Comment

March 1, 1999

• Guest editorial -- Leaders must increase effort to diversify staffs ...By Clint Bryant, Augusta State University
• Letter to the Editor -- Mitchell's service invaluable for Division II
• Comment -- Youth marketing plan boosts attendance...By Jennifer Dick, Oklahoma State University
• Opinions -- Ultimate weapon against gambling may be zero tolerance

Guest editorial -- Leaders must increase effort to diversify staffs

By Clint Bryant
Augusta State University

Racial representation in athletics administrative positions at NCAA member institutions is less than satisfactory as we move into the new millennium. The fact of the matter is that statistics are downright appalling and unarguably a stain on the very principles of our existence.

The NCAA institutional race demographic study from 1995-98 shows little or no progress relative to minority employment in the past four years. For example, in 1997-98, there were 806 faculty athletics representatives, of which 164 were women and only 28 were minorities (when not counting historically Black colleges and universities). Additionally, only 158 women and 76 minorities are directors of athletics. As we begin the new millennium, the state of diversity at member institutions needs a sincere commitment, a plan of action and, above all, strong enough leadership to make it happen.

The startling and sobering statistics of the renowned Hudson Institute report, "Workforce 2000" stripped away the last vestiges of denial from corporate America in 1987. It is past time for higher education to also take off its blinders. The Hudson Report was very clear, stating that by 2000, the norm would be that the majority of new entrants to the workforce would be women and people of color. Diversity is here to stay and we must understand the negative impact our programs will suffer as a result of racially sterile work environments when our student-athlete population is diverse.

A racially diverse staff is critical to the future viability of our institutions. We allow ourselves to accept the excuse that we cannot find people, yet we have no problem in the recruiting process in finding athletes to participate on our football, basketball, and track and field squads. Higher education must develop and implement a plan to meet the challenge of inclusion. We must add people of color to our staffs if we want to ensure success as we develop our student-athletes.

Inherent in our responsibilities as leaders is the need to develop strategies to effectively guide our organizations. Equally important, we must determine how to utilize our

workforce effectively and determine what policies and practices pose barriers to creating a more inclusive organization. We must be responsible for leading the change process. While we all agree that there is a problem regarding the lack of racial and gender diversity on our staffs, we do not take a serious approach to the solution. This is unacceptable. I challenge you, as leaders, to creatively resolve the issue.

The first step in any change process is to take responsibility for our attitudes, actions and behaviors. This can be a difficult task, since it often seems easier to blame the ever-present "we can't find them" for our lack of progress. Yet, if the lack of minority representation were perceived as a legitimate business issue and critical to the institution, the problem would be addressed, resolved and eradicated. We have the power to ensure our institutions are diverse and reflective of our society as a whole. Let's utilize our synergy to make a difference, which will result in a long-term strategy for success.

Capturing the unique contributions that everyone has to offer because of their backgrounds, affiliations, talents, their values and/or other differences is a worthy goal that is critically linked to the overall performance of any organization.

Division II understands and appreciates the value diversity contributes to its membership. Therefore, we have begun to take assertive steps to remedy our lack of progress and, in some cases, regression. The Division II Presidents Council and Management Council established the Project Team to Review Issues Related to Diversity. The purpose of the team is to review and develop strategies to resolve issues related to gender and diversity within the governance structure.

As a multifaceted approach, the team has developed a long-term strategy to resolve the lack of racial diversity within the division, through employment, training and development and marketing. I challenge all of you to use Division II as a role model.

Making changes in attitudes is not an easy task -- though it is a deeply satisfying process. Most of us have formed ideas, opinions and even our biases long ago. Some of these feelings are so ingrained in our perception of reality that it seems almost impossible to see things differently. It takes continuous work and effort to make necessary improvements in attitudes -- the kind of change that will genuinely enable us to work more effectively with those who are perceived as different.

If we accept this challenge, we will create an environment that is inclusive and, more importantly, create the type of environment necessary for the successful nurturing of our student-athletes. Please join me in this challenge and become an integral part of the solution. We can succeed.

Clint Bryant is the director of athletics at Augusta State University and chair of the Division II Management Council.

