<DOC>
[110th Congress House Hearings]
[From the U.S. Government Printing Office via GPO Access]
[DOCID: f:35220.wais]
THE LACK OF DIVERSITY IN LEADERSHIP POSITIONS IN NCAA COLLEGIATE SPORTS
=======================================================================
HEARING
BEFORE THE
SUBCOMMITTEE ON COMMERCE, TRADE,
AND CONSUMER PROTECTION
OF THE
COMMITTEE ON ENERGY AND COMMERCE
HOUSE OF REPRESENTATIVES
ONE HUNDRED TENTH CONGRESS
FIRST SESSION
__________
FEBRUARY 28, 2007
__________
Serial No. 110-7
Printed for the use of the Committee on Energy and Commerce
energycommerce.house.gov
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35-220 WASHINGTON : 2007
_____________________________________________________________________________
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COMMITTEE ON ENERGY AND COMMERCE
JOHN D. DINGELL, Michigan, Chairman
HENRY A. WAXMAN, California JOE BARTON, Texas
EDWARD J. MARKEY, Massachusetts Ranking Member
RICK BOUCHER, Virginia RALPH M. HALL, Texas
EDOLPHUS TOWNS, New York J. DENNIS HASTERT, Illinois
FRANK PALLONE, Jr., New Jersey FRED UPTON, Michigan
BART GORDON, Tennessee CLIFF STEARNS, Florida
BOBBY L. RUSH, Illinois NATHAN DEAL, Georgia
ANNA G. ESHOO, California ED WHITFIELD, Kentucky
BART STUPAK, Michigan BARBARA CUBIN, Wyoming
ELIOT L. ENGEL, New York JOHN SHIMKUS, Illinois
ALBERT R. WYNN, Maryland HEATHER WILSON, New Mexico
GENE GREEN, Texas JOHN SHADEGG, Arizona
DIANA DeGETTE, Colorado CHARLES W. ``CHIP'' PICKERING,
Vice Chairman Mississippi
LOIS CAPPS, California VITO FOSSELLA, New York
MIKE DOYLE, Pennsylvania STEVE BUYER, Indiana
JANE HARMAN, California GEORGE RADANOVICH, California
TOM ALLEN, Maine JOSEPH R. PITTS, Pennsylvania
JAN SCHAKOWSKY, Illinois MARY BONO, California
HILDA L. SOLIS, California GREG WALDEN, Oregon
CHARLES A. GONZALEZ, Texas LEE TERRY, Nebraska
JAY INSLEE, Washington MIKE FERGUSON, New Jersey
TAMMY BALDWIN, Wisconsin MIKE ROGERS, Michigan
MIKE ROSS, Arkansas SUE MYRICK, North Carolina
DARLENE HOOLEY, Oregon JOHN SULLIVAN, Oklahoma
ANTHONY D. WEINER, New York TIM MURPHY, Pennsylvania
JIM MATHESON, Utah MICHAEL C. BURGESS, Texas
G.K. BUTTERFIELD, North Carolina MARSHA BLACKBURN, Tennessee
CHARLIE MELANCON, Louisiana
JOHN BARROW, Georgia
BARON P. HILL, Indiana
Professional Staff
Dennis B. Fitzgibbons, Chief of Staff
Gregg A. Rothschild, Chief Counsel
Sharon E. Davis, Chief Clerk
Bud Albright, Minority Staff Director
Subcommittee on Commerce, Trade, and Consumer Protection
Subcommittee on Energy and Air Quality
RICK BOUCHER, Virginia, Chairman
CHARLIE MELANCON, Louisiana J. DENNIS HASTERT, Illinois,
JOHN BARROW, Georgia Ranking Member
HENRY A. WAXMAN, California RALPH M. HALL, Texas
EDWARD J. MARKEY, Massachusetts FRED UPTON, Michigan
ALBERT R. WYNN, Maryland ED WHITFIELD, Kentucky
MIKE DOYLE, Pennsylvania JOHN SHIMKUS, Illinois
JANE HARMAN, California JOHN B. SHADEGG, Arizona
TOM ALLEN, Maine CHARLES W. ``CHIP'' PICKERING,
CHARLES A. GONZALEZ, Texas Mississippi
JAY INSLEE, Washington STEVE BUYER, Indiana
TAMMY BALDWIN, Wisconsin MARY BONO, California
MIKE ROSS, Arkansas GREG WALDEN, Oregon
DARLENE HOOLEY, Oregon MIKE ROGERS, Michigan
ANTHONY D. WEINER, New York SUE MYRICK, North Carolina
JIM MATHESON, Utah JOHN SULLIVAN, Oklahoma
MICHAEL C. BURGESS, Texas
(ii)
C O N T E N T S
----------
Page
Barton, Hon. Joe, a Representative in Congress from the State of
Texas, opening statement....................................... 5
Prepared statement........................................... 6
Burgess, Hon. Michael C., a Representative in Congress from the
State of Texas, opening statement.............................. 9
Butterfield, Hon. G.K., a Representative in Congress from the
State of North Carolina, opening statement..................... 8
Hill, Hon. Baron P., a Representative in Congress from the State
of Indiana, opening statement.................................. 9
Ross, Hon. Mike, a Representative in Congress from the State of
Arkansas, opening statement.................................... 4
Rush, Hon. Bobby L., a Representative in Congress from the State
of Illinois, opening statement................................. 1
Schakowsky, Hon. Janice D., a Representative in Congress from the
State of Illinois, prepared statement.......................... 11
Stearns, Hon. Cliff, a Representative in Congress from the State
of Florida, opening statement.................................. 3
Terry, Hon. Lee, a Representative in Congress from the State of
Nebraska, opening statement.................................... 7
Towns, Hon. Edolphus, a Representative in Congress from the State
of New York, opening statement................................. 6
Witnesses
Brand, Myles, president, the National Collegiate Athletic
Association, Indianapolis, IN.................................. 14
Prepared statement........................................... 111
Hill, Fitzgerald, president, Arkansas Baptist College, Little
Rock, AR....................................................... 26
Prepared statement........................................... 86
Jackson, Jesse L., Sr. president, Rainbow/PUSH Coalition,
Chicago, IL.................................................... 12
Prepared statement........................................... 46
Keith, Floyd, executive director, Black Coaches Association,
Indianapolis, IN............................................... 28
Prepared statement........................................... 50
Lapchick, Richard E., chair, DeVos Sport Business Management
Program, and director, Institute for Diversity and Ethics in
Sport, University of Central Florida College of Business
Administration, Orlando, FL.................................... 30
Prepared statement........................................... 61
Richardson, Nolan, former head basketball coach, University of
Arkansas....................................................... 32
Prepared statement........................................... 72
Weiser, Tim, director of athletics, Intercollegiate Athletic
Agency, Manhattan, KS.......................................... 33
Prepared statement........................................... 68
THE LACK OF DIVERSITY IN LEADERSHIP POSITIONS IN NCAA COLLEGIATE SPORTS
----------
WEDNESDAY, FEBRUARY 28, 2007
House of Representatives,
Subcommittee on Commerce, Trade,
and Consumer Protection,
Committee on Energy and Commerce,
Washington, DC.
The subcommittee met, pursuant to call, at 9:40 a.m., in
room 2322 of the Rayburn House Office Building, Hon. Bobby L.
Rush (chairman of the subcommittee) presiding.
Members present: Representatives Schakowsky, Butterfield,
Barrow, Hill, Towns, Ross, Dingell [ex officio], Stearns,
Whitfield, Terry, Burgess, and Barton [ex officio].
OPENING STATEMENT OF HON. BOBBY L. RUSH, A REPRESENTATIVE IN
CONGRESS FROM THE STATE OF ILLINOIS
Mr. Rush. We are going to call this subcommittee to order.
My opening statement will be reflected with these words. First
of all, I would like the witnesses to please relocate, if you
will, to the witness table there, Reverend Jackson and Dr.
Brand. We will have opening statements from the members of the
subcommittee and then that will be followed by opening
statements from our witnesses and then we will have questions
and answers from both entities.
I want to remind members that our rules indicate that if
you pass on your opening statement, that will give you 3
additional minutes for questioning, and so we will proceed in
that order.
Today is the last day of February, the last day of Black
History Month. Three and a half weeks ago, two African-American
head coaches, Tony Dungy and Lovie Smith, made history and
faced each other in Super Bowl XLI. Consequently, as the
chairman of this subcommittee, I believe this hearing, our
first of the 110th Congress, and its subject matter are very,
very timely.
For all of the success people of color have made in
obtaining high-profile leadership positions in professional
sports, similar progress in college athletics remains
stubbornly elusive. Even though we have come to believe that
sports is the one segment of American society that is
colorblind, it seems that African-Americans and other
minorities still face professional barriers and cannot achieve
the levels of success that their white male counterparts enjoy.
Today I hope to find out why this is the case and what has to
be done.
Currently there are only 16 people of color who are
athletic directors of Division I-A college programs. Twelve are
African-Americans, three are Latinos and one Native American.
While roughly 25 percent of college basketball coaches are
African-American, only seven of the 119 NCAA Division I-A
college football teams have African-American head coaches. This
homogeneity is actually more profound at the Division II and
III levels. Indeed, overall, of the 616 football programs that
are affiliated with the NCAA, excluding historically black
colleges and universities, only 14--I repeat, only 14 are
African-American. Similar numbers hold true for women's sports
and the inclusion rates for Latinos and Asians are equally
dismal.
Lastly, it is worth noting that not a single commissioner
of a Division I athletic conference is a person of color, not
one. What is going on here? The usual excuse for such
disparities is that as a result of social historical
circumstances, African-Americans and people of color have not
been in the job market long enough and haven't had enough time
to build the requisite experience. This is an excuse that is
profoundly in error as a general matter and it certainly
doesn't hold any water in the sports marketplace. African-
Americans have a long-established and successful history in
collegiate sports at the highest level and the talent pool for
black head coach and athletic director candidates is
overflowing with qualified candidates. There is simply no good
excuse for this lack of diversity in the higher echelons of
college athletics.
I am fully aware of the cynicism that some of my colleagues
on this committee have privately expressed about this hearing.
I further realize that some members do not believe that this is
a topic that is worthy of a congressional hearing. Quite
frankly, I think this type of thinking is elitist and
indicative of a sheltered and privileged mindset. For the
record, let me state that I have sat through many hearings
where I have been subject to, in my humble opinion, worthless,
insulting and inane subject matters. Well, in my neck of the
woods, we have a saying, ``What is good for the goose is good
for the gander'', and with that stated, let me be clear, racial
discrimination, intentional or unintentional, should always be
the target of congressional inquiry no matter when and where it
takes place. Moreover, I believe that racial and gender
discrimination in the leadership ranks of college sports is
especially worthy of our examination today.
First, athletic scholarships are often the only way
qualified students from disadvantaged backgrounds can obtain a
college education. A large percentage of these student-athletes
are minorities and it is extremely important that these young
men and women have access to role models and mentors who
reflect their diverse background.
Second, and just as importantly, NCAA college sports is
literally a multibillion dollar business. Cable and television
broadcast rights, merchandising, advertising revenues, these
are all cash cows that have turned college athletics,
particularly football and basketball, into commercial
juggernauts that make up an integral part of our popular
culture. It is interstate commerce in its purest sense. The
fact that a sizable portion of this billion-dollar revenue
stream is being generated by minority student-athletes but
minorities are not part of the upper tier of strategic and
decision-making leadership roles presents a disturbing two-tier
situation that should raise a lot of eyebrows and a lot of
tough questions.
Finally, let me thank our distinguished panelists who are
here before us today. All of them have done a great job of
raising this issue in the public arena, promoting awareness and
spurring lively discussion. It is my sincere hope that today's
subcommittee hearing with our distinguished guests will shed
light on a problem that has plagued not only college sports but
society for far too long. Indeed, sunshine is often the best
disinfectant. On this last day of Black History Month, let us
hope that the sunshine of this hearing moves us one step closer
even if the step is a small step to a truly colorblind society
and make America better for all of us.
Thank you, and I yield back the balance of my time. I want
to now recognize my distinguished colleague from the State of
Florida, the minority ranking member of this subcommittee, Mr.
Stearns, for 5 minutes.
OPENING STATEMENT OF HON. CLIFF STEARNS, A REPRESENTATIVE IN
CONGRESS FROM THE STATE Of FLORIDA
Mr. Stearns. Thank you, Mr. Chairman, and I appreciate your
calling this hearing and continuing the tradition of this
subcommittee to use our jurisdiction to examine sports issues,
which we did many times when I was chairman. You and I have
worked together on other issues in telecommunication and I look
forward to working with you on this. We have worked on previous
sports issues and I think we have an opportunity to continue
this history.
I would like to take a moment and welcome three new members
to my side of the aisle. One is J. Dennis Hastert, who is the
former Speaker of the House, is now on our subcommittee. I am
very proud and pleased that we will have his participation, his
leadership and his wisdom. Vito Fossella from New York is also
a new member to this committee, and Sue Myrick from North
Carolina, so I welcome these there new members.
Mr. Chairman, this is not the first time this subcommittee
has examined issues that affect collegiate sports. In the last
Congress, we examined the prevalence of steroids and other
performance-enhancing drugs and the policies to keep them out
of the sports arena at the professional and collegiate level.
Before that we looked at a variety of issues affecting amateur
sports including commercialism and the welfare of student-
athletes. We also worked in a bipartisan manner to move
legislation regarding the conduct of unscrupulous sports agents
who targeted collegiate athletes. I know my colleague from
Tennessee had his bill. We had a hearing on it. We were very
successful in getting it through the sub and full and through
the House. This bill was finally enacted into law and it
started at this subcommittee.
Today's hearing should seem out of place in the year 2007.
I think a lot of people are quite surprised but I agree with
you: we should be looking at the numbers. You have given some
valid statistics here when you talk about 119 Division I
schools, and out of that six are African-Americans and one are
Latino, and those are something worth looking at and
understanding why this happened. But looking at the numbers, it
is hard to come up with any plausible reason why there are so
few minority head football coaches and other leadership
positions at NCAA schools, particularly in light of the fact
that we had two African-American coaches in the NFL Super Bowl,
showing the competence and the qualification of these
individuals. Surely, surely, it should also be seen that this
expertise is available in the Division I schools.
There are other areas that we can talk about. I think the
chairman has also given many statistics to point out that there
is a lot of work for Dr. Brand and the NCAA to work in and yet
at the same time they have been pressuring universities such as
the University of Illinois to change their nickname and mascot
and I think that perhaps is one area he could work at but I
think there is much more broader areas where he could use his
influence, and I would suggest that he look at that too.
Another question, I think, Mr. Chairman, what are the
benefits and pensions for these NCAA coaches? Does the NCAA
have any say-so? Can they help out? There are a lot of coaches
that are making a lot of money but what about those coaches
that are not? So there is a host of questions that we can ask
today and I look forward to the hearing, and I appreciate your
calling it.
With that I yield back.
Mr. Rush. Mr. Ross is recognized for 5 minutes.
