Rooney Rule expands to aid diversity, equity

The NFL has instituted some policy changes to the Rooney Rule designed to further enhance diversity, equity and inclusion in hiring practices.

The rule has been expanded to require teams to interview at least two external minority candidates for general manager/ executive of football operations positions, and all coordinator roles. Beforehand, the requirement was to interview one minority from outside a team for openings in those positions.

Openings for head coaches already fell under such requirements.

NFL clubs now must conduct an in-person interview for at least one external minority candidate for any head coach or general manager opening. All coordinator and assistant general manager candidates can be interviewed virtually, but in-person interviews are being encouraged.

“It’s about how can we ensure the pipeline is strong with minority coaches, and overall. Ensuring everyone gets an opportunity, a look,” says Jonathan Beane, the NFL’s senior vice president and chief diversity and inclusion officer.

“When you have a diverse slate and have more than one minority or diverse candidate ... the chance of a candidate being interviewed who is diverse goes up exponentially. Maximize the opportunities, and we also wanted to make sure there wasn’t a case where there was only one candidate who is diverse who is being interviewed. Research shows a lot of times there could be bias in the opportunity for that person.”

Beane emphasized the importance of feedback after such interviews, regardless who the candidate is.

“One of the things the Diversity, Equity and Inclusion Committee recommended and enacted is on the issue of feedback,” he explained. “We’re not mandating feedback, but strongly encouraging all clubs to do that. Someone who is interviewed for a role but doesn’t get it, it is important for them to get that feedback to have for the next opportunity.”