293
Bo Porter Houston Astros 2013-2014 110-190
Luis Pujols Detroit Tigers 2002 55-100
Willie Randolph New York Mets 2005-2008 302-253
Frank Robinson Cleveland Indians 1975-1977 186-189
San Francisco Giants 1981-1984 264-277
Baltimore Orioles 1988-1991 230-285
Montreal Expos 2002-2004 230-253
Washington Nationals 2005-2006 152-172
Rick Renteria Chicago Cubs 2014 73-89
Chicago White Sox 2017-present 236-309
Dave Roberts San Diego Padres 2015 0-1
Los Angeles Dodgers 2016-present 436-273
Edwin Rodriguez Florida Marlins 2010-2011 78-85
Cookie Rojas California Angels 1988 75-79
Florida Marlins 1996 1-0
Luis Rojas New York Mets 2020-present 26-34
Jerry Royster Milwaukee Brewers 2002 53-94
Carlos Tosca Toronto Blue Jays 2002-04 191-191
Don Wakamatsu Seattle Mariners 2009-2010 127-147
Texas Rangers 2018 3-7
Ron Washington Texas Rangers 2007-2014 664-611
Maury Wills Seattle Mariners 1980-1981 26-56-1

Table 5

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Coaches
As of January 1, 2021
% # % # % #
2021 2012 2002
White 54.9% 641 White 60.9% 143 White 71.8% 150
Black or African American 5.7% 67 African-American 13.2% 31 African-American 16.3% 34
Hispanic or Latino 31.8% 371 Latino 24.7% 58 Latino 11.0% 23
Asian 1.2% 14 Asian 0.4% 1 Asian 1.0% 2
Two or More Races 1.6% 19 Other 0.9% 2 Other 0.0% 0
Hawaiian or Pac. Islander 0.0% 0 Total 235 Total 209
Am. Indian or Alaska Native 0.2% 2 Women 0.4% 1 Women 0.0% 0
Voluntary Nondisclosure 4.5% 53 2011 2000
Total 1167 White 68.8% 161 White 70.2% 139
Women 1.3% 15 African-American 13.7% 32 African-American 19.2% 38
2020 Latino 16.7% 39 Latino 10.6% 21
White 54.2% 638 Asian 0.9% 2 Asian 0.0% 0
Black or African American 6.3% 74 Other 0.0% 0 Other 0.0% 0
Hispanic or Latino 32.8% 386 Total 234 Total 198
Asian 1.1% 13 Women 0.0% 0 Women 0.0% 0
Two or More Races 1.4% 17 2010 1999
Hawaiian or Pac. Islander 0.0% 0 White 71.1% 172 White 70.9% 129
Am. Indian or Alaska Native 0.2% 2 African-American 12.0% 29 African-American 18.1% 33
Voluntary Nondisclosure 4.1% 48 Latino 16.5% 40 Latino 10.4% 19
Total 1178 Asian 0.4% 1 Asian 0.5% 1
Women 0.4% 5 Other 0.0% 0 Other 0.0% 0
2018 Total 242 Total 182