OPENING STATEMENT OF HON. MIKE ROSS, A REPRESENTATIVE IN
CONGRESS FROM THE STATE OF ARKANSAS
Mr. Ross. Thank you, Mr. Chairman, for holding today's
hearing on the lack of diversity in leadership positions in
NCAA collegiate sports. I would also like to thank the panel of
witnesses who have joined us here today, especially two from my
home State of Arkansas, Dr. Fitz Hill and Coach Nolan
Richardson, both from Arkansas. Both Dr. Hill and Coach
Richardson have made tremendous contributions to collegiate
sports and are well qualified to speak on today's topic.
As we know, Coach Richardson was a college basketball coach
at the University of Arkansas where he was the winningest coach
in Razorback history, compiling a 389-169 record in 17 seasons.
Coach Richardson gained national recognition by taking the
Razorbacks to three Final Four appearances in the 1990's
including winning the NCAA national championship title in 1994
when he also took home Coach of the Year honors. Coach
Richardson is also the only head coach to win a junior
collegiate championship, the NIT Tournament and the NCAA
Tournament. Coach Richardson's successful career in coaching
has truly been an example that has paved the way for some
African-Americans in the ranks of coaching but not nearly
enough.
Dr. Hill, who is currently president of Arkansas Baptist
College, received his degrees in communications and physical
education from Washita Baptist University in 1987. In 1989 he
was hired to become an assistant football coach for the
Arkansas Razorbacks. He went on to serve on the Razorback staff
for five different head coaches over a period of 12 years but
perhaps the most important reason that Dr. Hill is here is
because in May 1997 he was awarded the doctorate of education
degree from the University of Arkansas where his doctoral
dissertation was entitled ``Examining the Barriers Restricting
Employment Opportunities Relative to the Perceptions of
African-American Football Coaches at NCAA Division I-A Colleges
and Universities.'' Dr. Hill is now working on his first book
related to racial disparities in NCAA coaching, and I look
forward to reading it. I believe we will all be able to learn
from it, Dr. Hill.
I am pleased that both these remarkable men who have
contributed so much to the State of Arkansas are here today to
share their perspectives on racial disparities in the NCAA
collegiate sports, and I believe, Mr. Chairman, that we can
certainly learn from both of these fine men from my home State
of Arkansas.
Mr. Rush. I recognize the former chairman of the full
committee, Mr. Barton.
OPENING STATEMENT OF HON. JOE BARTON, A REPRESENTATIVE IN
CONGRESS FROM THE STATE OF TEXAS
Mr. Barton. Thank you, Mr. Chairman. I listened with some
pain to Mr. Ross's accolades to Coach Richardson. As a Texas A
& M graduate and devotee of the late Shelby Metcalf, who
coached the Aggies for many years, I was on the wrong end of
many of those victories that you just talked about, but I
understand that we have to boost the home team.
It is good to have the father of a famous son with us today
in our presence. It is good to know where the chip off the old
block gets some of his pizzazz from, so we are glad to have the
Reverend Jesse Jackson here.
I am going to put my opening statement in the record, Mr.
Chairman, but I want to put one thing to rest that you said in
your opening statement. Unequivocally, the minority supports
you holding this hearing without reservation. I too have sat
through many inane hearings, some of which I called myself,
and----
Mr. Rush. I know.
Mr. Barton. So let us just get the record straight: The
minority supports this hearing. It is a serious issue when at
this stage of our great Nation's history there are as few
minority professional head coaches and athletic directors and
administrators in the NCAA. It is a worthy hearing. I don't
know what the remedy is. I will reserve the right on being
supportive of whatever legislative, if any, remedy but we are
absolutely committed to supporting you in holding this hearing,
and if it needs to be a series of hearings, we will be very
supportive of that.
I come from Waco, Texas. I was in the first integrated high
school in Waco. I was a 6-year athletic starter in football and
baseball, lost my starting position to a young athlete who
happened to be African-American for the simple reason he was
better than I. He was a better player. And when the coach came
to me and said, ``Are you OK with that, Barton?'' I said,
``Well, I wish I was 20 pounds heavier and about a second
faster and then I wouldn't be OK with it, but he is a better
player.'' So I don't talk about my athletic prowess because I
wasn't very proud.
Mr. Rush. You said you played for 6 years. Did you flunk?
Mr. Barton. Well, no. I got to play football because I was
the only one they thought was smart enough to read the hand
signals and they didn't understand that I was blind as a bat so
I couldn't see them anyway, but that is a different story. But
we are very supportive of you holding these hearings, and if
there is something we can do to support some changes in NCAA,
we will be supportive of that also, and with that, I yield
back.
[The prepared statement of Mr. Barton follows:]
Prepared Statement of Hon. Joe Barton, a Representative in Congress
from the State of Texas
The purpose of this hearing is to explore the diversity in
athletic directorships and head coaching in NCAA collegiate
sports. The Subcommittee on Commerce, Trade, and Consumer
Protection has a strong bipartisan history in many areas,
including investigations on various issues in both professional
and collegiate sports.
We all agree that many professional and collegiate athletes
are role models for young people, but our aspiring young
athletes should also have people to whom they can look to for
guidance and advice. Role models are important in terms of
shaping an athlete's professional and personal futures. To the
extent we can encourage diversity in positions providing role
models to our young athletes, we should.
I thank the distinguished witnesses with us today for
participating and sharing their views. It is important we have
a full and open debates on this and many other issues affecting
all competition levels of athletics.
Mr. Rush. The next member recognized will be Mr. Towns of
New York for 5 minutes.
OPENING STATEMENT OF HON. EDOLPHUS TOWNS, A REPRESENTATIVE IN
CONGRESS FROM THE STATE OF NEW YORK
Mr. Towns. Let me thank you very much, Mr. Chairman, for
holding this hearing and to say to you that I will not take the
entire 5 minutes but I want you to know that when we started
talking about the student-athlete's right to know, there was a
lot of criticism as well. At that particular time students were
not graduating, they were playing 4 years and then going back
home with no degree and people said that we should not be
involved in this and didn't think that Congress should
entertain, but as a result of our involvement now, the
graduation rate has increased tremendously and that the
graduation rate among student-athletes is now higher than the
student body and that is basically because of the student-
athlete's right to know.
Now, in the meantime, a lot of people did not support it
then and of course felt that we should not be involved. Well, I
want to encourage you to be involved because the issue that you
are dealing with now is about fairness. That is what we are
talking about, fairness, and I think that if the Congress is
not going to be about fairness, then what is the Congress going
to be about? So I am hoping that you will continue to look at
this issue and let us begin to bring people in and talk about
it and recommend a fix, and of course, if it is not fixed,
there is a lot of legislative things that can be done that can
fix it, and as we continue to talk to experts, people who have
been involved in the business, we will be able to get
information from them and use that to be able to. I just would
hope that we would not move too quickly. We want to make
certain that we have enough information and bring experts in,
and once we get that information, I think to take action, and
let us face it, you are always going to be criticized.
You have to understand, there are people out in the world
that all they do is criticize. They specialize in criticism. I
have heard stories of whole families that all they do is just
criticize. The great-granddaddy is a criticizer, the
granddaddy, all the grandchildren, and the story goes that a
lady married into the criticizing family and of course she
thought that she would be able to stop this fellow from
criticizing and that she was doing all she could to stop him,
and the story goes that he came downstairs one morning and she
is trying to be helpful and stop him from criticizing. She
said, would you like to have breakfast, and of course he said
yes, I would like to have breakfast. So what would you like to
have. He said I would to have two eggs, I would like to have
one boiled and one fried and I want it in front of me in 7
minutes. So she ran over to the stove, brought it back in front
of him. He looked at it, he said there you go again, you fried
the wrong egg.
So, Mr. Chairman, you are always going to have folks that
are going to criticize you. Don't worry about that. Just do
what you have to do on behalf of the people of this Nation, and
this is an issue that we should not ignore. This is an issue
that we should deal with because a lot of folks are on the
outside because of unfairness.
Mr. Rush. I recognize Mr. Terry for 5 minutes.
OPENING STATEMENT OF HON. LEE TERRY, A REPRESENTATIVE IN
CONGRESS FROM THE STATE OF NEBRASKA
Mr. Terry. Thank you, Mr. Chairman. I do appreciate that
you are holding this hearing today. I do think this is a
legitimate issue when you have out of 119 Division I colleges
only eight minority representatives as head coaches, and
frankly, I think University of Nebraska, although we don't have
a African-American or minority head coach, our former coach,
Tom Osborne, did a good job of grooming Tony Samuels and one of
my classmates and a friend, Turner Gill, to be head coaches,
and maybe that is the way we can look at this.
I do want to say a couple of things that were not part of
my thoughts when I walked in here today, and that is the
discussion about criticism of holding this hearing. Frankly, I
hadn't heard any criticism of holding this hearing. The folks I
have talked to on our side, no one that I know of has said
anything negative about holding this hearing, in fact, that it
is a very legitimate issue and frankly we kind of enjoy
bringing NCAA folks in here and exercising our jurisdiction in
that way. So I compliment you on doing that, and I certainly
would not associate with any potential criticism out there. I
want to say it is legitimate.
There is one thing I would say that is not related to the
subject matter that is a criticism. I am sure it is
unintentional, by all means, but the Republican Conference is
held every Wednesday from 9 to 10 so holding a hearing at 9:30
forced the Republican side to have to choose between attending
their weekly conference or attending the hearing. Obviously I
chose the hearing over the conference but I would appreciate if
we didn't have to have that conflict in the future, and I yield
back.
Mr. Rush. That is another boiled egg/fried egg kind of
criticism. Mr. Butterfield is recognized for 5 minutes.
OPENING STATEMENT OF HON. G.K. BUTTERFIELD, A REPRESENTATIVE IN
CONGRESS FROM THE STATE OF NORTH CAROLINA
Mr. Butterfield. Thank you very much, Mr. Chairman, and I
too would like to thank you for convening this very important
hearing today. I would also like to thank the two witnesses for
joining us, the Reverend Jesse Jackson, whom I have known for
at least 30 years, probably more, and Dr. Brand. Thank you both
very much for coming to be with us today.
I am probably, Mr. Chairman, the only one except for maybe
Congressman Towns, who remembers when Reverend Jackson played
football at A & T College in Greensboro, North Carolina. That
was many years ago, but he was certainly not only a
distinguished student but a distinguished athlete as well.
Mr. Chairman, we just saw the Super Bowl on television the
other day and it was certainly an extraordinary event. It was a
remarkable milestone that we had two African-American head
coaches who met for the first time in the Super Bowl. It
highlights the fact, Mr. Chairman, that African-American
coaches can compete at the highest professional level and win
at the highest level. I am hopeful that this historical event
opens the door even wider for even more minority coaches.
Hopefully it is a clear signal that race is becoming less and
less of an issue for teams at the highest level.
One of the ways the NFL has tried to deal with a lack of
diversity among head coaches is the so-called Rooney Rule where
minority candidates must be considered and interviewed for open
jobs. Seeing Dungy and Smith coach against one another in the
Super Bowl and the Giants' recent hiring of Jerry Reese, the
NFL's third black general manager, could lead to suggestions
that progress is being made quickly. Although it is a start,
there is still a long way to go at all levels before we reach a
time when diversity and equal opportunity exist for all.
Outside of the historically black colleges and
universities, there are only 16 African-American head football
coaches among all of the colleges in Divisions I, II and III.
That is just 16, I repeat, 16 out of 616 programs across the
country. During the 2006 season, only five of the Nation's
Division I-A college football programs were led by black
coaches. They accounted for just 4 percent of the coaching jobs
while black players make up 46 percent of Division I football
players. There are also just five black athletic directors at
Division I-A schools and just four of the Nation's 119 schools
have black presidents, and the number of black coaches is
growing so slowly that at the current rate we will be closing
in on the next century before we near representation or
diversity. Mr. Chairman, this is unacceptable, it must change,
and I want to thank the chairman for his vision. You have
talked with me privately and you have told me where you want to
take this subcommittee, and I appreciate your leadership very
much.
I yield back.
Mr. Rush. Thank you. Mr. Burgess is recognized now for 5
minutes.
OPENING STATEMENT OF HON. MICHAEL C. BURGESS, A REPRESENTATIVE
IN CONGRESS FROM THE STATE OF TEXAS
Mr. Burgess. Thank you, Chairman Rush. Thank you for
holding this hearing. Thanks to the witnesses for giving up
their time to be with us today. I know it is painful to listen
to opening statements from all members but I will be very, very
brief.
Mr. Chairman, I just wanted to point out, this also is my
first hearing on this subcommittee. I know it just seems like I
have been over here and been a problem for a lot longer but
this is indeed my first hearing on this subcommittee. I hope
that through the leadership and dedication of this subcommittee
we can make some real and lasting impacts for the next
generation of American athletes for our Nation.
Today's hearing exemplifies some of the challenges that we
still face in America. Glass ceilings should still not be
prevalent in the 21st century but unfortunately we all know
that they exist. Certainly more needs to be done but I think it
is also important to acknowledge some of the steps that have
been made already. Out of the four schools that I represent in
the north Texas area, the University of North Texas, Texas
Women's University, Texas Wesleyan University and North Central
Texas College, we have a combined 13 minority head coaches that
currently are teaching our young people in the 26th district.
Texas Wesleyan table tennis head coach Jasnor Reed, who is an
African-American woman, and I know, table tennis, but consider
this: for the last 5 years she has led her team to the National
Intercollegiate Championships. That is 2002, 2003, 2004, 2005,
2006. I had the opportunity to be there with them during the
championships last year and, put it this way, it was much more
exciting than I would have thought that a table tennis
tournament would have been. There is a lot of activity during
that sport.
But I am proud of the strides that have been made in
diversity in the collegiate sports in the north Texas area. I
should point out that Johnny Jones is the men's basketball head
coach at the University of North Texas. He is ably assisted by
Chuck Taylor. Both of those are African-American individuals.
Texas Women's University you might expect to have a large
number of women coaches but their softball coach is a Hispanic
woman as well.
I encourage all of the universities to continue to do what
they need to do to break down the glass ceiling once and for
all. I do hope that we will exercise some care and caution that
in our zeal to promote people we do not deplete the ranks of
the smaller colleges and smaller universities of very capable
African-American and minority mentors and role models, but
hopefully, Mr. Chairman, this hearing will just be the starting
point for this and I look forward to many more hearings on this
subject in the future, and I will yield back.
Mr. Rush. Thank you. I recognize Mr. Hill of Indiana for 5
minutes.
OPENING STATEMENT OF HON. BARON P. HILL, A REPRESENTATIVE IN
CONGRESS FROM THE STATE OF INDIANA
Mr. Hill of Indiana. Thank you, Mr. Chairman. First of all,
I would like to welcome my friend, Dr. Myles Brand, who is the
president of the NCAA. Dr. Brand was also the president of
Indiana University when I was in Congress for the 6 years
previous to this last election, and I know him as a man of
great integrity and someone that is very sensitive to this
whole issue. I appreciate you taking the time out of your
schedule to meet with us and discuss this important issue.
Mr. Chairman, I want to thank you for giving us an
opportunity to discuss this important issue today. As we come
to the end of Black History Month, it is appropriate that we
continue the discussion of diversity and equality. I am
especially pleased that we are seriously considering this issue
within college sports. As a former college athlete, I want to
ensure that every position, players and coaches alike, is open
to anyone who is qualified. I also believe that there should be
no artificial or racial boundaries regarding the hiring
practices within the world of college sports.
