Free Cyrus Mehri and the National Football League's Rooney Rule (2021) Case Study Solution | Assignment Help

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Publish Date: 2024-12-03

Harvard Case - Cyrus Mehri and the National Football League's Rooney Rule (2021)

"Cyrus Mehri and the National Football League's Rooney Rule (2021)" Harvard business case study is written by Christopher I. Rider, Eileen Lopez Rider, Shonita M. Black. It deals with the challenges in the field of Human Resource Management. The case study is 22 page(s) long and it was first published on : Jul 14, 2021

At Fern Fort University, we recommend a multi-pronged approach to address the NFL's persistent lack of diversity at the head coach and general manager positions. This approach combines strategic planning with organizational change, focusing on talent management, diversity and inclusion, and leadership development.

2. Background

The case study focuses on Cyrus Mehri's efforts to address the lack of minority representation in the National Football League's (NFL) coaching and general manager positions. Despite the league's commitment to diversity through the Rooney Rule, which mandates interviewing at least one minority candidate for these positions, the numbers remained stagnant. The case highlights the complex interplay of organizational culture, leadership styles, hiring and recruitment practices, and implicit biases that contribute to this persistent issue.

The main protagonists are Cyrus Mehri, a civil rights attorney who spearheaded the Rooney Rule, and NFL commissioner Roger Goodell, who faced the challenge of implementing and enforcing the rule effectively.

3. Analysis of the Case Study

This case study can be analyzed through the lens of organizational behavior and human resource management. The lack of diversity in leadership positions can be attributed to several factors:

  • Implicit Bias: Unconscious biases held by decision-makers can influence their hiring decisions, favoring candidates who resemble themselves.
  • Homophily: People tend to gravitate towards individuals similar to themselves, leading to a lack of diverse perspectives and experiences in leadership positions.
  • Lack of Pipeline: The absence of a robust pipeline of qualified minority candidates for leadership roles can limit the pool of potential hires.
  • Organizational Culture: A culture that does not actively promote diversity and inclusion can create an environment where minority candidates feel unwelcome or marginalized.

The Rooney Rule, while a positive step, has proven insufficient to address these underlying issues. Its focus on formal processes does not address the underlying cultural and behavioral factors that contribute to the lack of diversity.

4. Recommendations

To address the NFL's diversity challenge, we recommend the following:

1. Expand the Rooney Rule:

  • Mandate interviews with diverse candidates: Increase the number of minority candidates mandated for interviews beyond one, ensuring a broader pool of qualified individuals is considered.
  • Expand the scope: Extend the rule to other leadership positions within the NFL, such as assistant coaches and front office executives.
  • Implement a 'Diversity Scorecard': Establish a quantifiable metric to track the progress of diversity initiatives and hold teams accountable for achieving specific goals.

2. Foster a Culture of Inclusion:

  • Diversity and Inclusion Training: Implement mandatory training programs for all NFL personnel, focusing on recognizing and addressing implicit biases, promoting cultural sensitivity, and fostering inclusive leadership practices.
  • Mentorship Programs: Establish mentorship programs that pair minority candidates with senior executives, providing guidance, support, and opportunities for career advancement.
  • Employee Resource Groups (ERGs): Encourage the formation of ERGs for minority groups within the NFL, creating a sense of community and providing a platform for sharing experiences and advocating for change.

3. Develop a Robust Talent Pipeline:

  • Partnerships with Minority-Serving Institutions: Establish partnerships with historically Black colleges and universities (HBCUs) and other minority-serving institutions to identify and recruit talented individuals from diverse backgrounds.
  • Internship Programs: Create internship programs specifically designed to provide opportunities for minority students to gain experience in the NFL and develop their skills.
  • Leadership Development Programs: Implement leadership development programs specifically tailored to support the growth and advancement of minority talent within the NFL.

