NFL — 18 January 2013
NFL Looking Into Lack of Black Head Coaches Being Hired

It has always, and will always be a strange phenomenon that the vast majority of football players (whether collegiate or professional) are black, but the majority of head coaches are not. I say strange because one would think that once these black players retire, they would have enough football know-how that would make them “qualified” to coach football at a high level if they choose that route. But for whatever reason, that has never been the case.

This trend followed suit over the past couple of weeks as new head coaches found NFL landing spots in the wake of black Monday. But none of the vacancies that were filled were by minority coaches. Apparently, the NFL has noticed and this didn’t sit well with them, says CBS Sports.

As CBSSports.com’s Mike Freeman pointed out Thursday night, none of the eight coaches hired this offseason was of color. In all, teams went 0-for-8 in hiring minorities (or as Freeman wrote, “0-fer-black”).

Though the Rooney Rule is in place and does lead to minority candidates legitimately interviewing for head coaching jobs, you also have to wonder how effective that mandate is. Well, the NFL has taken notice and plans to do something about it.

Here’s the statement from Robert Gulliver, the NFL’s executive vice president of human resources:

“While there has been full compliance with the interview requirements of the Rooney Rule and we wish the new head coaches and general managers much success, the hiring results this year have been unexpected and reflect a disappointing lack of diversity. The Rooney Rule has been a valuable tool in expanding diversity and inclusion in hiring practices, but there is more work to do, especially around increasing and strengthening the pipeline of diverse candidates for head coach and senior football executive positions. We have already started the process of developing a plan for additional steps that will better ensure more diversity and inclusion on a regular basis in our hiring results. We look forward to discussing these steps with our advisers to ensure that our employment, development and equal opportunity programs are both robust and successful.”

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Kevin Burke

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