An expansive 43-page report, prepared within the last ten months, scrutinizes the conduct of Robert Sarver, the Arizona businessman who owns the Phoenix Suns and Real Mallorca. It confirms serious claims of racism, misogyny, and other abusive behaviors that have haunted his leadership since he took the helm of the NBA franchise almost two decades ago. ESPN first revealed key findings in early November, and an independent law firm later substantiated many details, documenting the negative influence and power that Sarver allegedly wielded over personnel and operations across the Suns organization and beyond.
Quotes attributed to Sarver and other inmates of the organization are stark: a few people recalled hearing, in blunt terms, that women should not be in certain spaces or that a workforce should be directed in a specific way. The report cites more than 320 interviews and tens of thousands of documents, including files accessed from a personal device, which together led to the league’s decision to suspend Sarver for one year and levy a substantial monetary penalty. Mallorca’s ownership said the findings were shared with ESPN via legal counsel, while Sarver himself faced continued scrutiny for statements and actions that were described as demeaning or inappropriate by several observers within the Suns’ circle.
The investigation extends beyond a single incident, detailing episodes where Sarver allegedly referred to a player with a racial slur, shared provocative images with staff, and directed comments that minimized or mocked the dignity of workers. The report notes that a number of team executives and employees observed or were impacted by these behaviors, and it records a pattern of conduct that seemed to reinforce a culture where some staff felt pressured or diminished in the workplace. There are accounts of pressure on staff to respond to Sarver’s character, with suggestions that the organization needed training to handle interactions more professionally and to support staff members who felt targeted or uncomfortable.
Several passages recount moments when Sarver allegedly pressed for changes related to gender dynamics and personal appearance, including remarks about pregnancy and the physical form of colleagues and performers. The document outlines instances where women were questioned about their ability to perform their roles post-pirth or pregnancy, and where comments about body image were described as inappropriate. There are also reports of crude or sexualized remarks and the inappropriate sharing of material, which drew strong reactions from witnesses and medical staff involved in workplace settings.
In addition to gender-based concerns, the report presents allegations of racial tensions. It records instances in which Sarver allegedly used racially charged language in multiple contexts and around various teams, with some episodes tied to public speaking and recruitment efforts. There is an explicit account of a trainer who opposed diversity being addressed in a heated exchange, which Sarver reportedly sought to justify or explain to investigators as a mischaracterization by attendees. This portion of the report underscores a broader climate in which race and inclusion were repeatedly questioned within the organization and its leadership discourse.
Many witnesses described a broader dynamic wherein Sarver’s behavior allegedly set a tone for others to behave similarly, creating a ripple effect that normalized mistreatment and undermined subordinates. Although the independent firm found enough evidence to raise serious concerns about workplace culture, it did not conclude that the behavior was driven solely by racial or gender-based hostility. The investigation did, however, signal that the leadership environment under Sarver had become toxic and unsustainable for many years, prompting external scrutiny and calls for accountability.
Overall, the report paints a picture of a leadership era marked by numerous troubling episodes and persistent patterns of misconduct. While the outcomes included significant sanctions and ongoing discussions about institutional change, the document likewise highlights the enduring debate around how to address deeply ingrained cultural issues within high-profile sports franchises and the responsibilities of owners to foster respectful, inclusive workplaces across all levels of an organization.