Diversity & Inclusion
At Fanatics Inc., we value diverse sets of experience, viewpoints, socioeconomic status, race, national origin, religion, age, gender identification and expression, sexual orientation, ethnicity, disabilities, veteran status and much more.
People, Culture and Accountability informs our approach to building a world class employee experience. In 2023, we took a fresh look at our IDEA framework, pillars, and governance to optimize our impact. As of April 2024, Fanatics acronym of IDEA changed from equality to equity, and advocacy to allyship.
Inclusion
Belonging, a welcoming culture that recognizes and accepts all.
diversity
Representation, what makes each of us unique (identities, perspectives, life experiences and more).
Equity
Ensuring fairness by removing systemic barriers so everyone has a chance to contribute their perspectives and talents.
allyship
Advocacy in action for others to gain visibility, validity, and credibility for their work and contributions.
People: Championing representation at all levels
Fanatics is dedicated to establishing measurable ways to understand the makeup and representation of our global employee base.
Through employee data submitted voluntarily, we’ve found that 48% of our employees across the U.S. identify as racially or ethnically diverse as of end of year 2023. To further understand our global employee base, in 2023, we launched an anonymous, voluntary Self-Identity survey on Gender Identity, Ethnicity & Nationality, Disability, and Armed Forces status for our U.K. employees. From this survey, 11% of our employees across the U.K. identify as Differently Abled; having a physical or mental impairment or medical condition that substantially limits one of more major life activities.
As part of our People strategy, as we build to improve visibility into our global workforce demographics, we will continue to focus on increasing ethnic and gender representation on all levels.
culture: creating a world class employee experience
We continue to offer a wide range of IDEA learning and development opportunities, including online learning resources and interactive experiences that provide personal and professional growth opportunities.
Topics offered include how to become a better ally in the workplace, addressing microaggressions, tackling unconscious bias, disability inclusion, and more.
To date, over 964 IDEA L&D courses have been taken to date by employees.
Compensation at Fanatics ensures employees are compensated fairly and equitably for the role they perform, while also creating a benefits culture which is accessible and informed locally to reflect market practices.
Additional benefits which bolster equitable health and wellness include: reproductive health coverage, gender affirmation reimbursement and adoption assistance. Enhancements to coverage and eligibility continues and private medical care expanded across the UK and a new suite of benefits launched in Japan.
accountability: Intentional commitments to support our idea strategy & initiatives
Our six FANs (Fanatics Alliance Networks) continue to shape Fanatics culture of Inclusion and Belonging. The list above is our current FANs open to all employees. Each FAN sets their own agenda and initiatives with resource support from the Global Inclusion team. We value the talent, voices, and insights that each FAN brings to drive change in the organization.
In addition to our FANs and IDEA Champions, we reinforce our commitment to diversity and partner with other organizations focused on driving inclusion and diversity.
In 2023, we increased our direct spend with diverse suppliers for a total of $66 million, up from $60 million in 2022. We continue to search for new opportunities to partner with diverse suppliers to deliver innovative and inclusive products for our fans around the world.
