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Monday, November 15, 2021

MLB makes changes to ‘Selig Rule’ focused on internal promotions

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Major League Baseball has made modifications to the Selig Rule aimed at addressing internal club promotions, The Athletic has learned. The memo, sent to teams in October, was discussed as part of larger industry issues at the general managers meetings last week in Carlsbad, Calif.

The changes are effective immediately and are made to enhance diversity in future leadership of the sport. The modifications require several stipulations.

*Any club making an internal promotion for a senior baseball operations position must provide the Commissioner’s Office with a succession plan for all of the club’s senior baseball operations positions. That plan requires the club to include diverse individuals for future leadership positions.

*In the event of a non-diverse internal promotion, it’s the Commissioner’s expectation that a diverse individual will be promoted, or hired, to a vacancy created by the promotion.

*A club must provide the Commissioner’s Office with notice of the internal promotion and the rationale for not conducting an external or internal interview process.

RoyalsRetro (AG#1F) Posted: November 15, 2021 at 03:04 PM | 3 comment(s) Login to Bookmark
  Tags: diversity in baseball

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   1. . . . . . . Posted: November 15, 2021 at 03:57 PM (#6052991)
I'm not an expert on this area, but I'm pretty sure this crosses the line into being illegal under federal law (i.e. they are betting no one is stupid enough to challenge it).
   2. DL from MN Posted: November 15, 2021 at 05:22 PM (#6053025)
The next logical step would be to amend the Selig rule to require interviews of diverse candidates, not just "consideration". This feels like an overshoot but they've been underperforming for 75 years.
   3. The Yankee Clapper Posted: November 15, 2021 at 05:30 PM (#6053026)
I'm not an expert on this area, but I'm pretty sure this crosses the line into being illegal under federal law (i.e. they are betting no one is stupid enough to challenge it).
You’re probably right on that, although it’s worth noting that Title VII protects those filing a complaint alleging discrimination from retaliation, even if the challenge were unsuccessful. Of course, retaliation can be difficult to prove, and there may not be many who would want to go through the process. A ‘Commissioner’s Charge’ from an EEOC Commissioner would allow the policy to be challenged without an individual filing a complaint, but I’m not sure what level of interest there would be - only a handful of Commissioner’s charges are filed each year.
In the event of a non-diverse internal promotion, it’s the Commissioner’s expectation that a diverse individual will be promoted, or hired, to a vacancy created by the promotion.
That’s the provision that is most vulnerable to challenge. Promoting a white person doesn’t allow an employer to discriminate against other whites in filling the resulting vacancy.

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