REPORT OF THE

REPORT OF THE NCAA MINORITY OPPORTUNITIES

AND INTERESTS COMMITTEE (MOIC)

ACTION ITEMS.

1. Legislative Action Items.

· None.

2. Nonlegislative Action Items.

· None.

INFORMATIONAL ITEMS.

Association-wide.

1. 2005 Racial and Gender Report Card. The committee received the 2005 Racial and Gender Report Card, which was published December 13, 2006, by Richard Lapchick, director of the Institute for Diversity and Ethics in Sport (Institute) at the University of Central Florida. The committee discussed their concern for the lack of diversity within the following ranks: conference commissioners, athletics directors, faculty athletics representatives and football coaches. The committee continues to be concerned that ethnic minorities and women are not being provided with similar professional opportunities as their colleagues.

2. Confederate Flag Subcommittee Update. In 2001, the NCAA Executive Committee declared the moratorium following concerns raised by the National Association of Basketball Coaches, Black Coaches Association (BCA), the Student Basketball Council and other organizations. The committee noted that as a result of the moratorium, South Carolina and Mississippi are facing a five to seven million-dollar deficient. The committee recommended that the NCAA maintain its current policy, which prevents South Carolina and Mississippi from being awarded predetermined championship events. The BCA asked the NCAA to consider broadening the ban to include nonpredetermined championships sites. The committee recommended that the NCAA should not expand its ban in South Carolina and Mississippi. The committee did not believe that expanding the ban to nonpredetermined championships sites was appropriate because institutions do not have control over the placement of the confederate flag. Also, the committee noted that it was not fair to penalize institutions and student-athletes who earn the right to host nonpredetermined championships in those states. The committee drafted a letter to the Urban League and the Southern Christian Leadership Conference (SCLC), which addressed the current moratorium and the committee’s current position on the matter. The committee also suggested that the athletics conferences in South Carolina and Mississippi have discussions about the historical implications of the confederate flag. The committee also discussed that domestic and international businesses that assist in the sponsoring efforts of postseason championships should be made aware of the history of the confederate flag. The committee noted that the purpose of the moratorium was to ensure a safe environment for student-athletes rather than forcing states to change.

3. Long-Range Planning and Budget Items Update. The Long-Range Planning and Budget Subcommittee (subcommittee) discussed the need to review current and future policies and criteria surrounding the use of Native American Indian mascots, nicknames and logos and the confederate flag issue, as it relates to NCAA-sponsored predetermined championships. The staff addressed the need for the subcommittee to think about recommendations that MOIC can make to the Management Councils, Executive Committee, and the Executive Committee Subcommittee on Gender and Diversity Issues. The subcommittee noted that as MOIC effectuates change it is important to be cognizant of the image that MOIC wants to portray to the membership and the members of the public. The subcommittee recommended athletics directors of color attend future MOIC meetings. In preparation for the 2008-09 and 2009-10 budget process, the subcommittee requested to review prior budget allocations from divisional and association-wide committees. The subcommittee discussed the NCAA Men’s Football Coaches Academy (Academy), and they requested a breakdown of the overall success rate of placements for the participants that have graduated from the Academy within the Division I membership. As such, the subcommittee asked the staff to develop a matrix that outlines and measures the success rate of the Academy. The subcommittee noted that it wanted to measure where progress has been made and where deficiencies may continue to exist. The subcommittee also noted the need to promote and publicize MOIC initiatives, programs and grants to the membership and the public. The subcommittee discussed its opposition to NCAA Championships in South Carolina and Mississippi, where the confederate flag still has a prominent presence. The staff reminded the subcommittee that in Mississippi and South Carolina any concerns over the design of the state flag need to be addressed before the Mississippi and South Carolina legislatures. The subcommittee wanted to review the financial impact on predetermined championship sites and any policies or procedures that govern selecting future and current championship sites. The subcommittee noted that it was important that MOIC work with the Division I Championships/Competition Cabinet and the Division I and III Championship Committees, as it relates to this issue.

4. NCAA Demographics Update. The staff provided the committee with an update on ethnic and minority representation in the National Office. In 2005-06, the National Office filled nearly 101 positions. Many of these openings were the result of newly created positions combined with internal movement by current staff members. The attrition rate for the association has remained fairly constant between seven and nine percent over the past several years.

