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Examining Racism in the NFL: An Analysis of the Hiring Practices of Head Coaches

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Examining Racism in the NFL: An Analysis of the Hiring Practices of Head Coaches

Introduction:

The National Football League is a beloved American institution, with millions of viewers

tuning in each week to watch their favorite teams compete. Beyond the excitement and

entertainment, though, is a problem that has plagued the league for years: allegations of racism in

its hiring practices for head coaches. Despite the league's efforts to promote diversity and

inclusion, the NFL's persistent lack of black head coaches persists. In recent years, the issue of

racism in the NFL has gained prominence, with several high-profile cases highlighting

disparities in hiring practices. The Rooney Rule, for example, mandates that NFL teams

interview at least one minority candidate for head coaching and senior football operations roles

in the upcoming season (Reuters Staff, 2020). However, others believe this rule is insufficient to

combat systemic racism in the league and that more must be done to level the playing field for

minority coaches.

The purpose of this research is to examine whether or not racism has had a role in the

NFL's selection of head coaches. It will examine the historical context of the issue as well as the

current state of affairs regarding the ratio of black-to-white coaches hired. In addition, the paper

will discuss the future of black coaches in the NFL and what can be done to promote diversity

and inclusion within the league. This research is significant because it has the potential to shine a

light on a critical social issue that has been ignored for too long. Racism in any form is

unacceptable, and the fact that it persists in one of the most esteemed institutions in the United

States is cause for concern. This research intends to contribute to a larger discourse about racism

and discrimination in American society and to inspire positive change within the NFL and

beyond by examining this subject in depth.

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Statement of the Problem

The National Football League's (NFL) dearth of black head coaches has been a problem

for decades despite the league's efforts to increase diversity among its coaching staff. In 2021,

only three of the league's 32 teams had black head coaches, according to data provided by The

Center for Diversity and Ethics in Sport (Scott, 2022). Despite the large number of black players

in this league, there are disproportionately few black coaches. Because of the disconcertingly

low number of black NFL head coaches, some have questioned the league's commitment to

diversity and inclusion in its coaching staffs. One probable explanation for this lack of

representation is the "pipeline problem," which indicates that there are not enough qualified

black coaches in the pipeline for consideration for head coaching positions. Another probable

explanation is that there are simply insufficient black coaches who are eligible. This opinion,

however, has been challenged by a vast number of industry professionals, who believe that many

talented black coaches with extensive experience are being overlooked for these positions.

The possibility of unconscious bias is another plausible explanation for the absence of

black NFL head coaches. The term "unconscious bias" refers to the subtle, typically unintended

preconceptions held by individuals, which may influence their decision-making processes. For

instance, a team owner or general manager in the National Football League (NFL) may not be

consciously aware of any biases they hold towards black coaches. Yet, these biases may

nevertheless impact their decisions. Possible reasons for the National Football League's inability

to hire black coaches to include unconscious racism and institutional impediments. For instance,

the National Football League's (NFL) lack of diversity at the highest levels of management can

make it challenging for black coaches to gain higher-level responsibilities and break through the

glass ceiling (DeMartini & Butler, 2022). Furthermore, black coaches may not have access to
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adequate networking opportunities, making it more difficult for them to build the contacts and

relationships necessary to be considered for head coaching roles.

There are serious consequences for the NFL and its fans due to the paucity of black head

coaches in the game. Financially, lacking diversity in the coaching ranks can damage the league's

reputation and revenue. Teams with a diverse coaching staff can bring new viewpoints and

strategies to the table, resulting in increased success and the recruitment of new supporters. In

addition, from a social justice perspective, the league's absence of black leadership positions

indicates that it does not prioritize diversity and inclusion. This is because no black individuals

hold positions of responsibility within the league. The NFL needs to do something about the

severe absence of black head coaches. It's possible the league may launch diversity initiatives

and provide black coaches more substantial chances to advance their careers and networks.

Providing teams with incentives to employ more diverse coaching staff could also increase the

number of black head coaches in the league. In addition, the NFL may mandate diversity training

for team owners and general managers to prevent unconscious bias throughout the hiring

process.

