NFL Takes New Strides Towards Diversity and Inclusion
NFL clubs approved a resolution and other rule changes to implement workplace reforms to increase opportunities for minorities and women.
The league voted unanimously on adopting procedures in diversity, equity, and inclusion efforts which expands upon the Rooney Rule. These improvements will not only affect players on the field positively, but also employees in the offices.
“We believe these new policies demonstrate the NFL owners’ commitment to diversity, equity and inclusion in the NFL,” said Pittsburgh Steelers owner and chairman of the Workplace Diversity Committee, Art Rooney II.
Clubs will now be required to interview at least two external minority candidates for head coach vacancies; at least one minority candidate for any of the three coordinator vacancies; and at least one external minority candidate for the senior football operations or general manager position.
Additionally, The Rooney Rule will now for the first time apply to a wide range of executive positions, and clubs must also include minorities and/or female applicants in the interview processes for senior-level front-office positions such as club president and senior executives in communications, finance, human resources, legal, football operations, sales, marketing, sponsorship, information technology, and security positions.
The policy changes made today are bold and substantial and demonstrate the commitment of our ownership to increase diversity in leadership positions throughout the league, particularly in leadership positions,” said NFL Commissioner Roger Goodell.
Additionally, the resolution changes the Anti-Tampering Policy by allows assistant coaches and executives to pursue more opportunities to interview with higher positions. Now the Commissioner will be notified of these disputes and will determination the final verdict on the situation.
The resolution was put forth by the Workplace Diversity Committee, chaired by Art Rooney II and the Competition Committee, chaired by Rich McKay.