diversity

Black Monday in the NFL

Posted on by boom booms room staff

Yesterday was Black Monday in the NFL.  As the NFL Network sat round table discussing the firings of some head coaches the conversation turned naturally to the hiring of some new head coaches.  Over time the conversation morphed into the state of minority hiring at the key NFL franchise management positions of General Manager and Head Coach.

On the four man (no women) desk were host Steve Wyche, analyst Marc Ross, former GM and contributor Charley Casserly and a fourth whose name we couldn’t discern.  Time and again the refrain was that the NFL needed to do a better job of identifying, training, and interviewing potential minority candidates.  Time and again the refrain was that too few African Americans occupied these important positions.  Ross stated that only 3 or 4 head coaches were black.  It was flat out stated and repeated that the NFL needed to do a better job in creating diversity in the workplace.

Casserly once participated on the committee that created the Rooney Rule.  Adopted in 2003, the Rooney Rule is a National Football League policy that requires league teams to interview ethnic-minority candidates for head coaching and senior football operation jobs. It is sometimes cited as an example of affirmative action, as there is no quota or preference given to minorities in the hiring of candidates.  Yesterday he expanded on it’s intent and the progress that has been made.  The panel listened and was unimpressed.

Yesterday’s news in and out of the NFL as well as their well intentioned discussion made us wonder.

One, in the ultra competitive NFL would owners choose GM’s and coaches based on race? Or is it always about qualifications and perceived future success?  Either you win or you walk.

Two, how many black coaches or GM’s would make the NFL “truly diverse?”  Would it be a percentage equal to the population in the U.S.?  That percentage is somewhere less than 15% per the last census.  If so 15% of 32 teams would mean 5 black head coaches.  If you have 3 or 4 pending comings and goings right now are you that far off?  Or, to be diverse, should it be more?

Three, so does it mean more than that? The data collected by The Institute for Diversity and Ethics in Sport (TIDES), shows that 70% of NFL players were African Americans at the start of the 2018 season.  Should 70% of the GM’s and head coaches be black?

Four, what about other minorities, or women, being included in this diversity shortcoming.  Nearly 52% of America is female.  Shouldn’t 52% of the above mentioned positions go to females?  NBA Commissioner Adam Silver, in his state of the league address last year said, “there is no reason why 50% of our coaches shouldn’t be women.”  Apparently the NBA is progressive.  The NFL is not.

Once upon a time all NFL place kickers were “straight on” kickers.  Hell, they even employed the disabled.  One kicker only had half of a foot.  Now 100% are “soccer style” kickers.  It seems like the league is predisposed, dare we say prejudiced, to one type of kicker.  That isn’t very diverse.  Ah, but the difference in the kicking style is the “how,” not the “who” you say.  In other words anyone can kick as long as they are successful and are “sidewinders.”

Maybe anyone can man the running back position too as long as they are successful?  Sure.  Christian McCaffery, the only white running back of note in the entire league, has had such a great season that he might be a top MVP vote getter this year.  See.  Diversity indeed.

U Haul, the trucking company, announced yesterday that they were going to a “no nicotine” hiring policy beginning in 2020 and beyond.  So much for diversity.  If you can kick the habit come work for us.

The NFL says if you can kick a football come work for us.  But, it’s time to stop kicking this can down the road when it comes to hiring head coaches.  The NFL needs more diversity in certain positions of employ.  In others it’s doing just fine.  No need to take a knee after all.

 

 

 

With a Cherry on Top

Posted on by boom booms room staff

Well it happened again.  Capitalism got in the way.  Freedom of speech is good, even in Canada, of course.  Of course, it’s only good in Canada until it’s deemed divisive.  Or, stated differently, it’s only good if it doesn’t divide our fan base and potentially drain our coiffures.

We’ll keep it short this AM as we are working on a fun article for tomorrow AM.  Take three minutes to read this link from our friends at ESPN, the worldwide leader in diversity, and let us know what you think.  Hockey legend and commentator Don Cherry, embraced for his outspoken takes, was taken out after calling out those that in his opinion didn’t properly honor the heroes he honors.

Of all of the politically correct buttocks covering that went on after his rant, the mayor of his town took the prize.   Quoting directly from the article, “Mississauga mayor Bonnie Crombie called Cherry’s remarks “despicable” on Twitter. “We’re proud of diverse cultural heritage and we’ll always stand up for it. New immigrants enrich our country for the better. We’re all Canadians and wear our poppies proudly,” she said.”