White 52.5% 563 Women 0.0% 0 Women 0.0% 0
African-American 7.5% 80 2009 1998
Asian 1.0% 11 White 68.4% 158 White 74.8% 151
Latino 33.6% 360 African-American 13.9% 32 African-American 16.8% 34
Native American 0.3% 3 Latino 17.3% 40 Latino 7.9% 16
Voluntary Nondisclosure 5.2% 56 Asian 0.4% 1 Asian 0.5% 1
Total 1073 Other 0.0% 0 Other 0.0% 0
Women 0.5% 5 Total 231 Total 202
2017 Women 0.0% 0 Women 0.0% 0
White 53.0% 527 2008 1997
African-American 8.9% 88 White 67.0% 152 White 74.5% 120
Latino 35.9% 357 African-American 11.9% 27 African-American 14.3% 23
Asian 0.6% 6 Latino 20.7% 47 Latino 11.2% 18
Other 1.6% 16 Asian 0.4% 1 Asian 0.0% 0
Voluntary Non-Disclosure 2.4% 24 Other 0.0% 0 Other 0.0% 0
Total 994 Total 227 Total 161
Women 0.3% 3 Women 0.0% 0 Women 0.0% 0
2016 2007 1996
White 53.6% 517 White 68.2% 150 White 73.9% 119
African-American 8.8% 85 African-American 13.3% 30 African-American 18.0% 29
Latino 33.5% 323 Latino 17.3% 39 Latino 7.5% 12
Asian 0.4% 4 Asian 0.4% 1 Asian 0.6% 1
Other 3.6% 35 Other 0.0% 0 Other 0.0% 0
Voluntary Non-Disclosure 2.1% 20 Total 220 Total 161
Total 964 Women 0.0% 0 Women 0.0% 0
Women 0.2% 2 2006 1995
2015 White 69.8% 150 White 72.2% 114
White 61.8% 175 African-American 15.8% 34 African-American 18.4% 29
African-American 10.6% 30 Latino 13.5% 29 Latino 8.9% 14
Latino 25.1% 71 Asian 0.9% 2 Asian 0.0% 0
Asian 0.0% 0 Other 0.0% 0 Other 0.6% 1
Other 2.5% 7 Total 215 Total 158
Total 283 Women 0.0% 0 Women 0.0% 0
Women 0.7% 2 2005 1994
2014 White 70.6% 154 White 77.8% 126
White 63.0% 167 African-American 15.1% 33 African-American 13.6% 22
African-American 9.8% 26 Latino 13.8% 30 Latino 8.0% 13
Latino 25.7% 68 Asian 0.5% 1 Asian 0.0% 0
Asian 0.0% 0 Other 0.0% 0 Other 0.6% 1
Other 1.5% 4 Total 218 Total 162
Total 265 Women 0.0% 0 Women 0.0% 0
Women 0.0% 0 2004 1993
2013 White 73.0% 165 White 79.6% 133
White 58.8% 147 African-American 12.4% 28 African-American 13.2% 22
African-American 10.0% 25 Latino 13.7% 31 Latino 6.0% 10
Latino 30.0% 75 Asian 0.9% 2 Asian 0.0% 0
Asian 0.4% 1 Other 0.0% 0 Other 1.2% 2
Other 0.8% 2 Total 226 Total 167
Total 250 Women 0.0% 0 Women 0.0% 0
Women 0.0% 0