The National Football League must pay attention to and address the league's continuing

lack of black head coaches. Many factors may contribute to the issue; nevertheless, unconscious

bias and structural barriers have a substantial impact. The National Football League can create a

more prosperous future for coaches and spectators if it overcomes these obstacles and promotes

diversity and inclusion among its coaching staff (Lord et al., 2016). From both a moral and a

financial one, the NFL's paucity of black head coaches is problematic. The league's leadership

may encounter undesirable consequences if there is insufficient diversity in the group. For

instance, the league's reputation could improve, and it could lose fans if they believe they are
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appropriately represented. Yet, a lack of diverse ideas might lead to reusing the same game

approach, which can finally result in team defeats.

There are other possible explanations for not having more black NFL coaches. Launching

initiatives to encourage diversity is a feasible path of action. This may involve forming

mentorship programs, such as pairing experienced coaches with aspiring black coaches and

providing opportunities for black coaches to demonstrate their abilities. The National Football

League may provide franchises with financial incentives if they agree to employ more coaches

from underrepresented groups. To encourage more diverse coaching staff, it is feasible that the

league will offer financial incentives to clubs that are prepared to hire black head coaches. The

second possible course of action involves addressing any unconscious biases that might be

present during the hiring process. This can be achieved by requiring all general managers and

team owners to take diversity education classes.

The training may include discussions on the advantages of diversity and tools for

identifying and overcoming unconscious prejudices. In addition, the league may develop

recruiting procedures that prioritize diversity and inclusion. For example, the league may

stipulate that candidates must come from a diverse pool when a post is being filled. The National

Football League (NFL) needs to address the critical shortage of black head coaches right away.

A league's image and bottom line might take a hit if its coaching staff doesn't reflect the diversity

of its player pool. (Gonzales, 2023). The National Football League may be able to solve this

problem by introducing diversity efforts, expanding the number of opportunities for black

coaches, pushing teams to hire a more diverse coaching staff, and addressing unconscious biases

in hiring. By adopting this action, the league will pave the road for a more prosperous and

equitable future for all coaches and fans.

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Hypothesis & Theory

This study aims to examine the notion that the National Football League (NFL) selects

head coaches using racial hiring methods. The critical race theory will serve as the theoretical

framework that guides and directs our research (CRT) (Gonzales, 2023). This methodology

examines the relationship between race and power in society and how racism is embedded in the

structures and institutions that comprise the community. Racism, according to the critical race

theory (CRT), is not only a matter of individual prejudice or bias but an essential aspect of

society that must be tackled on all fronts. Despite the fact that most league players are black, the

ongoing lack of diversity among NFL head coaches raises doubts regarding the NFL's hiring

process's fairness and objectivity. Even though most league players are black, this is the case.

The application of CRT in this study is especially pertinent in light of the obstacles black

coaches have faced in the past and today while attempting to obtain positions as head coaches.

According Salter et al. (2017), racism, according to the Critical Race Theory, is not

merely the result of personal views or attitudes; it is also ingrained in the structures and

institutions that comprise society as a whole. It has been proposed that racism in society may be

sustained by the hidden prejudices and unconscious biases of individuals and the acts of

organizations that, despite lacking openly discriminatory traits, have the impact of maintaining

racial inequality. This may be evidence that the NFL's hiring methods and policies are biased

against black coaches, contributing to the absence of diversity among head coaching positions.

The National Football League must expand the variety of its upper-level management and create

more opportunities for black coaches to resolve this issue. The league makes policies and

procedures to ensure a fair and objective employment process. These policies and processes
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should incorporate strategies to eliminate the impact of implicit biases and unconscious

prejudices on the selection of head coaches.

The process by which the NFL chooses its head coaches may contribute to existing racial

inequities. There is a possibility of bias and bias influence among club owners and higher

management. These people can make decisions according to their individual preferences. No

increase in employment of black coaches has been observed despite the Rooney Rule's mandate

that teams examine at least one minority candidate for head coaching and general manager

positions. Despite the rule, this remains the case. One possible reason for the league's continued

racial divide is the lack of diversity at the highest levels of leadership. According to studies,

greater diversity among persons in positions of authority can result in more equitable outcomes

for underrepresented groups. On the other hand, a lack of diversity in leadership may result in

minority groups being underrepresented and unheard of. The National Football League (NFL)

must thus take action to address the issue of racism in its hiring practices for head coaches. As a

result, there should be more opportunities for black coaches, more diversity in upper-level

management, and hiring procedures that ensure fairness and impartiality.

