INFORMATIONAL
ITEMS.
Association-wide.
a.
American
Indian Mascots. The committee
noted the Executive Committee’s decision to have the NCAA national office
staff create and distribute self-study materials for member institutions
currently using American Indian mascots, nicknames and logos. The committee believes additional
pertinent information can be found in its 2002 Report on the use of American
Indian Mascots in Intercollegiate Athletics.
The committee
reiterated its position that the mascots are contrary to the
Association’s Principles of Cultural Diversity (2.2.2), Principles of
b.
The committee
also received an update on the second annual Advanced Coaching Program, which
will be held in conjunction with the 2005 AFCA Convention. Staff noted that selections for the
class will be made by the end of October 2004.
c. Race and Gender Demographics Report. The committee reviewed the results of the 2003-04 Race and Gender Demographics of NCAA member institutions’ athletics personnel. The committee expressed disappointment in the decline in opportunities for ethnic minority coaches and administrators. The committee noted that the report only included numbers from African-American coaches and administrators. The committee requested that future studies include numbers for all ethnic minorities.
The committee
continues to question why ethnic minorities are not being hired on college
campuses. The committee identified
the following strategies to assist with improving these numbers: (1) invite
search firms to present to MOIC in order to evaluate their identification
process; (2) analyze the steps and procedures used on campuses when vacancies
occur; and (3) continue to build a list of capable candidates through the NCAA
Employment Registry and other professional development programs.
d. Employment
Registry. The committee
received an update from staff regarding the NCAA’s Employment
Registry. The site is designed to
match employers with prospective employees when intercollegiate
athletics’ vacancies occur. Employers will be available to search for
potential employees by using various search criteria. Staff discussed a potential partnership
with Monster.com that could delay the start of the program by a couple of
months. The committee requested an
update at its next meeting.
e. Leadership Institute for Ethnic Minority Males/Females. The committee discussed the Leadership Institute for Ethnic-Minority Females. This institute will begin with its first class in June 2005. The female institute will occur for three consecutive years then commence with an annual rotation with the male institute. The committee is currently reviewing appropriate criteria for admission into the program. The committee invited members from the Committee on Women’s Athletics to participate in the development of the institute by serving on the selection committee and identifying potential program facilitators.
f. General
Counsel Update. The committee
received an update from NCAA general counsel.
g. Office
of Diversity of Inclusiveness.
The committee received an update on the NCAA’s office of diversity
and inclusiveness (ODI). The ODI
was created to advocate for a future without barriers, develop an atmosphere
with a common purpose, value all voices and create active dialogue. The
benefits of ODI include individual empowerment, increased productivity and retention
of high-performing employees. The
committee was encouraged to begin incorporating the efforts of ODI into their
mission and objectives.
h. Subcommittee
Assignments. The committee
reviewed its current subcommittee assignments and made the following additions:
1) George Bright to
Division I Only.
i. Division
I Minority Issues Plan. The committee reviewed a request from the Division
I Committee on Athletics Certification to provide feedback regarding methods to
ensure that institutional minority issues plans for improvement have greater
specificity. In light of the most recent demographics data, the committee urges
the certification committee to consider the number of ethnic minority coaches,
administrators and faculty employed by the institution. The committee believes a significant part
of the plan should evaluate whether institutions are increasing their hiring of
ethnic minorities.
The committee also
stressed the need for outcome measures in order to gauge an institution’s
success. The committee identified additional
areas where institutions should be evaluated: 1) the balance between academic
and athletic pursuits of minority student-athletes; 2) the integration of the
minority student-athlete into the campus environment and 3) the institution’s
commitment to inclusiveness when developing the minority student-athlete.
Division II Only.
j. Division
II Project Team to Review Issues Related to Diversity. The committee
received an update on the work of the project team. The committee commended the project team
on their creation of the Division II Coach Intern Program. The committee also expressed support for
Division IIs upcoming NCAA Convention session “Recruiting Coaches to Work
for You.”