Note: Percentages may not equal 100 percent due to rounding.

Table 6

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CEO/President
As of January 1, 2021
% # % # % #
2021 2013 2006
White 93.3% 28 White 100.0% 39 White 100.0% 32
Black or African American 3.3% 1 African-American 0.0% 0 African-American 0.0% 0
Hispanic or Latino 0.0% 0 Latino 0.0% 0 Latino 0.0% 0
Asian 0.0% 0 Asian 0.0% 0 Asian 0.0% 0
Two or More Races 0.0% 0 Other 0.0% 0 Other 0.0% 0
Hawaiian or Pac. Islander 0.0% 0 Total 39 Total 32
Am. Indian or Alaska Native 0.0% 0 Women 0.0% 0 Women 6.3% 2
Voluntary Nondisclosure 3.3% 1 2012 2005
Total 30 White 100.0% 26 White 100.0% 33
Women 0.0% 0 African-American 0.0% 0 African-American 0.0% 0
2020 Latino 0.0% 0 Latino 0.0% 0
White 96.7% 29 Asian 0.0% 0 Asian 0.0% 0
Black or African American 0.0% 0 Other 0.0% 0 Other 0.0% 0
Hispanic or Latino 0.0% 0 Total 26 Total 33
Asian 0.0% 0 Women 0.0% 0 Women 6.1% 2
Two or More Races 3.3% 1 2011 2004
Hawaiian or Pac. Islander 0.0% 0 White 100.0% 27 White 96.9% 31
Am. Indian or Alaska Native 0.0% 0 African-American 0.0% 0 African-American 3.1% 1
Voluntary Nondisclosure 0.0% 0 Latino 0.0% 0 Latino 0.0% 0
Total 0 Asian 0.0% 0 Asian 0.0% 0
Women 0.0% 0 Other 0.0% 0 Other 0.0% 0
2018 Total 27 Total 32
White 100.0% 26 Women 3.7% 1 Women 3.1% 1
African-American 0.0% 0 2010 2002
Latino 0.0% 0 White 100.0% 31 White 100.0% x
Asian 0.0% 0 African-American 0.0% 0 African-American 0.0% x
Other 0.0% 0 Latino 0.0% 0 Latino 0.0% x
Voluntary Nondisclosure 0.0% 0 Asian 0.0% 0 Asian 0.0% x
Total 26 Other 0.0% 0 Other 0.0% x
Women 0.0% 0 Total 31 Total x
2017 Women 3.2% 1 Women 3.0% x
White 100.0% 26 2009 2001
African-American 0.0% 0 White 100.0% 29 White 100.0% x
Latino 0.0% 0 African-American 0.0% 0 African-American 0.0% x
Asian 0.0% 0 Latino 0.0% 0 Latino 0.0% x
Other 0.0% 0 Asian 0.0% 0 Asian 0.0% x
Total 26 Other 0.0% 0 Other 0.0% x
Women 0.0% 0 Total 29 Total x
2016 Women 3.4% 1 Women 3.0% x
White 100.0% 26 2008 2000
African-American 0.0% 0 White 100.0% 29 White 100.0% x
Latino 0.0% 0 African-American 0.0% 0 African-American 0.0% x
Asian 0.0% 0.0% Latino 0.0% 0 Latino 0.0% x
Other 0.0% 0.0% Asian 0.0% 0 Asian 0.0% x
Total 26 Other 0.0% 0 Other 0.0% x
Women 0.0% 0 Total 29 Total x
2015 Women 6.9% 2 Women 3.0% x
White 100.0% 26 2007 1999
African-American 0.0% 0 White 100.0% 26 White 100.0% x
Latino 0.0% 0 African-American 0.0% 0 African-American 0.0% x
Asian 0.0% 0 Latino 0.0% 0 Latino 0.0% x
Other 0.0% 0 Asian 0.0% 0 Asian 0.0% x
Total 26 Other 0.0% 0 Other 0.0% x
Women 0.0% 0 Total 26 Total x
2014 Women 7.7% 2 Women 3.0% x
White 100.0% 37 x = Data not recorded, totals may not equal 100 percent
African-American 0.0% 0
Latino 0.0% 0
Asian 0.0% 0 Table 7
Other 0.0% 0
Total 37
Women 0.0% 0

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General Manager/President of Baseball Operations