Sporting events promote unity more than almost any other
cultural event in America. It is up to us all that we make sure
that we do not neglect problems of diversity but rather address
them head on so that sports can continue to bring us all
together as a Nation.
Dr. Brand, I want to applaud your efforts in trying to
promote equality and diversity within the NCAA. I know that
from the beginning you have been dedicated to the promotion of
diversity within the NCAA. It is my hope that with these
hearings we can build on progress you have made by identifying
potential obstacles regarding the hiring practices of the NCAA
members and remedies that might be taken to sure that sports
continue to unite Americans both on and off the field.
Mr. Chairman, I grew up in a small rural town in southern
Indiana, Seymour, Indiana. This was back in the late 1960's and
the early 1970's, and I remember all the civil rights talk and
watching it on television. I can remember as a 16-year-old
roughly from a white high school thinking at the time, what is
all the fuss here. I didn't understand why this was going on. I
then went on to graduate from high school and enrolled on a
basketball scholarship at Furman University in Greenville,
South Carolina. My roommate was an African-American by the name
of Clyde Mays. I was shocked at the treatment of my roommate as
we went out and about Greenville, SC, at the time. There were
places that he couldn't go into, and it really was an eye
opener for me.
And my point in all this is, sometimes people like myself
grow into the realization that discrimination still exists
today even. I didn't know it back then but I sure got an eye
opener when I went off to Greenville, SC, and so this is a very
important issue that we need to be addressing. I had this same
discussion with Dr. Brand a couple weeks ago in my office. I
know that you are keenly aware that there is a problem that
needs to be remedied and you are fully committed to making sure
that happens.
So Mr. Chairman, I echo what everybody else is saying. This
is an important issue. Because of my life experience at Furman
University in Greenville, SC, I am very sensitive to it myself,
and I know that we are going to make these corrections as the
months and year go forward. I appreciate the opportunity to
speak to this issue, and I yield back the remainder of my time.
Mr. Rush. Thank you. Ms. Schakowsky is recognized for 5
minutes.
Ms. Schakowsky. Thank you, Mr. Chairman, and it is a
pleasure to see you in the chair on this great subcommittee,
and also a real pleasure to welcome my special friend, Reverend
Jackson, who has been an ally of mine. We have worked together
for so many years. I am anxious to hear our witnesses testify
but I just wanted to acknowledge that I am also proud that I
came here to add some gender equity to this committee and to
this discussion.
I am going to put this statement in the record, which
demonstrates my broad understanding of all things sports and
the relationship now to the closing date of Black History Month
and just yield back my time. Thank you.
[The prepared statement of Ms. Schakowsky follows:]
Prepared Statement of Hon. Janice D. Schakowsky, a Representative in
Congress from the State of Illinois
Thank you, Chairman Rush and Ranking Member Stearns for
holding todays hearing on the lack of diverse representation in
the leadership of college sports. I would also like to extend a
special welcome to my dear friend, Reverend Jesse Jackson. It
is so wonderful to have you here with us--and to have Chicago
so well represented today.
What a fitting way to close out this year's Black History
Month, one that began with a historic sports moment. It was the
first time that two African American coaches faced off in the
Super Bowl. Had it only been one coach that made it--say Lovie
Smith leading the Bears to a well-deserved victory--that, too,
would have been history making.
The story of Coaches Tony Dungy and Lovie Smith speak to
the importance of diversity in leadership at the college level.
Both started out as college-level coaches, And, when Coach
Dungy was the head coach of the Tampa Bay Buccaneers, he gave
Coach Smith--then a secondary coach at Ohio State--a chance at
pro-football by hiring Lovie as the linebacker-coach. If it had
not been for their college coaching experience and Coach Dungy
seeing the leadership in Lovie Smith, we might not have had the
chance to share in that tremendously important moment.
However, I must also say that I am disappointed that it is
2007-more than 43 years after this body passed civil rights
legislation--and that only now we are making this kind of
history. It is also alarming to know that Super Bowl XLI could
be a historic blip on the radar screen because of the low
numbers of African American coaches on the college level--who
will be our future professional league coaches,
According to the annual report card on diversity put
together by Dr. Lapchick, one of our witnesses today, college
sports arc receiving F's for lack of race and gender diversity
in leadership positions--from conference commissioners to
coaches. An F. What that grade says to me is that we are not
learning our lessons and we need to do something to turn that
grade around now. We cannot afford to miss elevating great and
deserving coaches like Coaches Dungy and Smith because they did
not have the opportunity to hone their skills at the college
level.
Clearly, we still have a long way to go to achieve true
diversity at every leadership level in professional and
collegiate sports. The low number of African-Americans in
leadership positions is not because of a lack of talent or
ability; it is solely because of a lack of opportunity. As we
move forward, we must foster that opportunity and remove the
obstacles that hold back some of the best and brightest coaches
from reaching the highest levels of professional and collegiate
sports. I look forward to hearing from today's witnesses and
their suggestions on what we can do to break the coaching glass
ceiling.
Mr. Rush. Thank you to all the members. And now we will
hear from our witnesses, and first of all, I want to introduce
to this panel and to those who are present a man who I have
loved for the last many, many decades, a person who has been
instrumental in my life. Indeed, at a pivotal point in my life,
he rescued me and actually to a great extent saved my life,
literally saved my life, a man who is recognized world over as
the foremost civil rights leader, the foremost humanitarian in
the whole world. He has an enormous impact on all of us, on
this Nation. He has an enormous impact in the sports area and
he understands beyond most of our understanding the connection
between sports and the commercial dimensions of sports. I am
intrigued and excited about the subject matter that he
discussed in an op-ed piece for the Chicago Sun-Times on the
lack of people of color in athletic director and head coaching
positions in college sports. I want to welcome to this
subcommittee my friend, Reverend Jesse Louis Jackson.
Our second witness is a person who I have recently met but
have grown to respect very, very much because of his sincere
commitment to this particular issue and his work on behalf of
trying to end the discriminatory practices of the NCAA, a
person who worked at the institution that I graduated from
during the time that I was there and that person is Dr. Myles
Brand. As the president of the NCAA, Dr. Brand has used his
bully pulpit to be a very vocal proponent of increased
diversity in the leadership rankings of college sports and a
year and a half ago he is to be commended for creating the
Office of Diversity and Inclusion to promote greater inclusion
among the member schools. Dr. Brand, you are welcome to this
subcommittee.
STATEMENT OF REVEREND JESSE JACKSON, PRESIDENT, RAINBOW/PUSH
COALITION
Mr. Jackson. Thank you, Congressman Rush, and to members of
the committee, thank you so much for allowing us to bring this
important subject to the national agenda today.
Let the record show that when African-American coaches do
well, we should never say we are surprised but delighted. Only
the ignorant are surprised. It is self-evident that we can
coach football. We had this same drama, can a black be a center
on the football team, initiates all plays, can a black be
quarterback. Every position has been a major hurdle reflecting
the social maladies in our culture.
I was delighted to see Dungy and Lovie coach at Super Bowl
time but I was torn over the fact that if Jake Gaither from
Florida A & M had had that same opportunity to go across the
street to Florida State, if Billy Robertson had that same
opportunity at Grambling to go to LSU--that happened many years
ago. We didn't learn to coach football last January. We are
talking about barriers that lock people out, basically based
upon race. I was glad to hear the Congressman from Arkansas
extol these virtues on Coach Nolan Richardson, who won the NCAA
championship, came in No. 2, this and that, the winningest
coach. He had been blackballed. He can't coach. One of the
winningest coaches in American basketball history goes from the
top to the bottom for no rational reason. Here he sits today
having coached the Panamanian team last year, preparing them
for the rural games. What is up with the winningest coach in
Arkansas who won the NCAA championship, goes to the top 4 four
times can't get a job? It speaks loudly.
We are here today in part because fair hiring is a civil
rights issue. Title VII and title IX is why you have people of
color in these schools and title XI is why you have women
athletic teams because it is illegal not to. When we are
protected by law, we gain progress.
I am delighted, Congressman Hill, that you and Mays were
classmates. He was a family friend really, both of us from
Greenville, SC, but it was just amazing how we couldn't even
while I was in school apply to Furman, and I grew up on
University Ridge where Furman was housed, not because I
couldn't pass the grades. I could not get admitted.
We are fighting these barriers. Schools with Federal funds
have civil rights obligations. Equal employment opportunity is
a civil right, and the reason why there was some movement in
the NFL, Mr. Chairman, was because of the Rooney Rule: you must
at least consider a black. Democracy does not guarantee
results; it guarantees opportunity. You must at least consider.
And even with that, the 32 teams, four of the guys came from
one team, Tony Dungy and Tomlin and Lovie and Herman, four guys
from one team, and two guys from other teams. Even there they
figure out ways to get around it. It is more cultural. It has
nothing to do with capacity.
I can't help but think that when Colorado was No. 1 2 years
in a row that the defensive coach which was credited for giving
them those victories, when Mr. McCartney resigned, he
recommended Bob Simmons to replace him. It was so logical. They
had been No. 1 2 years in a row. He was the head defensive
coach. They closed doors and got Newhouser from UCLA, younger
and far less resume, who later ended up being disgraced in some
scheme up in Washington or something. Bob Simmons was sent off
to Oklahoma State, a school with less investment, and ended up
defeating, to make it real romantic and poetic, defeating the
University of Colorado football team. Bob Simmons was qualified
but he was turned away because of closed doors. No worse than
University of Alabama. Coach Croom grew up in Tuscaloosa,
hometown boy, All-American, University of Alabama, hometown,
played under Bear Bryant, can't get better than that in
Alabama, but when the deal went down, they chose Shula from
Miami, who had almost zilch resume. He subsequently has been
fired, by the way, and Croom went to Mississippi State. He had
hometown credentials, All-American credentials, had been
recommended to be hired as an NFL pro coach but got knocked out
based upon that.
Now, some progress has been made, Mr. Chairman, based on
Dr. Brand's leadership of raising the academic standards to
assure more graduation take place, and there is a penalty if
you don't have a certain graduation rate but there is no
penalty if you don't have black coaches, Latino coaches. There
must be something that makes it a mandate to at least consider
and to have some good reason why resume A that is superior goes
beneath resume B, which may not hardly even exist. This thing
is profoundly cultural.
Part of what makes this such a big deal to us, why are
blacks so successful in football, basketball, baseball, track,
golf and tennis. It is hard to be a Division I starter. It is
hard to be so good when you become All Conference better, to
become All-American. It is very tough competition. Then to
become a pro. Why are we so good at that which is so difficult
to do where you must absolutely coordinate motor, cognitive
skills under immense pressure, 40,000 jeering, 40,000,
cheering? Why are we so good at what is so hard to do? Whenever
the playing field is even, the rules are public and the goals
are clear, we do well. If on that football field blacks had to
run 12 yards for a first down to prove something extra and
whites ran 8 yards for a first down because they inherited some
yards, there are fights on the football field. As long as it is
10 yards for all first downs, 6 points for all touchdowns, we
get along quite well. That does not apply just beyond that mark
of where you hire coaches, athletic directors and college
presidents.
What makes this subject exciting to me finally, Mr.
Chairman, is the good that these sports have done for America.
Congress is more hung up really on the issue of race and its
hiring practices in many ways that the athletic world, in part
because this is a zero-sum game. You only have 435 Congressmen,
100 Senators and it is all a fight for those 535 slots. In this
world of athletics, it is not a zero-sum game. Inclusion leads
to growth. When there is growth, everybody wins, it leads to
growth, and what excited me as I walked amongst the people at
the Super Bowl game this year in Miami to see basic white
mothers and their children and their husbands, the middle
America, wearing black football coaches', black football
players' jerseys and wearing Tony Dungy hats and to see blacks
from Chicago wearing Brian Urlacher jerseys. What allows us to
go beyond this dementing race crisis in athletics is because in
this arena, this narrow arena, the playing field is equal
except for coaches, athletics directors, and so if the victory
of Dungy and Lovie means anything, it exposes a light on the
obvious. The obvious is, blacks can coach football, basketball,
baseball. They are not allowed to in the main because of lack
of consideration. The incestuous recycling of who gets hired
must be challenged because these schools are under the
regulations of our government because they get Federal grants
and somehow there must be hearings when they have these high-
profile openings and no blacks are considered. There must be
some reason why, and I submit to you, sir, that EEOC laws must
apply here. Civil rights in hiring are as important as civil
rights in grades.
Thank you very much.
[The prepared statement of Mr. Jackson appears at the
conclusion of the hearing.]
Mr. Rush. Dr. Brand.
STATEMENT OF MYLES BRAND, PRESIDENT, NATIONAL COLLEGIATE
ATHLETIC ASSOCIATION
Mr. Brand. Chairman Rush, Ranking Member Stearns and other
distinguished members of the subcommittee, I am Myles Brand,
NCAA president. Thank you for holding this hearing on a
critically important issue, and I am pleased to be on a panel
with Reverend Jackson.
There is much to be proud of in collegiate athletics. I am
especially pleased with the improved academic success of
African-American student-athletes. Today African-American male
student-athletes are graduating at 11 percentage points better
than other black males in the student body and African-American
females are graduating 15 points better than their counterparts
in the general student population.
But we also have challenges. Chief among them, in my view,
is the dismal record of hiring people of color as head coaches,
especially in football. In my very first public speech as NCAA
president more than 4 years ago, I said that one of the most
egregious instances of lack of access was the low number of
African-American head football coaches in Division I-A or the
Bowl Championship Subdivision, as it is now called. When I made
that statement in 2003, there were four African-American head
football coaches in Division I-A when you exclude the
historically black colleges and universities, the HBCUs. Today
there are six. We have gained a grand total of two in 4 years.
There are five more in Division I-AA, now called the Football
Championship Subdivision, two in Division II and only one in
Division III, which is our largest division of schools. That
makes a total of 14 African-American head coaches in all of
college football when the HBCUs are excluded. In Division I-A,
2.4 percent are head coaches where 55 percent of the student-
athletes are minorities. Sadly, if the pace of progress remains
the same, it will be more than 80 years before we reach a
percentage that even approximates the number of African-
Americans in the general population. As I have said on more
occasions than I can count, this is not only unacceptable, it
is unconscionably wrong.
The NCAA cannot make the hires. The NCAA national office
cannot mandate who is interviewed. Member institutions hire
coaches and they are not about to cede authority and give up
their autonomy to the NCAA national office to dictate either
who they will hire or who they will interview in coaching or
elsewhere. But that doesn't mean there is no role for the NCAA.
Four years ago I began working with the Black Coaches
Association, the BCA, to address inequities in the hiring
process. The idea was that a more open and inclusive search
would allow talent regardless of race to rise to the top and be
hired. For 3 years now the BCA has prepared and made public its
hiring report card that grades colleges and universities in
Division I on their hiring processes. As a result of public
disclosure, more than 30 percent of all candidates interviewed
for head coaching positions over the last 3 years have been
minorities. Even more striking is that 76 percent of all the
openings over the last 3 years have had at least one minority
candidate interviewed and more than three out of every four
vacancies, a person of color was interviewed but only nine of
the 81 openings in all of Division I have been filled with a
minority candidate. Focusing media attention and expending
energy on a collegiate version of the NFL's Rooney Rule not
only ignores the success of the BCA hiring report card, it also
diverts attention from the real issue, which is simply not
enough hires.
