Six out of ten teams in Formula One detail their diversity efforts in the sport | Formula 1

• Hamilton commission proposes measures to increase racial diversity in F1

Over the course of ten months, the commission analyzed the factors that contribute to the underrepresentation of technical positions in motorsport, from the early years of school to the selection processes for teams that, according to the initiative, give priority to candidates from the upper classes and elite institutions.

Among the proposals proposed by the group to combat the problem are public education policies and measures that include promoting more comprehensive F1 training programs and initiatives that encourage, guide and support blacks.

Hamilton F1 Team, Mercedes has replaced traditional silver for cars with black as a reminder of anti-racism and launched the Accelerate 25 program which aims to increase the number of employees experiencing racism from 3% to 25% by 2025. In addition to internal promotion of diversity training, it has collaborated with AFBE- UK, the UK Society of Black and Minority Engineers, and a British School for Girls to Promote Scientific Careers.

Engaging in mental health promotion, McLaren last year created a ten-year strategic plan to promote diversity and inclusion in Formula 1, and also established a committee responsible for ensuring that team selection processes are not exclusive.

Dedicated to promoting gender equality and people with disabilities in sport, Williams emphasized in his case study that he’s also started working with the inclusion of people with racism and LGBTQI+. The British team was the first team to have a female boss, Claire Williams, and it has already selected Britain’s Susie Wolff as its test driver. Currently, W Series champ Jimmy Chadwick is the team’s reserve driver.

Kimi Raikkonen and Antonio Giovinazzi’s F1 team, Alfa Romeo has revealed that it is part of a partnership with the Competence Center for Diversity and Inclusion at the University of St. Gallen, Switzerland. The Foundation provides training and helps companies and brands promote internal diversity policies.

Haas included in her case study for the Hamilton Commission that she uses neutral language in internal communications and policies, and that she has expanded the hiring process to include non-elite organizations. The team ensured that it encourages diversity training and that it also democratizes selection processes.

Alpine, in turn, stated that it is working with campaigns and media events on the issue in Asia, the Middle East, North and South America, and Europe. The team of Fernando Alonso and Esteban Ocon are also organizing projects with universities and schools that seek to promote female participation in engineering, as well as a partnership with student support foundation The Talent Tap.