REPORT OF
EXTERNAL REVIEW

Football Program Culture
University of Iowa

July 2020

 TABLE OF CONTENTS
Executive Summary......................................................................................................................... 1
Background Information ................................................................................................................. 2
Scope of Review .............................................................................................................................. 2
Report Structure.......................................................................................................................... 4
Summary of Information Gathered During Review ........................................................................ 5
Overall Program Experiences ...................................................................................................... 5
Player Descriptions of their Experience .................................................................................. 5
Football Program Racial Climate ................................................................................................. 5
“The Iowa Way” .......................................................................................................................... 7
Overall Description .................................................................................................................. 7
Requirement to Fit the “Mold” ............................................................................................... 8
Recruiting ................................................................................................................................. 8
Program “Rules” and “Lists” .................................................................................................... 9
Treatment of Players ................................................................................................................. 12
Making Weight ...................................................................................................................... 12
Sleep Bands............................................................................................................................ 13
Differential Treatment of Black Players ................................................................................ 14
Differential Punishment ..................................................................................................... 14
Verbally Abusive Behavior ................................................................................................. 15
Drug Testing Concerns ....................................................................................................... 15
Reports of No Experience or Observation of Differential Treatment ............................... 15
Statements About Prior Reporting .................................................................................... 16
Allegations Regarding NFL Draft Prospects ............................................................................... 16
Retention of Black Players......................................................................................................... 17
2018-2019 Diversity Task Force & Equity Concerns ..................................................................... 18
Background and Findings .......................................................................................................... 18
Player and Coach Perceptions of the 2018-2019 Task Force .................................................... 21
Recent Changes ......................................................................................................................... 22
Diversity Training and Reporting Avenues for Equity Complaints ............................................ 24
Conclusion ..................................................................................................................................... 25

i

 REPORT OF EXTERNAL REVIEW
The University of Iowa (the “University”) retained Husch Blackwell LLP to conduct an external
review of alleged racial inequities within the football program, including mistreatment of Black
student-athletes and a racially charged climate. We recognize that this matter has generated
widespread attention and strong emotions have been expressed about the football program on
various media platforms. Our task was to set that aside and impartially examine the football
program’s culture and perceptions of current and former players with respect to these matters.
This report provides a summary of the information gathered during that review.
While our report does recount specific allegations and incidents relayed to us, we recount these
allegations and incidents in the context of assessing the program’s culture and the perceptions
of current and former players. Some of the specific allegations and incidents we describe were
corroborated by numerous witnesses. Other specific allegations and incidents, however, were
disputed and/or were uncorroborated. We were not asked to determine the veracity of any
specific allegation or incident. Therefore, our reciting of a given allegation or incident in this
report is not a determination that the allegation or incident occurred as reported.
Specific allegations of mistreatment made against current and former employees have been
summarized and provided to the University in four separate personnel reports from Husch
Blackwell so that they may be addressed, as appropriate, pursuant to the institution’s
personnel policies and procedures.

Executive Summary
We interviewed 111 individuals, including 45 current and 29 former members of the football
team and 36 current and former employees. While witnesses reported a range of experiences
within the football program, we discerned several clear themes from the information we
received.
Players and coaches uniformly agreed that the Iowa football program is based on a foundation
of discipline and accountability. Several current and former players shared the view that some
coaches have used those values to create and perpetuate an environment that bullies and
demeans athletes, especially Black athletes. Moreover, recognizing that college athletes
typically experience some degree of stress associated with their training and performance,
several interviewees shared that the program’s stringent rules promulgated under the name of
discipline place significant, heightened stress on players of all races.
The interviews revealed that the Iowa football program has historically adhered to a philosophy
(the “Iowa Way”) that mandates uniformity and discourages individualism. Many Black players
expressed difficulty adjusting to the program’s culture as a result, explaining that they were
required to conform to a “mold” that appeared to be built around the stereotype of a clean-cut,
White athlete from a midwestern background. Numerous rules, both formal and perceived,

1

 requiring conformity around hair, clothing, jewelry, and tattoos left many Black players feeling
isolated, targeted, and unwelcome in the program.
While many players shared criticisms about the program generally or their personal
experiences with certain coaches, most players commented positively about Head Coach Kirk
Ferentz and his leadership of the program. Numerous players also praised their position
coaches and described the beneficial impact those coaches have had on both their athletic and
personal development. Players of all races also described forming good relationships with their
teammates.
Finally, the current players were uniform in their belief that the environment in the football
program has improved significantly since the inception of this review — both in a general sense
and through specific attempts to address or prevent racial inequities. The players expressed
hopefulness that these improvements will continue and result in sustained action that will
improve the program.

Background Information
In response to the May 25, 2020 death of George Floyd and the enhanced national focus on
racial injustice, Head Football Coach Ferentz shared a statement with the football team on
June 1, 2020. In his statement, Head Coach Ferentz expressed his hope that football team
members could help effectuate change by learning to be better listeners, understanding one
another’s life experiences, and growing as individuals and as a team. Around the same time,
Head Coach Ferentz addressed the issue of players kneeling during the national anthem, telling
the media that he wanted the team to make a unified decision about this issue for the
upcoming season.
On June 3, 2020, James Daniels, a former University of Iowa football player, tweeted “If the
team collectively decides to kneel, this will bring about a cultural change for both Iowa football
and the state of Iowa which I believe is long overdue!!!” Two days later, Daniels followed up
with a second tweet asserting: “There are too many racial disparities in the Iowa football
program. Black players have been treated unfairly for far too long.” Numerous former players
then took to social media platforms and other media outlets raising allegations of mistreatment
and speaking out about the need for cultural change.
On June 6, 2020, the University placed strength and conditioning coach Chris Doyle on
administrative leave after numerous former players accused him on social media of
mistreatment. The University announced Doyle’s resignation on June 15, 2020.

