On-going Efforts

November 2020

Recap of the November 5th Meeting Between PPTC and New York Road Runners (NYRR)

In response to the October 28, 2020 letter that PPTC sent to NYRR, NYRR scheduled a meeting with PPTC’s Board and captains.  The Board also invited some members who have been working in the Diversity Committee and the NYC Running IDEA coalition.  The meeting was held via video conference on November 5, 2020.  In attendance at the meeting from NYRR were:   

  • George Hirsch (Chairman of the Board)

  • Michael Capiraso (President and CEO

  •  Christine Burke (Senior Vice President, Strategic Partnerships and Runner Products)

  • Michael Rodgers (Vice President, Youth and Community Runner Engagement)

  • Ted Metellus (Vice President, Events and Technical Director of the TCS NYC Marathon)

  • Bruno Garcia (Vice President, Marketing)

George Hirsch began the meeting by thanking PPTC for reaching out to NYRR.  He expressed that he hoped that they would be able to talk with PPTC about NYRR’s diversity efforts. He noted that they have been listening within the organization and hope to “keep getting ourselves to a better place.”

Speaking for the Board, George acknowledged that they can do better in many ways.  He stated that “A lot of people have raised serious questions about us, which we acknowledge and are concerned about.”  He noted that that they are working on this and “much is well under way.”  George invited PPTC to question them on their work.  He mentioned specifically that a lot has been raised about the management culture, transparency, and equity within the organization and decision making.  He noted that the Board is working hard to address these things. 

Stephanie Mei was the first to speak on behalf of PPTC.  She expressed to NYRR that many of our members feel that they are in the dark as to what NYRR is doing.  She acknowledged that NYRR created a webpage addressing DEI issues, stating what it is working on and mentioning tasks forces that were created, but the website has been vague. 

Holly Chase followed Stephanie noting that we appreciate that NYRR was willing to talk, and while a lot of the PPTC members on the call participate in the NYC Running IDEA group as individuals, what they have learned through those channels is not public.  Holly reiterated that NYRR’s DEI web page is very vague.  She conveyed that the motivation to send the letter on behalf of PPTC was to ask for the progress, timelines, and dates for action, and “to be able to come away from this conversation today to be able to share with our members what NYRR is doing and hopefully move forward in collaboration.”

Stephanie then continued noting that “transparency is key.” She then referenced the three bulleted suggested actions from PPTC’s letter to NYRR.  Specifically: 

  • Creating a designated space on their media platforms where users can easily access all progress updates

  • Sharing more timely updates on your progress

  • Establishing deadlines for your DEIA initiatives and noting initiative start dates

George did not specifically address these suggestions.  He described some actions that NYRR has taken, noting that the Board created task forces to address what he described as “serious allegations, and all concerning.” George explained that the Board will be guided by the task force work.  

As was disclosed in NYRR’s public communications, NYRR hired the law firm of Proskauer Rose to conduct an independent investigation.  NYRR expects to receive Proskauer’s findings within the next couple of weeks.  The investigation included asking anyone who worked with NYRR in the last four years to come forward with any issues.  

George also explained that NYRR hired a DEI consultant who conducted focus groups with the staff (prior to the August 1 layoffs and furloughs) and invited anyone to communicate directly and privately with them afterwards.  Some 50-60 employees contacted the DEI consultant directly.  The consultant then went to the senior leadership, the Board, and the full staff to discuss their findings.  George did not disclose these findings, but acknowledged that there is a lot of work to be done.  He stated that the Board is listening.  He also admitted that “we, as an organization, probably have not done a good job in communicating what has been done.”

George noted that it has been a priority to hire a Vice President of DEI.  He noted that an offer has been made to a person with strong qualifications.  NYRR should be able to make an announcement next week about this hire. 

George noted that some of the working groups have real timetables, while others have plans for long term action.  “It takes time to change the culture of an organization.”  He said that they recognize that “trust has been broken down and trust has to be earned back, not with rhetoric or words, but with action: visible action and prolonged action.”  

Stephanie then asked how NYRR was going to rebuild trust with its employees and the running community.  George directed this question to Ted Metellus to answer.  Ted introduced himself, since he is in a less publicly visible role at NYRR.  He worked with NYRR in the early 2000’s as an event manager, left NYRR, and returned three years ago as Vice President of Events and Technical Director of the TCS NYC Marathon.  Ted explained the different working groups that were created, which include separate groups to handle:

  • Prioritization of the full action plan (a 47 point plan)

  • DEI Training: working on structuring DEI training for leadership and the rest of the organization, including how to identify aggressions

  • Defining who NYRR is and what it stands for: this is a group that looks at where NYRR was, where it currently is, and where it is going

  • HR policies and procedures: including review of hiring practices and training

Stephanie redirected the conversation noting that the running community is looking at Michael Capiraso as the person who severed the trust between NYRR and the community.  She asked Michael C. to discuss what he is doing to regain the trust of the running community and NYRR employees.   

