By Harleen Kaur, J.D. Candidate ’28, Santa Clara University School of Law
Santa Clara University School of Law hosted its 3rd annual Sports Law Conference this spring, with one panel in particular featuring a rich discussion about the Diversity and Inclusive Excellence in Sports. Specifically, it featured a powerful group of women who are committed to the work of DEI. The panel included:
- Myka Bell, Counsel – PGA Tour
- Liz Mireles, Vice President, People & Culture – Sharks Sports & Entertainment
- Anne Doepner, Sr. Directory, Diversity, Equity & Inclusion – Minnesota Vikings
- Nona Lee, Founder/CEO, Truth Is., Former Executive Vice President, Chief Legal Officer
- Moderator: Thiadora Pina, Associate Dean of Inclusive Excellence, Clinical Professor of Law – Santa Clara Law
As professional leagues and franchises are increasingly recognized as powerful drivers of social change, the conversation looked at the legal frameworks and strategic initiatives that foster more inclusive environments, specifically on how diverse leadership enhances organizational performance, fan engagement, and long-term sustainability.
The Evolution of DEI in Sports
The discussion opened up with each panelist asked how the conversation around diversity and inclusion has evolved within their respective organizations over the last five years.
Liz Mireles described it as a fundamental shift. DEI has moved from being a standalone program to being embedded in the organizations. For the Sharks, this means not just formal equity structures and policies, but a focus on belonging, what it actually feels like to come to work each day, and whether employees feel safe and able to thrive.
Myka Bell shared similar themes from her experience at the San Francisco 49ers and now at the PGA Tour. At the 49ers, the Senior Director of Inclusion was an integral part of the recruiting process, advocating for diverse candidates and challenging managers on their processes. Bell carried that mindset into the golf space where she found leadership committed to building a workforce reflective of the fans they want to reach.
Nona Lee, drawing on over 22 years in professional sports, offered a candid view of the current moment. Many organizations made genuine, intentional strides following the murder of George Floyd in 2020. But the current political environment has introduced new pressures. Those who understand the value of the work are continuing to “trying to figure out how to do more without being penalized for caring about their people.”
Anne Doepner brought a particularly personal perspective. She created the Vikings’ DEI role in September 2019, months before George Floyd was murdered in their own city. Despite the headwinds sweeping the league, with DEI professionals losing their jobs at other teams, the Vikings have not changed course. “We haven’t changed anything. We’re still using the letters DEI.” She credited the Will family’s ownership and their unwavering commitment to progressive, humanitarian values as the foundation that makes that possible.
A powerful theme emerged across all four panelists: the critical importance of leadership buy-in. As Mireles put it, DEI succeeds or fails based on whether ownership and executive leadership are genuinely invested and hold others accountable.
DEI x Business
The central theme of the conversation was that diversity, equity, and inclusion are not merely moral initiatives; they are essential business strategies that directly influence organizational success. In a changing marketplace, companies and sports organizations that prioritize inclusive excellence are better positioned to expand their audiences, strengthen consumer loyalty, and remain competitive.
The Minnesota Vikings, for example, have recognized that long-term growth depends on reaching communities that have not historically felt connected to the franchise, leading the organization to invest in community partnerships and intentional outreach. Similarly, the PGA Tour has responded to golf’s increasingly diverse fan base by developing HBCU recruiting pipelines and highlighting women-owned brands at tournaments.
The panelists also stressed the financial influence of younger generations. Millennials and Gen Z are increasingly supporting brands whose values align with their own. Target was cited as an example of how stepping back from DEI commitments can damage consumer trust and loyalty. In addition to their good reputation outside the company, inclusive workplaces were said to be stronger and more innovative on the inside, leading to more engaged employees, more creative ideas, and better marketing and fan experiences. If organizations don’t have a variety of points of view at the table when making decisions, they can end up with campaigns or community projects that don’t connect with people or, even worse, push away the people they want to reach.
What Can Law Schools Do
Moderator Professor Pina asked the panel directly: What can law schools like Santa Clara do better to prepare future sports lawyers to lead on inclusive excellence?
Mireles emphasized emotional intelligence, the ability to have difficult conversations, work through conflict, and keep the human element in mind when advising leaders. Even when joining organizations that don’t yet prioritize this work, she urged students to bring that lens with them.
Lee was direct: have the conversations, especially the uncomfortable ones. Educating future lawyers about unconscious bias and the real-world impact of systemic inequities is essential preparation for any legal career, in any setting.
Doepner made a specific recommendation: require small-group, live workshops where students are pushed into genuine discourse about real situations they will face either in-house, at firms, or in government work.
Bell offered timely advice for future sports attorneys. Be the legal partner who is grounded in what the law actually says, not what political pressure implies. At the Vikings, the legal team has been an anchor through the current climate.
Looking Ahead: The Next Five Years
The panel closed on an aspirational note, with each panelist asked to name the milestone they’d most want to celebrate if the same group reconvened in five years.
- Doepner: more diversity at the team ownership level. “I really believe that’s the main key to change. We have fewer Black head coaches this year than we did last year. Something needs to change.” And of course, a Vikings Super Bowl championship.
- Lee: more diversity in sports leadership broadly, and specifically, more Black and brown people on the golf course.
- Bell: echoed the calls for leadership diversity, with an eye toward meaningful, measurable progress, not incremental ticking of boxes.
- Mireles: a workforce in hockey that looks genuinely different, and an organization that is not just diversifying its headcount, but leveraging the talents, insights, and expertise of those individuals to drive the business forward.
Now Is the Time to Lead
As organizations, leagues, and legal professionals navigate an increasingly politicized landscape, the panelists were united in their message: the work in DEI continues and the next generation of sports lawyers has both the opportunity and the responsibility to carry it forward.