Scope of Review
We sent an email to all current players notifying them of this review and providing them with
an opportunity to report concerns and speak with the investigators. We also researched and
reviewed the social media posts and media mentions from current and former players that
2

 raised relevant allegations about the football program. We used this information to develop
our lines of inquiry and contacted individuals to gather additional information about their
experiences at the University and in the football program. We interviewed the individuals who
responded and agreed to participate; their responses are encompassed within this report.
In addition to conducting interviews, we reviewed evidence provided by the University and
witnesses, including the 2018-2019 UI Athletics Diversity Task Force Report, the Athletics
Department Diversity, Equity and Inclusion Plan, year-end student-athlete survey results, and
annual training materials for the football program. We also reviewed team documents
provided by Head Coach Ferentz and transcripts from two media conferences given in advance
of the Pinstripe Bowl.
The following charts set forth the racial composition of the individuals who participated in the
review:

3

 Report Structure
This report discusses the information gathered during the review, with detail around common
themes and the range of topics covered. The report does not make findings as to whether
specific incidents occurred or did not occur. Rather, specific incidents and allegations set forth
in the report are included to provide examples of the different perspectives of the program
culture.
In terms of organization, the report first addresses information gathered about the football
program in general, discussing the “Iowa Way” and treatment of players, including information
about differential treatment of Black players. The report then addresses the retention of Black
players, the work of a prior Athletics Diversity Task Force, recent changes made in the football
program, and University resources aimed at preventing and addressing concerns of race
discrimination and harassment.

4

 Summary of Information Gathered During Review
Overall Program Experiences
Player Descriptions of their Experience
Current and former players conveyed a substantial range of assessments along a continuum
ranging from very positive to very negative. The majority of current players told investigators
they have had a good experience and their interactions with coaching staff have been mostly
positive, helpful, and fair. Most current players have good relationships with their teammates
and feel there is a good atmosphere in the locker room. One current player said he “loves it
here. It is good. It is unique.” A second current player said he loves the atmosphere and
culture. The majority of former players interviewed also described their overall experience in
the football program as positive, although many of them reported having had difficulty
adjusting to the program’s demands. One former player said he developed solid friendships
with teammates and classmates.
Current and former players were overwhelmingly positive in their evaluation of the coaching
staff, with three exceptions. Many current and former players told investigators that three
members of the coaching staff abused their power and verbally abused and bullied players.1
Specific allegations about current and former employees have been provided separately to the
University.

Football Program Racial Climate
There were strong disparities in witness perceptions of football program culture, especially with
respect to race. Numerous players told investigators they chose to play at Iowa because of its
reputation for being disciplined. Generally speaking, these players have no concerns with the
football program’s culture. Multiple players and coaches said they have never seen or
observed anything racially offensive. Two current White players conveyed to investigators that
people have confused a “discipline culture” with a “racist culture.” In contrast, other players of
various races expressed serious concerns about the racial climate. One former player
explained: “Being an Iowa football player was a daily struggle for black players. We were
punished for no apparent reason, singled out by coaches, and threatened and ridiculed every
day. It is hard to explain how difficult it was. Think about being under pressure every day for 4
years solely because of your race. That is how it was for me and my black teammates.”
One coach told investigators that he does not think Iowa football is a racist program; rather, in
his view, the problems arose because one or two coaches had too much power. Echoing the
sentiments of many current and former players, this coach explained that it is harder to be a
1

Current and former players did not differentiate between coaching staff and strength and conditioning staff
during their interviews. Thus, their general use of the term “coach” to reflect both categories of employees is
reflected in this report.

5

 Black player in the program because of the player “mold.” This sentiment is consistent with the
views of the current and former players we interviewed who expressed an almost universal
feeling that Black players do not feel supported within the program, even if they have not
directly experienced negative treatment overtly based on race. According to many of the
players, this is due to the program culture and a feeling that Black players cannot be
themselves. To some players, this feeling has been created and perpetuated by certain
members of the coaching staff.
Former players said the adjustment to Iowa and Iowa football is difficult, especially for those
who come from more diverse backgrounds. In one former player’s words, White players were
"used to being told what to do by White men; Black players were used to Black coaches and
being able to be themselves." One current player described having to suppress his personality
and individuality in order to improve his experience in the program. Another player stated that
the staff would not allow players to show their personalities, and he described that the coaches
preferred the players to be “fake” rather than be themselves. That player recalled a coach
telling the freshmen players that they needed to “get on a boat and sail away from their old
lives” to be successful in the program. A different former player said the environment was
“hard to take” on a daily basis, hurt his self-esteem, and made it difficult to focus on receiving a
quality education.
Acknowledging extra burdens for Black players, several players and staff alike referred to a
saying about the program: "If you make it through the Iowa football program as a Black player,
then you can do anything." One former player explained that it is difficult for people who have
not been involved with a major football program to understand how Black players are treated.
As he described, “I worked hard and helped our team win games. I finished as one of the top
XXXs2 in the program’s history, but every single day was a struggle. I felt bad about myself as
did many of my Black teammates. We wanted badly to be successful and to help our team and
took the abuse to achieve team goals.”
Several players, both current and former, also shared their belief that the coaching staff is not
as welcoming or friendly to Black players as to their White teammates. According to the
players, coaches “only become friendly with the Black players when they are contributing to the
team” or if the Black player is a “superstar.” One current player, who is White, told
investigators he feels supported by the whole staff, yet he acknowledged that his experience
has been different than his Black teammates.
Finally, one former player said the culture is one where it is acceptable to demean people due
to disability or race. According to several players, issues within the culture were “not just a
Chris Doyle problem.” Those players said the culture problems are systemic and cannot be
fixed simply by getting rid of one coach. Several former players commented that Coach Doyle
should not be a “scapegoat” for the systemic issues in the program.

