By: Michael Wilde
In 2003, the NFL adopted the Rooney Rule. This rule requires NFL clubs to interview a certain number of minority candidates when filling notable positions such as head coach and general manager.[1] Over time, the rule’s requirements has expanded to offensive/defensive coordinator openings and other senior executive roles.[2] Although hiring minority candidates is a noble goal, the Rooney Rule has not significantly changed hiring outcomes. The Rooney Rule was adopted with noble intentions, but its limited impact on hiring outcomes suggests that it may not be the most effective mechanism for provide coaching opportunities to minorities. My critique is not a rejection of diversity as a goal, but critique of a rule that appears to generate a swath of interviews, but no real opportunities.
With the 2025-26 NFL season ending, the Rooney Rule has made headlines. There are four head coaches of color who will not return to the same team next season; Raheem Morris, Mike Tomlin, Dave Canales, and Mike McDaniel (who is biracial).[3] This year’s head coach carousel saw a total of 10 openings; however, Robert Salah was the only minority head coach hired.[4] Although many factors might explain why other minority candidates were not hired, it is fair to say the Rooney Rule did not seem to help. With the Rooney Rule proving to be ineffective, something else must be done to increase minority representation.
The key to sustained representation of minorities in head coaching and leadership positions in the NFL is to focus on merit, rather than interview requirements. For example, Tony Dungy became the head coach of the Tampa Bay Buccaneers in 1996—before the NFL introduced the Rooney Rule.[5] His rise to the position was not a product of mandatory interviews. His success was the result of years of playing experience and a reputation in the NFL as a talented coach.[6] Dungy’s success with the Buccaneers and Colts helped provide head coaching opportunities for six of his assistants.[7] Amongst those six assistants, five were minorities: Herm Edwards, Lovie Smith, Jim Caldwell, Mike Tomlin, and Leslie Frazier.[8] Dungy’s career is an example of how focusing on excellence—not mandated interviews—can create lasting opportunity for minority head coaches.
The Rooney Rule may also inadvertently expose the NFL to other legal challenges. These challenges could arise because Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating because of race, color, religion, sex, or national origin.[9] Title VII does not categorically forbid all race-conscious policies, but it does create a legal risk when employment decisions are based on protected characteristics rather than job-related criteria.[10] Even with the Rooney Rule in effect, the NFL finds itself in the middle of an employment discrimination class action lawsuit filed by Brian Flores.[11] The Flores lawsuit suggests that mandated interviews alone cannot provide minority coaches with real opportunity. If the NFL is serious about their goal of providing opportunities to minority coaches, the league should consider revising their approach by focusing on the development of young minority coaches.
A focus on developing young minority coaches is not the solution, but it is likely part of it. There are several minority coaches that could have been hired this year based on merit alone. Vance Joseph and Eric Bieniemy are some of the most qualified candidates around, but despite receiving numerous interviews, neither have landed an NFL head coaching job.[12] Only the interviewers will know why these coaches did not land their dream job.
Ultimately, the Rooney Rule was developed to create opportunity, but it has become a box to check when NFL clubs fill leadership roles. After 23 years, it is fair to observe that the mandated interviews have not improved the representation of minorities. If the NFL is serious about strengthening minority representation, they will invest their billions in cultivating talent throughout the coaching pipeline. Mentorship, development, and rewarding excellence—without considering race, color, religion, sex, or national origin—will spark real change. Relying on interview requirements at the final stage is not the answer.
[1] The Rooney Rule, NFL Football Operations, https://operations.nfl.com/ [https://perma.cc/8WK7-3S86].
[2] Id.
[3] Jason Reid, Amid NFL head coach hiring cycle, Black coaches still fighting for seats at the table, ANDSCAPE (Jan. 23, 2026), https://andscape.com/ [https://perma.cc/9P5U-RJWD].
[4] Jerry Brewer, The NFL hired zero Black head coaches. That tells you everything, The Athletic (Feb. 2, 2026), https://www.nytimes.com/ [https://perma.cc/4N32-ATT7].
[5] Tony Dungy, Biography (Aug. 30, 2023), https://www.biography.com/ [https://perma.cc/XZK2-8H44].
[6] See id.
[7] See Mike Sando, The 10 key limbs of Tony Dungy’s coaching tree, ESPN (Aug. 5, 2016), https://www.espn.com/ [https://perma.cc/VZN9-LGBD].
[8] Id.
[9] 42 U.S.C. § 2000e-2.
[10] See id.
[11] See Complaint, Flores v. Nat’l Football League, No. 1:22-cv-00871 (S.D.N.Y. Feb. 1, 2022).
[12] Tom Schad, This NFL coordinator has been on the rise for years. But why hasn’t he been made a head coach yet?, USA TODAY (Jan. 12, 2023), https://www.usatoday.com/ [https://perma.cc/DH9S-PVNV]; Jon Heath, Vance Joseph status: Tracking HC interviews for Broncos’ DC, BRONCOS WIRE (Jan. 5, 2026), https://broncoswire.usatoday.com/ [https://perma.cc/BFW8-Z3Z5].