In addition to helping develop the hiring report card, the
NCAA national office has developed three coaching academies to
help prepare candidates for coaching positions. Academies go
beyond the Xs and Os. The focus is on the other skills that are
required to run a multimillion-dollar operation, hire and
manage a staff of two dozen or more, organize and develop more
than 100 student-athletes, recruit in competition with dozens
of other teams for the best talent, help acquire donations for
athletic and other departments in the university, and often to
be the most visible person on campus. And oh, by the way, you
have to win games. The most elite of these programs for expert
coaches with 8 years' experience has had two of its graduates
hired as head football coaches in the last 2 years and a third
individual, a graduate of the NCAA's men's coaching academy,
has also joined these ranks. Three of the last four minority
hires have come from the NCAA academies.
The coaching academies have made a difference, the BCA
hiring report card has made a difference and yet not enough
hires are being made. What is next? In my view, we must
overcome two additional obstacles. We have to mitigate the
risk-averse nature of those who make football hiring decisions
and we have to improve the informal network so that minority
coaches are included. Their names must be advanced when
influential consultants are asked the question, who can do this
job? Those who make recommendations and hires must be as
comfortable with African-American football coaching candidates
as they are with African-American basketball coaches who now
occupy more than 25 percent of the head coaching jobs in
Division I men's basketball. Incidentally, there is no Rooney
Rule for basketball. Getting top candidates in front of
athletics directors and others before the stress of hiring
begins is the next push we must undertake.
History was made on February 4 when two African-Americans
coached their teams in the Super Bowl. Any institution focused
on the values and success they represent would be proud to hire
Lovie Smith or Tony Dungy as its head coach and both were
coaches in college football but we let both get away. The next
Lovie Smith or Tony Dungy is already in the pipeline. Talented
minority coaches are on our campus in Division I. We simply
have to hire them for the top jobs.
I thank you for this opportunity.
[The prepared statement of Mr. Brand appears at the
conclusion of the hearing.]
Mr. Rush. Thank you very much, Dr. Brand. Let me begin by
asking you a couple of questions that I think are pretty
relevant right now. Both of you have indicated that there is a
real serious cabal in collegiate sports, really an old boys'
network that excludes minorities from consideration and also
from hiring. Can you describe for this subcommittee how that
network, if you will, stands as a barrier to hiring of athletic
directors and football head coaches?
Mr. Brand. Yes. I think it is important to point out, Mr.
Chairman, that the hiring process in universities is different
from that in the professional leagues. There are a lot of hands
on the wheel in college, and so it is not just the athletic
director and the president getting together in almost all
cases. There is a lot of information that goes through in terms
of a search committee, in terms of input from alumni groups, in
terms of consultants, and in terms of other football coaches
too, who are, as you know, almost all white. As a result, all
that information comes into the athletic director and the
athletic directors have to make a decision that will affect
their futures and so they have taken a very risk-averse
position and have not been willing to hire African-Americans
despite in many, many cases the noticeable and clear skill and
experience of those individuals.
So I think to move from the search process, which was
getting better in the hiring, we are going to have to look at
who is making the specific recommendations, where are the key
points of change and leverage in that very complex process, and
I know that firsthand, having been president of two
universities. I have been involved in the hiring of head
football and basketball coaches a number of times over. But
sitting as a president, what happens is, you can help make the
process more inclusive and that is why I think we are seeing so
many more African-Americans interviewed, but most presidents
don't know a lot about football or basketball and then take the
advice of others, so we have to look at athletic directors and
their committees and others who are providing that input and
have a multi-pronged attack on that.
Mr. Rush. Well, do you know if any of these presidents hire
or have people on their staff who can be loosely classified or
categorized as consultants on these specific matters of racial
fairness in hiring at the athletic level?
Mr. Brand. Yes. There are two types of people that do that.
Almost all our major universities have an office of diversity
in which they have--who oversee the process, not the particular
candidate but will make sure the process is fair. We have to
apply that affirmative action fair process to athletics just as
we do to deans and faculty members and so on. We do it often in
the rest of the university. Somehow we don't always do it in
the case of athletics. And second, we have outside consultants
who are hired to do the job who come in and they provide
substantive advice. They give names.
Mr. Rush. Reverend Jackson, do you care to respond?
Mr. Jackson. Congressman, these same schools can find the
players in the dingiest, most difficult circumstances. They can
find the players. They can't find the guys who coach the
players to make them qualified to play at this level of
athletics. I mean, you go to X high school that is producing
these great athletes and you look at their coach by and large
in the city is African-American. The issue also is not to be
colorblind but to be color caring. Race is an issue in hiring
and recruiting. They will hire blacks to recruit to go into
black neighborhoods and look for ballplayers like scouts and
they hire them and put them on the staff to recruit, and what
makes this--another concern, Congressman Rush, is that in this
area, let us deal with, if a guy is a defensive coach and has a
good defensive resume, there has to be points in that. If an
offensive coach has a good resume, there must be points in
that, and when you look at the Bob Simmons case in Colorado, of
the Croom case in Alabama, resumes had no meaning, and
somewhere outside of resumes, outside of objective criteria, I
mean, the best defensive football coach in America for 2 years
in terms of No. 1 couldn't get hired at that school. If you
just look at the Shula versus Croom resume, it is not even any
comparison.
I would think that in the end you who are Congress people
who allocate money to these schools must demand a standard for
hiring and recruiting that is transparent. Without new rules--
we do best when the rules change. We were qualified to vote
before 1965. Until the rules changed, we couldn't vote. We were
qualified to play baseball before 1947 but until the rules
changed--we need rules to protect us. We cannot depend upon the
subjective whim of well-moneyed alumni groups that somehow
operate outside of the university system. The president of the
university must be responsible for who is hired, even though
the coach often gets paid more than the president, I might add.
Somehow we have almost run a kind of a parallel scheme here
that takes the coach outside of the realm of the university
mandate. I think that cannot be allowed to happen.
Mr. Rush. Thank you. Mr. Stearns.
Mr. Stearns. Thank you, Mr. Chairman. I was pleased that
when I read the statement of Reverend Jackson he indicated what
the real issue is here. Some people will talk about it being
fairness but I was pleased that he mentioned in his opening
statement when he said, ``They simply need to be given an
opportunity,'' and obviously he is talking about the African-
American individuals. When you look at Lovie Smith or Tony
Dungy's resume and you see back in 1992 Lovie Smith was a
linebacker coach and then in 1994 he was at the University of
Tennessee, a defensive back coach, in 1995, defensive back
coach, 1996 to 2000, linebacker coach, 2001 to 2003, defensive
coordinator. Then he became head coach of the Chicago Bears.
The same pattern is for Tony Dungy when he was talking about in
1988 he was the Pittsburgh Steelers defensive coordinator, 1992
to 1995, defensive coordinator, Minnesota Vikings, in 1996 to
2001 Tampa Bay Buccaneers, he was head coach and then he went
to Indianapolis Colts where he was the head coach.
Dr. Brand, you had indicated in basketball there was no Art
Rooney Rule and yet we have seen in basketball the coaches. Is
that what I understand you to say?
Mr. Brand. Yes, sir.
Mr. Stearns. OK. And we all know that the Art Rooney Rule
from the Pittsburgh Steelers owner essentially guaranteed that
when someone looked at a coach, there was a mandate that you at
least have one African-American. Is that what I understand the
Rooney Rule to be?
Mr. Brand. Yes, sir.
Mr. Stearns. Now, under this kind of situation, it seems to
be working in basketball but not in football. Is that a fair
statement?
Mr. Brand. Yes.
Mr. Stearns. And so clearly, the opportunities for African-
Americans to make it in basketball are there and it is highly
competitive and these athletes are extraordinarily successful,
so in a simple way, you mentioned two reasons it is not making
it in a broad sense. You said risk-averse and informal rules.
Reverend Jackson doesn't want to have rules because he realizes
if you don't have transparency and you have these rules, then
people somehow are able to manipulate those rules and do what
they want. So the transparency is what he is asking for. Now,
is the transparency there in basketball that is not in
football?
Mr. Brand. No, actually there is more transparency right
now in football than there is in basketball in hiring head
coaches, and that is the result of the good work of the Black
Coaches Association and their report card. They make public and
they have for the last several years the entire interviewing
process and who is being interviewed. What that has done is
that we have produced on average 30 percent of the people
interviewed for head football coaches in Division I are
African-American. Seventy-six percent of all the searches have
included amongst their final candidates for interviews African-
Americans. We have now transparency in hiring African-American
head football coaches more than we have in basketball, so that
is part of the answer.
Mr. Stearns. Well, then are you saying that the
transparency is not the key then?
Mr. Brand. It is not sufficient. It is necessary. We can't
give it up but it is not sufficient.
Mr. Stearns. Transparency in football, it is more
transparent than it is in basketball?
Mr. Brand. Yes.
Mr. Stearns. But we are more successful in seeing the
number of African-Americans in basketball?
Mr. Brand. Yes.
Mr. Stearns. So what gives?
Mr. Brand. It is the hiring process. I believe it is how
the recommendations are made to the president and the board in
the universities. We really have to get inside that process. It
is a complicated process. Sometimes alumni and boosters have
excess control.
Mr. Stearns. I understand that. It is a money game.
Mr. Brand. I don't think that is always the case. I think
there is risk-averse. There is a lack of knowledge of some very
fine coaches and we have got to be able to increase that, so we
have got to find a way to get inside those final
recommendations. The transparency is there, sir.
Mr. Jackson. Mr. Stearns, there is also a sense now--there
is a kind of belief that black basketball coaches can recruit
black kids better and can quote, unquote, handle them. There is
a sense that there is kind of an expectation shift that is
taking place on the basketball side. You mentioned Tony Dungy.
He also, given the Rooney Rule, was asked to come to Green Bay
to seek the job as an offensive coordinator and he was
defensive, therefore he didn't make it. They asked him to come
but Tony--Lovie Smith was Chicago's fourth choice. Nick Sabin
was the first choice and couldn't work out team control. He
took the job at the lowest price of any coach in the whole NFL
to get a chance to coach. There is not a player on his bench
that makes less money than he makes. He is the lowest paid
person on the personnel and can't get a contract signed now
after going to the Super Bowl.
Mr. Stearns. If it is true in terms of recruiting for
basketball, why wouldn't it be true for recruiting for
football? Why wouldn't the African-American coach be much more
successful at recruiting in football if using your argument
that he does for basketball?
Mr. Jackson. Ask the hirer, whoever is calling that shot as
to the employer, the alumni group that weighs in. When you
close the door at Colorado and you look at the resume of
Newhouser behind that closed door, ask those people that
question because that is who is making that decision that
somehow blacks can't relate to alumni groups or they can't
raise money, they can't do the beyond-the-football field stuff.
So I think that what is clear is, there is no deficit of
football capacity to coach but the will to hire, and I would
think when we made the most progress when we were protected by
law. I don't want to go any further where you have NCAA
openings and what schools get Federal monies not to be
accountable on some transparency in recruiting of coaches, not
just recruiting of players process.
Mr. Stearns. Thank you, Mr. Chairman.
Mr. Rush. Mr. Hill is recognized for 5 minutes.
Mr. Hill of Indiana. Thank you, Mr. Chairman. Dr. Brand, I
was listening to your comments and was wondering, what stage in
the process, whether it be the search committee, recruiting,
what is the most important area that you need to focus your
attention on in terms of trying to get this turned around?
Mr. Brand. Yes. I think that is a central question. I
couldn't agree more with Reverend Jackson. The will to hire is
just not there right now, and I think you have to look at the
final recommendation that comes to the president. I mean,
although the president has responsibility and final authority,
there is no question about that, but presidents by and large
don't know a lot about college sports. They think they do but
by and large they need good advice, and the athletic director
and those who help the athletic director including consultants
and others are providing that advice, and I think you have to
go right to the heart of the decision-making process, the
recommendations that are coming up the line at that crucial
point, and that is where I would look for leverage.
Mr. Hill of Indiana. OK. Reverend Jackson, in listening to
your remarks, I am still not clear in my own mind why we are
being successful in basketball but not football. I am drawing a
blank here.
Mr. Jackson. I am not sure. It could be--Nolan Richardson,
who has been through this process, might be able to answer that
question better. I think what excites me at one level today
having grown up in South Carolina, when I look at University of
Clemson, University of South Carolina, the whole State becomes
orange and white versus red and white instead of black and
white. Only athletics can take us to that euphoria, that is
because of the rules, but wonder why they cannot get coaches.
They get coaches on those teams to recruit those black players
because they feel they have more access to the homes but not in
fact. The alumni then decides can we take this leap of faith
and trust and one would like to think that the success of Tony
and Lovie has given more people the heart, quote, unquote, to
take the leap, the risk, because the winningest percentage--I
might add, the black coach's percentage is higher like the
black kids, the athletes' graduate rates are higher than the
average students. Black coaches' winning records are higher
than their white counterparts. So everything about this says
that something about this is irrational. The winningest coaches
can't get the jobs. I can't believe--Nolan Richardson again,
the guy from Arkansas, he is the No. 1 NCAA championship, he is
the No. 2, No. 4 something, he is the--and can't get a job.
What is wrong with that?
Mr. Hill of Indiana.Well, I agree with you 100 percent. I
am just at a loss as to why again it is--they are not hiring
people like him in football but they are doing it in
basketball. I mean, Indiana University has an African-American
coach now that I think very highly of.
Dr. Brand, would you care to offer your--I mean, you have
been involved in this before. You know how the network works.
Mr. Brand. Well, I hired the first African-American head
coach in any sport while I was president of Indiana University
and frankly, that was a hard barrier to break through and----
Mr. Hill of Indiana. Let me stop and ask, was this person
that you hired recommended by your select committee?
Mr. Brand. Yes.
Mr. Hill of Indiana. OK.
Mr. Brand. Yes, and I think it was a good recommendation.
Obviously I went with it. He was a basketball coach, by the
way. And the fact of the matter is, I think most presidents
need that good advice and we have got to figure out a way to
provide that advice. What we have in football like in
basketball is a continuing repetition of the decision-making
processes and those involved in the decision-making processes
that don't allow for inclusion. We are caught in a small circle
there and we have got to break out of it, and until we do that,
until we get a critical mass of leadership as we do now in
basketball coaches, we are going to be confined in this small
circle and it doesn't work for these universities. They need
the better talent.
Mr. Jackson. Mr. Hill, the best news is that black coaches
are qualified. They don't need to be taught to do it. They are
qualified and they are winning. That is what gets the rub. They
are qualified, it is self-evident, and winning. In
qualifications, when winning is not enough, something
irrational is cooked in and those persons who have those
qualifications should be protected from those persons who
present obvious barriers.
Mr. Hill of Indiana. Thank you, Mr. Chairman. I yield back.
Thank you.
Mr. Rush. Dr. Brand, if the search committee says hire,
then where is the resistance? If the search committee makes the
recommendation and the hire doesn't take place, then what is
the barrier? Why doesn't it take place?
Mr. Brand. Search committee recommendations come through
the athletic director, who usually confers directly with the
president and translates, if you like, that information from
the search committee. Too few search committees are looking at
just football expertise and are looking at other issues. Look,
the elephant in the room is race and a number of search
committees are concerned and treat that as a negative when they
obviously should not. So we get that, and as that
recommendation comes up to the president, he works directly
with the athletic director who more often than not obviously is
white and looking at the same group of candidates that they
have looked at before. So I think it is that search process as
the recommendation goes up that we have to figure out a way to
break in.
