The following letter is the result of our Game Changers' collective desire for change. Game Changers are current and former student-athletes we have influenced the last five years. They came together to develop and write this call to action.

These are their words.

The Winning Edge Leadership Academy was created in response to the lack of diversity in sports and entertainment. By creating resources, career preparation and mentorship, each Game Changer is afforded support and representation that was lacking elsewhere.

Each of us has responded on our own to address the issues of inequality and injustice we experience today. We know the importance of using our voice, and The Winning Edge Leadership Academy has given us a larger platform to amplify those voices. But now what? How do we respond to a society that continually disenfranchises, subdues and buries us? As a collective, we believe we must no longer ask of ourselves, “What can we do?” Instead, we must turn to our universities, employers, leaders and donors and ask, “What will you do?”

There is no correct model in terms of breaking systemic oppression and discrimination, but as Game Changers we understand the value in building a clear and objective framework. When moving toward social change, action should be the first goal. We believe this letter is a call to action, directly from us, to you. This letter serves as a start to dismantling inequity and partiality in our lives and the industry where we desire to thrive. We hope to achieve less performative action and more visible, direct action.

We all become a part of the problem when we do not take steps to be a part of the solution. We need every one of you to achieve the change we adamantly seek. We believe this letter reveals ways you can demonstrate that you care about change too.

To our universities:

We need you to be comfortable being uncomfortable. If you have already released a statement standing against the injustices in our country, we need you to reinforce your stance through action. It takes more than addressing the issues to deconstruct them.

Through direct action like increasing ethnic minority representation on campus you can exhibit solidarity. Your professors, administrators, coaches, trainers, and support staff should reflect our community. The vendors, textbooks, and signage on campus must add to the influx of diverse representation we hope to see in each avenue of our universities. When you establish a university that is made up of people we see ourselves in, we will invest more passionately in the success of the university on and off the field of play.

As athletic administrators and coaches, you should advocate for us on campus and in the community. Unfortunately, we cannot ignore voicing these issues because these are our experiences. Yet, when we are not present, you serve as our voice. The rooms we are excluded from may include donors that contribute to your university. It is crucial these donors share our values. If they do not, it is pivotal you help them understand why our values matter.

To truly know us as individuals, not just as athletes, our experiences on campus and in the community should be taken into consideration. It should be self-evident through the recruiting process that you have a prepared plan to protect us on campus especially in potentially dissimilar communities. The campus grounds will not protect us from discrimination beyond their borders. How far does your support reach?

Companies that are doing the groundwork in our communities and leading with diversity, equity, and inclusion in their mission statements, like The Winning Edge Leadership Academy, need to be present on campus. You must involve us directly in these engagements and appointments. Our representation on campus should be undeniable.

To our employers:

We need you to increase the presence of ethnic minority representation in the hiring process. With minorities in hiring positions, applicants are more likely to feel comfortable when they have equal opportunity to express themselves, their strengths, and the hardships that show their resiliency and hard work that you search for. We need to be accepted and seen for who we are. Our cultural expression is not unprofessional.

When you clearly define your diversity, equity, and inclusion initiatives you need to publicly disclose your action plan. To future applicants and partners at your company, achievable and measurable goals will illustrate your progress and a strong desire to edge out other companies unwilling to move forward. Internally, you need to provide resources to ethnic minority talent throughout their employment- from hiring to their progression. When you choose to support and develop your employees, you are creating the culture that every thesis in company mission statements frames. To recruit and identify ethnic minority talent we encourage you to engage with The Winning Edge Leadership Academy. As game changers, we continually benefit from their support and development - we believe their work is unparalleled.

To industry leaders:

You need to be for me, not just with me. You need to do the research to know how we are disadvantaged. You need to understand our issues and they need to become your issues. To make a difference on an individual level, prepare us for our seat at the table. Also, emphasize to others that we should not only have a seat, but that without us at the table they are deprived of our value.

You need to fight for your organization to engage with The Winning Edge Leadership Academy when discussing diversity, equity, and inclusion initiatives internally. As leaders, you understand the voice we often hear is a culmination of many covert voices. At The Winning Edge Leadership Academy, we felt it was the first time the voice represented the majority of the experiences and afflictions we face as minorities.

To Winning Edge corporate partners:

Your support has purpose, but you need to provide more than a financial incentive or a highly touted speaker to the docket. That is no longer enough. Create spaces and opportunities for us. Ideation is most productive when spaces ignite diverse ideas and welcome unbarred dialogue. Your organization must make room.

Outside of these spaces, be attentive and ready to listen - external support is crucial. Creating inclusive spaces is counterproductive if those outside of the spaces are not willing to listen. A viable resource is one that leads to a concrete opportunity.

A public disclosure of whom and why you are partnering with certain organizations is key to establishing yourself as a corporation who considers every decision with the utmost regard for how it affects our community. Use The Winning Edge Leadership Academy as a vehicle for change within your organization. They are a driving force for economic mobility and belonging. They will show you the way.

And finally to The Winning Edge:

You need to hold your partners accountable and only accept contributions from those who share our values. This is a human rights issue. If your donors do not value the lives of those you stand for, then without a question you should not receive anything from them. We need financial support, but not at the construction of more obstacles for us. If you do not uphold this standard, then donors will continue to use money to remain untouched by our opposition. We are aware that these changes can be challenging, but they are necessary.

Black Lives Matter,

The Game Changers

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