NASCAR
As the head of human resources at NASCAR, John Ferguson had a big task on his hands when he was brought on board in late 2021.
The Daytona Beach, Fla.-based racing property had acquired the International Speedway Corp. racetrack operator in the years before, and Ferguson’s division had to ensure as smooth a transition as possible for the thousands of employees involved. He oversees 7,000 employees across more than 20 locations in the U.S. and globally.
John Ferguson
Senior Vice President and Chief Human Resources Officer, NASCAR
Age: 37
Born: Greenville, S.C.
Education: Furman University, B.A., political science; executive certificate, strategic diversity and inclusion management, Georgetown University; Howard University School of Business, MBA
Family: Spouse, Yuvay; children, Maddie (9) and Olivia (7)
Advice to my 20-year-old self: Your personal and professional life will not be linear. Be open to the serve, and flow to where the opportunities are.
Cause supported: UNCF Orlando Leadership Council.
First social media platform I signed up for: Myspace.
Social media platform I use/follow most today: LinkedIn.
Person in sports business I’d most like to meet: Serena Williams (my daughters love tennis).
Most pivotal decision in my career: Leaving my hometown after graduating from Furman University and moving to D.C. without a job. It was a true bet on myself and an act of faith that led me to where I am today.
Sports business leaders should be more mindful of … : Effective collaboration in a multigenerational workforce.
To help accomplish that transition, Ferguson launched a companywide survey in 2023 that garnered a participation rate of 96%, according to comments he made at a Culture Amp conference. Ferguson said the HR division got the participation rate up by using fun tactics such as cheeky signs around the office.
“We’ve acted on insights from our employee engagement survey to truly become #OneNASCAR,” he said. “By understanding employee experiences and transparently sharing survey results, we took intentional steps to foster a ‘people-first’ company culture. This led to targeted initiatives in three key areas: learning and development; employee recognition; and benefits and wellness.”
Other moves made under Ferguson’s watch include enhanced parental leave and paid time-off policies. He serves as an executive member of NASCAR’s Ally Council, which has been involved with events such as the Black Sports Business Symposium. NASCAR was a sponsor at this year’s event, with a panel on the sport’s efforts with DEI. During Ferguson’s time, NASCAR also has struck partnerships with historically Black colleges and universities.
“I’m thrilled to be a part of a company that has so much passion in finding ways to open our sport and be welcoming to everyone,” said Ferguson. “Not just on the track and in the garage, but in the office as well.” — Adam Stern
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