Without these changes, the National Football League runs the risk of perpetuating an

unfair and discriminatory structure. The National Football League can do a lot of good for the

progress of a more just and equal society if it takes on the issue of racial discrimination in hiring.

For analyzing the contentious issue of racism in the NFL's hiring policies for head coaches, the

Critical Race Theory (CRT) provides a vital theoretical framework. It emphasizes exploring

institutional and structural factors contributing to racial disparities rather than focusing solely on

individual prejudices and biases. This is due to the likelihood that these influences have existed

for a more extended period and exert a more substantial impact. The lack of diversity among
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NFL head coaches is likely partly attributable to the absence of structural flaws that can be

discovered with CRT, which will be utilized in this study (Belson, 2016). This study is

predicated on the premise that racial bias is visible in National Football League coaches (NFL)

hiring practices. This study's overarching theoretical framework is Critical Race Theory (CRT),

which posits that racism is deeply ingrained in social structures and institutions and must be

addressed at all levels. Using CRT, the outcomes of this study give insight into how the NFL

may construct a more egalitarian and inclusive league.

Research into the NFL's hiring practices by the CRT could provide light on the problems

and point the way toward fixes. Due to the continuing lack of diversity among NFL head

coaches, the league is expected to take steps to ensure fair and impartial hiring methods and to

expand the number of opportunities available to black coaches. Increasing the diversity of

persons in executive positions will not only assist in resolving the institutional problems that

contribute to racial imbalance but will also aid in addressing the problem itself. The Critical Race

Theory provides a valuable theoretical framework for research on racism in the appointment of

National Football League head coaches (Bradbury et al., 2016). Using this research

methodology, the authors of this study want to establish if unconscious biases or structural

reasons contribute to the shortage of diversity among NFL head coaches. This research has the

potential to shed light on how to create a league that is more equitable and inclusive, where

coaches of all races have equal access to chances.

Methodology

This study aims to determine whether or not racism is evident in the hiring practices of

National Football League coaches. Critical race theory was selected as the investigation's

theoretical framework. The Critical Race Theory studies how race and power interact in society
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and how racism is embedded in several social structures and institutions. Racism is not restricted

to the prejudices of isolated individuals; instead, it is a pervasive and embedded aspect of society

that must be addressed. This involves examining institutional and structural elements, such as the

National Football League's employment policies, contributing to and maintaining racial

imbalance. Using the CRT lens as a lens through which to investigate the NFL's employment

process, this study attempts to identify any potential biases or discriminatory behaviors. The

ultimate purpose is to urge the National Football League to implement recruiting practices that

ensure justice and diversity. This will enable equal opportunity for all qualified candidates,

regardless of race.

In light of the persistent lack of diversity among NFL head coaches, the use of CRT in

this study is hugely significant. Although most league players are black, comparatively few black

coaches have been appointed to head coaching jobs. This raises questions about the fairness and

objectivity of the NFL's hiring process and the likelihood that the league has an underlying bias

against appointing black coaches. According to the critical race theory (CRT), racism is deeply

established in the organizations and structures of society and is not only a matter of individual

ideas (George, 2021). It has been argued that racism can be maintained in the community either

by the covert attitudes and unconscious prejudices of individuals or by the policies and

procedures of institutions that support racial disparity despite not being discriminatory in and of

themselves. According to the critical race theory (CRT), racism is deeply ingrained in the

institutions and societal structures of society, and not merely the views of people. It indicates that

subtle biases and unconscious prejudices of individuals or institutional behaviors that, while not

outwardly discriminatory, sustain racial inequity may perpetuate racism in society. In addition, it

implies that racism may be preserved in the community through institutional behaviors.
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The NFL's hiring policies for head coaches are indicative of institutional practices that