2

The former player’s position has been removed to protect his privacy and anonymity.

6

 “The Iowa Way”
Overall Description
Every individual we interviewed was familiar with and described the concept of the “Iowa
Way.” As witnesses explained it to us, the Iowa Way is the phrase used to describe the
philosophy instilled in players to guide their actions in all aspects of their participation in Iowa
football. Head Coach Ferentz explained that the Iowa Way is the football program’s “mode of
operation.” He has three goals for each player within the program: (1) earn a degree,
(2) maximize abilities as a football player, and (3) have a fulfilling college experience.
Head Coach Ferentz also explained that an educational program called the Iowa Way was
initiated in 2019 for the incoming freshmen on the team. Six of the position coaches give talks
to players about critical elements for success, including academic, athletic, and social success.3
Coach Doyle also referenced the new educational program, explaining it is used to “teach the
values and standards of what makes successful athletes.”
While no interviewee provided us with a formal definition of the Iowa Way, current and former
players provided the following descriptions of its meaning:4
Player comments on the Iowa Way
Tough, smart,
physical

Disciplined

Regimented

Hardworking

“Their way or the
highway”

Grind it out, no
excuses

Do not speak up
about things

Follow the rules and
stay in line; don't get
in trouble

Do things the right
way

Put the team before
yourself and stay
humble

No nonsense

Show up, don't
complain, don’t have
an attitude

Be quiet and do
what you are told

Fly under the radar
and don’t be flashy

A way to conform
and be “normal”

3

Head Coach Ferentz provided investigators with a list of Iowa Way talks scheduled during the 2019 season that
included a wide range of topics such as healthy relationships, time management, and social media.
4

Head Coach Ferentz agreed that the team has a mantra of “tough, smart, and physical.” A couple of years ago,
they added the word “together” to the mantra to reflect that in any team activity, being together is of primary
importance.

7

 Current and former coaches used the following descriptions for the Iowa Way:
Coach comments on the Iowa Way
Tough, smart,
physical

Discipline

Accountability

Structure

Giving great effort

Doing things that
are hard

Doing things "the
right way"

Showing up and
doing your work the
best that you can

Doing little things
right that create a
competitive edge to
help create success

Being responsible,
accountable, caring
more about others
than yourself.

One former coach explained that the Iowa Way is about more than football, it is “how you live
your life.”
Requirement to Fit the “Mold”
Numerous players and coaches told investigators that the Iowa Way requires players to fit a
“mold” that discourages self-expression and is not inclusive to Black players. Many players said
that, if players do not fit the “mold,” coaches do not want them in the program. Many Black
players reported feeling like they cannot be themselves and must “completely change” or “put
on an act.” Players explained that there is a requirement to be “robotic,” in that they are
required to look the same, act the same, and say the same things. One former player said that
conforming was like putting on a mask. A current player told investigators that constantly
needing to conform is “mentally draining.” One coach agreed that the concept has not been
inclusive and can “very much alienate individualism.” A second coach stated that players have
told him the Iowa Way means “you act like a White person and cannot be yourself.” Indeed,
one employee told investigators that White players, as well as one coach, have said that Black
players do not fit “the mold.”
Recruiting
Many current and former players informed investigators that they were told the program has a
“family atmosphere” during recruitment but found that to be untrue when they arrived. After
arriving on campus, these student-athletes reported quickly learning that the coaching staff and
program required them to quickly adapt to the culture of the Iowa football program. Some of
the players felt like this culture did not resemble the family structure that was portrayed during
the recruiting process. One student stated that immediately upon arrival on campus, freshmen
were “secluded from the rest of the team” and told by a coach that the program was “going to
8

 strip who they are and teach them the Iowa Way.” Players felt deceived because the coaching
staff promoted a family atmosphere throughout the recruiting process yet neglected to inform
them of the program’s requirement that they conform to a specific mold.
Head Coach Ferentz stated that, during the recruiting process, he personally informs every
prospective player that the Iowa football program is not for everyone. Head Coach Ferentz told
investigators that every student is told “it’s your choice.” He tells every player “you have
earned a scholarship and the right to make the best choice” for yourself. Head Coach Ferentz
encourages prospects to rely on their parents and high school coaches to make the best
decision about which university to attend. He encourages prospects to speak with current
players to get the best information about the program.
Program “Rules” and “Lists”
The emphasis on rules and fear of breaking the rules was a consistent theme throughout the
review from both current and former players.5 Numerous players described not being able to
“be themselves” because of the rules and feeling constantly afraid of making a mistake.
Numerous current and former players reported that the coaching staff kept “lists”6 of players
who failed to follow the rules or meet expectations. One former player explained that the lists
tracked missteps such as missing curfew, not going to a class, missing tutoring, or not following
a coach’s directions. The general sense among those players was that once a player was
labelled or placed on a list, their playing time was negatively affected, and the player was
treated like a “bad kid.” Almost every player who mentioned the “lists” said it was very hard, if
not impossible, to come off the list.7 The players also reported being treated poorly because of
their association with teammates on a list.
One employee confirmed hearing coaches tell players “you don't want to become a ‘list guy.’”
This employee thought there was just one “list” that encompassed drug issues, attendance, and
other issues. A former coach told investigators that there was only one list for players “not
doing the right things.” According to him, the main purpose of the list was to identify academic
issues and sit down with players to understand what was happening in the classroom. Another
coach said he was provided a paper list of players who had violated the rules. One of the
coaches with information about sleep and weight lists, as discussed more below, said the lists
caused players unnecessary stress and added to a culture of fear.

