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Statistics released for BAME regulations in Academy football

The EFL regulations relate to recruitment practices in Academy football aimed at tackling the under-representation of coaches from a Black, Asian and Minority Ethnic (BAME) background.

17 October 2018

Statistics relating to the second year of the EFL’s campaign to tackle under-representation of Academy coaches from a Black, Asian and Minority Ethnic (BAME) background have been released.

The 2017/18 campaign was the second season in which the EFL’s regulations relating to recruitment practices in Academy football had been used.

Taking inspiration from the NFL’s Rooney Rule, the EFL regulations introduced into Academy football in June 2016, require clubs to:

  1. Advertise any position within the club’s Academy that requires the individual to hold a UEFA A or UEFA B coaching badge on the club’s website and the EFL website for a minimum of 7 days.
  2. Include at least one suitably qualified BAME candidate (where an application has been received) on the interview shortlist for that position and appoint on the basis of merit alone.
  3. Provide details of the recruitment process to the EFL, including the number of applicants, the number of BAME applicants and the number of BAME candidates interviewed.

Of the 200 jobs advertised on, of which 122 supplied data, it was shown that there were 184 BAME applicants, with 27% interviewed.

For those BAME applicants who qualified for the position being advertised, 52% were interviewed.

In total, BAME candidates were appointed to sixteen of the 116 positions available, equating to 13% of advertised jobs. Previously, there were only 8% of academy coaches from a BAME background, whereas that percentage halved for senior coaching positions.

The work undertaken within the Academy set-up is helping EFL Clubs tackle the under-representation of BAME managers and coaches in first team football. In December 2017, all 72 EFL Clubs agreed to extend an initial pilot of a Voluntary Recruitment Code running until the end of the 2018/19 season.

The following table summarises the recruitment activity recorded by the EFL over the last two seasons:



Year Two (2017/18)

Jobs advertised on


Recruitment data supplied to EFL (to date)

122 (61%)

Number of applicants


BAME applicants

184 (9% of all applicants)

No of BAME applicants qualified for the role for which they were applying

96 (52% of all BAME applicants)

Chances of getting an interview

16% of all applicants were interviewed

Chances of getting an interview for BAME candidates

27% of BAME applicants were interviewed

Chances of getting an interview for qualified BAME candidates

52% of qualified BAME candidates were interviewed

No of BAME candidates appointed

16 (13%)*

*6 of the 122 positions were not ultimately filled due to lack of suitable candidates.  Therefore, there were 16 BAME appointments to 116 positions.


EFL Chief Executive, Shaun Harvey, said:

“We can see from our year two analysis that the measures introduced are having an encouraging impact on the recruitment processes and providing more opportunities for Black, Asian and Minority Ethnic (BAME) managers and coaches to secure positions in football.

“Ultimately, the success of this initiative is about giving candidates more interview opportunities which should deliver more jobs and I am pleased that there has been a tangible increase in the number of BAME candidates securing employment opportunities, increasing to 13% in year two.”

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