Letter to the Editor -- Mitchell's service invaluable for Division II

As past chair of the Division II Management Council, I wish to express my appreciation to Nancy Mitchell for her service as chief of staff for Division II and to wish her well as she pursues new opportunities.

Nancy's leadership as chief of staff grounded Division II during the restructuring transition, balanced the challenges of federation and facilitated our movement toward the future. I know of no one who could have served the Division II membership better than Nancy.

Time and again, Nancy's quiet strength and professionalism were valued and respected as she worked for the betterment of Division II. As a professional, Nancy exemplified the highest standards. Many of us consider ourselves very fortunate to have been associated with her and will miss her guidance and sincerity.

I would also like to wish Mike Racy, who will assume the role of chief of staff for Division II, the very best. I know of no one better suited to assume the role. Like Nancy, Mike is very committed to Division II and has been an integral player throughout the recent transition. His appointment assures the Division II membership not only continuity but also the highest level of excellence that we enjoyed under Nancy's leadership.

Lynn Dorn
Director of Women's Athletics
North Dakota State University

Opinions -- Ultimate weapon against gambling may be zero tolerance

James Delany, commissioner
Big Ten Conference
Street & Smith's SportsBusiness Journal

Discussing possible ways to combat gambling on campuses:

"The real question is, 'What are your weapons to fight it?' There are some real limits. A public-education program is important. Shedding some sunlight on it, looking at history, talking to the student-athletes directly. But it must go beyond that. We need to adopt a zero tolerance.

"At Northwestern and Maryland (in 1995), we found student-athletes gambling, and they were reinstated. I think that's weak. We've got to tighten that one up. I don't think we can be principled and be halfway on it. The last issue is the issue of how far you can go on campus with respect to intrusive or surreptitious means to determine activities either by coaches, players, administrators or officials. How do you go beyond asking what's going on? Do you have undercover people monitoring them? Do you go for bank records? What are the limits?"

Bill King, staff writer
Street & Smith's SportsBusiness Journal

"Because the NCAA must deal with basketball and football programs at hundreds of schools spread across 50 states, and because its athletes are more likely than pros to be swayed by a few thousand dollars, college sports programs face the greatest security concerns. The NCAA must rely largely on member institutions, as well as local law enforcement agents, to police suspicious activity."

Coaching female athletes

Leslie Heywood, faculty member
State University of New York at Binghamton
The Chronicle of Higher Education

"It is hard to convince coaches and athletes that the problems of female athletes are real and significant: After all, what does the self-esteem of a few girls matter when we've got to go out and win the big game? The women themselves, who may feel that achieving success and respect is bound up with gaining the approval of coaches, view the people who come and talk about harassment as an intrusion or distraction from the larger goal of athletics success. ...

"If we really want to create an environment that is supportive to all athletes, we need to change traditional cultural assumptions about which athletes and which sports are most valuable. As continual debates about Title IX reveal, despite the widespread acceptance of female athletes, in many universities male athletes are still seen as the 'real thing,' the more valued players. Overall, universities trivialize issues such as harassment, because allegations are perceived as detracting from 'business as usual,' that is, producing winning men's teams. ...

"Sports are great for women. ... But for sports to really improve self-esteem and provide character building, camaraderie and learning, greater attention needs to be paid to coaching, the assumptions that coaches sometimes make about female athletes, and how much control coaches should have over female athletes' lives. If we want women to truly benefit from participation in sports, we need to find ways to prevent their exploitation."

Bowl Championship Series

Michael A. Tranghese, commissioner
Big East Conference
Associated Press

"The system we have that brings No. 1 and No. 2 together cries out to be the only game that matters. The others get a little lost."

Len Deluca, senior vice-president of programming
ESPN
Washington Post

Discussing the view that early bowl games serve as a means of promoting the higher-rated BCS games:

"Bowl week is annually one of the three highest-rated weeks on ESPN. Between December 23 and January 4, there is a professional or college game on either ESPN or ABC every day except December 24 and January 3. What we are trying to do is turn the intensity up leading to the (BCS). Is there room for anyone else? We will continue to test all the possibilities and we will talk to anyone, but I don't know if you have enough teams left to drive an audience."