5

Some disagreement exists among those interviewed as to whether the “rules” described to investigators were, in
fact, formal team rules; regardless of whether they were formal team rules or not, players perceived many of them
to be “rules” that they were expected to follow.
6

Descriptions of these “lists” encompassed both physical, written lists of names, as well as verbal or mental lists
maintained by the coaches.
7

Coaches had differing perspectives about the ability of players to come off the list, with some saying it was
possible and others saying it was difficult.

9

 Several coaches acknowledged that the players were subject to “many rules” and opportunities
for making mistakes. One former coach said the program is very demanding, both physically
and mentally. In describing the rule-bound environment, one coach told investigators he
believes that “the Iowa program is an out and out abuse of power.” A different coach provided
a contrasting perspective, summarizing the rules as “show up on time, have a good attitude,
and listen to what you are being told.” Head Coach Ferentz told investigators he expects
players to give effort every day, have a good attitude, communicate, and “be where you are
supposed to be.”
Summary of “Rules” relayed by players and coaches

Accessories

Players: Not
allowed to
wear earrings
or other
jewelry or
have tattoos.

Coaches: Two
explained
jewelry rules
were for
health/safety
reasons; two
others did not
know the
rationale.
Several noted
that the
team's policy
changed in
2019 to allow
earrings. Staff
denied rules
about tatoos.

Clothing

Players: Not
allowed to
wear hats,
"do-rags,"
tank tops, and
required to
wear only
"Iowa-issued
gear" while in
the football
building.

Coaches:
Acknowledged
rules about
dress at team
functions,
while on the
road for
games, and
wearing Iowaissued gear in
the football
building.

Grooming

Players: A
number of
players
reported short
hair was
required and
that hairstyles
traditionally
associated
with Black
culture (e.g.,
locs, braids,
cornrows)
were not
allowed.

Coaches: Two
coaches noted
the need for
hair not to
obscure
players' eyes.
Denied formal
rules
restricting
long hair or
other natural
hairstyles.
Identified
former players
Black and
White with
long hair.

Overall appearance

Players:
Expectation of
presenting a
“professional
appearance.”

Coaches:
Expectation of
presenting a
"professional
appearance."
One explained
presence of
scouts in the
football
building.

According to the players, many of the program rules involved hair, clothing, and jewelry.
Players told investigators they were not allowed to wear tank tops, earrings or other jewelry, or
have tattoos. Players also stated that they were not allowed to wear hats or “do-rags” and
were required to wear only “Iowa issued gear” while in the football building. Several players
and coaches described the expectation as presenting a “professional appearance.” In contrast,
one current player shared his opinion that the Iowa Way did not cover a player’s “look” or
appearance and that rules about earrings and hats were not “too strict.” These rules made
players, especially Black players, feel as though they could not be themselves.
Numerous players told investigators that the rules appeared to be racially motivated or
enforced differently based on race. Players observed that, because of the requirement for
conformity, coaches were not accepting of minority cultures. Indeed, several players expressed

10

 a belief that the rules were targeted toward Black players, and one current player asserted that
the coaches were using the rules to “eliminate Black culture.” Numerous players indicated that
hairstyles traditionally associated with Black culture were not allowed. Moreover, two current
players complained that rules regarding hats were unfair, racially motivated, and enforced
differentially because White players could wear hats, but Black players could not wear “dorags.” One former player said that country music was played “all of the time” rather than music
that Black players preferred. Black players also believed that the no-jewelry rule had a
disproportionate impact on them, as they reported wearing earrings more than their White
teammates. Additionally, one former player stated that Black players were prohibited from
wearing jewelry, yet White players could wear dog tags. A current player said that when he
wears a hat or hoodie, coaches say “that is not how they do things here in Iowa.” One current
player disputed the assertion that rules were enforced differently based on race, stating that he
observed coaches giving players, both Black and White, “crap” about their tattoos.
Several coaches confirmed the existence of rules about earrings, hair, tattoos, and attire but
denied they were based on race. One coach told investigators that the rules are based on
professionalism, explaining: “When you are around people everyone knows who you are
because you are on the football team. You need to pretend you are going into an interview and
look that way all the time. A scout could be in the building and evaluate everything you are
doing so the players always need to look and act professional.” Two other coaches explained
that the rule prohibiting jewelry was based on health and safety reasons. However, two
different coaches admitted that they did not know the rationale for the rule against earrings.
One of them explained that the rule has caused “discontent” among the players and has been
viewed as discriminatory because “kids want to know why,” and he has been unable to offer a
satisfactory rationale. Several individuals observed that the rule prohibiting jewelry had
recently changed, and earrings were now allowed. With respect to rules about hair, two
coaches explained that they have commented on a player’s hair when unable to see his eyes.
Both coaches explained “you need to be able to see the player’s eyes to be able to coach the
player.”
Head Coach Ferentz stated the rules regarding jewelry and hats were eliminated in 2019. He
also told investigators that his staff was instructed not to make any comments about hair or
tattoos after receiving feedback from the Task Force report. In addition, after team meetings in
June 2020, Head Coach Ferentz eliminated rules regarding personal appearance.
Head Coach Ferentz stated the rules regarding Twitter were also eliminated in June 2020. Prior
to June 2020, players could use social media platforms but were not allowed to Tweet.
Each year in the spring, the Leadership Group of players on the team, typically made up of 1014 upperclassman, would review the team rules with Head Coach Ferentz. During the past few
years, the Leadership group has suggested changes which were approved and adopted for the
following year. Head Coach Ferentz told investigators he wanted players to have input about
the team rules.

