This communication plan will become part of your Week 9 assignment. Complete the

This communication plan will become part of your Week 9 assignment.
Complete the communication plan activity using this template Download this template.
Be sure to review the rubric before you begin and read all instructions carefully.
When you are finished, save your work and submit it here.
Week 7 Activity – Crafting a Communication Plan
Week 7 Activity – Crafting a Communication Plan
Answer all prompts in the activity with a detailed, relevant, and clear response.85.5 to >77 pts
Answered all 12 prompts in the activity with a detailed, relevant, and clear response.77 to >68.36 pts
Answered 10-11 of the 12 prompts in the activity with a detailed, relevant, and clear response68.36 to >59.81 pts
Answered 8-9 of the 12 prompts in the activity with a detailed, relevant, and clear response.59.81 to >51.26 pts
Needs Improvement
Answered 6-7 of the 12 prompts in the activity with a detailed, relevant, and clear response.51.26 to >0 pts
Did not submit or did not answer at least 6 of the prompts in the activity./ 85.5 pts
Follow Strayer Writing Standards (SWS) and cite each source correctly.
9.5 to >8.55 pts
Followed Strayer Writing Standards (SWS) and cited each source correctly.8.55 to >7.6 pts
Followed Strayer Writing Standards (SWS) and cited each source with 1 error.7.6 to >6.65 pts
Followed Strayer Writing Standards (SWS) and cited each source with 2 errors.6.65 to >5.7 pts
Needs Improvement
Followed Strayer Writing Standards (SWS) and cited each source with 3 errors.5.7 to >0 pts
Did not follow Strayer Writing Standards (SWS) or cite sources./ 9.5 pts
Discussion:This week you read the case study: Making the Right Moves? The NFL and Diversity, Equity, and Inclusion in Coach and Executive Hiring. You are also completing a communication plan activity that will be part of your Week 9 assignment.
Diversity, Equity, and Inclusion (DEI) programs can enhance organizations’ competitive position and brand perception. In the case study you are asked to assume the role of a consultant in helping to make the NFL’s commitments around DEI impactful and effectively communicating their resolve in enacting organizational change.
How can the NFL foster a culture that actively supports and promotes the growth of minority and women coaches and executives within the organization? Support your response with specific examples from the case study.
Discuss 2 communication strategies you would recommend to the NFL to discover unconscious bias and create buy-in for DEI efforts.
How might you use this approach when implementing DEI principles for your chosen company?
Provide a substantive response to one or more of your classmates. Classmate post Hello Everyone,
First, I would like to say I was extremely upset reading this week’s case study. Reading about unethical behaviors, discrimination, and being mistreated is something that African American people will continue to encounter for the rest of their lives. I thought football was about athletes competing against one another to see who is the better team but based on this case study that only applied if the coach was white. Troy Vincent, Executive Vice President of Football Operations, talked about “a double standard,” noting the firing of several Black head coaches and how they are undervalued and underrepresented in the league.
Tony Dungy in Tampa Bay after a winning season
Jim Caldwell following a winning season in Detroit.
Steve Wilks, after a single year.
Brian Flores challenged the NFL in 2022 by filing a lawsuit stating that “the league has discriminated against him and other Black coaches for racial reasons, denying them positions as head coaches, offensive and defensive coordinators, and quarterbacks’ coaches, as well as general managers”. The Flores lawsuit also references the NFL’s poor record on promoting key subordinate coaches and NFL executives and the lack of diversity in team ownership. In 2003 The Rooney Rule was put in place. It required every team with a head coaching vacancy to interview one or more of what they term “diverse” candidates.
In 2022 “Women” has been added to the language of the Rooney Rule at all levels and the NFL has distributed a mission statement to media that encourages prospective non-white ownership groups to join in pursuing NFL franchise ownership. (PLEASE KEEP IN MIND THIS WAS ONLY 2 YEARS AGO! IT TOOK THIS LONG FOR WOMEN TO BE NOTICED! I CAN NOT WRAP MY MIND AROUND “WOMEN ADDED TO THE LANGUAGE”).
The NFL needs to promote, sponsor, and develop programs that will give women the training they need to succeed in the NFL. Female coaches paired with experienced leaders give women structure to build their careers in the league. Collaborating with different colleges and universities can promote the growth of minorities and women and attract potential candidates. The NFL Workplace Diversity Committee needs to hold all teams accountable for DEI progress and include all employees in training on unconscious bias. Also keep track of hiring, firing, promoting, and retaining minorities. Set DEI goals and make the necessary adjustments if needed. I would also use this approach for my company because I can establish specific measurable goals for DEI initiatives and highlight its benefits. The true definition of success is a mixture of race, gender, and religion. Diversity is the key!
John DiMarco, January 2023, Making the Right Moves? The NFL and Diversity, Equity, and Inclusion in Coach and Executive Hiring.
Louise-Jacques, M. (2022, February 1). Flores sues NFL, teams, alleges racism in hiring. Retrieved 23 February 2022, from to an external site.

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