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Rip City brings people together to create lasting memories through the power of sports and entertainment. Our organization has an opportunity and responsibility to positively impact our staff, players, fans, and community. As such, we are committed to advancing diversity, equity, and inclusion within our organization and our community.

OUR PURPOSE

To bring people together and create extraordinary moments and lasting memories through the power of sports and entertainment

ORGANIZATIONAL VALUES

1.

Integrity

We are authentic and uphold our commitments and values

2.

Inclusion

We celebrate individuality and engage multiple perspectives

3.

Innovation

We embrace new ideas and are always learning and improving

4.

Impact

We have a positive influence on each other, our community, environment, partners, fans and guests

OPERATIONAL VALUES

• Commitment to Safety
• Seamless Performance
• Individual Connection
• Passion and Fun

WHAT IS DIVERSITY, EQUITY & INCLUSION?


Diversity: The full range of differences and similarities, visible and non-visible, that make each individual unique.


Equity: Inclusive treatment, access, opportunity, and advancement for all people, with the explicit intention of identifying and eliminating barriers to foster equal outcomes.


Inclusion: An environment that recognizes, values and fully leverages different perspectives and backgrounds to drive results.


EQUITY STATEMENT

Rip City brings people together to create lasting memories through the power of sports and entertainment.

Our organization has an opportunity and responsibility to positively impact our staff, players, fans, and community. As such, we are committed to advancing diversity, equity, and inclusion within our organization and our community, which includes:

  • Providing a safe and welcoming environment that champions differences and embraces the respectful open expression of ideas that are free from hateful, racist, profane, violent or harassing behaviors or comments
  • Ensuring that our policies, practices and programs consider and seek to address societal inequities that disproportionately impact specific groups
  • Utilizing our platform and resources to positively impact people throughout our community who have been underserved
  • Cultivating a staff that reflects the community we serve and an inclusive culture where multiple perspectives are valued

We ask that you join us in this journey, and that you continue to advance this work within your own sphere of influence.

Our Commitment to fighting Racial Injustice

A MESSAGE FROM THE PRESIDENT

Dear Rip City,

We have always led with our mission and values through every moment in our history, The Trail Blazers and Rip City management strive daily to be top performers and not be bystanders to change and humanity.

As part of our commitment to DEI, we have made ongoing efforts to execute our strategic plan spanning across our business. The plan was created, has been executed and will continue to be executed and innovated by stakeholders throughout the company. This strategic plan includes:

  • A compelling DEI vision, plan and business case developed and communicated internally and externally and embedded in all company policies and procedures
  • Development of DEI goals and milestones with leadership and staff being held accountable for a commitment to advancing DEI at the company and having all staff see themselves as leaders in this work
  • A culture where diverse perspectives are engaged and valued across the company, relationships are valued and there is a culture of respectful transparency and feedback
  • A commitment to accessible and equitable recruitment, retention, advancement, and reflection of the diversity of the labor market at all levels of the company
  • An atmosphere of inclusion leveraging the creativity and connection diversity can bring to drive product innovation and sales and uphold exceptional levels of service
  • The advancement of DEI internally and externally by utilizing community partners empowering historically underserved communities to be drivers of equity within their own communities
  • A diverse supplier base and ensuring our supplier base influences the landscape of the supplier industry

This is a journey with considerable distance still to cover, and lots to learn along the way. We welcome everyone to share in our journey and believe as we do – we’re all part of Rip City.

Sincerely,

Chris. D. McGowan, President & CEO

A MESSAGE FROM SENIOR VICE PRESIDENT OF COMMUNICATIONS, COMMUNITY AND DIVERSITY

Rip City,

When we announced our commitment to diversity, equity, and inclusion in 2016, we made it clear there is no finish line in mind. Our goal is to leverage our voices to create awareness around the issues, both internally and externally. As an organization we have created a strategic plan which addresses the disparities experienced by our staff and community. Our current plan has seven focus areas: vision, measurement and accountability, inclusive culture, talent management, brand, service and sales, social responsibility, and supplier diversity.

