Diversity Efforts in Tennessee Titans Hiring

The Tennessee Titans have made diversity, equity, and inclusion (DEI) a cornerstone of their hiring philosophy, recognizing that a diverse workforce—from the front office to the coaching staff to the scouting team—drives innovation, fosters empathy, and strengthens connections with the Nashville community. Over the past five years, the organization has implemented intentional strategies to expand representation of women, people of color, and members of the LGBTQ+ community in roles where they have historically been underrepresented, including coaching, football operations, and executive leadership. These efforts aren’t just performative; they’re rooted in a belief that diverse perspectives lead to better decision-making—whether it’s drafting a prospect, designing a game plan, or engaging with fans. From creating structured fellowship programs to revising job posting practices to eliminate bias, the Titans have built a hiring framework that prioritizes inclusion at every step. Diversity Efforts in Tennessee Titans Hiring thus highlights how the organization is turning its DEI commitments into actionable change, setting an example for other NFL teams.

A core component of the Titans’ diversity hiring efforts is their focus on leadership pipelines for underrepresented groups—an approach that ensures long-term, sustainable change and defines Diversity Efforts in Tennessee Titans Hiring. In 2021, the team launched the “Titans DEI Fellowship Program,” which offers paid, year-long positions in football operations, coaching, and business operations to recent graduates from diverse backgrounds. Fellows work directly with senior staff (including head coach Mike Vrabel and general manager Jon Robinson) on high-impact projects, from scouting college prospects to organizing community events, and receive mentorship to prepare them for full-time roles. The program has already yielded results: two former fellows now hold full-time positions in the Titans’ scouting department, and one has joined the coaching staff as an offensive assistant. The Titans have also partnered with the NFL’s “Women’s Careers in Football Forum” and “Bill Walsh Diversity Coaching Fellowship” to identify and recruit women and people of color for coaching and football operations roles. “We don’t just want to hire diversely—we want to create pathways for diverse talent to grow into leadership roles,” said Titans vice president of human resources Sarah Thomas. “Our fellowship program is about investing in the next generation and building a pipeline that reflects the diversity of our community.” Diversity Efforts in Tennessee Titans Hiring thus showcases how the Titans are addressing systemic barriers by creating opportunities for underrepresented talent to gain experience and advance.

The Titans have also revised their hiring processes to reduce unconscious bias, ensuring that qualified candidates from diverse backgrounds aren’t overlooked—and this attention to detail strengthens Diversity Efforts in Tennessee Titans Hiring. The organization now requires all hiring managers to complete annual unconscious bias training, which teaches strategies to recognize and mitigate bias in resume screening, interviews, and candidate evaluation. For senior roles (like assistant coaches or executive directors), the Titans implement a “Rooney Rule 2.0” approach—going beyond the NFL’s minimum requirement to interview at least one minority candidate by ensuring diverse candidates make up 50% of the interview pool. The team has also revised job descriptions to remove gendered language (like “aggressive” or “dominant”) and focus on core competencies, which research shows attracts more diverse applicants. Additionally, the Titans use blind resume screening for entry-level roles, removing names, addresses, and college affiliations to prevent bias based on perceived background. “Bias can creep in even when we’re not aware of it,” Thomas explained. “By changing our processes, we’re ensuring that candidates are evaluated on their skills and experience—not on factors that have nothing to do with their ability to succeed.” Diversity Efforts in Tennessee Titans Hiring thus reflects a data-driven approach to DEI, using research-backed practices to create a more equitable hiring process.

The Tennessee Titans’ diversity hiring efforts have translated into tangible wins in representation—with success stories that highlight the impact of inclusive hiring and shape Diversity Efforts in Tennessee Titans Hiring. In 2023, the team hired Dr. Nakia Coleman as its first-ever chief diversity officer, a role created to oversee DEI strategy across all departments. Dr. Coleman, a Black woman with over 15 years of DEI leadership experience, has since expanded the fellowship program, launched a “Diversity in Scouting” initiative, and established partnerships with HBCUs (Historically Black Colleges and Universities) to recruit talent. On the coaching staff, the Titans hired Jennifer King as a running backs assistant in 2024—making her one of only a handful of women coaching offensive positions in the NFL. King, who previously worked with the Washington Commanders, has played a key role in game-planning for Derrick Henry, using her expertise in run-game analysis to optimize his touches. “Hiring Jennifer wasn’t just a diversity win—it was a football win,” Vrabel said. “She brings a unique perspective to our staff, and she’s made us better as a team.” The Tennessee Titans have also increased representation in the front office: 35% of executive roles are now held by people of color, up from 18% in 2019, and 40% of business operations staff are women. Diversity Efforts in Tennessee Titans Hiring thus offers concrete evidence that inclusive hiring strengthens the organization both on and off the field.

The Tennessee Titans have also leveraged community partnerships to deepen their diversity hiring efforts, recognizing that collaboration with local organizations is key to reaching diverse talent pools—and this outreach enhances Diversity Efforts in Tennessee Titans Hiring. The team has partnered with Nashville State Community College to create a “Sports Management Pathway Program” for students from low-income and underrepresented backgrounds, offering internships and mentorship to prepare them for careers in sports. They’ve also worked with the Nashville Black Chamber of Commerce to host job fairs focused on hiring local Black talent for game-day staff, corporate partnerships, and facility management roles. Additionally, the Titans have teamed up with LGBTQ+ organizations like Nashville Pride to recruit members of the LGBTQ+ community for roles in fan engagement and marketing, ensuring that their fan-facing teams reflect the diversity of their audience. “Our community is diverse, and our workforce should be too,” Dr. Coleman said. “By partnering with local organizations, we’re not just hiring diversely—we’re investing in Nashville’s talent and building stronger ties with the people who support us.” The Tennessee Titans’ community-focused approach has not only expanded their talent pool but also strengthened their reputation as a team that values and uplifts the community. Diversity Efforts in Tennessee Titans Hiring thus underscores how hiring diversity is intertwined with community engagement, creating a cycle of mutual support.

Looking ahead, the Tennessee Titans are committed to continuing and expanding their diversity hiring efforts, with clear goals to address remaining gaps and solidify Diversity Efforts in Tennessee Titans Hiring as a permanent part of their culture. The organization has set a 2027 target to have 50% of all new hires come from underrepresented groups, with specific goals for coaching (40% people of color, 20% women) and executive leadership (45% people of color, 35% women). They’re also launching a “Mentorship for Diverse Leaders” program, where senior staff will mentor mid-level diverse employees to prepare them for promotions. Additionally, the Titans plan to conduct annual pay equity audits to ensure that diverse employees are compensated fairly for similar roles—a critical step in retaining diverse talent. “Diversity hiring isn’t a one-time project—it’s a lifelong commitment,” said Titans president Burke Nihill. “We’re proud of the progress we’ve made, but we know there’s more work to do. Our goal is to be a team where everyone—regardless of background—feels valued, included, and empowered to succeed.” As the NFL continues to push for greater diversity across the league, the Titans’ efforts serve as a model for how intentional, structured hiring practices can drive meaningful change. Diversity Efforts in Tennessee Titans Hiring thus isn’t just about the present—it’s about building a future where the Titans’ workforce reflects the richness of the game and the community it serves.