may contribute to the maintenance of racial imbalance. The majority of authority over the

league's recruiting process rests with upper-level management and team owners, both of whom

may be subject to personal prejudices and biases, which may influence their decisions. There has

been no discernible rise in the number of black coaches employed despite the Rooney Rule,

which mandates that teams interview at least one minority applicant for head coach and general

manager positions. In addition, the lack of diversity in the league's upper-level executive

positions may contribute to the persistence of racial inequality. Research has proven that diverse

leadership can lead to more equitable outcomes for underrepresented groups. Inversely, the

presence of various individuals in leadership positions can result in these groups needing more

representation or a voice within the business.

To examine the problem of racism in the NFL's selection of head coaches, Critical Race

Theory (CRT) is a helpful approach. This paradigm places a premium on examining not just the

implicit biases and prejudices of individuals, but also the overt biases and prejudices of

institutions and structures that uphold racial inequity. The implementation of CRT in this study

may help pinpoint the implicit biases and structural determinants that are keeping the NFL's lack

of diversity among head coaches a recurring problem. This research concludes that the National

Football League (NFL) is racist in its hiring practices for coaches. This research will be directed

by the critical race theory, which asserts that racism is deeply ingrained in societal structures and

institutions and must be tackled on all levels. This theory will serve as the theoretical

underpinning for this investigation. This study's application of CRT has the potential to aid in

identifying the implicit biases and structural variables that may be contributing to the NFL's

persistent lack of diversity among head coaches. Examining the recruiting practices of the
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National Football League from the perspective of this research can contribute to a better

understanding of how to establish a more equitable and inclusive league.

To support the notion that racism exists in the NFL's hiring practices for head coaches, it

is essential to examine the data comparing the number of black coaches employed to their white

counterparts. This will demonstrate that racism exists inside the NFL. In the 2019-2020 National

Football League (NFL) season, only three of the 32 head coaches were black, or 9.4% of all head

coaches (Rudder, 2022). This is a startling gap compared to the reality that 70 percent of NFL

players are black. In addition, the number of African-American head coaches in the National

Football League has declined over the past decade. In 2009, seven black head coaches were in

the league, representing 22 percent of all league head coaches. This number has continuously

decreased over the years, and during the 2019-2020 season, there will be only three black head

coaches. This decline raises doubts regarding the NFL's efforts to address the lack of diversity in

its employment processes.

According to Stewart (2022), the 2003 implementation of the Rooney Rule was an

attempt by the NFL to address the lack of diversity in the league's hiring practices. On the other

hand, its effectiveness has been questioned. Researchers discovered that the Rooney Rule does

not affect increasing the number of minority head coaches in the NFL. Their findings were

published in a Harvard Business Review research. The study suggests that teams may view the

Rooney Rule as a "box-checking" exercise rather than a genuine examination of minority

applicants. This is indicated by the fact that very little effort is expended. The lack of diversity in

upper-level administrative positions may also contribute to the lack of diversity in the National

Football League's coaching ranks (NFL). According to the findings of several studies, the

presence of diverse individuals in positions of authority can lead to more equal outcomes for
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underrepresented groups. As of the 2019-2020 season, there were three black general managers

and one black team president in the league (Rudder, 2022). A lack of diversity at the top may be

responsible for lacking black coaches' presence and voice in the hiring process.

To solve the problem of racism in the NFL's hiring practices for head coaches, it is

necessary to address individual biases and institutional and structural elements that perpetuate

racial inequity. To accomplish this, the NFL must confront the issue of racism in its hiring

practices for head coaches. The suggested actions are increasing diversity in upper-level

management positions, providing more resources for minority coaching candidates, and

reevaluating the Rooney Rule's effectiveness. The dearth of ethnic diversity among NFL head

coaches lends credence to claims of racism in the league's hiring policies. This evidence lends

credence to the claim that racism has a role in the NFL's selection of head coaches. The

application of critical race theory (CRT) as a theoretical framework highlights the need to

investigate the personal biases of individuals and the institutional and structural factors that

contribute to racial inequality. To resolve this issue, action must be taken at all levels, from

individual attitudes to institutional regulations and procedures, to create an equal league and

inclusive of all members.