As of April 1, 2021
% # % # % #
2021 2011 2002
White 86.7% 26 White 85.7% 24 White 93.3% 28
Black or African American 3.3% 1 African-American 10.7% 3 African-American 3.3% 1
Hispanic or Latino 3.3% 1 Latino 3.6% 1 Latino 3.3% 1
Asian 6.7% 2 Asian 0.0% 0 Asian 0.0% 0
Two or More Races 0.0% 0 Other 0.0% 0 Other 0.0% 0
Hawaiian or Pac. Islander 0.0% 0 Total 28 Total 30
Am. Indian or Alaska Native 0.0% 0 Women 0.0% 0 Women 0.0% 0
Voluntary Nondisclosure 0.0% 0
Total 30
Women 3.3% 1
2020 2010 2001
White 86.7% 26 White 80.8% 21 White 96.7% 29
Black or African American 3.3% 1 African-American 11.5% 3 African-American 3.3% 1
Hispanic or Latino 6.7% 2 Latino 7.7% 2 Latino 0.0% 0
Asian 3.3% 1 Asian 0.0% 0 Asian 0.0% 0
Two or More Races 0.0% 0 Other 0.0% 0 Other 0.0% 0
Hawaiian or Pac. Islander 0.0% 0 Total 26 Total 30
Am. Indian or Alaska Native 0.0% 0 Women 0.0% 0 Women 0.0% 0
Voluntary Nondisclosure 0.0% 0
Total 30 2009 2000
Women 0.0% 0 White 83.3% 25 White 100.0% 30
2018 African-American 10.0% 3 African-American 0.0% 0
White 86.7% 26 Latino 6.7% 2 Latino 0.0% 0
African-American 0.0% 0 Asian 0.0% 0 Asian 0.0% 0
Latino 10.0% 3 Other 0.0% 0 Other 0.0% 0
Asian 0.0% 0 Total 30 Total 30
Other 3.0% 1 Women 0.0% 0 Women 0.0% 0
Voluntary Nondisclosure 0.0% 0 2008 1999
Total 30 White 86.7% 26 White 100.0% 30
Women 0.0% 0 African-American 10.0% 3 African-American 0.0% 0
2017 Latino 3.3% 1 Latino 0.0% 0
White 86.7% 26 Asian 0.0% 0 Asian 0.0% 0
African-American 6.7% 2 Other 0.0% 0 Other 0.0% 0
Latino 3.3% 1 Total 30 Total 30
Asian 3.3% 1 Women 0.0% 0 Women 0.0% 0
Other 0.0% 0 2007 1998
Total 30 White 93.3% 28 White 100.0% 30
Women 0.0% 0 African-American 3.3% 1 African-American 0.0% 0
2016 Latino 3.3% 1 Latino 0.0% 0
White 86.7% 26 Asian 0.0% 0 Asian 0.0% 0
African-American 6.7% 2 Other 0.0% 0 Other 0.0% 0
Latino 3.3% 1 Total 30 Total 30
Asian 3.3% 1 Women 0.0% 0 Women 0.0% 0
Other 0.0% 0 2006 1997
Total 30 White 93.3% 28 White 96.7% 29
Women 0.0% 0 African-American 3.3% 1 African-American 3.3% 1
2015 Latino 3.3% 1 Latino 0.0% 0
White 90.0% 27 Asian 0.0% 0 Asian 0.0% 0
African-American 3.3% 1 Other 0.0% 0 Other 0.0% 0
Latino 6.7% 2 Total 30 Total 30
Asian 3.3% 1 Women 0.0% 0 Women 0.0% 0
Other 0.0% 0 2005 1996
Total 31 White 93.3% 28 White 96.4% 27
Women 0.0% 0 African-American 3.3% 1 African-American 3.6% 1
2014 Latino 3.3% 1 Latino 0.0% 0
White 90.0% 27 Asian 0.0% 0 Asian 0.0% 0
African-American 3.3% 1 Other 0.0% 0 Other 0.0% 0
Latino 6.7% 2 Total 30 Total 29
Asian 0.0% 0 Women 0.0% 0 Women 0.0% 0
Other 0.0% 0 2004 1995
Total 30 White 93.3% 28 White 96.4% 27
Women 0.0% 0 African-American 3.3% 1 African-American 3.6% 1
2013 Latino 3.3% 1 Latino 0.0% 0
White 90.0% 27 Asian 0.0% 0 Asian 0.0% 0
African-American 3.3% 1 Other 0.0% 0 Other 0.0% 0
Latino 6.7% 2 Total 30 Total 28
Asian 0.0% 0 Women 0.0% 0 Women 0.0% 0
Other 0.0% 0
Total 30
Women 0.0% 0
2012
White 90.3% 28 Note: Percentages may not equal 100 percent due to rounding.
African-American 6.5% 2
Latino 3.2% 1
Asian 0.0% 0 Table 8
Other 0.0% 0
Total 31
Women 0.0% 0