Mr. Rush. Mr. Terry.
Mr. Terry. Well, let us follow up on that, Mr. Chairman,
where my question is coming from. I think the two of you have
identified and being experts in your field, I wouldn't
disagree. I think the search process, the lack of knowledge by
the president or chancellor who approves or the regents board
then that approves later, their lack of expertise. So the issue
is since we have identified one of the more significant aspects
of the problem, what is the specific solution that can be
reasonably adopted by the NCAA to make sure that the best-
skilled coach is hired, especially if they are African-
American. Doing a Rooney Rule in the NCAA, is there some way
that we can make that by rule, not by legislation but by the
NCAA to really encourage this?
Mr. Brand. Now, remember, the Rooney Rule only mandates a
best practice for interviews. We already have that. In fact----
Mr. Terry. And Reverend Jackson even exposed how that can
be abused.
Mr. Brand. Right, so that is not where the answer lies. I
mean, where I think the answer is lying is making sure that
there is direct and informal contact and it can't just be from
the national office of the NCAA. For example, the conferences
and the conference commissioners have begun to hold informal
meetings in June and other times of the year in order to bring
together athletic directors and potential candidates who are
African-American head coaches. Our coaches' academies not only
serve some professional development opportunities but they also
bring people together in the same room. We need to be able to
break down those social and informal barriers so that we know,
so that the ADs and others who are making the decisions
understand and can interact with these leading coaches.
Mr. Jackson. The reason I am so strong, Congressman, on the
rules is that you do benefit people that you know, trust, like
and have to--know, trust, like, have to. If we have to be
considered, then we are in the game. If it based on know, trust
and like, we don't get in the circle. There is a dimension just
beyond know, like, trust, have to. If you get Federal monies
for that school and they are hiring people, there is something
called EEOC, that is called fairness in hiring. That does not
guarantee that the person gets the job. It guarantees
transparency in the consideration, and to that extent, you
begin to move in with the have-to dimension.
Mr. Terry. In that regard, does that mean that university
hiring within an athletic department is exempt from EEOC review
currently?
Mr. Brand. No.
Mr. Terry. I didn't think they were.
Mr. Jackson. Apparently they are.
Mr. Brand. No----
Mr. Terry. Unless a complaint is filed.
Mr. Brand. EEOC says that in extraordinary circumstances
you can step out of your normal hiring practices.
Unfortunately, that is used too much and is an excuse. So it is
within the law but it is being abused, to be frank about it.
Mr. Terry. All right. Then there is maybe some way or
something that we could do to look at it but I think other
regards it needs to be dealt with by some institutional changes
within the NCAA or, as you said, Dr. Brand, the conferences
themselves.
In my minute and a half that is left, just as a college
football fan, it appears to me just over the last 10 to 20
years even though there are white head coaches, even at the
University of Nebraska, the vast majority of assistants,
offensive, defensive coordinators are African-American. Are we
seeing that tipping point coming where just the vast--there is
going to be so many more highly qualified coordinators that are
from major programs that are going to be the obvious choice for
the head coaching position, that we are just going to see a
more natural hiring of African-American coaches? I would like
your comments both from Reverend Jackson and Dr. Brand.
Mr. Brand. I would hope so but I am at this point not as
optimistic as I would like. I mean, it is true that the
pipelines are filling up and that is a very positive sign but
until we actually make the hires, we won't reach the tipping
point. We are not close to the tipping point right now. We
don't have the critical mass.
Mr. Jackson. Being at this hearing, Congressman Rush, is
making this a public discussion. We have to put light on this
discussion. It is absurd. When you look at Lovie being the
fourth choice and he takes them all the way to the top and
after he won the championship last year in this area they kept
him from a pay raise. This time he went all the way to the
Super Bowl, and I am glad that the writers in this sense, white
female writers said it is beginning to smell like race. If
Bobby Rush or I had said that, it would take on another, here
you go jumping again, but is becoming obvious that something is
not passing the smell test when the Super Bowl coach cannot get
paid more than his players. It is that little tweak there that
means that public pressure becomes a factor in forcing people
to think, because if the Chicago Bears fans, they say he is the
guy, and in Indiana, Dungy is the guy. So it is that--that is
the tipping point that must be broken and I think public
pressure and your inquiry--if they know that there is a new
hire to be taking place and that your eyes are on them for
transparency, that would be a help. Just that alone would be a
help.
Mr. Terry. Thank you.
Mr. Rush. Mr. Whitfield, you are recognized for 5 minutes.
Mr. Whitfield. Thank you, Chairman Rush, and Reverend
Jackson and Dr. Brand, we appreciate both of you being with us
this morning on this important subject. Like other members, I
certainly enjoy professional sports and collegiate sports, and
I would just ask you, what is the average salary--maybe
Reverend Jackson can answer this question--the average salary
of a head coach in the NFL today?
Mr. Jackson. I do not know. All I do know is, it has been
widely published that the lowest salary is Lovie Smith, who
took the team to the Super Bowl. That is all I know.
Mr. Whitfield. And did you make the comment that he was
unable to get a new contract signed or something?
Mr. Jackson. It is being negotiated right now, and it is
becoming an issue in the public because it is so absurd right
now. He is the guy who is the key man obviously from his
success and yet far inferior records are getting better paid
but not the same kind of public back and forth.
Mr. Whitfield. And Dr. Brand, do you all keep records of
the race of athletic directors at, say, Division I colleges
around the country?
Mr. Brand. Yes, we do. The situation for ADs is a little
different from head football coaches. We are at the beginning
of seeing some serious movement and in particular several
African-American athletic directors are now at the very best
jobs and are moving between positions, so we are close to the
tipping point. They are not there yet but we are seeing in
athletic directors some serious positive movement.
Mr. Whitfield. How many Division I schools are there?
Mr. Brand. There are 119 I-A schools.
Mr. Whitfield. And of those 119, how many African-Americans
would be the athletic directors?
Mr. Brand. I think it is around 13. I am not 100 percent
sure of that number but I think it is--more importantly, it has
increased and importantly too they are at some of the very best
schools.
Mr. Whitfield. Now, you obviously have a lot of contact
with university presidents and university athletic directors.
Is this an issue that they seem to be talking a lot about or is
it just sort of something that comes up periodically or----
Mr. Brand. I think there is general recognition and concern
but not enough debate and discussion.
Mr. Whitfield. Right. How many employees do you all have at
the NCAA?
Mr. Brand. Now, remember, there is great confusion about
who the NCAA is.
Mr. Whitfield. OK.
Mr. Brand. The national office has about 350 employees.
They are all staff members, myself included. I have no votes on
any of these issues. We service the larger population. That
larger population consists of over 1,000 schools and
universities and the hiring decisions are being made on the
campuses. The NCAA national office has no authority to
recommend or to make any hires.
Mr. Whitfield. OK. So the 300 or so at the headquarters,
you all are simply the administrators of the rules and
regulations and provide guidelines?
Mr. Brand. Yes, sir. That doesn't stop me from speaking out
though.
Mr. Whitfield. And at the NCAA headquarters, what percent
would be African-American employees, would you say?
Mr. Brand. I will ask my colleague but I think it is over a
quarter. Yes, about a quarter, including leadership positions,
I should say.
Mr. Whitfield. And how long have you been the head of the
NCAA?
Mr. Brand. Four years, sir.
Mr. Whitfield. So have you enjoyed the experience?
Mr. Brand. Yes, I have.
Mr. Whitfield. I am not going to get into the University of
Illinois Ilini issue but--OK, Mr. Rush. I yield back the
balance of my time.
Mr. Rush. We recognize the ranking member for an additional
question.
Mr. Stearns. Mr. Chairman, you were asking Dr. Brand a
couple things which I thought were pertinent, and I would like
to find out, what is your feeling on the influence that the
alumni has in the selection of the football coaches, because we
have talked about the athletic director, the president, and you
indicated the president probably has no knowledge of who to
hire; he relegates this to the athletic director. But it wasn't
clear to me in your conversation your feelings about the alumni
department.
Mr. Brand. That is a very important question, I think. I
think on some campuses, and it is variable by campus because
there are different processes on each campus. It is variable by
campus. On some campuses, they have a great deal of influence.
On most campuses, the large majority, they have modest or
little influence. So you really--I read an article not long
ago, an op-ed in the New York Times, that said it was the
alumni group or the booster groups that were the problematic
groups, and that is conceivable. It would be true on some
campuses but I would think it would be a small proportion of
the campuses, so we have to be careful not to exaggerate their
role in the decision-making.
Mr. Stearns. I just wanted to ask Reverend Jackson the same
question I asked Dr. Brand, he was talking about the athletic
directors and the president and the alumni and trying to
understand this transparency, and I was asking him what the
influence of the alumni was, and you perhaps may have an
opinion of the alumni's participation and their decision-making
process in this whole process.
Mr. Jackson. Well, they are the ones that pay the coaches
the exorbitant salaries, oftentimes outside and beyond what the
presidents make.
Mr. Stearns. Yeah, they make a lot more than the president.
Mr. Jackson. Well, they do, and they are the ones that
offer the coach the radio and the TV commercial deal. They
bring to the table lots of money to influence the decisions and
all you can do is to, A, recognize that that big money factor
is a huge factor.
Mr. Stearns. Is it critical, do you think? Would you say it
is critical in the decision process?
Mr. Jackson. It may be the biggest factor because you are
not hiring a coach to be a physical education teacher. You are
not hiring him to be a professor. You are hiring him to coach
the ball team and that is its own profession.
Mr. Stearns. Dr. Brand, Reverend Jackson says he thinks it
is critical, perhaps the reason that a lot of these coaches
selected. Would you agree with that?
Mr. Brand. On this particular issue, in my own experience I
would not say that that is the case. However, on some campuses,
often very high-profile coaching positions, it is critical but
on a large majority of campuses in my experience and talking to
many presidents, it is a factor but not the critical factor.
Mr. Jackson. Dr. Brand is different. You must understand.
This guy got rid of Bobby Knight so he is different. He is not
like other people.
Mr. Rush. With that note, we are going to conclude this
first panel. I want to really thank our witnesses for their
extraordinary testimony and we certainly will commit to
continue to look into this area and provide what we hope will
be some remedies for this situation that currently exists.
Thank you very much.
We will call our next panel. I want to welcome, and this
committee wants to welcome this panel of expert individuals who
have shared so much of their lives that they experienced with
America. I want to first of all, from my left and your right, I
want to welcome specifically Dr. Fitzgerald Hill, who is the
president of Arkansas Baptist College. Dr. Hill is a former
head coach of the football team there at San Jose State. Dr.
Hill was an assistant head coach at the University of Arkansas
football team. He has done extensive academic work on this
particular subject matter.
Next, Dr. Floyd Keith is the executive director of the
Black Coaches Association. Mr. Keith can describe the
difficulties and barriers African-American coaches face when
trying to move up the coaching ranks and obtain the top head
coaching positions of college sports teams.
Our next witness is Dr. Richard Lapchick, who is the chair
of the DeVos Sports Management Program and director of the
Institute for Ethics and Diversity in Sports at the University
of Central Florida. Dr. Lapchick has done extensive work as an
academician and as an advocate for diversity in college sports
and will present a macro perspective including the results of
his annual ``race and gender report cards for college sports.''
Our next witness has been identified and talked about
earlier by the earlier witnesses. He is none other than the one
and only Dr. Nolan Richardson, who is the former head coach at
the University of Arkansas in basketball. Coach Richardson was
the head coach of the Arkansas Razorbacks when they won the
national championship in college sports at the Division I
level, and despite his enormous success as was indicated
earlier, he took his team to the Final Four three times and he
won the National Coach of the Year honors in 1994. The
University of Arkansas fired him in 2002, and we would like to
hear his testimony regarding that.
Finally, Tim Weiser, who is the director of department of
athletics at the Kansas State University. Mr. Weiser is also
the incoming president of Division I-A Athletic Directors
Association. Mr. Weiser recently hired Ron Prince as head coach
of the Kansas State University football team, making Mr. Prince
one of the only seven African-American head coaches in Division
I-A college football. We welcome him and his testimony also.
We will begin with opening statements for 5 minutes from
our witnesses, and we will start with Dr. Hill. Dr. Hill, would
you please give us your opening statement for 5 minutes?
STATEMENT OF FITZGERALD HILL PRESIDENT, ARKANSAS BAPTIST
COLLEGE
Mr. Hill. Thank you, Chairman Rush, and Ranking Member
Stearns and other distinguished members of the subcommittee,
and I appreciate the opportunity to share my personal
experiences with you today. You have heard the stats and I am
not going to elaborate on that. But this is very personal to me
because I was in this profession for 20 years and this is
something that has weighed heavily on my heart.
I think if we go back and look, and I am going to share a
little story as head football coach at San Jose State, we were
coming off a very positive 2 years. Our third year, we had some
problems and didn't win as many games as thought, but as we
stood at the boosters meeting which Mr. Stearns had referenced
to what the importance of the boosters that get involved in the
hiring process, I recently hired a new white defensive
coordinator after replacing a black defensive coordinator. So
after a few glasses of wine, a booster came over to me and said
Coach Hill, a couple of boosters and I, we have been talking,
we have been thinking and we think that you are going to turn
the program around now. He said we just had a discussion a few
weeks ago and we think one reason that you were not more
successful is because you had too many African-American
assistants on your staff. I said oh, really. I said, well, it
is interesting that you would say that. I said have you
researched the success of the program over the last 3 years
versus the success of the program 2 years previously of the two
previous head football coaches, who happened to be white. I
said if you know Coach John Ralston, who is a Hall of Fame
coach, served as head coach at San Jose State for 3 years, who
is now in the Hall of Fame, and then he named his own
successor, David Baldwin basically, and I said did you check
their winning percentages, and he said no, I haven't done that.
I said if you go back and look at that real closely, you will
see that my winning percentage is better than their winning
percentage after 3 years.
So with that being said, I want to ask you this question:
after those first 3 years of those individuals, did you go back
and tell Coach Ralston and Coach Baldwin that they would have
won more games had they had more white coaches. And the booster
situation has a lot to do with what we are dealing with today,
and I think in my opening testimony I would like to say how the
story of the effects of race is in the numbers and the history
of the hires. I mean, you don't have to say anything, just look
at the statistics.
Race continues to influence the decision-making process for
head coaches and coordinators positions. To explain the
effects, consider this. What if Vince Lombardi and Bear Bryant
were born with one-tenth of African-American blood in their
veins? Where would their coaching careers have taken them? The
same holds true for Bud Wilkinson, Woody Hayes, Frank Broyles
and Darrell Roll.
In the five Bowl Champion Series (BCS) games following the
2006 season, the 10 head coaches were all white. How long will
it be before two African-American coaches play each other in
the national champion game? We don't know. At the conclusion of
the 2006 season, there were 23 vacancies. One African-American
was hired and he wasn't their first choice. Since 1992, there
have been 437 head coaching vacancies at Division I level.
