Highlights/Advances We’ve Made

Since 2003, the Fritz Pollard Alliance (FPA) has steadfastly championed diversity and equal access in the National Football League. Named after trailblazer Fritz Pollard, the NFL’s first African-American head coach, the FPA carries on his mission of breaking barriers and opening doors. Our mission extends beyond mere advocacy; it is a commitment to cultivating an environment where talent from all backgrounds is recognized and nurtured. The strides we have made in advancing diversity are not just statistics, they represent a significant cultural shift within the NFL.

Establishment and Influence of the Rooney Rule

The establishment of the Rooney Rule marks a significant milestone in the history of the NFL, reflecting the league’s commitment to increasing diversity and inclusivity within its coaching ranks and senior football operations. The Fritz Pollard Alliance has been instrumental in this progress, playing a pivotal role in both the establishment and ongoing advocacy of the Rooney Rule.

Named after Dan Rooney, former owner of the Pittsburgh Steelers, the Rooney Rule mandated that NFL teams interview minority candidates for head coaching vacancies and other senior leadership roles. The FPA recognized this as an essential step toward expanding opportunities for minority coaches and executives.

With determined advocacy from FPA co-founder John Wooten and others, the NFL adopted the Rooney Rule in December 2002. It was a watershed moment in promoting diversity across the league.

Over the years, the impact of the Rooney Rule has been undeniable. In the nine years prior to its implementation, the NFL had just 7 minority head coaches. But in the first 9 years after adoption, 15 black coaches were hired.

Calls for Change and Expansion of the Rule

The Fritz Pollard Alliance understands that advocacy requires speaking uncomfortable truths. Throughout its history, the FPA has actively called on the NFL to address ongoing diversity issues and take concrete steps for change.

When the league backslides, the FPA boldly calls it out. The FPA issues public statements, conducts studies, and directly petitions NFL leadership to tackle deficiencies in minority hiring and retention.

A crucial part of spurring change is expanding the Rooney Rule’s scope to encompass positions beyond just head coach. The FPA successfully lobbied for the Rule to include general manager and equivalent front office roles in 2009. This opened up new pathways for access.

More recently, the FPA has urged further extending Rooney Rule requirements to coordinator, quarterbacks coach, and other roles that act as conduits to the top.

The FPA also keeps pressure on the NFL to strengthen enforcement and accountability mechanisms around the Rooney Rule. Progress depends on consistent oversight.

Continuous Advocacy for Diversity

The Fritz Pollard Alliance recognizes that progress happens through diligence and commitment. That’s why the FPA continually partners with the NFL and specific teams to cultivate diversity and inclusion across all levels of leadership.

The FPA also issues annual report cards grading NFL teams on hiring and diversity. While acknowledging accomplishments, the letter grades maintain accountability to keep moving forward.

Whether through partnerships, pipeline programs, media campaigns, or tireless advocacy, the FPA doesn’t rest on its laurels. It continually renews its commitment to expanding access and opportunity.

Diversity Around the NFL

At the outset of the 2024 NFL season, nine of the league’s 32 head coaches were people of color, marking the highest level of representation in NFL history. Across all coaching staffs, overall diversity remained stable, with 44.3% of coaches identifying as non-white, a figure nearly unchanged from 2023. However, progress has been uneven: while notable gains occurred at the head coach and position coach levels, there were significant setbacks at the offensive coordinator role.

Source: USA Today, NFL Coaches 2024 Diversity Report, November 13, 2024.

The 2023 NFL Racial and Gender Report Card Analysis

The 2023 TIDES NFL Racial & Gender Report Card showed the highest overall grades in league history, with notable progress in racial and gender hiring practices at the league office and assistant coach levels. However, persistent gaps remain at the head coach, team president, general manager, and ownership levels, where representation of people of color and women continues to lag.

Overall Grades

• Racial hiring practices: B+ (86.2%, up 1.2 points from 2022)
• Gender hiring practices: B (84.0%, up 2.6 points)
• Combined grade: B+ (85.1%, highest ever recorded)

Areas of Progress

• All-time highs in racial diversity for: 
  • Assistant coaches
  • League office staff
  • General managers
  • Team vice presidents
  • Senior administration
  • Professional staff
• All-time highs in gender diversity for: 
  • Assistant coaches
  • League office staff
  • Team vice presidents
  • Professional staff
• The league office received A+ for racial diversity among players and assistant coaches and A for gender diversity in the league office.

Areas of Concern

• Head coaches of color: Only 18.8% (6 of 32 at the start of 2023 season), showing stagnation.
• At the start of the 2024 season, there were no Black Offensive Coordinators. Thomas Brown (Chicago Bears) was elevated to the role of OC midseason. 
• Ownership: Received an F for racial diversity and D+ for gender diversity, underscoring lack of progress at the highest levels of team leadership.
• Team presidents and CEOs: Graded C for race and F for gender, reflecting minimal representation.
• Disparities remain between diversity in the league office versus individual team leadership structures.

Takeaway

The NFL’s focus on DEI initiatives at the office level has produced measurable improvements, but pipeline issues for head coaches and executives remain the most pressing challenge.

Source: ESPN.com, Report Cites Some Improvement in NFL’s Racial, Gender Hiring, December 14, 2024.