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Previous Releases: Part 1 |
Part 2 |
Part 3
2020 CoSIDA Compensation & Career Satisfaction Survey Results
Part 4: A Look at CoSIDA Member Demographics
Download the infographic (2 pages)
In the fourth release of CoSIDA’s 2020 Compensation and Career Satisfaction Survey data, we look at the current demographic makeup of the association’s membership and explore strategies and tactics for maintaining a strong CoSIDA while expanding membership to include more people of color and females. In addition, the next generation of CoSIDA members is entering college or close to graduation. What are their expectations of the profession and how can CoSIDA meet those expectations in order to retain a competitive and creative workforce?
Sixty-five percent of CoSIDA’s 3,000+ members completed the 2020 compensation and career satisfaction survey. Looking at the demographics of that large a percentage gives us a fairly good representation of what CoSIDA looks like at this moment in time — 81 percent male, 91 percent white and 51 percent 35 years or older. What will CoSIDA look like in five, 10 or 15 years from today?
CoSIDA Director of Membership Engagement
Laurie Bollig moderates a conversation with
Kyle Chilton (BYU),
Kiaira Cooper (Kansas) and
Sammi Wellman (Cascade Collegiate Conference) about diversity and inclusion, the gender gap and learning to lead the next generation. Chilton is a member of CoSIDA's advocacy committee and diversity & inclussion committee. Cooper is a also a part of the diversity & inclusion committee, while Wellman is a member of the CoSIDA U committee.
You do not need to be a CoSIDA member to view this video, but name and email registration are required to view.
Click here to view the video with a full auto-generated transcript.
A few highlights from the many insightful takeaways from the panelists include:
KYLE CHILTON: On hiring a more diverse staff:
"I think individually - at your schools - taking it upon yourselves to learn more, to go out of your comfort zone. To learn how to be more inclusive and to be more diverse in your staff…A lot of times when we hire, we have our own little circle we hire from - maybe looking outside of that whether its when we are hiring students - who are the future - or when we are hiring full-time staff members…When we have those students in place, we need to make sure we give them a great experience and we give them a real experience so they see this profession as something they want to continue in when they graduate."
SAMMI WELLMAN: On making decisions to remain in the profession:
"I had a mentor tell me before going on maternity leave, you don’t have to choose between being a worker and a mom. There shouldn’t be a choice between those if that’s important to you. I think that’s a challenge the a lot of universities have not just in sport info but in athletics with women becoming moms, and the time-consuming nature that athletics is can be intimidating - having people in administration understand that you can be a working mom - it’s not a give-and-take that you can be a mom or you can be a worker. You can be both. There are going to be sacrifices. You want to have an environment that is supportive."
KIAIRA COOPER: On creating safe spaces for people of color on a staff:
"For young people of color it’s truly hard to be yourself and have other people accept you for who you are no matter what you look like or who you are- it’s hard to enter a space where you may not look like everyone else. The funny thing is your athletes - a lot of your athletes do look like you so you have to have that voice representing them…That’s what I look for in a job opportunity - knowing I have people who care not only about the work I’m putting out but also the life I have outside the job. I’m big on creating a safe space."
KYLE CHILTON: On selling the profession to the next generation of workers:
"I think that is why our profession is so great for Gen Z - every day we do something different. You can write, you can do web design, graphic design, social media is a huge thing what we are doing. Gen Z wants to use the skills they are developing. But also to make a difference - My kids are way more aware of social issues than I was when I was younger and I think they are gonna want to do something that is meaningful…The more meaning we can sell our profession on - hey you aren’t just telling stories but you are telling important stories that people want to hear -…we have a great product to sell - just need to do a little better at that."
Compensation & Career Satisfaction Release Dates