11

 One former player asserted that the coaches previously told them not to take a knee during the
national anthem because they should “keep politics and football separate,” yet White players
were allowed to wear MAGA hats and present an Iowa jersey to President Trump during his
presidential campaign. One of the coaches interviewed could not recall anyone making the
“politics” comment but confirmed that a football jersey was given to President Trump. Head
Coach Ferentz confirmed that he previously believed it is better to keep politics and football
separate when in a team environment. He told investigators that his views have changed
recently and, moving forward, he wants the players to support and respect one another, even if
they have different political views. Head Coach Ferentz also stated that when student-athletes
are not in a team setting, he encourages student-athletes to engage in the political process.
Both Athletic Director Barta and Head Coach Ferentz denied that any of the players attended
the presidential campaign event on behalf of the Iowa football program. Both stated they only
became aware that players attended the event after the event had concluded.

Treatment of Players
Numerous current and former players raised concerns about sleep bands (discussed below) and
body weight, although only one former player and none of the current players interviewed
correlated such concerns to race. Rather, the concerns expressed primarily related to general
mistreatment, with one current player explaining that both items were used by coaches to
“beat you down and hound you.” Several players told investigators that the message from
coaches about the rules appeared to be “if you don’t like how we do things you can leave.”
Making Weight
Numerous players discussed the pressure they felt to maintain the requisite weight. Two
players (one current, one former) reported that coaches subjected them to unfair and
unreasonable weight expectations after being sick, leaving the current player concerned he
would be kicked out of the program. The current player said that a White player who was sick
and lost weight was treated more favorably.
One former player said that he was so anxious about making weight that he involuntarily threw
up every morning before weigh-in. This same former player also said that the coaches would
require him to eat in front of them. A different former player said he was required to drink
excessive Powerade and shakes to gain weight, which made him sick daily. Other former
student-athletes said players were weighed weekly and needed to meet their goal weight
within a designated window. According to one of the coaches, there is a two-pound window
for making weight, except after long breaks when the window is larger. He told investigators
that no allowances were made for injuries or sickness. The former player who had trouble
gaining weight after being sick said a coach told him "you don't care, you are lazy."
A current player identified that it is difficult for him to maintain his body weight over breaks,
because he does not have the same access to food when he is at home for extended periods.
The player stated that he works out hard when he is at home but cannot consume adequate

12

 calories, thus he returns to campus underweight. According to the player, the coaching staff
questioned his commitment to the Iowa program.
One of the coaches confirmed that the strength and conditioning staff was “strict on body
weight” and that players had anxiety about body weight. Those players who were underweight
reported being yelled at and placed on a “shake list” every week. If players were under weight,
they were required to “pound shakes,” and if they were over their target weight, they did extra
conditioning. One coach told investigators that Black players were held to a different standard
after they were sick and lost weight.8
The strength and conditioning staff told investigators the weight requirements were used for
the safety and wellness of the players. The staff denied that players were required to put on
significant amounts of weight quickly after being ill, saying sports medicine staff was involved in
such cases and would determine a safe progression for players to regain their optimal weight.
The strength and conditioning staff denied determining the weights for players after they had
been sick; only the sports medicine staff would make those determinations.
Head Coach Ferentz told investigators that moving forward, the target weight ranges would be
expanded, and individual player weight goals would be established collaboratively between the
player, assistant coach, strength and conditioning coach, and medical staff, if necessary.
Sleep Bands
One coach explained the origin of sleep bands, telling investigators that they were initially used
with only a few players to measure recovery. When the initial use was favorably received, the
coaches started training the entire team on sleep hygiene. The players wore a sleep band at
night to measure their sleep and the information went into a database that was reviewed daily
by the strength and conditioning staff.
Many players described having to wear sleep bands to track their sleep, which they said was a
very negative experience and caused “lots of anxiety.” A coach explained that, if someone had
bad sleep for multiple nights, the poor sleep was “called out” in front of the team, and the
player would be in trouble. Head Coach Ferentz agreed that players may have been “called
out” in front of the team. He told investigators that player feedback should have been provided
more discreetly. Moving forward, he stated that sleep bands will be used only on an
educational basis and all player feedback will be given privately.
Several players and coaches told investigators that the coaches maintained a “sleep list,” and
the ten players with the least amount of sleep for the week were required to have a meeting
with the strength and conditioning staff. Several former players and one coach indicated that it
was a demeaning and hurtful thing to be on the sleep band list, and it added to the anxiety of

8

This coach said he never told anyone due to fear of retaliation.