African-American coaches have been selected a total of 26 times
with 12 hirings occurring after the 1996 season. With those
numbers, there are those who claim that equal opportunity is
available to all regardless of color, but if they analyze the
data, they would be amazed that more African-Americans have
served our president as a Secretary of State than have worked
as head football coach in the Southeastern Conference. I am so
thankful that General Powell and Secretary Rice had a goal of
emulating Henry Kissinger instead of Bear Bryant.
The unconscious employment barriers of these problems are
evident when you listen to Roy Kramer, who served as
commissioner of SEC for 12 years, and in 1997 Roy Kramer told
the Washington Post that the SEC schools were hiring equally
across the board. Well, if Coach Kramer and others like him
looked at the situation realistically, they would realize that
their definition for equitable access in the coaching
profession was at least grossly distorted and at most is a
factual lie. The NFL has made tremendous progress with the
Rooney Rule but for the NCAA to merely match the NFL's progress
in this area, college football would have to hire 21 more
African-American head coaches tomorrow. That is hard to imagine
when considering that there is fewer African-American head
coaches than there were 10 years ago, which concludes that
racial equality is not progressing forward, it is actually
going backwards. In football terms, that is called a fumble.
Thanks to Jimmy ``the Greek'' Snyder, which really brings these
comments to light with his comment back in 1988 and he said,
``If all African-American coaches take over all the coaching
jobs like everybody wants them to, there is not going to be
anything left for white coaches.'' This is 2007. That statement
was made in 1988. We have to tackle the barriers so that black
coaches can coach. They want what everybody else wants, an
opportunity to do that. I am fortunate that I had the
opportunity to do that and I hope that my peers will get that
chance to do the same. Thank you so very much for allowing the
testimony.
[The prepared statement of Mr. Hill appears at the
conclusion of the hearing.]
Mr. Rush. Thank you. Mr. Keith.
STATEMENT OF FLOYD KEITH, EXECUTIVE DIRECTOR, BLACK COACHES
ASSOCIATION
Mr. Keith. On behalf of the Black Coaches Association, I
would like to thank the Committee on Energy and Commerce and
particularly the Subcommittee on Commerce, Trade, and Consumer
Protection and you, Chairman Rush, for initiating this hearing
regarding the lack of diversity in leadership positions within
the NCAA collegiate sports. I am proud to represent more than
4,000 members of our association who entrust me with this
opportunity to dialog on this issue. The Black Coaches
Association is a 501(c)(3) tax-exempt, nonprofit organization
created for the primary purpose of fostering the growth and
development of ethnic minorities at all levels of sports, both
nationally and internationally. Our mission is threefold: to
address significant issues pertaining to the participation and
employment of minorities in sport, to assist minorities
aspiring to have a career in athletics through educational and
professional development programs and scholarships and to
provide youth and diverse communities the opportunity to
interact positively with the BCA.
This statement specifically relates to the dire and
disparate representation of African-Americans in roles of
leadership within the NCAA. Since 1987, and especially
beginning with the fall of 2002, the BCA has been hands-on in
the effort to implement positive and proactive initiatives to
address this concern. Dating back to 2003, on four previous
occasions, I have personally voiced this concern on behalf of
the association to members of Congress at the Congressional
Black Caucus in 2004, the annual legislative conference in
2004, and in 2005, the National Black Caucus of State
Legislators. I applaud this committee.
Dr. Lapchick will share with you the stark reality of
statistical facts regarding participation and employment
opportunities. One statistic I will definitely share with you
which I am sure will get your attention is this. Recognize
today that a candidate of color has a far great chance to
become a general in the United States Army at 83 percent with
26 percent participation than becoming president at any NCAA
Division I-A institution, which is 3.4, or being named head
football coach, which is 3.6, or women's basketball coach,
which is 7.7, for any NCAA Division I program as well as an
associate athletic director at 8 percent for any institution or
faculty rep at 7.6 or being named commissioner of any NCAA
athletic conference, which is zero percent. You have a better
chance of being Colin Powell.
The game plan for the BCA has been addressed and centered
on a goal-oriented approach which has been framed on knowledge,
accountability and political influence and financial influence.
The knowledge component has been addressed in three ways:
first, by our continuing efforts to expose and report accurate
statistical analysis of the issue. Second, these statistical
data are then complemented by providing intercollegiate
decision-makers with lists of capable candidates for head
coaching and athletic director openings. We also understand the
necessary to both acknowledge and increase the numbers of
African-Americans in the candidate pool. For the past 5 years
the BCA has made the diligent effort to provide capable
candidate lists for Division I head coaching openings in
football to collegiate athletic directors and presidents for
every opening. We have asked that this information be received
with an open mind with the insistence that an honest
consideration of applicants of color and gender would be given.
It will be difficult, if not impossible, for change to occur if
decision-makers do not expand their knowledge and awareness of
potential candidates beyond their often utilized comfort zone.
The third piece is educating the general public regarding
the unfounded myths of people of color and the unspoken
concerns of the negative effect upon financial giving and
corporate sponsorships that is also a function of knowledge.
The BCA believes accountability is fundamental in any formula
dedicated to altering social injustice. Throughout the history
of our United States, the resolution of civil rights issues has
always required accountability. The role of the BCA's hiring
report card, which I will discuss shortly, has served as our
instrument of accountability to date. Just as title IX opened
doors for NCAA women's athletics, we believe title VII may be
necessary to drive this issue to the forefront and fulfill the
accountability requirement. History has proven that in order
for any significant progress to be made in eradicating a social
injustice, legal action has been the catalyst for change.
The final category is that political and financial
influence reveal a harsh reality which is present in all high-
profile searches. Who knows who is much more important that who
you know. It would be naive for us to think we can disregard
the power of influence of these components.
Increasing the candidate pool, I will address that briefly.
Since the fall of 2002, we have attempted to increase the pool
of candidates with the awareness of capable candidates lists
for the positions of head football coach and basketball coach
as well as athletic director. This resource was initiated as a
collaborative effort between the BCA and the NCAA's minority
opportunities interest committee coupled with recommendations
from high-profile coaches and administrators in collegiate
athletics. Myles Brand has supported this process. Our lists
are distributed in two ways. As a subscriber to the BCA's
online job line, a candidate list may be viewed by
representatives of the institution seeking applicants. Second,
for the Division I head coaching openings in Division I
football and women's basketball and for athletic director
searches, both a general and specific candidate list is
provided directly to the institutional athletic director and
president via a hiring report card package which we sent.
Great strides have been made in professional development.
The aforementioned coaches academies that have been developed
by the NCAA at Myles Brand's blessing and with the support of
the BCA and the American Football Coaches Association and the
NFL are going a long way to provide new candidates for
intercollegiate coaching positions but this may not be enough.
Mr. Rush. Mr. Keith, would you bring your conclusion,
please?
Mr. Keith. We have been working also to confront myths,
improving the search process with our aforementioned hiring
report card, which is already in the record, sir, and title VII
implications we feel can be utilized to advance this issue.
Thank you very much.
[The prepared statement of Mr. Keith appears at the
conclusion of the hearing.]
Mr. Rush. We will make sure that the remainder of your
testimony is included into the record. Dr. Lapchick, welcome.
STATEMENT OF RICHARD LAPCHICK, CHAIR, DEVOS SPORTS MANAGEMENT
PROGRAM
Mr. Lapchick. Thank you very much, Congressman, and we
really appreciate the fact that you have convened these
hearings. I was one of the people who testified when
Congressman Towns and Senator Bradley put forth the Student-
Athlete Right to Know Act many years ago and that has had a
tremendous effect and I think today's hearing have that same
potential effect on an equally critical issue.
I think we have a rare opportunity, everybody has alluded
to it, because of the Super Bowl and the two coaches who were
in that game and one African-American coach now a Super Bowl
champion. A lot of people were surprised that an event actually
taking place in Black History Month made history in Black
History Month. Today is the last day of Black History Month and
the question is, will we remember what happened and the facts?
Most people were surprised when I mentioned that in the history
of the National Basketball Association, only one time have two
African-American head coaches faced each other in an NBA
championship. There has never been two in a World Series. There
has never been two in the final men's championship or women's
championship game in college basketball. There has never been
two African-American head coaches in any BCS bowl game. This
was a rare, rare event as has been noted. And the question is,
do we remember the names of those coaches who broke those
barriers? Probably not.
Do we remember the dates when they broke the barriers? In
fact, in the NBA it was Al Attles and K.C. Jones in the 1974
NBA championship. Prior to that time, only five African-
Americans had ever been head coaches in the NBA. Since then, 46
African-Americans have been head coaches. When Nolan
Richardson, John Thompson and Tubby Smith led their teams to
NCAA championships, prior to John Thompson's victory with
Georgetown, there has been only a handful of African-American
head coaches in the college ranks.
Now with 25 percent of Division I basketball coaches being
African-American, it is a completely different landscape. In
the NBA and the NFL, we barely even notice when an African-
American is hired or fired because the doors seem so wide open.
Obviously that is not the case in college football, and while
we have spent a lot of time on college football, I also want to
paint a picture of all of college sport because the
restrictions are simply not limited in the area of football. We
have in terms of student-athletes plenty of opportunity. And
these are Divisions I, II and III, respectively, the statistics
I will give you. Twenty-one percent of Division I student-
athletes are African-American, 18 percent in Division II, 7
percent in Division III. We have more than a majority in
college basketball and nearly a majority in college football.
Nearly 44 percent of women playing college basketball are now
African-American, an all-time record.
When we look at the positions of who is running those
sports, the picture changes, and that has been alluded to in
cases so far. Every one of the Division I-A conference
commissioners are white men. Every one of the Division I
conference commissioners excluding the historically black
colleges and universities are white. In the coaching ranks, we
talked about basketball and plenty of opportunity. We have
talked about football. College baseball, 4.1 percent of the
head coaches in college baseball are people of color. Across
three divisions, these are the percentage of whites holding
those head coaching positions. Division I--this is all sports--
90.6 percent; Division II, 89.5 percent; Division III, 93.4
percent. The percentage who hold those head coaching positions
in college football are actually higher than they are for
African-American head coaches in Divisions II and III. In fact,
for me the most startling statistic, Congressmen, is that there
are more women coaching men's teams in Division III than there
are African-Americans coaching men's teams in Division III.
There is a virtual lockout of opportunity for African-Americans
in those coaching ranks. When we come to the college president
ranks, you have heard already that 94 percent are African-
American. When we look at the athletic director ranks, 95
percent, 94 percent, 93.2 percent at the three different levels
are all held by white men. There is an impression that there
are lots of people in the pipeline in the associate athletic
director positions ready to step up. The percentages of whites
controlling those positions are 91 percent, 89 percent and 92
percent in the three respective divisions.
It was alluded to by Congressman Terry before that the
majority of assistant coaches at the coaching ranks in college
football are African-American. The reality is that that is
simply not true. There is not one division that has less than
80 percent of the assistant coaches who are white and the
opportunities just are not there across the board at all
positions and I think what it calls for is tools that we simply
don't have in college sport because whatever we have isn't
working, and Dr. Brand has been a tremendous leader on this
issue. He has done great things in the NCAA including who has
brought into the NCAA but he hasn't had the ability as the NCAA
president with the bully pulpit to really make significant
changes, and I think that is quite obvious to me, and I know
that there is resistance to it at the level of the NCAA, that
the Rooney Rule has made a tremendous difference. We went from
two to seven African-American head coaches in the National
Football League. Most people forget that 2 years prior to the
Rooney Rule, Bud Selig implemented a similar rule without a
name and Major League Baseball went from three to nine managers
of color in Major League Baseball and yet you heard Dr. Hill
said that we actually have less head football coaches in
college sport now than we had 10 years ago when we had eight
Division I-A head coaches. The situation is worse now than it
was 10 years ago. I think the Rooney Rule, I think title VII
lawsuits, I think the whole series of some of the things that
the NCAA is already doing will be helpful but I think the keys
are getting more tools and having these congressional hearings
are certainly a start in the right direction, and I thank you
for listening.
[The prepared statement of Mr. Lapchick appears at the
conclusion of the hearing.]
Mr. Rush. Coach Richardson.
STATEMENT OF NOLAN RICHARDSON, FORMER COACH, UNIVERSITY OF
ARKANSAS BASKETBALL TEAM
Mr. Richardson. I want to thank the committee and
Congressman Rush for inviting me up.
On this day 5 years ago, the last day of Black History
Month, I was fired on this day, so this is an anniversary date
for me. I thought about it when I was sitting in the motel
room. On this day 5 years ago I was sitting listening to two
white males determine my fate in coaching athletics and
basketball and being an assistant athletic director. It always
has been my burden to prove that I suffered at the hands of
discrimination while working at the University of Arkansas as
the men's basketball coach. I believe that my cries for
equality fell on deaf ears. My immediate superiors did not care
about what I had to say. Of course, since they were the
offenders, especially one, this did not stop me from continuing
to point out the overt discrimination
I had to endure during those 17 years. I had not received
the greatest contract. The numerous bonuses that other coaches,
which were basically white, particularly football, would make--
or have better contracts that I had when I had been working
extremely hard having a building built at the University of
Arkansas that seated almost 20,000 fans. Tickets all sold out,
from 5,000 to 8,000 on the waiting list for tickets to
Razorbacks basketball games. And yet, when it was contract
time, my contract seemed to the hardest to fill or to complete
year in and year out. I had to work extremely hard with an
agent to try to bring that to a halt. I also in 1990 became
assistant athletic director until 2000. That is 10 years. And
in those 10 years, I never once was invited to a meeting and I
was one of the assistant athletic directors. Not only was I an
assistant athletic director at the University of Arkansas, I
was also an assistant athletic director at Tulsa University
where the young man that was in the Super Bowl was one of our
players and football coach, Lovie Smith. I knew him back then.
I was really proud of him. Prior to that, I was an athletic
director at the junior college. So my life was to become a
basketball coach and work my way up and to become an athletic
director and yet I was stonewalled at the point of being a
token for the University of Arkansas because of affirmative
action. When asked the question how many African-Americans are
on your staff, he could easily say yes, we got one and his name
is Nolan Richardson, which I had no authority on anything. I
didn't even once have a chance to be involved with decision-
making policies.
After being fired, I wasn't even allowed to coach my team
the last game of the season. I was approached by the athletic
director and chancellor to bow out and say to the fans and to
the people of Arkansas that I was tired and I wanted to spend
more time with my family and they were to buy me out and give
me a little job and pull the fans back together. They fired me
because they say I made a statement that affected the fans but
yet I am offered a job to keep my mouth shut and not be allowed
to coach my team if I agreed not to do it, and of course, I did
not agree. So there was no real equality in the terms of things
that happened to Nolan Richardson on that campus as opposed to
my white counterpart coaches. I made a statement and it was
held against me and it didn't matter.
The statement that I made is that my great-great-
grandparents came over on the boat; I did not. I expect to be
treated differently than they were. I did make another
statement that there was no one in that room that looked like
me. Everyone, the media, everyone in Arkansas was lily-white so
they had their own reasons for making me look like the bad guy.
So when I sit and listen to the people that made these
statements, there is no question, no question that in all the
major universities, that the alums or boosters are in control.
The only State that I really give creed to is Oklahoma, and the
reason is because when I was at Tulsa University, I happened to
be the only African-American in that area but by the time my
team did what they did, Oklahoma had hired a football coach,
Oklahoma University hired a basketball coach, Oklahoma State
hired a African-American coach that we talked about, Bob
Simmons, and they also hired a black coach in basketball. That
is the only State that I know of that have shared their
football and basketball with African-Americans. Thank you.
