The Absence of Color in Athletic Administration at Division I Institutions

In 2002, the NCAA released the Division I Athletics Administrative Staff Report. One of the most glaring observations of this report was that there was an imbalance in the number of Whites employed in athletic administration compared to Blacks and other minorities. Although Blacks comprise the large majority of student-athletes in the revenue sports of football and basketball, they have not obtained parity in positions within athletic administration. This study explored some of the challenges that stymie Blacks from breaking into athletic administration and rising to decision-making positions in athletic administration. Data from the 2002 NCAA Division I Athletics Administrative Staff Report were used as the basis for this research. From the literature review, five factors were identified that limited Blacks from entering the profession of athletic administration and advancing in the profession: 1). Stereotypical beliefs, 2). Discriminatory acts, 3). Racist attitudes, 4). Old boys' network, and 5). Positional segregation. A web-based survey as well as personal and telephone interviews were conducted among Black senior-level athletic administrators at Division I institutions. The survey and interviews measured the current impact of these factors on the careers of Blacks in athletic administration.The results found that stereotypical beliefs, discriminatory acts, and racist attitudes were no longer primary factors limiting Blacks from entering the athletic administration profession or advancing in the profession. Although these factors were still relevant, they were not deemed applicable to the overall concern of the lack of color in senior-level athletic administration positions in Division I institutions. The old boys' network and positional segregation were two factors that participants perceived had a significant impact in limiting Blacks from entering the athletic administration profession and advancing. Participants also cited the lack of mentoring as a significant factor