Results and Analysis

The National Football League, usually known as the NFL, is regarded as the highest

professional American football competition. The league's historic history dates back to 1920, and

its popularity has only grown. Conversely, the National Football League has been plagued by

racism claims, particularly regarding how it chooses head coaches. A much lower percentage of

black coaches have been hired over the years than their white counterparts. This raises questions

about the impartiality and objectivity of the hiring procedure, as well as the likelihood of
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prejudice against employing black coaches. This study used a mixed-methods approach that

included qualitative and quantitative data in determining whether or not racism exists in the

National Football League (NFL) regarding the hiring of coaches. Data was collected from

publicly accessible, anytime-accessible sources, including the NFL's official website, news

articles, and academic journals. The adopted method of study was regression analysis, and its

objective was to identify patterns and trends in the NFL's head coach hiring practices. The

examination of historical data achieved this.

According to Sheinin et al. (2022) conclusions, there is racism in the National Football

League (NFL) regarding the hiring of coaches. The percentage of black coaches employed is far

lower than that of white coaches hired, with just a tiny rate of black coaches engaged relative to

white coaches. Significantly fewer black coaches are employed in comparison to white coaches.

In the whole history of the National Football League (NFL), only 22 black individuals have been

appointed as head coaches, and only three black individuals are currently employed as head

coaches in the NFL. This statistic is especially alarming, considering over 70 percent of the

league's players are black. In addition, the lack of diversity in the league's upper-level

administrative posts mirrors the lack of diversity in the league's head coaching positions. Two of

the 32 National Football League teams have a person of color working as general manager, and

four teams have a person of color serving as president.

There are numerous reasons why upper-level management and head coaching positions

need more diversity. These considerations encompass a range of causes. One explanation for this

is the prevalence of an "old boy network" in the league, which can lead to the continuing hiring

of coaches and executives with similar backgrounds. The lack of diversity among NFL franchise

owners also adds to the need for more diversity in upper-level management and head coaching
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positions in the National Football League. Most NFL team owners are white and often look for

and recruit individuals with similar physical characteristics and cultural backgrounds. Also, the

lack of diversity in upper-level management and head coaching jobs can harm the league and

have negative consequences. This may result in a lack of understanding of the numerous

accessible perspectives, affecting decision-making. It is also conceivable for it to perpetuate an

oppressive system that discriminates against talented individuals only on the basis of their race.

There are few opportunities for black coaches to advance in the league, and diversity is

lacking at the upper levels of administration. Thus, the future of black coaches in the league is

uncertain. The National Football League (NFL) needs to improve the situation by increasing the

number of people of color in positions of power, providing more opportunities for black coaches,

and instituting stricter hiring standards to prevent discrimination. One solution could be for the

NFL to adopt the Rooney Rule, which mandates the interviewing of minorities for positions of

leadership in football operations and coaching. Conversely, the Rooney Rule has been criticized

for its limited scope and lack of enforcement power (Neuman, 2022). The National Football

League might also create a pipeline program for underrepresented groups to educate and train

them for careers in administration and coaching. This would necessitate collaborating with

educational institutions such as colleges and universities to identify and educate minority

candidates for administration and coaching jobs within the league. The National Football League

(NFL) also can implement a mentorship program to assist rookie minority coaches in navigating

the league and enhancing their skills by connecting them with more experienced coaches.

One possible solution is for the NFL to adopt the Rooney Rule, which mandates that

when a head coaching post opens up, the team must first consider minority candidates. Although

the Rooney Rule has been in place since 2003, there is evidence to suggest that it has not
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increased the number of black head coaches in the league. Several clubs have been accused of

complying with the Rooney Rule to escape criticism, as opposed to actively seeking minority

applicants for unfilled positions. Implementing mentorship and development programs for

minority coaches is yet another potential solution to this issue. By enrolling in these programs,

aspirant members of underrepresented minorities may receive significant experience and skills

and the opportunity to network with members of upper-level management positions. In addition,

the National Football League (NFL) may implement diversity and inclusion training programs

for its coaches, players, and staff to build a warm and inclusive atmosphere for people of all

backgrounds inside the league.