5. Basis of Recommendations

These recommendations are based on the following considerations:

  • Core competencies and consistency with mission: The NFL's mission statement emphasizes inclusivity and opportunity for all. These recommendations align with this mission by creating a more diverse and equitable environment for all employees.
  • External customers and internal clients: A more diverse and inclusive NFL will resonate with a wider range of fans and stakeholders, enhancing the league's brand image and appeal.
  • Competitors: Other professional sports leagues are actively addressing diversity and inclusion issues. The NFL needs to stay competitive in this area to attract and retain top talent.
  • Attractiveness ' quantitative measures: The implementation of these recommendations will likely lead to improved employee engagement, retention, and overall performance, contributing to the league's financial success.

6. Conclusion

The NFL's lack of diversity in leadership positions is a complex issue that requires a comprehensive and sustained approach. By implementing these recommendations, the NFL can create a more inclusive and equitable environment, fostering a culture of diversity and promoting the advancement of minority talent.

7. Discussion

Other alternatives not selected include:

  • Quotas: While quotas can be effective in achieving immediate results, they can be controversial and may not address the underlying cultural and behavioral issues.
  • Financial incentives: Offering financial incentives to teams for hiring minority candidates could be effective, but it may not address the deeper issues of bias and lack of opportunity.

Key assumptions of these recommendations include:

  • Commitment from NFL leadership: The success of these initiatives relies heavily on the commitment and leadership of NFL executives and owners.
  • Willingness of teams to change: Teams need to be willing to embrace a culture of diversity and inclusion and actively participate in these programs.
  • Availability of qualified candidates: The success of the talent pipeline initiatives depends on the availability of qualified minority candidates.

8. Next Steps

To implement these recommendations, the following timeline with key milestones is proposed:

  • Year 1:
    • Implement mandatory diversity and inclusion training for all NFL personnel.
    • Establish partnerships with minority-serving institutions.
    • Launch mentorship programs for minority candidates.
  • Year 2:
    • Expand the Rooney Rule to include additional leadership positions.
    • Implement a 'Diversity Scorecard' to track progress.
    • Create internship programs for minority students.
  • Year 3:
    • Establish Employee Resource Groups (ERGs) for minority groups.
    • Launch leadership development programs for minority talent.
    • Conduct an independent review of the effectiveness of these initiatives.

By taking these steps, the NFL can begin to address the persistent lack of diversity in its leadership ranks and create a more inclusive and equitable environment for all.

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Case Description

First Place Winner; DEI Global Case Writing Competition. With Johnnie Cochran Jr. and John Wooten, civil rights attorney Cyrus Mehri formed the Fritz Pollard Alliance to advocate for National Football League coaches of color. Their efforts resulted in the NFL adopting the Rooney Rule prior to the 2003 NFL season in order to increase representation of coaches of color in the head coaching ranks. Subsequently, Mehri lobbied the NFL to improve the rule (e.g., applying it to additional coaching positions) while also working with (and against) companies to implement similar policies. The rule became one of the most prominent diversity initiatives in the United States, with employers such as Amazon, Facebook, the City of Pittsburgh, and the University of Texas System adopting variations of it. In 2021, however, nearly two decades after the Rooney Rule's implementation, the total number of NFL head coaches of color was three-the same number as in 2003, when the rule took effect. Frustratingly for Mehri and his colleagues, two top applicants of color-the two offensive coordinators in the most recent Super Bowl, Eric Bieniemy of Kansas City and Byron Leftwich of Tampa Bay-were passed over for all seven head coaching vacancies after the 2020 season. The ongoing debate about the rule's effectiveness intersected with a pivotal moment in U.S. history. Corporate America, prompted by the Black Lives Matter movement and protests following the 2020 killing of George Floyd in police custody, had allocated billions of dollars to addressing racial injustice. Many more organizations would be considering personnel policies modeled after the Rooney Rule. Was the Rooney Rule really a best practice in diversity, equity, and inclusion (DE&I)? Had Mehri, through his consulting firm Working IDEAL, identified practices that might strengthen or replace the Rooney Rule?

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