[The prepared statement of Mr. Richardson appears at the
conclusion of the hearing.]
Mr. Rush. Mr. Weiser.
STATEMENT OF TIM WEISER, DIRECTOR, DEPARTMENT OF ATHLETICS,
KANSAS STATE UNIVERSITY
Mr. Weiser. Chairman Rush, distinguished members of the
subcommittee, good morning and thank you for allowing me this
opportunity to address the issue of diversity in the positions
of collegiate athletic directors and head coaches in Division
I-A of NCAA.
My name is Tim Weiser. I was asked to speak with you today
specifically because the institution I represent as director of
athletics, Kansas State University of the Big 12, is one of
only six Division I-A athletics programs to have an African-
American in position as head football coach. Ron Prince was
hired in December 2005 in place of the retiring Bill Snyder,
who in his 17-year career was credited with what has been
called the greatest turnaround in college football history.
Coach Prince has quickly made his own mark producing a winning
record and leading the Wildcats to the Texas Bowl on his first
season.
I believe I also can offer insight to this subcommittee on
the topic before us because of my history of diversity in
hiring head coaches as well as my position representing the
Division I-A Athletic Directors Association as the incoming
president. This background allows me within my personal
experiences to reflect upon current and historical practices in
our profession that are relevant to today's discussion.
As I begin my 25th year in collegiate athletic
administration, the past 20 as director of athletics at four
different institutions, I have been blessed to be part of my
achievements and milestones. In my first experience at Wichita
State, I had the opportunity to work with Willie Jeffries, the
first African-American head football coach in Division I-A
history. I am certain that as a 24-year-old breaking into the
athletic business that those experiences helped shape my
understanding of the importance of diversity within an
athletics department. Once I became an athletics director and
was in a position of authority for hiring head coaches and
staff, I selected the first ever African-American head
basketball coach at both Eastern Michigan University and
Colorado State University. Ron Prince is the first African-
American head football coach in Kansas State history.
I believe it important for this subcommittee to understand
that in each of these appointments, the decision I made was
based on the belief of who I thought was the best fit for the
particular institution and most qualified candidate for the
job. This has always been the ultimate factor in my decision-
making process for hiring coaches.
As the incoming president of Division I Athletic Directors
Association, I am encouraged by what I see as an evolution
within my profession. The business is changing rapidly. There
may have been a time when an athletics director was a former
coach or a favored son of the institution but as the
enterprises have grown and the financial implications have
become so significant, the job now requires skill sets and new
ways of thinking involving leadership, counseling, personnel
management, fundraising and much more.
I believe the ultimate goal of an athletics director is to
provide within the means of the particular institution the
necessary support and resources to give each student-athlete
his or her best opportunity to graduate with a meaningful
degree and be adequately prepared for a successful life to
become leaders and contributors to our Nation.
Our profession is looked up now in large part like any
other multimillion dollar business enterprise requiring
progressive and inclusive processes that allow for growth in
many ways that did not exist in years past. A constant in the
role of athletics director, not unlike that of any CEO of a
corporation, is the importance of making good decisions in the
hiring of head coaches. We are defined in large part by the
choices we made for our head football and basketball coaches
because we are all seeking to discover that man or woman who
can succeed in building a championship program.
You have asked me here today because you are looking for
answers as to why there aren't more than six African-American
head football coaches at the highest level of the NCAA.
Clearly, the growth in this area has been slow and I can only
testify to my own actions. However, as I look at the sport of
men's basketball and the growth in the number of African-
American head coaches in place, I am encouraged that similar
progress can be achieved but steps and incentives for
progressive leadership need to be put in place for us to move
forward. It will take the guidance of Myles Brand, all
university presidents and athletics directors and even head
football coaches themselves to create an environment that
expands the pool of qualified candidates and provide more
networking opportunities to allow those individuals to become
more widely known for consideration as has become the practice
in the NCAA and the NFL. In fact, a better dialog between the
college hierarchy and that of the NFL, which is tapping into
the talent pool of minority collegiate coaches to allow for
discussion of reciprocal arrangements regarding the
interviewing and hiring processes currently in place could
prove beneficial.
Additionally, legislation to provide financial incentives
for those NCAA member institutions to employment minority head
coaches and athletic directors could be drafted by adoption by
our organization. This diversity incentive would reward, not
punish, those who seek to improve and grow the current pool of
minority head coaches and athletics directors.
I offer these as just a couple of examples of ways that we
at the collegiate level can consider expanding opportunities
for minority candidates as we contemplate a new direction for
collegiate athletics.
Thank you for the opportunity to offer my thoughts and
share my experiences. I look forward to answering your
questions.
[The prepared statement of Mr. Weiser appears at the
conclusion of the hearing.]
Mr. Rush. I want to thank the witnesses. I will start off
with some questions. Coach Richardson, I want to return to an
area that you described. First of all, let me just ask you this
question. I am concerned. Do you consider yourself blackballed
in college athletics now because you are unemployed now as a
college coach?
Mr. Richardson. I have been told by the person that is an
agent of mine that there is no question what is happening, that
the fear of being outspoken and the truth is, people don't want
to hear that, and from that standpoint, I may have some baggage
that I may be carrying. So from that standpoint, yes.
Mr. Rush. So not only do you have to be effective and
efficient and good at being an expert at being a college coach,
you also have to be quiet? Is that what you are saying?
Mr. Richardson. Absolutely. I mean, you have to stay in
your place, as they call it. The good old boy system is well
and alive and I think it is on a lot of campuses and probably
on most campuses. The opportunities for white coaches are
always going to be there until there is--there was a question--
my train of thought was, there was a question that I wanted to
address about why are the black kids are going and playing
basketball because of course there are more black coaches, and
I think it all happened with the John Thompson when he had
Patrick Ewing making the statement that I am going to play for
a black coach. Now, what would happen if the football players
who are key players say I am going to play where there is a
head black football coach? I think something would start to
change. Something has to change and that is what it is all
about. So when you talk about basketball, that is what had
happened, and as the blacks begin to get more jobs, kids
beginning to get an opportunity to go to those schools, let us
face it, it is about money. It is a big business in Division I
basketball and football. It is a corporation. It is about
money. It is as simple as that.
Mr. Rush. Thank you. Mr. Keith and Dr. Lapchick, your focus
has been on and your efforts have been on a lot of public
exposure and you might even--in your testimony you even used
the word ``embarrassment'' as a means of galvanizing individual
schools toward hiring more minorities. That might be a good
approach, it might be effective, but my question is, is
embarrassment powerful enough? What if some of the more
entrenched interests who are there to promote for the status
quo--is embarrassment enough to break through that
entrenchment? Suppose they don't respond to public pressure or
to public embarrassment? What else is there that we could--what
other remedial efforts can we take?
Mr. Lapchick. Well, I think it is pretty clear that
embarrassment hasn't been effective enough based on the numbers
that we talked about. I think that one of the things that we
are discussing are title VII lawsuits. The cause of women in
college sport was advanced enormously when women started
bringing lawsuits against schools under title IX and won, and
that hasn't happened yet on the issue of race and we think that
that might be a powerful tool in the years ahead, and Floyd
Keith and the Black Coaches Association are strongly
considering that at this particular moment.
Mr. Keith. I think exactly what Richard is saying. We felt
when we initiated the hiring report card that maybe the
pressure of public opinion would be enough to bring this issue
to the forefront. We are going to continue to do the hiring
report card regardless of whether the numbers increase or not
because we think it has a role now in the consciousness of
sport, particularly on the collegiate level. We are going to do
that with athletics director searches. We are also going to do
it with women's basketball. But at the truth and the heart of
the matter is, the numbers aren't at a level where they should
be and it hasn't gotten to the point where we don't talk about
it anymore. It is title VII which we think may have teeth. I
don't--you have got to have something that has some bite, and I
am just not sure--because we will have a handful, like this
year we are going to have almost 36 schools we are going to
evaluate in football, and I know that for a fact our grades
will come out in September. There is going to be five schools
that just completely disregard the report card and they are
just going to take the F and so they are basically saying well,
we will take the F and then so be it. Well, that is not good
enough. We have got to hold them further to accountability
because some of them like in the old days say well, you can't
eat here, so what, who is going to do anything about it, you
not eating here in the 1960's. So we go back to the same issue.
I think it is a good tool but I don't think it has got enough.
Mr. Rush. Thank you. Mr. Stearns.
Mr. Stearns. Thank you. I think, Dr. Hill, you had
indicated that the statistics show that we are actually in the
last 10 year we are going backwards in Division II and III and
actually Division I schools for African-American coaches. Isn't
that what you said?
Mr. Hill. Yes, sir, Division I, we have fewer coaches today
than we had 10 years ago.
Mr. Stearns. OK. And what about Division II and III? Maybe
Mr. Lapchick can tell me that. In Division II and III, what Dr.
Hill referred to for Division I, is that true for Division II
and Division III for male African-Americans, the numbers of
coaches going down?
Mr. Lapchick. There has been virtually no opportunity
historically in Division III whatsoever, so it has been pretty
flat there. I think there is a single African-American head
coach in Division III and that is a high number. In Division
II, it has been four, five, six, over the years, kind of steady
and constant, but the reality is that if you look at all the
statistics, the opportunities are worse in Division III, a
little bit better in Division II and a little bit better in
Division I but they are not good in any of them.
Mr. Stearns. Is that because there are less choices maybe,
or not? How would you attribute that fact that Division III is
the worst?
Mr. Lapchick. I think people aren't scrutinizing it as much
as they are Division I.
Mr. Stearns. It is easier for a coach, isn't it, to be
successful in Division III than in Division I? It is not as
competitive, so----
Mr. Lapchick. Well, those coaches would tell you it is
pretty competitive at that level but the opportunities--I mean,
I think the reality is that whatever embarrassment effect there
has been at Division I with the black coaches hiring report
card and the racial and gender report card has never been
applied to Division II and Division III. We haven't really
looked at it so----
Mr. Stearns. OK. So we haven't had the spotlight on it?
Mr. Lapchick. Right.
Mr. Stearns. Dr. Hill?
Mr. Hill. I was going to say, if you take, for example--and
I said this for a while is that many of your candidates should
come from the lower division colleges as a training ground and
you take example I-AA, you say, well, you haven't had Division
I experience. Well, take Jim Tressel. He came from Youngstown
State. He came from I-AA. Two years later, he went to the
national championship. So that should be tremendous training
grounds, which Division III should come from the high school
ranks. But the problem is, the recruiting if you go and examine
the demographics, you will see the same thing taking place in
high school. You have an urban community which I have
referenced book that looks like HBCUs. Then you go to the
suburbs. You go to the suburbs, you still have one African-
American coach on that staff. You go to urban America, then you
have predominantly black coaches.
Mr. Stearns. Well, now, Mr. Lapchick, I want to move
towards the women, African-American women. We haven't talked
about them at all. Dr. Hill has mentioned the statistics in
terms of Division I, II and III. What do the statistics look
like for women? Are they even lower than males?
Mr. Lapchick. As your question implies, it is a double
layer of separation for African-American women, and one of the
new initiatives of the Black Coaches Association this year is
to do a report card on women's college basketball where nearly
44 percent of the student-athletes are African-American but the
number of African-American women head coaches has actually been
decreasing over the last 4 years and is now down to about 7\1/
2\ percent.
Mr. Stearns. And is this true in all sports or just one
particular sport?
Mr. Lapchick. There are very few African-American women
head coaches in any sports in any of the divisions. They are
smaller numbers than African-American men even.
Mr. Stearns. Our concern obviously is that this statistic
is getting worse as time goes on in Division I, II and III as
on the whole and it is also even worse for women. So that is
really another important thing, Mr. Chairman, that we should be
concerned about is not just the men but the women and
particularly in some sports you have indicated, Dr. Lapchick,
that most of the participants are African-Americans and yet
there are no African-American coaches. Is that what you are
saying?
Mr. Lapchick. There are a few African-American coaches but
very few, and a significant percentage of African-American
student-athletes. I think on the gender issue, it is also worth
pointing out that 35 years after title IX, more men coach
women's teams in college sport today than women coach women's
teams.
Mr. Stearns. Now, why do you think that is?
Mr. Lapchick. I think that men in some cases have gone for
the opportunities to help them to move up to get a men's job.
In the case of women's basketball, it has become pretty big
time now so it is a prominent position now so the men are going
for it and athletics directors who are overwhelmingly men are
picking a lot of male coaches.
Mr. Stearns. So what you are saying is, a male coach is
competing with a female coach and sometimes a male coach is
beating out the white as well as the African-American and that
is because of the selection process?
Mr. Richardson. Yes. There are way more white male coaches
in the female game than there are black females coaching as
head coaches, way more. We did--I worked with the BCA 6 years
ago on the SAT and ACT testing and found that gender with the
women--our black women do not coach volleyball and they were
doing more things for gender equity but it wasn't helping the
black female because our girls are track, probably basketball.
So how are you helping them? You are making more jobs
availability for men, white, and female, white women. It is
just as simple as that.
Mr. Stearns. Well, Mr. Chairman, I think the point I am
trying to make is that we have concentrated this morning on the
male African-American but I think we should also be aware that
the female African-American is also seeing the same kind of
statistics in the Division I, II and III and that it is
disheartening to think that they are even lower than the men
and this has been getting worse across the board. So with that,
I will yield back the balance of my time.
Mr. Rush. Thank you. Mr. Ross.
Mr. Ross. Let me begin with Dr. Hill, and I apologize for
running in and out. I have got one markup in the Science
Committee and two different hearings in two different
subcommittees of Energy and Commerce Committee all at the same
time. No wonder we have problems in America if this is how we
run Congress, so forgive me for moving around so much.
Dr. Hill, you did a dissertation on this and you have
probably put more thought into this than most in this room. Is
this something that--and I agree that clearly if you look at
the numbers, the numbers don't lie and there is clearly a
discrepancy--not a discrepancy but there is clearly a need, if
you will, to have more African-Americans involved in leadership
and coaching positions within the NCAA. Do you do that through
public awareness? And of course a lot of press are here today.
Do you do that through legislation? As we conclude Black
History Month and we look through the historical achievements
and accomplishments that we have--if you look at the time that
we have endured in America and the progress that we have made,
clearly this is an example of how, as some would say, while we
have done a lot, there is still a lot that needs to be done.
How do we take it to the next level? Is it through social
awareness, PR campaign or through legislation?
Mr. Hill. I think maybe, Congressman Ross, a little bit of
both but I think if you look at the hiring situation, you will
see the influence of boosters in the hiring process. College
athletics, unlike NFL where you have the owner making the
decision, you have an athletics director worried about maybe a
construction worker who didn't even go to college but became a
millionaire and has a lot of money and has some influence, and
if this happened in recruiting, you can't have boosters get
involved in NCAA with the recruiting mandates that are set up.
