Front Office​
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Our front office is one of the most diverse in the league. Diversity is very important to the NBA. The NBA is viewed globally in 114 countries, and we want to successfully be able to market ourselves and our brand to people of multiple nationalities. The league is the most diverse professional sport in North America by having people of color represent 35.3% of professional positions, and 25.3% of senior administrative positions. We want to continue that trend, as we will never discriminate any applicant based upon their race, religion, color, creed, or sexual orientation. Our organizational goal is to maintain a minimum of 30% of our positions be occupied by people of color.
We do not want to have a monolithic management structure, meaning we want all types of people to have a say in our decision making. We feel as if this type of structure will lead to a myopic decision making process, which is what we want to avoid. By having more diversity on our staff, we allow for more creativity because each person has had a different upbringing and has different views on the world.
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Promotional System
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The Phantoms will always encourage employees to advance through the organization via promotion. We have a four step method that is clearly stated throughout our organization in regards to promotions. The steps are as follows:
1. Clarify aspirations before the promotion - We want to know what the long-term goals and aspirations of all of our employees are so we can give them assignments that allow them to grow and reach their goals.
2. Advocate and encourage employees to apply for vacant positions - The Phantoms know that our employees want to grow, and we always want the best for our team. We want employees to know that they are encouraged to apply for positions if jobs were to become available.
3. Generate buy in once the decision is made - We don't want to leave our employees in the dark when it comes to decision making. We will always give quality responses to all employees who have any questions about any decisions.
4. Post announcement recalibration - We welcome all employees who weren't granted the promotion to speak with the decision makers. We want to discover if it was a matter of readiness (not now), aspiration (not this), or an issue with the company as a whole (not here).