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Vice Presidents
As of January 1, 2021
% # % # % #
2021 2014 2007
White 83.6% 327 White 85.6% 322 White 90.0% 225
Black or African American 5.6% 22 African-American 6.6% 25 African-American 3.6% 9
Hispanic or Latino 6.6% 26 Latino 5.1% 19 Latino 4.4% 11
Asian 1.3% 5 Asian 1.6% 6 Asian 2.0% 5
Two or More Races 0.8% 3 Native Hawaiian 0.5% 2 Other 0.0% 0
Hawaiian or Pac. Islander 0.8% 3 Two or More Races 0.5% 2 Total 250
Am. Indian or Alaska Native 0.3% 1 Total 376 Women 15.6% 39
Voluntary Nondisclosure 1.0% 4 Women 17.3% 65
Total 391 2013 2005
Women 22.0% 86 White 79.3% 298 White 87.5% 223
2020 African-American 6.1% 23 African-American 4.3% 11
White 84.4% 401 Latino 5.1% 19 Latino 5.1% 13
Black or African American 5.9% 28 Asian 1.3% 5 Asian 3.1% 8
Hispanic or Latino 6.3% 30 Native Hawaiian 0.8% 3 Other 0.0% 0
Asian 1.3% 6 Total 348 Total 255
Two or More Races 0.4% 2 Women 17.5% 61 Women 14.5% 37
Hawaiian or Pac. Islander 0.8% 4 2012 2004
Am. Indian or Alaska Native 0.2% 1 White 86.2% 287 White 87.9% 218
Voluntary Nondisclosure 0.8% 4 African-American 6.0% 20 African-American 4.0% 10
Total 476 Latino 5.7% 19 Latino 4.8% 12
Women 20.0% 95 Asian 1.2% 4 Asian 3.2% 8
2018 Native Hawaiian 0.9% 3 Other 0.0% 0
White 85.2% 381 Total 333 Total 248
African-American 6.3% 28 Women 17.7% 59 Women 12.5% 31
Asian 1.6% 7 2011 2002
Latino 5.4% 24 White 87.6% 290 White 88.4% 199
Native American 0.9% 4 African-American 5.7% 19 African-American 4.9% 11
Voluntary Nondisclosure 0.6% 3 Latino 4.8% 16 Latino 4.4% 10
Total 447 Asian 1.8% 6 Asian 2.2% 5
Women 19.2% 86 Other 0.0% 0 Other 0.0% 0
Total 331 Total 225
2017 Women 17.2% 57 Women 14.2% 32
White 85.9% 371
African-American 6.5% 28 2010 2000
Latino 5.1% 22 White 90.1% 247 White 90.4% 170
Asian 1.4% 6 African-American 4.0% 11 African-American 5.3% 10
Other 0.9% 4 Latino 4.0% 11 Latino 3.2% 6
Voluntary Nondisclosure 0.2% 1 Asian 1.8% 5 Asian 1.1% 2
Total 432 Other 0.0% 0 Other 0.0% 0
Women 18.5% 80 Total 274 Total 188
Women 18.2% 50 Women 6.4% 12
2016 2009 1999
White 88.3% 445 White 83.3% 250 White 91.7% 176
African-American 5.6% 28 African-American 7.7% 23 African-American 4.7% 9
Latino 4.6% 23 Latino 6.7% 20 Latino 2.1% 4
Asian 1.0% 5 Asian 2.3% 7 Asian 1.6% 3
Other 0.6% 3 Other 0.0% 0 Other 0.0% 0
Total 504 Total 300 Total 192
Women 16.3% 82 Women 18.7% 56 Women 8.3% 16
2015 2008 1998
White 86.1% 358 White 90.4% 246 White 91.8% 123
African-American 6.0% 25 African-American 3.7% 10 African-American 5.2% 7
Latino 5.3% 22 Latino 4.0% 11 Latino 1.5% 2
Asian 1.7% 7 Asian 1.8% 5 Asian 1.5% 2
Other 1.0% 4 Other 0.0% 0 Other 0.0% 0
Total 416 Total 272 Total 134
Women 17.8% 74 Women 16.5% 45 Women 4.5% 6

Note: Percentages may not equal 100 percent due to rounding.