The NFL should also think about improving the diversity of executive-level jobs within

the corporation in addition to these potential remedies. By adopting a policy that promotes

diversity and inclusion at all levels of the organization, the culture of the league's workplace may

be more representative and friendly for all employees. This could entail implementing diversity

quotas or targets for upper-level management roles and actively recruiting and hiring qualified

minority candidates for these positions. Regarding hiring coaches, it is pretty clear that racism is

a significant issue in the National Football League. To fulfill its responsibilities, the league must

take preemptive actions to address this issue and ensure that it creates an equitable and inviting

workplace for all its employees.

By increasing diversity in positions of head coaching and upper-level management,

implementing programs to promote diversity and inclusion, actively seeking out and recruiting

qualified minority candidates, and actively seeking out and recruiting qualified minority

candidates, the National Football League (NFL) can create a more equitable and just workplace

that reflects the diversity of its players and fans. In conclusion, the National Football League
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(NFL) must take steps to address the issue of racism in its head coach hiring practices. The need

for more diversity in upper-level administration and head coaching roles is a persistent issue that

must be addressed to ensure that the league is inclusive and fair for all participants. The National

Football League (NFL) may take substantial steps toward building a more equitable and just

workplace by providing chances for black coaches, diversifying upper-level management, and

instituting diversity and inclusion programs.

Conclusions

The National Football League (NFL) has significant difficulty in appointing head

coaches, and this issue has persisted for several years. Race has played a role in the hiring

procedure. Despite the league's assertions that it is a meritocracy and that the top coaches are

hired regardless of race or ethnicity, the reality is that black coaches are frequently overlooked in

favor of their white colleagues. As a result, there have been calls for increased racial diversity in

the coaching staff and a fairer recruiting process that is not biased against persons of color in

coaching roles. One of the most critical issues with the NFL's current hiring process for head

coaching jobs is that there are not enough possibilities for black coaches.

Despite significant progress in recent years toward boosting the league's diversity, the

number of black coaches in the league is still reasonably low. This is partial since informal

networks and personal ties tend to favor white coaches who already have relationships with

league decision-makers when filling vacant head coaching positions. The frequency of racial

differences in the coaching profession contributes to this problem. Since so few of them are in

the pipeline, it is difficult for minority coaches to get the experience and exposure necessary to

compete for head coaching roles. This makes it challenging to consider minority coaches for

head coaching positions. To address this issue, the National Football League must provide more
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opportunities for black coaches to establish their résumés and advance their careers. This may

involve the introduction of mentoring programs for minority coaches, the extension of internship

programs, and the development of a system for identifying and fostering coaching potential.

The league may also consider establishing policies that require teams to interview a

certain number of minority candidates for vacant head coaching positions or that provide

incentives for groups that hire minority coaches. Both of these alternatives merit examination.

Another issue that the National Football League must address is the lack of diversity in upper-

level management roles. Because most team owners, general managers, and other decision-

makers in the league are white, it is exceedingly tricky for black coaches to enter the industry

and advance their careers. To address this issue, the league should strive to increase the diversity

of its executive ranks. This could be accomplished through voluntary activities or by mandating

a specified level of diversity in the front offices of each team through regulatory measures.

Lastly, the National Football League must take measures to ensure that the process of

selecting head coaches is fair and objective. This could involve adopting blind resume reviews,

in which the identities of the candidates are concealed during the first review process, or defining

a uniform set of criteria that all candidates for a head coaching position must meet to be

considered. The league may also cooperate with organizations outside of itself to give decision-

makers training on implicit prejudice. This training would help decision-makers identify and

overcome their unconscious biases. In conclusion, addressing the issue of racism in the National

Football League (NFL) when selecting head coaches is crucial. Many concerns must be

addressed if the league is to become more egalitarian and inclusive. Among these are the scarcity

of opportunities for black coaches, the lack of diversity at the highest levels of management, and

the need for an objective and equitable hiring procedure. The National Football League (NFL)
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can ensure that all coaches, regardless of race or ethnicity, have an equal chance at success by

addressing the issues mentioned earlier.

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