5. Proposal for International Institutions Membership into the Association. The staff informed the committee that in 1998, a Canadian university approached the NCAA for inclusion within the membership. During the 1999 NCAA Convention, a Division II proposal that would have allowed institutions outside the United States to apply for membership was ruled out of order by the NCAA Executive Committee. The Executive Committee noted that the issue was an Association-wide issue rather than a single division issue. Recently, a second Canadian institution has approached the NCAA for membership. As a result, the Executive Committee Membership Working Group, a multidivisional group was created to evaluate the issue and created a pilot program. The pilot program will allow for a limited number of Canadian four-year institutions to enter the exploratory membership process with an opportunity to attain provisional and division specific membership. The staff noted that there have been discussions that the length of the pilot program would be 10 years.

6. 2007 NCAA Convention Update. The staff provided the committee with an update on the 2007 Convention in Orlando, Florida. The staff noted that 12 NCAA athletics administrators were chosen to participate in the 2007-08 NCAA Fellows Leadership Development Program (NCAA Fellows). The Fellows attended the Convention and were introduced January 4. As part of the 18-month program, Fellows gain academic and practical work experiences that will enable them to develop their talents and abilities and mesh those skills with their career aspirations. The program also is designed to foster leadership within intercollegiate athletics and provide a clear view of how athletics fits within the total academic experience. In addition, each Fellow is assigned an executive mentor and is responsible for completing an in-depth project outside of his/her normal job responsibilities. The staff noted 2007-08 NCAA Fellows class was the largest in the history of the program. The Fellows remain at their current institutions for the duration of the program and attend the NCAA Convention, Association-related meetings, retreats and workshops. Areas of emphasis throughout the 18 months include marketing, public and media relations, budgeting, booster relations, leadership training, compliance, fund-raising, diversity training and management training.

Some other notable highlights at the Convention included an educational session on January 5 titled, “The Fusion of College Basketball, Racial Diversity, Media, Art and Urban Life.” This session discussed basketball’s impact on a broad range of areas in popular culture. The session provided tremendous insight into the evolution of the game of basketball as it distinguishes itself from baseball and football, as the predominate sport in which individual creativity within a team context has transformed the sport, and in doing so transformed the culture. The moderator of the event was Kevin Anderson, director of athletics, United States Military Academy. The panelists included: Dr. Harry Edwards, professor emeritus of sociology, University of California, Berkley, Bill Russell, former professional athlete and head coach, Boston Celtics and Dr. Jamie Williams, director of athletics, Academy of Art University. At the Convention, representatives from the DLSPC met with all divisional Management Councils, the Division I Board of Directors, the Executive Committee Subcommittee on Gender and Diversity and the Executive Committee regarding the recommendations outlined in its report. The report identified strategies and recommendations that will enable the NCAA to foster diversity of students, and promote a climate of inclusion within intercollegiate athletics, enhance equitable career opportunities for underrepresented athletics administrators, coaches and officials, and strengthen support, integration and promotion of women’s sports within intercollegiate athletics.

7. Diversity Leadership Strategic Planning Committee Recommendations. In January 2006, President Myles Brand established the DLSPC and charged it to identify strategies and recommendations. The DLSPC wrote a report and identified strategies and recommendations that will enable the NCAA to foster diversity of students, and promote a climate of inclusion within intercollegiate athletics, enhance equitable career opportunities for underrepresented athletics administrators, coaches and officials, and strengthen support, integration and promotion of women’s sports within intercollegiate athletics. The report will again be presented to the Executive Committee Subcommittee on Gender and Diversity Issues in April. The staff noted that with the timing of the review of the report and the timing of the legislative process any adopted legislative proposals might not take effect until 2009. The NCAA staff encouraged the committee to review the suggested recommendations closely.

8. Native American Mascot Update. The committee received an update on the American Indian mascot appeals from the NCAA staff.

9. HBCU, APR and NCAA Working Group Update. The NCAA staff noted that an HBCU summit took place in the fall to address some of the unique issues facing HBCUs with regards to Academic Progress Rate (APR). The NCAA invited Division I presidents and chancellors to the HBCU summit in order to address this issue and an advisory group was created to develop future recommendations. Some of the concerns that came out of the summit were that there is a limited amount of financial and administrative resources available at HBCUs to adequately handle and monitor APR. The Committee on Academic Performance is exploring ways in which it can assist HBCUs with this issue. The staff noted that a matching grants program could assist those institutions that face resource challenges.