Table 9

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Senior Administration
As of January 1, 2021
% # % # % #
2021 2014 2008
White 79.0% 1615 White 80.5% 1370 White 83.0% 323
Black or African American 5.2% 107 African-American 6.0% 102 African-American 6.7% 26
Hispanic or Latino 9.9% 203 Latino 10.0% 170 Latino 8.0% 31
Asian 2.7% 56 Asian 2.2% 37 Asian 2.1% 8
Two or More Races 1.6% 32 Other 1.3% 22 Other 0.3% 1
Hawaiian or Pac. Islander 0.1% 2 Total 1701 Total 389
Am. Indian or Alaska Native 0.2% 5 Women 27.2% 463 Women 18.0% 70
Voluntary Nondisclosure 1.2% 25 2013 2007
Total 2045 White 79.7% 1301 White 81.7% 290
Women 28.5% 582 African-American 6.6% 107 African-American 7.9% 28
2020 Latino 10.0% 163 Latino 9.0% 32
White 79.8% 1680 Asian 2.5% 41 Asian 1.1% 4
Black or African American 5.2% 110 Other 1.2% 20 Other 0.3% 1
Hispanic or Latino 9.4% 197 Total 1632 Total 355
Asian 2.8% 58 Women 26.5% 432 Women 18.9% 67
Two or More Races 1.6% 33 2012 2006
Hawaiian or Pac. Islander 0.1% 2 White 80.1% 1231 White 84.4% 248
Am. Indian or Alaska Native 0.3% 6 African-American 6.9% 106 African-American 6.8% 20
Voluntary Nondisclosure 0.9% 18 Latino 9.2% 142 Latino 7.5% 22
Total 2104 Asian 2.9% 45 Asian 1.0% 3
Women 28.8% 607 Other 0.8% 13 Other 0.3% 1
2018 Total 1537 Total 294
White 80.0% 1615 Women 26.9% 414 Women 20.1% 59
African-American 5.3% 107 2011 2005
Latino 9.7% 195 White 82.8% 328 White 84.2% 246
Asian 2.7% 55 African-American 5.8% 23 African-American 7.5% 22
Other 1.3% 27 Latino 9.3% 37 Latino 6.2% 18
Voluntary Non-Disclosure 0.6% 13 Asian 1.5% 6 Asian 2.1% 6
Total 2020 Other 0.5% 2 Other 0.0% 0
Women 28.6% 577 Total 396 Total 292
2017 Women 17.9% 71 Women 17.8% 52
White 79.7% 1544 2010 2004
African-American 5.4% 105 White 85.1% 395 White 83.5% 217
Latino 10.2% 197 African-American 4.7% 22 African-American 9.6% 25
Asian 2.7% 53 Latino 7.8% 36 Latino 4.6% 12
Other 1.7% 32 Asian 1.9% 9 Asian 2.3% 6
Voluntary Non-Disclosure 0.4% 7 Other 0.4% 2 Other 0.0% 0
Total 1938 Total 464 Total 260
Women 27.7% 536 Women 18.1% 84 Women 13.8% 36
2016 2009 2001
White 80.1% 1485 White 84.3% 370 White 86.0% x
African-American 5.5% 101 African-American 5.0% 22 African-American 10.0% x
Latino 10.0% 185 Latino 8.2% 36 Latino 4.0% x
Asian 2.6% 48 Asian 2.1% 9 Asian <1% x
Other 1.8% 13 Other 0.5% 2 Women <15% x
Voluntary Non-Disclosure 0.3% 5 Total 439
Total 1853 Women 18.9% 83
Women 27.0% 500
Note: Percentages may not equal 100 percent due to
2015
rounding.
White 80.7% 1469
African-American 5.4% 99
Latino 9.8% 178
Asian 2.4% 44 Table 10
Other 1.7% 31
Total 1821
Women 27.5% 500

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Team Professional Administration

