As we celebrate the 30th anniversary of Title IX, many questions are being asked about the right or wrong that has occurred because of that law. The Secretary's Commission on Opportunity in Athletics has sparked intense debate about Title IX and its interpretation. At the same time, minority males have become so frustrated about the lack of opportunities in football coaching that the Black Coaches Association has coordinated a comprehensive plan for change that includes political and financial influence.

Simply stated, Title IX tends to be seen as a gender issue and increasing opportunities for minorities tends to be seen as a race issue. Oddly enough, ethnic minority women run the risk of being left behind in both instances.

There is no doubt that women have benefited from Title IX, but there is some question as to how much it has helped ethnic minority women on the field of competition and in administrative positions.

Has there been an increase in scholarship opportunities for ethnic minority women? Yes, but in limited sports. Remove basketball and track and field from the equation and minority participation numbers drop significantly. Women's soccer has experienced rapid growth, but ethnic minority representation in that sport is minimal.

The NCAA has helped develop youth programs that encourage minority women to participate in nontraditional sports. Such programs are important since they develop, train and prepare ethnic minority women for an opportunity, if presented, to participate in intercollegiate athletics. But if we are going to make an honest effort to increase participation numbers for ethnic minority women, then we also must make that same effort to hire minority women coaches in sports outside of basketball and track and field.

The most recent NCAA report on race demographics of member institutions' personnel shows that even though Title IX has been on the books for 30 years, the doors have not been opened wide for minority women to enjoy the same opportunities as other women. If we are not willing to promote or hire minority

women into key decision-making positions, we may find ourselves not only losing current minorities in intercollegiate athletics, but also the women who might be considering a career in our business but who have no role models or mentors to encourage them to become a part of the enterprise.

Title IX is important, but let's not forget that the issue involves race as well as gender. Indeed, it is up to the individuals who make the hiring decisions that minority employment in their departments is not going to be done on a quota system. No one should be afraid to hire the best individuals they can for any of their positions. If it means that you might have more than one ethnic minority in key positions and you made the hire because of their qualifications and not the color of their skin, then you have done the right thing. Too often we have created numbers to meet diversity needs, and more often than not those numbers have become maximums rather than minimums.

Women often speak of a glass ceiling when it comes to career advancement in athletics. Ethnic minority women feel that the ceiling they face is not made of glass but of cement. No one should feel they can never reach their fullest potential or career goal because of their gender or ethnicity.

Hopefully, the membership will take a moment to consider where they are in this process and will strive to make things better for all of intercollegiate athletics.

Alfreeda Goff is the associate commissioner of the Horizon League.