Guided by systemic racism theory, the purpose of this study was to apply a mixed-method design to better understand racial inequality within the leadership structure of NCAA collegiate football programs. Part I compared various performances between black and white head coaches. Results revealed that although there were no differences in performances between coaches, black coaches were terminated significantly sooner than white coaches. Part II obtained insights from mock hiring committees (n = 290) – in regards to ascribed attributes, perceptions of job fit, and hiring
recommendations – to determine how job candidates, varied by race and qualifications, are rated on becoming a head football coach within a Division I athletic program. Results, through ratings and commentary, showed qualified candidates were viewed more favorably than unqualified candidates, white candidates were viewed more favorably than black candidates, and while both white and black candidates were viewed similarly positive within their respective qualification categories, white participants were harsher on both qualified and unqualified blacks than non-white participants were. Recommendations are discussed in terms of both theoretical and practical directions for change.