Furthermore, our organization has taken a stand against racial injustice and the blatant racial inequities and racism culminating throughout our country. As such, the creation of the Racial Injustice Fund of the Trail Blazers Foundation allows us to leverage our position, platform, resources, and influence to help fight the injustices occurring in society today. We are dedicated to doing the work it takes in this space. This commitment includes:

  • Continuing to strengthen and structure our organization to combat institutional and systemic racism within our company and the sports sector
  • Amplifying and augmenting voices in our company and community that are leading racial injustice work
  • Financially investing in community-based nonprofit organizations that have been leading racial injustice work
  • Encouraging our fans and supporters to use their own voices for positive change in their communities

Looking forward, we hope to see the positive impacts being made, though the goal revolves around guaranteeing the same safe and secure quality of life for everyone in our community and country. We will not remain silent or be complacent and our commitment is about more than just improving our organization.

Sincerely,

Ashley P. Clinkscale, Senior Vice President of Communications, Community and Diversity

DEI Strategic Plan

As part of our commitment to diversity, equity and inclusion, we have a strategic plan that spans across our business. The plan was created, and is being executed, by over 30 stakeholders from throughout the company. At the highest level, here are our vision statements for each area of the strategic plan. Learn more about our commitment to supplier diversity.
A compelling DEI vision, plan, and business case has been developed and communicated internally and externally and is embedded in all company policies and procedures.
DEI goals and milestones developed and leadership and staff hold each other accountable for a commitment to advancing DEI at the company; all staff see themselves as leaders in this work.
Diverse perspectives are engaged and valued across the company, relationships are valued, and there is a culture of respectful transparency and feedback.
The company practices accessible and equitable recruitment, retention and advancement, and reflects the diversity of the labor market at all levels of the company.
The company has an atmosphere of inclusion that leverages the creativity and connection diversity can bring to drive product innovation and sales, and uphold exceptional levels of service.
The company continuously works towards the advancement of DEI internally and externally utilizing community partnerships that empower historically underserved communities to be drivers of equity within their own communities.
The company has a diverse supplier base and influences the landscape of the supplier industry.
Vision

Inclusion Council

The RQ Inclusion Council was formed in September of 2018. Our Rose Quarter staff applied and were selected to serve as advocates and champions for the company’s DEI efforts. These dedicated individuals are responsible for spreading knowledge, empowering others and ensuring DEI is core to our company culture. This team will help identify needs and areas of growth for the company and will also serve as a constant reminder that all RQ staff members are responsible for advancing diversity, equity & inclusion within their sphere of influence.

CONNECT WITH US

We ask that you join us in this journey, and that you continue to advance this work within your own sphere of influence. We are all in this together – after all, we are all part of Rip City.

EMAIL US

2019-20 Celebration Nights

END OF YEAR STAFF SURVEY RESULTS

Every year in our employee survey we ask staff questions that reflect a culture of inclusivity. We are always working on improving so that everyone feels a sense of connection and belonging at work.

Commitment to diversity reflected in our values, policies, etc.


2017 Full-Time Staff
2017 Part-Time Staff
2018 Full-Time Staff
2018 Part-Time Staff
2019 Full-Time Staff
2019 Part-Time Staff

Employees appreciate people from different backgrounds


2017 Full-Time Staff
2017 Part-Time Staff
2018 Full-Time Staff
2018 Part-Time Staff
2019 Full-Time Staff
2019 Part-Time Staff

RQ provides an environment for open expression


2017 Full-Time Staff
2017 Part-Time Staff
2018 Full-Time Staff
2018 Part-Time Staff
2019 Full-Time Staff
2019 Part-Time Staff

“I’ve worked at a lot of companies, and the Trail Blazers are the first company I’ve seen do this right. I believe that by bringing my perspective, those of my clients and peers, and listening and learning from others change can and will happen - not only within the organization but in the community as a whole. And most certainly within myself. I have so much to learn!”

Laura Flynn • Director of Premium Services

“My skin color and culture means everything to me and I am proud of who I am...I want to be able to assist in integrating inclusion & equity in my department as well as in my conversations with my clients.”

Sarah Espinosa • Season Ticket Services Manager

“If conversations are comfortable, I do not believe we are doing DEI work justice...DEI work has specifically impacted me by allowing to share my own thoughts and experiences in a productive manner.”

Alexis McKinney • DEI Content Specialist