WHAT IS THE PROBLEM? 

The Sports Industry suffers the same systemic issues found in other industries that maintain the status quo of underrepresentation of women, people of color, and non-binary people. The Diversity Fellowship Program is one step in breaking down the following barriers to opportunity and leadership roles in Front Offices and Coaching Staffs. Here is what we know:

Access

Too few clubs are providing access to the inner-workings of a professional sports organization. This could be in the name of competitive edge or protecting secrets, but the walls are real, and especially difficult for people of color and women.

Getting a job is often about who you know. Job opportunities often come from a network of other sports professionals, keeping the cycle of underrepresentation moving in perpetuity. 

It is said that the best way to get a job in sports is to have a job in sports. In both hiring and advancement, candidates are accelerated upon mastering the language, speaking with confidence about past experiences, or showing a track record of coaching winning teams. For Front Offices, even just having game-day experience can be the difference between landing an interview or not.

Financial Barriers

Education is valuable, and expensive. We all know that New Mexico is not an abundantly wealthy state, and the price tag on crucial learning opportunities discourages too many from pursuing their dreams. For example, the total cost for achieving the highest level of coaching licensure in U.S. Soccer costs upwards of $19,500 across 5 levels of license.

Old Habits

Whether a result of underrepresentation, inherent bias, absence of mentors, class & privilege markers, lack of inclusivity in relationship building in largely-white male Front Offices and Coaching Staffs - or a debilitating mix of these systemic ills - women and people of color are more likely to report increased levels of scrutiny, pressure to perform higher, that they represent their entire race or gender’s potential in the workplace, and overall understanding that they need to prove their competence and growth potential more than their white male counterparts.

Outdated Systems

Building the player-to-coach pipeline helps bridge the racial disparity in Coaching Staffs, but has still largely left gaps in the representation of women as high level coaches in American soccer. Prior to the very recent launch of the USL Super League, the NWSL’s 12 team rosters have been the only source of high-level professional women soccer players for this pipeline.

Additionally, waivers and eligibility for higher level licenses are available for previous professional playing experience. This means that the vast number of male players in the numerous professional leagues in the U.S. can skip expensive and time-intensive licensure steps, while the ability for women to obtain and leverage professional playing experience is far more limited. 

THE ACTION WE'RE TAKING

About the Program

The Diversity Fellowship Program was developed to address two driving factors of the lack of representation in soccer: access and financial barriers. Through the program, candidates work directly with the coaching staff or front office staff, learning the ins and outs of a professional sports team. At the conclusion of their fellowship, each candidate will then receive funds to assist them in a next step of their career: Coaching Licensure, Continuing Education, Certifications, etc. The Fellowship is open to candidates who are people of color, female, and those who identify as non-binary.

History in the Making

In early Summer 2020 - following the murder of George Floyd and the subsequent social and political dialogue on White Privilege, systemic racism and sexism, and socioeconomic inequity - New Mexico United’s Head Coach and Technical Director, Troy Lesesne, reflected on his own journey in pursuit of his Pro License. The strength of the message, and the plea to acknowledge privilege with empathy and action reached Coach Troy deeply and personally. In partnership with Somos Unidos Foundation leadership, the Diversity Fellowship Program was created.