10. Programmatic Updates. The staff provided an update on all the programs and initiatives, which are intended to foster and enhance professional opportunities for ethnic minority administrators and coaches. Some notable highlights included:

a. Leadership Institute: The 2006-07 class for the NCAA Leadership Institute for Ethnic Minority Females participated in their fourth weekend February 2-4. The topics discussed in this session included boosters and public and media relations. Topics covered to date have been academics, budget, finance, fundraising, human resource management, leadership and administration. The participants have heard from a variety of speakers that hold various key administrative positions in the membership. Graduation will take place at the National Office on June 28. The Leadership Institutes for Ethnic Minority Males and Females have graduated five classes totaling 101 participants. The staff addressed the future of the Leadership Institutes and focused on whether to continue to conduct gender specific classes or run both men and women’s classes simultaneously. The first class that will combine genders will begin June 29 to July 1.

b. Future Coaches Academy: The Future Coaches Academy took place January 7 to 9 in San Antonio, Texas in conjunction with American Football Coaches Association (AFCA). This academy provided individuals who have recently completed their collegiate eligibility with an understanding of the college coaching experience. The academy received support from the AFCA, BCA and the National Football League.

c. 2007-08 NCAA Ethnic Minority and Women’s Enhancement Postgraduate Scholarships for Careers in Athletics: The NCAA awards 26 scholarships of $6,000 each to ethnic minorities and women who will be entering their initial year of post graduate studies in a sports administration or sports related program. There were 88 applications forwarded to the MOIC and Committee on Women’s Athletics (CWA) selection subcommittee for its review. The 2007-08 awardees will be announced the first week of February. The committee asked the staff to stream-line the application process by only providing the selection subcommittee those applications that meet the qualification guidelines.

11. Under-Representation in Baseball and Softball. The staff noted that diversity and inclusion is currently working with Major League Baseball and the Baseball and Softball Committees to address issues regarding the lack of representation of student-athletes and coaches of color. The committee noted that the staff should generate a letter on behalf of the committee and address the lack or representation at all divisional levels.

12. 2007 NCAA Men’s Final Four Update. The committee received an update from the NCAA staff regarding the Men’s Final Four’s efforts as it relates to diversity and community outreach. The NCAA staff noted that the Division I Men’s Basketball Championship was the first championship to develop and mandate a minority business enterprises (MBE), women business enterprises (WBE), and disadvantaged business enterprises (DBE) program. In 2006, the Men’s Final Four nonteam operating expenses were spent 31 percent with MBE, WBE and DBE vendors. The staff also stated the Men’s Final Four is also making a concentrated effort to ensure that the composition of the Leadership Committee for Local Organization Committee (LOC) is diverse. The NCAA staff noted that host communities want more sanctioned activities for its citizens of all backgrounds and demographics and accessibility to these programs. Current programs include: a community run, youth dribble, middle school madness, YES clinics, art and writing programs and Final Four Friday.

13. Other Business. The committee acknowledged the service of Ron Stratten, former vice president of education services, who provided excellent service and leadership to this committee and to the membership

Division I Only.

1. Governance Representation and Requirements. The committee had the opportunity to meet with the NCAA Division I governance staff. The governance staff noted that as a result of the continuous struggle to solve rotational issues, there is a proposal to change the current NCAA Division I governance structure. The proposed structure would apply the current legislative diversity requirements in the aggregate across the council and cabinet levels rather than apply these requirements to the Management Council independently and the cabinets in the aggregate, which is the current practice. The committee expressed concern with the change in application of gender and ethnic diversity requirements. Specifically, the committee is concerned that if the current recommendations are adopted, the potential of having a specific gender and race dominated Leadership Council will be imminent. Additionally, the committee noted that certain triggers should be in place when both the Legislative and the Leadership Councils fall below certain minimum diversity requirements to ensure at the very least, current gender and ethnic diversity requirements be maintained. The committee had concerns and questioned if the terms “meaningful voice” and “meaningful leadership” equated to a “diverse voice” and “diverse leadership.” The