Her last sentence is exactly what he was calling out and she is agreeing.  Wasn’t it?  Double talk.

But it didn’t stop there.  His long time co-host gave him an on air thumbs up and 24 hours later called the remarks hurtful.  It was a remarkable turnaround from approval to disdain.  His buttocks were covered too, but his arse was really exposed.

As stated in the article, both the National Hockey League and Hockey Canada distanced themselves from the comments in separate public statements. It’s their right.   Kudos to the young 85 year old Cherry for double and tripling down on his statement.  It’s his right.

With a Cherry on top, Cherry went out on top.

 

 

Diversity, Inclusion, and Equity

Posted on by boom booms room staff

The Wall Street Journal reached out yesterday.  They asked us to comment on rumors that boomboomsroom.com, aka BBR, was contemplating going public.  We directly squashed the rumor.  We have no plans to IPO now nor in the future.

Our rationale is simple.  We want our sole focus on delivering the best content day in and day out.  To do so we need to hire the best people to do their best at the job that they are qualified to do.  Our deep and talented staff shakes it’s collective head at the daily outcry for diversity, equity, and inclusion in the workplace.  Don’t misread our position.   We are all for all people, regardless of race, sexual orientation, gender, gender identity, religion, or whatever group we forgot, to succeed in the business workplace.  We just think that the best/most qualified should be the final determination.

When did hiring the best and most qualified go out of style?  It’s when political correctness became the style.  It’s when capitalism was first assaulted by socialism.

Take Uber. The newly public company released on Monday its latest diversity report, which included a breakdown of its US workforce by race or ethnicity and gender. White men still make up most of its staff (30.1%), a pattern that is even more evident in leadership, tech, and leadership in tech roles. Black women make up 5.3% of its overall workforce in the US, black men 4%, Hispanic women 3.7% and Hispanic men 4.6%.

Diversity is defined as each person is unique.  And, each person may have a different point of view that should be considered.  It certainly can be due to different upbringing, background, education, race, ethnicity, etc.  But, it’s about each individual.

For the first time, Uber is setting some diversity and inclusion goals for 2022 that will be tied to the compensation of several of its senior executives — CEO Dara Khosrowshahi, chief financial officer Nelson Chai, chief legal officer Tony West, and chief people officer Nikki Krishnamurthy.  Chief People Officer!  What the hell?
Want to guess what percent of the US 2018 census best estimate of the American population is white and male?  It’s 37%.  Should they focus on hiring more white men?  It would be equitable, but not politically correct.
“While these numbers are an improvement, they are not where they need to be,” wrote Megan Rose Dickey of the Tech Crunch website.   Project Include’s Ellen Pao has previously said the numbers need to be at 13% black and 17% Latino in order to reflect the demographics of the U.S. population.   So, employee demographics need to match our population.  If everyone is employed (nearly the case right now) don’t they in the macro?
So, how do you get there?  Ah.  What isn’t being said is that nearly 33% of the Uber employees are of Asian decent.  So, is that good or bad?   Aren’t Asians a minority too?  Of course they are.  Every race is except white.  But apparently there are too many of them working at Uber for Megan and Ellen.  How else can you say it?  If you need to have more blacks and Latinos you must need less Asians.  Isn’t that racist?  Isn’t that prejudiced?
NBA Commissioner Adam Silver said in May that his league had done a poor job hiring females as referees.   Currently there are three female officials in the NBA, and he wants that number to rise.  “The goal is going forward, it should be roughly 50-50 of new officials entering in the league,” he said. “Same for coaches, by the way. We have a program, too. There’s no reason why women shouldn’t be coaching men’s basketball.”  Sounds politically correct.  Except, maybe they don’t want to referee in the NBA?
Someone should ask Adam how many female refs applied for the job in the last twelve months.  If it was way more than the three that they have whose fault is it that they only have three?  It’s the NBA’s.  If the number that applied is way less than men, how do you fix that?  Should you even try to fix that?
And, most of all, someone should ask Adam why there is such an imbalance in the league’s players. According to racial equality activist Richard Lapchick, the NBA in 2015 (the most recent info we could find) was composed of 74.4 percent black players, 23.3 percent white players, 1.8 percent Latino players of any race, and 0.2 percent Asian players.  If I were an Asian Uber employee I might declare my eligibility for the 2020 NBA draft.
Diverse?  Sure.  Inclusive?  Yes.  Equitable?  No.   The most qualified?  For sure.  Ah, now we are getting somewhere.