Michael Capiraso responded that he is on the prioritization group and is very intimately involved with the working groups and the hiring of the new DEI Vice President.  He noted that he is also undergoing personal DEI training with the focus group consultant.  Also, he is working to rebuild the relationship with “the team.”  He noted that he has spoken with staff about their DEI challenges and that he devotes a good portion of every day working on DEI matters.  He expressed that he wants to work on things internally to be able to work on things externally as well.   With respect to NYRR’s DEI webpage, Michael C. noted that he has spoken with Michael Rodgers about updating it at least every two weeks to note the actions being taken by NYRR. 

Stephanie suggested that Michael C. and NYRR acknowledge their wrong-doing and the role that Michael C. played in the system. 

George responded, stating that he “can clearly acknowledge without hesitation that there has been a tremendous amount of hurt.”  He agreed that they needed to begin with an apology and continued, “on behalf of the Board, I give you a heartfelt apology.  We could have done a lot of things better.  [I] hope you’re not hearing that as just a bunch of words.  I spent a lot of time with the Board engaging on these issues, way more than the normal Board meetings.  We can do a lot better and intend to.”

Michael C. also apologized and stated that he will see how best to apologize to the running community.  He noted that what NYRR does with the running community is important and that he’ll work to make it up to the running community.  He stated that while he has been working on the internal end, he recognizes that there needs to be more work externally. 

Stephanie then asked if Michael C. has been keeping up to date with Rebuild NYRR. Michael C. said that NYRR brought in Proskauer to keep up to date with Rebuild NYRR’s allegations.  He also noted that during the focus groups, NYRR was made aware of a lot of the allegations raised by Rebuild NYRR.  

Adam Devine spoke stating that members of PPTC and the running community have not heard of the work that NYRR has done and have only been hearing the allegations from Rebuild NYRR.  In response, George again acknowledged that they have not done a good job in communicating broadly externally.  He then asked Bruno Garcia to address communications and how NYRR is going to work to regain trust. 

Bruno noted that having a means to provide updates was one suggestion from the NYC Running IDEA group. He said that NYRR is trying to be thoughtful about wording and the communications that they put out in the community regarding the Proskauer investigation. 

Stephanie noted that it was strange to see a large organization like NYRR not acknowledge the allegations raised by Rebuild NYRR and to not work with them “on the ground and attack the heart of the matter by addressing the issues while taking action.” Michael C. responded that some of the members of Rebuild NYRR are still working at NYRR and are in the working groups and that others participated in the summer focus groups. 

Adam commented that there was “a disconnect between this forum and the public disclosure.” 

George asked Christine Burke to offer her thoughts.  Christine noted that they have heard from staff and she has been responsive to staff and has prioritized staff healing.  She also acknowledged that it is important to address the issues in a more public way.  She noted that the work in the HR working group and the prioritization group is very thorough and will take a long time.  “It is work that will never be done.”  To rebuild trust among staff and the running community they will hear with the intent to listen and learn.

Michael R. then described a conversation he had with an NYRR employee who asked “when do we see what has happened” regarding the DEI work being done.  He responded that it will take time.  “It’s the time implementing the work.  Work to rebuild a race equity culture.  Having staff and members in the community engage to build a race equity culture will rebuild trust.  Time is the answer – we need the time to take what we are learning in these sessions to put into action and that is how we will rebuild the trust.”

Stephanie asked, “of the 47 actions, what would you like to see prioritized and why?”  Each of the NYRR representatives answered this question:

Michael R. stated that he, Christine, and Bruno are leading the HR working group – focusing on transparency and improving the employee experience:  transparency around DEI data, pay equity, how a complaint is dealt with internally – that and transparency as a whole are priorities to him, “but knowing there are several buckets underneath” that they are working on;

Bruno stated that it was a priority to him to define “who we are” – identifying core values of the organization by coming up with “We believe” statements.  He noted that this is meaningful work that will be the nucleus of the organization.  A second priority for him is “people development” – helping people find personal success and purpose and proving more support and structure;

  • Christine Burke responded that as a member of the HR working group, staff safety was a priority for her – having staff feeling safe, providing trainings about micro-aggressions, and implementing policies along those lines.  A second of her priorities has been the hiring of a head of DEI – someone internal who is with NYRR every day and understands NYRR and their organization and broader mission;

  • Ted noted that seeing things through the eye of DEI in events and programs was a priority to him;

  • Michael C. responded that his priorities are working on HR policy and procedures, DEI trainings, and hiring a DEI person; and, 

  • George concluded by stating that his priority is take a hard look at the NYRR mission and core values and work to help and inspire all people through running.  