13

 all the players. One former player observed that Black players were always on the list every
week.
A former strength coach told investigators sleep bands were used as a positive tool to improve
player sleep habits. He stated: “not one time in the history of Iowa football was anyone ever
disciplined for sleep.” When asked about player allegations that the 10 “worst sleepers” were
“called out” and punished, the former strength coach said that he met individually with players
to discuss their sleep information, and it was not intended to be disciplinary; he provided both
positive and corrective feedback. The former strength coach emphasized that players were
never disciplined, and the data was used only for the health and well-being of the studentathletes. He could not recall any players expressing anxiety about using the sleep bands.
Head Coach Ferentz told investigators sleep bands will only be used as an educational tool
moving forward. He will be the only coach to receive the data about a player’s sleep and will
only speak to a player regarding his sleep in a private setting.
Differential Treatment of Black Players
Numerous current and former players of various races told investigators that Black players
were treated differently than White players, predominantly through differential punishment for
perceived rule violations. One current player said Black players “take a lot of heat.”
Differential Punishment
Numerous former players said Black players received harsher treatment than White players in
both the frequency and severity of punishment. One current Black player gave an example of
being treated differently than White players, describing an incident where he was yelled at
extensively, kicked out of training, and required to do 10 hours of community service for
spitting on the turf—whereas he indicated White players did not receive this response to
spitting. According to the player, White players have spit “plenty of times” on the turf and not
been “cussed at” or thrown out of a weight training. This player’s recollection was supported
by a former coach and two current players who witnessed the incident and observed White
players engaging in similar behavior without punishment. In contrast, one former player and
one coach said White players were also disciplined for spitting on the turf.
A second current player said that he was chastised for singing and dancing at practice whereas
similar behavior from his White teammates went unnoticed. A former player also gave an
example of Black players being punished by being required to repeatedly run a drill in which
they run right at one another and collide.
One of the coaches confirmed that there is a feeling among Black players that, although the
rules are the same, there are disparities in the impact of the rules. This coach told investigators
that he brought the treatment of players up to Head Coach Ferentz a couple times over the last
four years with no resulting change.

14

 Verbally Abusive Behavior
Several former players also described being subjected to verbally abusive behavior. One
current Black player told investigators when he first joined the team, coaches told him he
would never play, he was "shit for brains," and he was a "dick head." The player said such
treatment “definitely fuc*** with his head for a bit." A different former player told
investigators it “seemed like every Black player had two strikes the day we entered Iowa… I was
either a criminal or a dumb motherfu**** to these guys.”
Drug Testing Concerns
Numerous individuals also raised more frequent drug testing of Black players as a concern.
Athletic Director Barta told investigators he became aware of these complaints in June 2020
and he and his staff have started a review of the Department’s testing protocols and will work
with the outside vendor, Aegis, to improve the process. The Program Manager in charge of
student-athlete drug testing told investigators that testing staff does not know the race of
individuals selected for testing. Student-athletes are tested randomly and if they have
previously tested positive or produced a diluted sample they may be selected for further
testing. The Program Manager reviews the lists of players selected for testing and removes
individuals who have been tested more frequently. She explained that the Head Coach may
also request that specific players be tested, but the coach must have a legitimate reason for
making such a request and the request must be reviewed and approved by the supervising
physician before the player will be tested.
Head Coach Ferentz acknowledged that changes need to be made to the program’s drug testing
policy, but he denies that Black student athletes are tested at a higher rate. He reviewed the
testing data from the 2019-20 academic year and determined that three players were tested
three times. Of those three players, two were White and one was Black. He identified
additional ways that the testing program could be improved to provide more privacy to players.
Currently, the Program Manager administers the testing program within the football building,
and Head Coach Ferentz intends to remove testing from inside the football building moving
forward.
Reports of No Experience or Observation of Differential Treatment
The majority of coaches said they observed nothing indicating differential treatment based on
race. Several current players of color said that they were not personally treated differently
than other players because of their race but recognized that other players may have had
different experiences. Several current players, predominately White, said that they have never
witnessed Black athletes being treated differently than White athletes by any member of the
coaching staff.

15

 Statements About Prior Reporting
Most of the coaches said that they received no complaints from players about being treated
differently based on race. Except for the one coach described above, none of the individuals
interviewed said they raised concerns about differential treatment due to a fear of facing
repercussions. One current player explained that players were scared to come out with this
because they were afraid of the treatment they would receive. Another current player said he
was “happy it all came out,” and he had “a sigh of relief when everyone started to write what
he was feeling.” One coach said that conversations about equitable treatment began after the
George Floyd murder, during which time one player raised concerns about differential
application of the rules.

Allegations Regarding NFL Draft Prospects
Numerous players mentioned a member of the coaching staff’s close connections with the NFL
and his influence over their draft prospects. They believed the coach wielded complete control
over which players could speak with NFL scouts and that he was able to “make or break” their
professional careers. One former player told investigators that race influenced whether a
player was discussed with the NFL and eventually drafted. Numerous former players alleged
that the coach used his influence with NFL scouts to “blackball” players, mostly Black players,
whom he did not like. The allegation that the coach would “blackball” players was repeated by
one coach, who did not address whether race influenced this; he said that the coach tried to
“blackball” players with the NFL or negatively impact their prospects.
One former player who plays professionally in the NFL told investigators that coaches told NFL
scouts he was “not a team guy and had an attitude issue.” A second former player told
investigators that his current NFL team informed him that a coach said negative things about
him, telling scouts he was a “toxic player” and would “ruin their team.” According to this
former player, a coach also told scouts he was “cocky, irresponsible, and arrogant.” The former
player also told investigators that an NFL scout told him at his Pro Day9 that a coach
characterized him as “undraftable.” Finally, this former player noted to investigators that one
of his teammates, who did not get along with this coach, was drafted lower than expected, the
implication being that his prospects were negatively impacted by the coach. Both players, one
Black and one White, stated that they received similar treatment by the coach with NFL scouts.
Several former players also identified what they believed to be an implicit requirement that
they train for the NFL Combine and Iowa’s Pro Day in the facility. The players explained it is
common for NFL hopefuls to travel to sports performance facilities to prepare for workouts
with NFL scouts and personnel. However, the players believed that, if they left Iowa, coaches
would provide negative feedback about them to NFL scouts. One player indicated that the

9

Iowa, like most Universities, conducts an annual Pro Day, where NFL scouts visit its facility and watch players
participate in the same drills conducted at the NFL’s scouting combine. The Pro Day is essentially a job fair for
draft eligible players.

