Diversity, Equity, and Inclusion Makes Us Stronger!

As a team on and off the court, we believe that every person deserves to bring their authentic self to work, safely and proudly.
As an organization we're building bridges that connect our communities and create a space where remarkable resilience, innovation, creativity, and agility can be exemplified by people at every level.

Ted Leonsis
Founder, Chairman, Principal Partner and Chief Executive Officer Monumental Sports & Entertainment

"I firmly believe that Monumental Sports and Entertainment is one of the most important, successful, and respected regional sports and entertainment companies in the world, and at the foundation of our success is our employees. 

I have always led with placing people first, and that starts with establishing an inclusive and equitable environment for our colleagues. A diverse culture and a workplace where employees feel they belong, feel they can grow, and feel they can flourish, is paramount to our pursuit of success on the ice, on the court, on the air, in business, and in our community. 

As we continue to grow, it will be imperative that we constantly hold a mirror up to ourselves, be representative of the communities we serve in the DMV, acknowledge both our progress and our shortcomings, and collectively strive to improve every day."

To accomplish our overall goal of inclusion we have three areas of focus that allow us to be fully dedicated to understanding how we can be as socially responsible as possible.


We are creating a space where open and honest dialogue can be exchanged so that we can better understand our challenges and express our efforts and progress around the diversity work that is already in motion.


Through providing Employee Resource Groups (ERG) that engage people on a variety of issues and creating the DEI Council to develop a unified DEI strategy across departments as well as offering quarterly training sessions, we are working together to make our organization a place to be proud of.


We're not only looking at how we work internally, we're looking at who we work with outside of our organization by creating awareness, increasing access to qualified vendors, identifying the highest probability opportunities, and including more qualified diverse suppliers in our supply chain.

Employee Resource Groups

Our ERGs actively encourage professional development and employee engagement by fostering a culture that propels diversity, equity, and inclusion to grow influence, purpose, and revenue while aligning with our company strategy.

DEI Council

Our DEI Council aids in developing a unified DEI strategy that can be championed by our leadership, amplify and complement efforts across departments and articulate our entire DEI story for our internal and external communities.

Training & Education

Our DEI training is crucial to building a safe and equitable workspace for all employees. We believe in its potential to help uncover hidden biases and address unfair hiring and development practices while benefiting company culture and boosting personal and professional growth potential.

Supplier Diversity

Our proactive approach encourages the use of diverse vendors providing equity and inclusion for businesses often left out of the supplier base as well as creating an economic benefit for local socio-economic communities.

Employee Resource Groups


    • Diversity: The various differences of social and personal identities that individuals hold that enrich society, organizations, and teams. Social identities are described as age, gender, race, sexual orientation, socioeconomic status, disAbility, etc. Personal identities are values, beliefs, career, job title, physical features, etc.
    • Intersectionality: The interconnectedness of multiple identity markers that all intersect to inform our worldview and shape our experience in the world.
    • Workforce Diversity: Collective social categories and identity groups of an organization’s employee makeup (i.e. job level, race, gender, ethnicity, sexual orientation, religion, age, socioeconomic status, disAbility, geographical location, values, and beliefs).
    • Behavioral Diversity: A range in which employees at an organization behave in the workplace (i.e. beliefs, values, attitudes, goals, job expectations, learning styles, organizational styles, work styles, thinking styles, and communication styles).
    • Structural Diversity: Encompasses the varying differences and similarities across teams, units, groups, functions, and organizational levels that can impact performance, success, and belonging.
    • Inclusion: This is achieved when all employees, regardless of social identity differences, are fully integrated into an organization (groups, activities, meetings, social gatherings) and are respected, valued, treated fairly, and have equal access to an organizations’ resources, opportunities, leadership, and success.
    • Belonging: Acceptance as a natural member/part of a group or place with the feeling of support, security, comfort and welcomed participation.
    • Engagement: The physical, mental, and emotional connection employees feel toward their organization, teams, and the work they do through involvement and participation in the workplace.
    • Equity: Systems that acknowledge and understand the differences of everyone’s access to resources, advancement, opportunities, and treatment and seek to eliminate barriers and provide what people need based on these differences.
    • Equality: Indicates a system that provides the same (or equal) opportunities, resources, and rights for all individuals.
    • Courageous Conversations: Discussions that are often uncomfortable and difficult in which address topics such as differences, conflicts, and social issues that lead to alignment and understanding.
    • Bias: An unreasonable and disproportionate prejudice to the benefit or detriment of an idea, person, or social group that can influence one's actions both positively and negatively.
    • Unconscious Bias: Beliefs, assumptions, and attitudes about different social and identity groups that exist outside an individual's conscious awareness, influenced by one's own prior experiences and perceptions.
    • Ally: An individual who holds certain privileged identities, recognizes their privileges, and uses them to leverage their power and influence to support, champion, and advocate for individuals from marginalized groups.

    2023-24 Holidays and Observances


    • Independence Day (July 4)
    • Back to School Month
    • Women's Equality Day (Aug. 26)
    • Hispanic Heritage Month
    • National Childhood Obesity Awareness Month
    • National Historically Black Colleges and Universities Week (varies)
    • Labor Day (Sept. 5)
    • National Day of Service (Sept. 11)
    • Hispanic Heritage Month (Sept.-Oct.)
    • National Domestic Violence Awareness Month
    • Indigenous People's Day (Oct. 10)
    • National Coming Out Day (Oct. 11)
    • National American Indian Heritage Month
    • Election Day (Nov. 8)
    • Veterans Day (Nov. 11)
    • Thanksgiving (Nov. 23)
    • International Day of Persons with Disabilities (Dec. 3)
    • Hanukkah (Dec. 7-15)
    • Christmas (Dec. 25)
    • Kwanza (Dec. 26-Jan. 1)


    • National Mentoring Month
    • MLK Day (Jan. 15)
    • Black History Month
    • National Girls and Women in Sports Day (Feb. 1)
    • Lunar New Year (Feb. 10)
    • Women's History Month
    • International Women's Day (Mar. 8)
    • Ramadan (Mar. 22)
    • National Volunteer Week (Apr. 15-21)
    • Asian Pacific Heritage Month
    • Jewish American Heritage Month
    • Mental Health Awareness Month
    • National Physical Fitness and Sports Month
    • Cinco de Mayo (May 5)
    • Pride Month
    • Caribbean-American Heritage Month
    • Juneteenth (June 19)