And so what do you do? You make boosters aware of the
recruiting process. I think we need to move forward in making
boosters aware of what diversity looks like. By doing that, we
make hay in the fact that they can say ``oh, I see''. Many
boosters, when they think of what a head coach is supposed to
look like, they see a white, middle-aged male and so what you
have to do, you have to make a concerted effort to overcome
that subconscious mindset of what a head football coach looks
like. And so until we can get them to change the lenses of
their camera and say maybe a head coach may not look like me,
and we referenced, the success of basketball, success breeds
change and when you have John Thompson, Tubby Smith, Nolan
Richardson and people going to be successful, then you say we
want to do that and recruiting can enhance that by having
athletes decide hey, we want to go make a difference. This is
really still a civil rights issue.
If you look at the heart of what we are talking about
today, this is 2007. In 1994, Cedrick Dempsey, who was then
executive president of NCAA, claimed that we need to redouble
our efforts to ensure equity for all coaches. That is 1994. In
2007, February 28, we are having a congressional hearing
because we have gone backwards. Now, we can keep making public
awareness if we like, we can keep talking about it, and when
you have the hurricane season that takes place in December and
January during the hiring, then you don't hear anything else
about it. We are here today because of two African-American
coaches going to the Super Bowl. Thank God for that. But what
we have to do, we have to put something in place. Title VII,
title IX, something has to mandate that we move forward to add
corrective measures or a game plan that will ensure equity for
all coaches regardless of color, male or female.
Mr. Ross. In my remaining seconds, Coach Richardson, I
would love to get your thoughts on that. By the way, I am a
huge fans of yours so I am glad to have you here today. Dr.
Hill made it very clear when you asked what can we do, it has
got to become law. I mean, we are not going anywhere until
there is law made and that is when progress begins. In 1994 I
was here. John Thompson and I were going to walk out of a
basketball game. Here we are, as he said, 2007 and we got six,
seven football coaches. I mean, that has got to be ridiculous
in two matters. The first of it is, what about the youngster
that is playing football; when he looks on the sideline he
never sees anyone that looks like him. Why should he pursue a
career as a football coach? You have got to look at people, and
that is why I am so proud of the basketball moving because now
a young man that plays basketball who wants to be a coach can
say hey, Coach Richardson, Coach Thompson, Coach Tubby--I mean,
he can point at people that have made it. How can the football
player point at people? It is just like the quarterback. I
wanted to be a quarterback in high school but I wasn't smart
enough. They called the plays. What do you mean I wasn't smart
enough? I could handle the ball like anybody else could. And
now, it is not a question about a quarterback because the plays
a lot of times are called in. I mean, have you ever seen a
football player that it is a kicker that is African-American? I
have seen one maybe or two. Why? Have you ever seen an extra
point kicker? Why? Until law is made to change things, that is
the only way we are going to progress. That is how I see it. In
my lifetime, that is the only way it is going to go because
then you take the boosters out of it. You have got to take the
boosters out of the equation because no matter what you say,
there is still cheating going on today on college campuses.
Mr. Rush. Mr. Burgess, 5 minutes.
Mr. Burgess. Thank you, Mr. Rush, and just like my
colleague from Arkansas, let me apologize for being in and out.
There is always a lot that goes on in this town on a Wednesday
and today is no exception.
I guess my question was partly answered by Mr. Ross's last
line of questioning is, where do we go from here as a
legislative body? We can certainly hold hearings all day long,
and we do, and we can hold hearings year in and year out, and
we do, but is there a point--and Coach, I guess you said until
the law is made, progress cannot be expected to occur. Progress
is not going to occur on its own. It will have to be
encouraged. And I think I understood where you said that that
encouragement would have to come from the legislative process
and I have not talked to the chairman about any legislative
that he has contemplated or has pending and I would certainly
offer my services to work with the subcommittee chairman on
that issue but let me just hear from Coach Richardson and Dr.
Hill what elements, what principles, what words need to be in
that legislative or what do the principles need to be around
which that legislation is crafted?
Mr. Hill. Around access, equitable access. That is all that
anyone really wants, the desire to say I have a son, 6 years
old, and he was on the football field with me every day when I
was practicing and he told me one day, Dad, I want to be a head
football coach too, and that hit me in my heart because I
didn't want him to have to experience those type of things that
he would go through. I want him to have the same opportunities,
have access, and what we have to do in trying to get the access
comes from various--we have to change the mindset and that is
why I think that education of our boosters and everyone
involved to realize that head football coaches or women coaches
may not look like you, and I think if you look at the progress
in women's sports, particularly the NCAA, the Final Four with
the women, that didn't just happen without some legislation.
You have Pat Summerlin today because we mandated that the
women's jobs are equitable to the men's jobs. That is why if
you look at why we have more men coaching and want to go coach
women's ball, because the salaries by title IX dictate that we
have to make sure that we treat everyone fairly. That is the
only type of legislation I think that we want is that you treat
everybody fairly and that when you have 23 job openings this
year, OK, and here is what is in the heart of coaches because I
speak as one. You look at that and say man, I am not really a
candidate not because of my qualifications but because of the
color of my skin. How are you going to mandate that the color
of your skin is taken out of the equation? Well, when you still
have people making the hiring involved in doing that, it is
difficult without mandating something in there, and that is
what the Rooney Rule actually does and it exposes the hiring
committee to break stereotypes that they don't even think about
because they say man, this guy is sharp. There are a lot of
sharp guys out there.
Mr. Burgess. My follow-up is that do you think something
crafted along the lines of the Rooney Rule or the unwritten
Selig rule should in fact be one of those principles that we
embody in the legislation?
Mr. Hill. Well, according to--they said it is 76 percent of
the coaches. That is what Mr. Keith has been doing. What we
have to do is make sure that we are having some more
involvement in the process and a diverse pool of constituents
that sit around the table that looks like a representation of
your student body. Let me give you an example. If I move to
Japan and I don't speak Japanese but if I was going to start a
business in Japan, I would make sure that my management team
was representative of my laborers because I don't understand
the culture. Maybe not. And so we could get maximum
effectiveness out of the workers, and when you look at the
hiring process today, it blows your mind because if you saw 23
openings and you felt like your resume was qualified, you have
gone to NFL academies, you have gone to all the things to do
and when you come there and say man, I know I am not going to
get a job. So what do black coaches do now? They jump to the
NFL. It is brain drain. We are losing our best talent out of
collegiate football because we are not promoting through
access, give the coaches access, and something has to be done
because my brother Keith has been working, Dr. Lapchick. The
numbers have been up there. In fact, I started this because of
Dr. Lapchick in 1998 as a graduate assistant during a library
assignment. I read his article in 1998. This is 2007 and his
article still is being published and we are still talking about
the issue. So I think 25 years--the civil rights laws were
passed in 1964. It is 2007, and I think we need to move forward
in making sure that this great country that we live in provides
equal access for everyone.
Mr. Burgess. Thank you. Coach Richardson.
Mr. Richardson. I couldn't add much more to what Dr. Hill
has just said. I just feel that in order to achieve anything,
it is like the two things that I don't like and that is
prostitution and slavery. You have to make laws to stop it. And
to have slavery to be stopped, there had to be a law made or
else it continues. I just believe that there has got to be a
law made to change the field so we can play on a level field a
little bit better, and he brought out some great points. Like
he said, you have just got to get the people together, get some
thoughts, put some real clean, good thoughts to the decision-
making. There is no way it is going to change.
Mr. Burgess. What about the issue of brain drain that Dr.
Hill brought up? Are we risking depopulating the smaller
colleges of qualified African-American minority mentors and
coaches for those kids if the same thing happens at the NCAA
level that happened at the professional level and everybody
moves that one level up?
Mr. Keith. Can I answer that question? There is a lot of
young talented people out there and they are going to filter
through. You are not going to rob anybody from anywhere.
Everybody is trying to advance. I mean, there is no law about
trying to advance. I don't penalize any of the coaches that
have been diligently working through the process in collegiate
football moving to the NFL simply because they are paid more
than most coaches that are working in that system and the NCAA
right now is losing their talent because when you turn on the
TV, my friend, you are seeing coordinators of color in the NFL,
you are seeing head coaches. When they started the season this
year, seven head coaches in 32 opportunities. Congressman
Burgess, there were 36 opportunities to be a head coach this
year on the collegiate level and two African-Americans were
hired on the collegiate ranks. I recommended Mike Tomlin for
three head coaching jobs on the collegiate ranks. He is now the
head coach of the Pittsburgh Steelers. He couldn't get--he
wasn't contacted for two of them. Now, you tell me what is
wrong. That is why we are losing them. You have got to wake up.
We are losing the people. There is young people out there with
great talent. They are going to fill in to all of those jobs.
They want to coach.
Mr. Burgess. Unfortunately, I missed Dr. Brand when he was
here. Could this not be done internally within the NCAA today
without waiting on us to make a legislation?
Mr. Keith. They can't mandate----
Mr. Burgess. I have only been here a couple years but I do
know this place moves slowly.
Mr. Keith. They can't mandate--there is three levels of the
NCAA and I am not going to speak for Dr. Brand but I respect
him. There is the executive office in Indianapolis. The
student-athletes are the NCAA as well. But individual
institutions hire. They hire the ADs, they hire the presidents.
They make those decisions. The NCAA itself, the executive
office, cannot mandate to those places who to hire. The process
is really simple. When people ask me, and I have to answer this
question probably 300 times a year, is why is the NFL ahead of
the collegiate ranks in hiring. It is pretty simple. There is
less people to deal with. And the other formula is follow the
money. There is nobody that understands that better than you
folks. Follow the money and you will find out the answers.
The general manager and the owner are the two people that
are making the decision in the NFL. That is the money. Now, if
they get it, then the hiring becomes simple because if they are
inclusive and they have diversity in their thinking, you don't
have to reeducate them. They don't need some diversity program.
It is business and they understand that it is good business. On
the collegiate ranks, you have got the athletics director, you
have got the search committee. You also have the executive
search committee that is paid $35,000 to go out and execute the
hire. You have got the president. You also have got the board
of trustees who has to stamp their approval and then you have
got the booster who is given the financial. So the money trail
is spinning out there. There is so many other people that are
decision-makers that are involved in the process. It is
complicated on the collegiate level, and until we decide that
accountability becomes part of that, we are making the
knowledge, we are telling everybody what the issue is but there
is political and financial influence and that is the elephant
that is standing in the room. You have got to hold them
accountable, and how are you going to do that? Well, hopefully
if we can't do it with title VII, then let us make a rule so we
can make this something we don't have to deal with 10 years
from now so that my son comes in here and has to sit before
you; he is not still talking about this.
Mr. Burgess. Well, I think that is the salient point. When
I think of all the kids back home in the 26th district of Texas
who are probably not watching this because it is not on TV, but
nevertheless, it is their future that we are talking about
and----
Mr. Keith. That is exactly right.
Mr. Burgess. It is a pastime for many of us but it is their
future that we are talking about.
Coach Richardson, I just have to say, I am not an Arkansan
but I am related by marriage, and you had no bigger fan than my
father-in-law, and if I went to Arkansas during college
basketball season, I knew what we were doing on Sunday
afternoons and it wasn't fishing, so thank you, sir.
Mr. Richardson. Thank you.
Mr. Rush. I am going to ask a final question here because I
want to get another point of view here, and Mr. Weiser, you
have been an athletic director but you have had a rather
unusual history of hiring qualified minorities for head
coaching positions, and in your statement to this committee you
said your hires are based upon the fact that they are the most
qualified in the market. You also cite athletic directors as
being largely equivalent to corporation CEOs but you have come
up with a solution or one remedy, your diversity incentive
remedy. Can you expound more on that and can you also in your
answer to my question, can you give the members of this
committee some idea of what should be the focus of our
attention if in fact we consider legislative remedies for this
ongoing systemic barrier to fairness and equality in college
athletics.
Mr. Weiser. Well, yes. I certainly, Congressman, can give
you my perspective and I will tell you that first of all, each
campus has its different culture and I have heard several
people refer to the booster influence and I can tell you that I
have worked at institutions where that is a factor and I work
at an institution now where that is not a factor, and I think
the presidents have a lot to do with making sure that the
business of the university is conducted by the university and
not the outside influences. Now, that also has to speak to how
that university is governed. Some of the institutions have
their own governing boards. Others have boards that govern a
number of institutions like it is at Kansas State. And so I
think that has an impact on it.
But my point and what Myles and I talked about earlier, if
76 percent of the job openings these past 5 years have involved
minority candidates, then to me trying to grow that pool isn't
the issue. It is getting institutions to take that chance and
hire those coaches that are qualified to do that. Somebody
referred to the risk-averse nature of athletic directors and I
will tell you that that is a very real world but it is not a
risk at least from my perspective on one's racial nature. It is
not that issue. It is hiring somebody who you think is going to
be successful in the job because despite all this talk about
search committees and their involvement, search committees
don't get fired; athletic directors get fired and they get
fired because those coaches don't succeed in those two
positions primarily. That is who we are defined by, those
decisions. So I think when athletic directors recognize
somebody that is going to be capable of succeeding, they are
going to make that decision, and in my case hiring Ron Prince,
had he not been a coordinator, I wouldn't have considered him.
In fact, my bias going into every search is, I want to hire a
sitting head coach because I think there is less risk. You know
what you have.
Well, if you have got six sitting head coaches, you
already are behind the 8 ball, so to speak. You can't get those
numbers to grow if they are small in that way so it has got to
come from those coordinators that are considered out there and
those candidates that we get to know when it is not a search
time because when the search takes place, the BCA evaluates us
on how long that search goes. The longer, the better, because
that allows more people to be considered. But the media and our
fans consider a longer search a misdirected search, that
something must be wrong because those jobs that are hired
instantly, those are the ADs and the searches that are the most
successful. I don't believe that and I believe if you go into a
search already knowing who your candidate is, you are not going
to have an inclusive process. You are not going to allow others
to be involved.
So back to the diversity incentive. I think a better
approach is to find ways to encourage and reward those
institutions that don't interview but hire. That is really what
we are talking about. We are trying to find a way to get more
African-American head coaches in football and basketball, and
that is where the focus should be, not on the interviews.
Mr. Rush. I want to really thank this panel for your
critical and very, very important testimony. I also want to
just assure you that this is the first hearing. We don't intend
to have hearings ad infinitum. We intend to deal with this
issue and deal with a resolution. With your participation, with
your involvement, I really open this process to you. I invite
your commentary. I invite your input. As we proceed during the
course of these legislative endeavors, I really want your
participation and your comment. I am committed myself to trying
to resolve this problem.
I think this is a problem that has languished far too long.
It is a problem that needs to be corrected. It is a problem
that needs to be exposed so that the American people will
actually see what goes in the area of college athletics,
particularly at the athletic director, the head coaching
levels, and also really at the athlete's level. I am concerned
about student-athletes also. But this is just the first foray
into this area of investigation and area of inquiry.
Last, I just want to indicate, I think there was previous
testimony that said when you get a general manager and owner
together, they can make great decisions. There are still some
rare instances where that is not the case. I would just take
this opportunity to express to my favorite team, the Chicago
Bears, that they need to show Lovie some love and get that
contract signed right away because it is a parallel situation,
I believe, that we have heard here in a lot of different ways.
Thank you so very much, and please, it is an open
invitation. Whatever suggestions or input that you might want
to share with this committee in the future, do not hesitate to
contact us. Thank you, and this record will remain open for 30
days for additional input on the official record. Thank you so
much, and God bless you.
[Whereupon, at 12:20 p.m., the subcommittee was adjourned.]
[Material submitted for inclusion in the record follows:]
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