16

 program did not explicitly state that he required them to prepare for the NFL workouts on
campus, “but everything around you is saying it.” The player added, “the bird on the top of the
building was saying, ‘you better train here.’”
Coaches denied making negative statements about players to NFL Scouts. One coach stated, “I
make it a habit to never, ever say a negative word about anybody on our football roster, ever.
Just always point out the positive and let the NFL scouts watch the film and make their
determinations.” The coach was told that some players believed that they were drafted lower
by their NFL teams because of comments that he made to NFL scouts, and the coach
responded, “Didn’t happen.” The Coach told investigators that he never told a scout that a
player was “undraftable.” He also denied making negative statements about the program or
players to NFL scouts. Athletic Director Barta told investigators he has never received any
information to suggest that NFL scouts were told Iowa players were “undraftable.” Head Coach
Ferentz told investigators he has received no information from anyone in the NFL to suggest
that a coach has used the term “undraftable” to describe a player to NFL scouts. He also stated
that it would be “counter-intuitive” for a coach to say negative things about players to NFL
scouts. Based on his own experience in the NFL, Head Coach Ferentz emphasized that scouts
make decisions about players on their own.

Retention of Black Players
Current and former players and coaches shared their opinions on why the football program
struggled to retain Black players. Numerous current and former players said that Black players
left the program because they were unable to fit the Iowa “mold” or were uncomfortable being
themselves. Other current and former players attributed the retention problems to what one
player termed “constant ridicule” and the sense that coaches tried to “run off” players who do
not conform to the Iowa Way. One current player explained that the feeling of having to “walk
on eggshells” can be grueling and demanding on a player’s mental health. A different current
player said that Black players are frustrated by all the rules when they arrive; the rules do not
let players be themselves and many players cannot “deal with it.”
According to one coach, some players have transferred due to coaching changes and some “just
didn't want to put up with the program anymore.” This coach stated that the program is tough
and at times players have had enough. In his view, although the program was tough on White
players, it was harder for Black players. One former coach said that players left the football
program for a variety of reasons; in his view, 90% were players with academic difficulties and
the remainder had legal or conduct issues or wanted to play somewhere else.
The Associate Athletic Director for Compliance told investigators that no transferring player has
said his transfer was due to racial issues when she met with him pursuant to NCAA
requirements. Rather, she was typically told the player was transferring because of playing
time. She also told investigators that because meeting with her was completely voluntary,
many student athletes chose not to do so.

17

 2018-2019 Diversity Task Force & Equity Concerns
Background and Findings
The University established an Athletics Diversity Task Force in the spring of 2018 to review and
address the retention rates of Black male student-athletes across athletic programs. The Task
Force established a two-year timeline for its work, which was broken into three phases.10
Phase I was completed in January 2019 and was intended to gain a better understanding of the
experiences of Black male student-athletes. Phase II was intended to develop and implement
an action plan to support the persistence and graduation of Black male student-athletes.
Phase III is intended to include a review of outcomes resulting from the strategies and tasks
outlined in the Phase II action plan.
In completing Phase I, the Task Force interviewed 24 current and former student-athletes and
26 staff members of varying levels. Those interviews revealed that, while Black male studentathletes reported generally positive experiences within the campus and general community,
the following specific themes arose regarding differences in experience between Black studentathletes and White student-athletes:
Themes from Task Force Interviews

Perceived power
differentials
between
students and
coaches/leadership prohibiting
effective
communication

Perceived
differential
treatment in
disciplinary
measures

Team policies
limiting personal
authenticity

Recruiting
process
promoted family
atmosphere, but
neglected to
inform players of
the requirement
to conform to a
specific mold

Lack of
connection with
the support
system (team and
community) that
recruited them

While the report does not identify the teams for which these concerns were most prevalent,
individuals familiar with the Task Force told investigators that they were primarily related to

10

Information about the Athletics Diversity Task Force has been taken from the UI Athletic Diversity Task Force
Report issued on March 29, 2019.

18

 football. One employee who participated in the Task Force stated that football players
identified a bullying culture within the football program. This employee also recalled Black
players expressing concerns about not being able to be their “authentic selves” and that
coaches made Black players feel unwelcome. A second employee who participated in the Task
Force told investigators that they received many general comments from Black football players
about not feeling welcome in the football building. This employee stated that the only specific
comments they received referenced the weight room and players being demeaned and
degraded for making mistakes. According to this employee, the Task Force was also told that
Black players received harsher punishments than their White teammates. The investigators
reviewed notes taken during Task Force interviews and found the following concerns expressed
regarding racial inequities within the football program:
•

Use of slang and jargon speaking to Black players

•

Different rule enforcement for players based on race

•

Different discipline for players based on race

•

Different drug testing frequency based on race

Several strategies and critical tasks were set forth in the Task Force report to be accomplished
during Phase II. They include the following action items to sustain and support the overall work
of the Task Force as it relates to overall climate and opportunities for student-athletes to share
their experiences:
•

Establish an African American student-athlete advisory group that reports to the
Athletic Director, the Big Ten Advisory Commission Representative, and the Associate
Athletics Director for Student-Athlete Academic Services.

