On May 30 and 31, 2017, our class covered Modules 9 and 10, which discussed gender equity and racism in sport. Even 45 years after the passage of the Title IX legislation, problems regarding racial and gender hiring practices are still very evident, and prominent for that matter. How can that be? If the legislation was intended to level the playing surface for male and female, why is it the case that we are witnessing a reversal in the progress? The author of the article above is implying the same curiosity. He also sheds light on some interesting trends involving both racial and gender equity, or inequity if you will.
Annually, The Institute for Diversity and Ethics in Sport (TIDES) releases a racial and gender report card. The focus of the report card is on hiring practices. In 2016, college sports received the worst overall grade it ever has, confirming that inequity in sport is surprisingly getting worse (Lapchick, 2017). Colleges, according to the results gathered from the report card, remain the worst employer for women and people of color. Here are some of the startling statistics that TIDES found (2016):
- 86% of D1, 88% of D2, and 92% of D3 men's coaches were white
- Only 20.8% of all head coaches in D1 basketball were African American
- >60% of the women's teams across all three divisions are coached by men
- Of the 30 conferences, only 10 women and two people of color were conference commissioners
- Only 16 head football coaches at the FBS level were of color, 88% were white
The common misconception, however, may be that this is only the case in college sports or high school sports. The fact of the matter is that gender and racial inequity in the workplace is present in many sports, institutions, and common businesses within the general population. For example, the MLB's report card grades are going down by a considerable margin as well. They scored an overall C+ in racial and gender hiring practices in 2016 (Harris, 2017). Though baseball is known for its diversity among its players, the same may not always be said about those within the organization that contribute off the field. Currently, Dave Roberts, Dusty Baker, and Rick Renteria are the only three black managers in the major league (Harris, 2017).
That just goes to show that inequity is a problem in all sports, and general occupations. It would seem as though, now, that more changes should be instituted to turn this trend around as soon as possible. The article above suggests a few changes, all of which Module 10's "strategies to promote gender equity" would agree with. Here are the suggestions that the author made:
- Eddie Robinson Rule--would require institutions to interview at least one minority candidate for all head coaching and leadership positions before making the final hiring decision
- Judy Sweet Rule--would require a diverse pool of candidates, including women and people of color for all senior administrative positions at the NCAA headquarters and D1 athletic departments
45 years of Title IX, and inequity is getting worse. It is time to change that. The stepping stones for this particular change are very clear. and achievable. The NCAA just needs to step in, as the governing body of college sport, and demand change. The women and minorities of this country--and others--deserve to be equally represented, equally funded, and given equal opportunity.
Additional Source(s)/Reference(s):
Lapchick, R. (2017, April 6). Troubling trends in the college sport racial and gender report card. Retrieved from http://www.espn.com/mens-college-basketball/story/_/id/19090953/troubling-trends-college-sport-racial-gender-report-card
Harris, T. (2017, April 18). MLB receives overall C+ in racial, gender hiring practices | Sports | lacrossetribune.com. Retrieved from http://lacrossetribune.com/sports/local/mlb-receives-overall-c-in-racial-gender-hiring-practices/article_4ca43382-b551-523a-ae84-2f9e0f4f9da7.html