As of January 1, 2021
% # % # % #
2021 2014 2008
White 74.2% 1416 White 77.5% 1115 White 85.7% 407
Black or African American 6.1% 117 African-American 7.7% 111 African-American 7.8% 37
Hispanic or Latino 10.9% 208 Latino 9.4% 135 Latino 4.6% 22
Asian 4.7% 90 Asian 4.0% 57 Asian 1.3% 6
Two or More Races 2.3% 44 Other 1.4% 20 Other 0.6% 3
Hawaiian or Pac. Islander 0.1% 2 Total 1438 Total 475
Am. Indian or Alaska Native 0.2% 4 Women 28.0% 402 Women 28.6% 136
Voluntary Nondisclosure 1.5% 28 2013 2007
Total 1909 White 77.8% 1081 White 88.6% 357
Women 25.5% 487 African-American 7.0% 97 African-American 5.5% 22
2020 Latino 10.3% 143 Latino 4.2% 17
White 74.8% 1460 Asian 3.7% 52 Asian 1.5% 6
Black or African American 6.1% 120 Other 1.2% 17 Other 0.2% 1
Hispanic or Latino 11.2% 218 Total 1390 Total 403
Asian 4.0% 79 Women 27.1% 376 Women 38.5% 155
Two or More Races 2.4% 46 2012 2006
Hawaiian or Pac. Islander 0.1% 2 White 78.1% 1061 White 85.0% 273
Am. Indian or Alaska Native 0.2% 4 African-American 6.9% 94 African-American 5.0% 16
Voluntary Nondisclosure 1.2% 23 Latino 10.0% 136 Latino 7.8% 25
Total 1952 Asian 4.0% 54 Asian 1.9% 6
Women 25.3% 493 Other 1.0% 14 Other 0.3% 1
2018 Total 1359 Total 321
White 75.1% 1468 Women 26.3% 357 Women 24.3% 78
African-American 6.0% 118 2011 2005
Latino 11.0% 215 White 84.3% 510 White 90.0% 243
Asian 4.1% 81 African-American 7.3% 44 African-American 3.7% 10
Other 2.1% 41 Latino 6.0% 36 Latino 5.2% 14
Voluntary Non-Disclosure 1.3% 25 Asian 0.7% 4 Asian 1.1% 3
Total 1955 Other 1.8% 11 Other 0.0% 0
Women 26.0% 508 Total 605 Total 270
2017 Women 30.1% 182 Women 29.6% 80
White 77.1% 1490 2010 2004
African-American 5.9% 115 White 87.0% 529 White 85.4% 537
Latino 10.6% 205 African-American 5.8% 35 African-American 6.7% 42
Asian 3.7% 71 Latino 5.9% 36 Latino 6.5% 41
Other 1.8% 35 Asian 1.0% 6 Asian 1.4% 9
Voluntary Non-Disclosure 1.0% 21 Other 0.3% 2 Other 0.0% 0
Total 1937 Total 608 Total 629
Women 27.7% 536 Women 32.4% 197 Women 27.7% 174
2016 2009 2002
White 77.1% 1244 White 85.7% 522 White 87.0% x
African-American 7.6% 122 African-American 7.6% 46 African-American 7.0% x
Latino 9.5% 153 Latino 5.4% 33 Latino 4.0% x
Asian 3.5% 56 Asian 1.0% 6 Asian 1.0% x
Other 1.4% 22 Other 0.3% 2 Other 1.0% x
Voluntary Non-Disclosure 1.0% 16 Total 609 Total x
Total 1613 Women 30.7% 187 Women 22.0% x
Women 28.1% 453
Note: Percentages may not equal 100 percent due to
2015
rounding.
White 77.5% 1192
African-American 8.0% 123
Latino 9.3% 143
Asian 3.9% 60
Other 1.3% 20 Table 11
Total 1538
Women 27.0% 416

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C-Suite
As of January 1, 2021

% #
2021
White 87.1% 54

Black or African American 6.5% 4

Hispanic or Latino 1.6% 1

Asian 4.8% 3

Two or More Races 0.0% 0

Hawaiian or Pac. Islander 0.0% 0

Am. Indian or Alaska
0.0% 0
Native
Voluntary Nondisclosure 0.0% 0

Total 62

Women 22.6% 14

Umpires
As of January 1, 2021

% #
2021
White 84.0% 63

Black or African American 5.3% 4

Hispanic or Latino 9.3% 7

Asian 0.0% 0

Two or More Races 0.0% 0

Hawaiian or Pac. Islander 0.0% 0

Am. Indian or Alaska
0.0% 0
Native
Voluntary Nondisclosure 1.3% 1

Total 75

Women 0% 0

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