What happened to the rule in baseball that minority candidates had to receive interviews for high profile jobs as managers and general managers?
Is it no longer in effect?
Does it receive a waiver when a club decides to hire a “star” executive or field boss or promotes from within using the “next in line” approach?
Why is it that Theo Epstein was essentially rubber-stamped to go to the Cubs with the Cubs not fulfilling the requirement of interviewing a minority?
Or that Ben Cherington was promoted as Red Sox GM without so much as a peep from MLB that they had to talk to other candidates to satisfy the rule?
Initially I felt that the rule was a half-hearted attempt to appear progressive in name only; I didn’t think it would do much good; if a club has a specific person in mind for a job—and that may have race as a part of the subconscious exclusionary process—there’s not much that can be done to change their minds.
But what if a candidate walks in and wows the prospective employer? And what if that candidate’s reputation is boosted by the fact that teams were forced to interview them when, short of the mandate, they might not have done so?
Executives chat regularly; it’s a relatively closed society. They complain about players’ behaviors; their bosses; the media; and other mundane aspects of doing a job that many think is the pinnacle in baseball.
But baseball has given a pass to clubs like the Cubs who hired Epstein away from the Red Sox; watched silently as Epstein hired Jed Hoyer from the Padres; and may look the other way when he hires his next manager whether it’s Ryne Sandberg (the “Cubs institution” excuse—which can be altered to make light of the Cubs being something of an institution) or Terry Francona (Epstein and Hoyer know and have worked with him before) to replace the fired Mike Quade.
The Padres promoted Josh Byrnes to take over for Hoyer.
Of course in some situations there is a “token” aspect to interviewing a candidate because of his or her racial profile, but it’s a means to an end.
Ten short years ago, there was one minority GM—Kenny Williams of the White Sox, who is black.
Journeyman manager Jim Riggleman has been mentioned as a possibility for the Cardinals.
Jim Riggleman? The same Riggleman who quit on the Nationals in a self-immolating snit because they didn’t want to exercise his option for 2012? That guy? Teams want to hire him to manage?
I wouldn’t even consider him after what he pulled with the Nationals.
The Nationals hired Davey Johnson—their interim manager and a supremely qualified candidate with a terrific resume of managerial success, but someone who appeared tired at times in 2011 and may have lost his managerial fastball—no minority interviews.
What about Willie Randolph? Is he toxic? His strategic skills weren’t great when managing the Mets, but he had control of the clubhouse and deserves another chance.
Today Ruben Amaro Jr. and Michael Hill are working GMs; Tony Reagins was just fired by the Angels; and Kim Ng is an Asian-American woman who’s interviewed to be a GM and is currently an executive with Major League Baseball—the same MLB that is tacitly allowing clubs to selectively bypass the the mandatory minority interview rule to hire “names”.
Progress has been limited, but it’s progress nonetheless.
A rule that has helped make positive improvements in this realm is being dispatched out of convenience due to the recognition of those that are currently getting those jobs.
Epstein was going to be the Cubs boss one way or the other, but that doesn’t render the requirement meaningless.
At least it shouldn’t.