Breaking Barriers: A Comprehensive Look at the NFL's Journey towards Diversity and Inclusion

1. Introduction

The recent Super Bowl LVII was a landmark event in many ways, including the fact that it was the first Super Bowl to feature two Black quarterbacks, who went head-to-head in a historic showdown. The game was also the first Super Bowl to take place after the establishment of the NFL's Diversity Advisory Committee, a body created to ensure equal employment opportunities for people of diverse backgrounds in senior-level coaching and office positions. This article explores the history of racial diversity in the NFL, the current state of the league's diversity and inclusion efforts, and what can be done to continue to move forward.

2. A Long and Troubled History

The NFL has a long and troubled history of racial diversity. In the early days of professional football, there were a few Black players, including Frederick "Fritz" Pollard, who even became a Black head coach. However, by 1920, the league began a process of homogenization that led to the elimination of all Black players by 1934. It wasn't until 1946 that Black players were reintegrated into the NFL, but even then, the push was not motivated by a desire to end racial segregation, but rather a mandate of the LA Coliseum commissioners as part of their stadium agreement with the Rams.

3. The First Major Step

It took many decades for the NFL to start addressing the deep-seated racial inequities that had been perpetuated for so long. One of the first major efforts came 21 years ago, when civil rights attorneys Johnny L. Cochran Jr. and Cyrus Mehri questioned why, in a league where nearly 70% of the players were Black, there were only two Black head coaches. The two attorneys commissioned a study by University of Pennsylvania economics professor Janice Madden, who found that Black coaches outperformed white coaches in total wins per season, success in the first season, and playoff appearances. The study also showed that Black coaches were fired more quickly than white coaches.

4. The Rooney Rule

In response to this report, the NFL's Workplace Diversity Committee was formed, chaired by then-Pittsburgh Steelers owner Dan Rooney. The committee went on to create the Rooney Rule, a diversity initiative that falls between "hard" diversity initiatives (quotas) and "soft" diversity initiatives (disclosures). The first iteration of the Rooney Rule required that traditionally marginalized candidates for a head coaching position in the NFL be given a face-to-face interview with a decision maker. After 20 years of the Rooney Rule, the NFL still only has one Black head coach, one Latino head coach, and one head coach of Lebanese descent, which is a major concern.

5. The Need for Representation

Assistant Professor of Sports Marketing, Stephanie Tryce, stresses the importance of representation in the NFL: "Representation matters in so many ways. I believe that when you see it, you can be it." Despite the slow progress that has been made thus far, there are signs that the NFL is starting to take diversity and inclusion more seriously. The Rooney Rule has been expanded to include other on-field and front-office positions, and there are now incentives in place for teams to be more inclusive, such as a quota requiring that at least one member of the offensive coaching staff be an ethnic minority or a woman. The NFL is also making efforts to increase the number of minority candidates in the NFL head coaching and front office positions.

6. The NFL's Next Steps

The NFL has made some progress toward diversity and inclusion, but there is still a long way to go. To continue to move forward, the league must focus on increasing the representation of minorities in senior-level coaching and front-office positions, and on providing the training, mentorship, and development opportunities needed for these individuals to be successful. This includes ensuring that candidates have equal access to the right resources and networks and that they are given the same opportunities to develop their skills and advance in their careers. Additionally, the NFL must continue to be transparent and hold itself accountable in its diversity and inclusion efforts, both internally and to the public. The league must also be willing to make necessary changes, even if they may be difficult or uncomfortable, in order to create a more inclusive and diverse workplace.

7. Final Thoughts

The NFL has come a long way since its days of racial segregation and homogenization, but it still has much work to do to fully realize its potential for diversity and inclusion. The league must continue to be proactive in its efforts to increase representation, provide opportunities for development and advancement, and hold itself accountable for the progress it has made and the progress it hopes to make in the future. By doing so, the NFL can continue its journey towards a more inclusive and diverse future, where everyone, regardless of race, gender, or other personal characteristics, has the chance to achieve their dreams and reach their full potential.

In conclusion, the NFL has the power to lead by example and drive positive change. By committing to diversity and inclusion, the league can make a real impact, not just in the sport of football, but in society as a whole. It is time for the NFL to embrace its responsibility and do everything in its power to make sure that its players, coaches, and front-office personnel reflect the rich diversity of our country and the world.