Adam stated that it seems like they all care, but this is missing in their external communications.  He noted that each speaking more publicly about what they are working on and why it is important to them would go a long way.

Linda Chan asked that NYRR have quarterly meetings with PPTC to provide updates on their work and plans.  George said that was a good idea and that they would reach out to PPTC in three months.  He also invited us to reach out to any one of them. The meeting then concluded. 

 
 

October 2020

In furtherance of PPTC’s commitment to antiracism, the following letter was sent to
NYRR.

2020.10.28_PPTC%2BNYRR%2BDEIA%2B.jpg
 

July 2020

Dear PPTC,

To further our commitment to anti-racism, we are writing to you to discuss the recently revealed conflict between Harlem Run and Brooklyn Running Company (“BRC”) over BRC’s scheduling of the  Brooklyn Mile to conflict with Harlem Run’s Harlem 1-Miler.  Both of which were scheduled to occur on Father’s Day.   

For additional context, you can read Harlem Run co-founder, Alison Desir’s, post, and BRC’s recently published response can be found on its website.

As you know, PPTC holds a number of races and events throughout the year.  We are dedicated to our commitment to be ant-racist and to support runners who are Black, Indigenous, and People of Color (BIPOC).  Going forward, we will be mindful of our events and how they may take away space from running events organized by BIPOC members of our community.

As we work to understand how this impacts us and identify the actionable items our club can take to be more mindful, we ask for your help.  If you come across an event that is organized by a BIPOC organization, please bring it to our attention by sending an email to Diversity@PPTC.org to let us know.  Please also let us know of any social justice or cultural running events that you think our community could engage in.

For now, we will publish information about these events on our website’s landing page and social media channels. The Diversity Committee will also be working with the various committees to identify ways how our club can further support these events.

Thank you for your attention and help on the matter.

In solidarity,
PPTC Diversity Committee

June 2020

PPTC Community,

We mourn the death of George Floyd’s murder by Minneapolis police with you, along with Breonna Taylor, Ahmaud Arbery, and so many other names we know and don’t know. Black Lives Matter and we cannot be a country or a club where all people and runners are treated equally unless we recognize, confront, and actively work to eradicate racism together. We thank you for your comments and feedback over the past week. We hear you. We see you. We are committing to doing better for Black, Indigenous, and People of Color (BIPOC) runners and our community at large. We will do better.

While our club’s recent statement on Anti-Racism is worth reading -- particularly for our club members who benefit from systems of white supremacy and privilege -- we recognize as a club that statements and social media posts are not enough.

We’re in the process of creating a Diversity Committee, intended to promote education and action for our members as well as the wider running community, and are seeking interested PPTC members to join and participate in the committee.

The Diversity Committee will lead the charge on behalf of the club in actions like (but certainly not limited to):

  • Creating short- and long-term club commitments around diversity, equity, and inclusion (DEI) and clear steps to achieve them, including amendments to the club’s Code of Conduct;

  • Authoring responses on behalf of the club to DEI-oriented issues and other key moments as needed;

  • Creating frameworks to promote not only equal representation, but equitable access to opportunities for all club members -- including committees, club activities, individual recognition and opportunities for individuals to contribute (such as Awards Night and design asks);

  • Providing a forum and/or developing a process for members to address and rectify micro (and macro-) aggressions, both within our club and within the NYC running community;

  • Assembling and providing educational resources focused on active allyship;

  • Spreading the word, as well as organizing PPTC participation in, community actions to combat racism and other forms of discrimination: both within the running community and in our wider NYC community;

  • Engaging other NYC clubs and crews as well as NYC-based race organizations to increase mutual accountability around diversity, equity, and inclusion in the NYC running community; and, 

  • Working hand-in-hand with all PPTC committees to incorporate equity in communications, programming, and leadership development.

While we need diverse voices to be part of this working group in order for it to work, we acknowledge that, historically, members of marginalized and underrepresented communities have been asked to perform educational and emotional labor for their more privileged peers and colleagues (including being asked to speak on behalf of their race, gender expression, disability, etc.). No one should feel obligated to join the Diversity Committee and any roles taken by committee members will be solely on a voluntary basis. A key and early action of this committee will be establishing ground rules around division of labor and authority/decision-making to address this tendency.

If you are interested in joining PPTC’s intra-club Diversity Committee, please fill out this form. If you have any questions or suggestions, but are not able to formally join the committee at this time, please feel free to email Diversity@PPTC.org.

Yours in solidarity, 
The Diversity Committee