ABSTRACT Purpose This paper is to examine the progression of gender and racial inclusion made within the leadership of the United States Olympic and Paralympic Committee (USOPC) and determine what effect benchmarking has had on their inclusion efforts. Methodology Using USOPC’s Diversity and Inclusion Scorecard, the article will examine the gender and racial inclusivity thresholds and use the lens of critical mass to identify possible examples of homo-social reproduction disruption. Findings USOPC is broadly successful in achieving benchmark goals. However, closer analysis of their Equality, Diversity and Inclusion (EDI) scorecards reveals remaining structural barriers to be overcome. These relate specifically to racial and ethnic EDI. Longitudinally, females have achieved critical mass that has also translated to critical mass of women within Senior and Mid-Level management. Conversely, the USOPC has consistently failed to achieve Critical Mass within its Board of Directors (BOD), which is also replicated at the Senior and Mid-Level management levels. Overall, findings positively support the argument that critical mass positively contributes to the inclusion of marginalised populations. Originality There is no existing research that has examined the relationships between USOPC’s goals for inclusion and actual achievement of inclusion. There is limited research that uses critical mass as a lens to examine USOPC inclusion data longitudinally, or how critical mass may have affected homo-social reproduction within the USOPC.