Moving on up: The Rooney rule and minority hiring in the NFL

Solow, Benjamin; Solow, John L.; Walker, Todd B.

doi:10.1016/j.labeco.2010.11.010

Cited by 24 publications

(21 citation statements)

References 15 publications

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“…For instance, due to the low number of African American head coaches in the National Football League (NFL), in 2002 the organization instated the "Rooney Rule" which requires teams to interview at least one minority when hiring a head coach (Braddock, Smith, & Dawkins, 2012;Solow, Solow, & Walker, 2011). Solow et al (2011) believed that the Rooney Rule may only be a superficial fix for the problem, and that other programs created to establish more minority coaches at the collegiate level may deem more beneficial to create lasting change. As there are few minorities within key administrative positions within the NCAA and its member institutions, the organization has made a concerted effort to increase diversity and employ diversity initiatives.…”

Section: Lack Of Racial Diversitymentioning

confidence: 99%

Racial Identity and Its Impact on Job Applicants

Steward¹,

Cunningham²

2015

Journal of Sport Management

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Drawing from Social Dominance Theory and Prejudice Distribution Theory, the purpose of these three experimental studies was to examine how Whites evaluate racial minorities (African American and Latino) with a strong racial identity. In Study 1, participants evaluated applicants for an athletic director position. Relative to their weakly identified counterparts, applicants believed to possess a strong racial identity were rated as a poorer fit for the job. Results from Study 2, which was also set within the context of hiring an athletic director, show that participant social dominance orientation moderates the relationship between racial identity and subsequent evaluations. Study 3 explored the impact of racial identity on salary and job-related attributes for African American and Latina applicants in the fitness industry as well as gender biases of participants. Study 3 results revealed a relationship between rater gender, applicant race or racial identity and job-related attributes as well as suggested salary. Specifically, strongly identified Latina applicants were rated most negatively by male reviewers in comparison to weakly identified Latina and African American applicants. Interestingly, the inverse was found for female raters. These studies support and extend the current literature as well as highlight the unique way displays of racial identity impact minority applicants in sport and fitness contexts. These findings have both theoretical and practical implications for organizations and minority applicants. The author also discusses limitations and future directions.

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Section: Lack Of Racial Diversitymentioning

confidence: 99%

Racial Identity and Its Impact on Job Applicants

Steward¹,

Cunningham²

2015

Journal of Sport Management

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“…Several participants argued that gatekeepers can shortlist the least qualified and experienced 'Rooney Rule candidate', who may have little chance of securing the position, and yet the club have followed the correct procedures. This manipulation of the rule was also noted by Solow, Solow and Walker (2011) who suggest that a team that wished to discriminate on a racial basis could do so without violating the rule by interviewing a minority candidate whom it had no intention of hiring, before hiring a candidate of the preferred race.…”

Section: 'Tokenism'?mentioning

confidence: 80%

“…Despite the considerable increase in African-American and Hispanic head coach appointment in the NFL since 2003, Solow, Solow and Walker (2011) argue that the Rooney Rule, which is a valuable public statement of action and equality, 'is not a particularly effective method for increasing the number of minority head coaches'. They suggest that the NFL should direct its efforts to increasing the number of BAME personnel entering the coaching progression and moving up the coaching ranks.…”

Section: Unstable Foundations: Is Football Ready For the Rooney Rule?mentioning

confidence: 99%

“…Although the term 'social equality' may provoke different meanings and connotations to different people (Lusted, 2017), I argue that equality, broadly speaking, is committed to providing opportunities for all, giving every person a chance to fulfil their potential, free from discrimination and prejudice. Solow, Solow and Walker (2011) state that while many studies have explored the issue of racial discrimination against players in various sports, considerably less research has been conducted on the issue of discrimination in the hiring and promotion of coaches. That said, Bopp and Sagas (2012), Cunningham and Sagas (2005), Regan and Feagin (2017), Singer, Harrison and Bukstein (2010), among others, have investigated 'race' and employment in American sports.…”

Section: Introductionmentioning

confidence: 99%

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Does english football warrant the rooney rule? assessing the thoughts of british asian coaches

Kilvington

2018

Sport in Society

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This article examines the Rooney Rule and offers the thoughts of British Asian football coaches working in English football in response to this policy implementation. The Rooney Rule, first piloted by English Football League (EFL) clubs during the 2016-17 season, makes it compulsory for all 72 EFL clubs to interview at least one black, Asian or minority ethnic (BAME) candidate (if an application has been received) for all managerial and first-team coaching roles. And, on 9 January 2018, the Football Association (FA) revealed that they had also adopted the Rooney Rule for all coaching jobs relating to the England national team. Because English football harbours so few BAME coaches, calls for the Rooney Rule to be introduced in English football had started to increase in volume, and led to its trial inception. But, is this policy welcomed or opposed among British Asian coaches? What fundamental barriers does this policy overlook? Is English football ready for the Rooney Rule? And, do British Asian coaches, a group believed to benefit from this positive action policy, deem that this rule is the answer to help facilitate positive change? With the aid of empirical research, this article critically examines and assesses the potential impact of the Rooney Rule and recommends additional inclusionary practices.

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“…It has routinely been recognized by the Institute for Diversity and Ethics in Sport for its diversity in hiring practices, and has outpaced other U.S. professional and collegiate sports leagues in this regard . Unlike the NFL, however, the NBA does not require hiring managers to interview minority head coach candidates—a rule that was found to be ineffective by Solow, Solow, and Walker (). The NBA's diverse hiring practices facilitate a rich dataset that we use to measure the interaction of race and hiring outcomes.…”

Section: Introductionmentioning

confidence: 99%

Race and Employment Outcomes: Evidence From Nba Coaches

Hill

Remer

2020

Economic Inquiry

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We study the impact of management diversity on employment outcomes using data on NBA head coaches that includes information on the race of each coach and his supervisor. We find that a supervisor is more likely to hire a coach of his own race. We also find that black coaches are less likely to be rehired to a second job within three years than their white counterparts, and that a head coach's race affects the quality of the opportunities he is offered. These findings are stronger for first-time coaches than experienced coaches, suggesting that observable information on performance mitigates bias. (JEL J0, J4, J7)

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Moving on up: The Rooney rule and minority hiring in the NFL

Cited by 24 publications

References 15 publications

Racial Identity and Its Impact on Job Applicants

Racial Identity and Its Impact on Job Applicants

Does english football warrant the rooney rule? assessing the thoughts of british asian coaches

Race and Employment Outcomes: Evidence From Nba Coaches

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