•

Conduct a meeting twice per year between African American student-athletes and the
President’s Office, the Associate Vice President for Diversity, Equity, and Inclusion, and
the Vice President for Student Life.

•

Utilize campus-wide metrics and tools to evaluate the departmental climate.

•

Implement an accountability structure within the UI Athletics Diversity Plan that
celebrates DEI successes, and establishes meaningful consequences.

Relatedly, one of the goals of the corresponding Athletics Department Diversity, Equity, and
Inclusion Plan11 is to “promote a welcoming climate that enhances the educational and work
experience for all members of the Athletic Department.” Action items in support of that goal
include the following:

11

The Plan was adopted on December 13, 2017 and updated in August 2018.

19

 •

Provide staff with educational and professional development training, focused on
effective recruitment and retention strategies for underrepresented groups, including
regular, required diversity and inclusion trainings for all Athletics staff.

•

Annually distribute the Big Ten Advisory Survey data to the S-A Well Being
Subcommittee of the Presidential Committee on Athletics.

•

Annually inform student-athletes of the policies and procedures for seeking help if they
believe they have experienced or witnessed harassment or discrimination.

•

Continue to work with faculty and alumni groups to develop mentoring opportunities
for student-athletes from underrepresented groups.

Athletic Director Barta told investigators that several staff members within the Department
were tasked with creating and implementing action items to respond to the Task Force findings
and support the Department’s diversity efforts. He explained further that the Department took
the following specific actions prior to June 6, 2020 and the start of this review:

20

•

Held a meeting between Head Coach Ferentz and a group of Black players to discuss the
findings of the Task Force Report and identify ways to improve the environment; rules
regarding earrings and jewelry were relaxed as a result of that meeting;

•

Conducted Department-wide education and training, including training about
unconscious bias;

•

Appointed Broderick Binns as Interim Director of Diversity, Equity and Inclusion;

•

Appointed a learning specialist to assist student-athletes who experience academic
challenges;

•

Engaged the Dan Beebe Group to conduct in-person training for all student-athletes,
coaches, and staff on topics such as appropriate coaching techniques and treatment of
student-athletes and responding to issues and complaints within the Department.
Training for student-athletes included resources and strategies to express concerns
and/or file a complaint if uncomfortable approaching a coach or someone directly
associated with the student-athlete’s sport;

•

Conducted annual, online anonymous surveys seeking feedback from student-athletes
in all sports. The surveys were supplemented with in-person interviews of selected
groups of student-athletes;

•

Created a cultural resource guide for minority student-athletes; and

 •

Ensured that leadership training for student-athletes, coaches, and administrators
included discussions around topics such as race and community activism, resulting in the
development and adoption of a department-wide diversity, equity and inclusion pledge
statement that was converted to a video.

Athletic Director Barta told investigators he honestly thought they had taken steps to fix the
issues identified, but he now recognizes they have not done enough. Athletic Director Barta
also expressed his understanding of the need to rebuild trust.
The Deputy Athletic Director and Sports Administrator (football) said the Athletics Department
is working to address the issues and has created its own task force and Diversity, Equity, and
Inclusion office. The Faculty Athletic Representative confirmed that the work from the Task
Force is continuing and will expand its scope beyond graduation rates.

Player and Coach Perceptions of the 2018-2019 Task Force
Most of the players and coaches interviewed by investigators knew very little about the 20182019 review. One former player said the Task Force group met with him and other players
during which the players “told them the same things we are saying now.” According to the
former player, Head Coach Ferentz was aware of the concerns, took notes, and met with the
Black players. He stated the coaches listened but “did not take into account” what was said,
leaving the impression they did not believe there was a problem. One former player told
investigators that players had been afraid to say anything to the Task Force because of their
perception that a particular coach was “always there” and would "make or break you" in the
program. Another former player said he participated in the review and told them “some things
but not all; enough to know there was a problem.” Numerous players said the only tangible
change that resulted from the review was the ability of players to wear earrings.
Several coaches said they were aware of the report but had not been involved in the meetings.
One coach said that there was a discussion in a coaches’ meeting about low graduation rates,
but the discussion was limited to that topic. One coach said that Head Coach Ferentz met with
a group of Black players in connection with the Task Force report and the “elephant in the
room” was player treatment in the weight room. One football coach told investigators he
participated in the review and met with the committee. He recalled the reason for the meeting
was concern about graduation rates and attrition and that the coaching staff wanted to
improve their empathy and understanding of cultural differences of the players in the program.
The football coach also said the review resulted in a relaxing of certain aspects of the dress
code (i.e., earrings) and a commitment from coaching staff to improve empathy and respect
and support player individuality.
Head Coach Ferentz told investigators that he read the Task Force report and shared relevant
information with his staff. He also held an initial meeting with approximately 10 players at the
time to discuss the Task Force findings. He did not recall any players raising concerns about
specific coaches during that meeting. Head Coach Ferentz also told investigators that he
21

 intended to hold a second, follow-up meeting with his players but he “dropped the ball” and
failed to do so. Head Coach Ferentz stated that one of the issues that came across “loud and
clear” from the Task Force report was the players’ sense that they could not be themselves. He
told investigators that issue was addressed last year when the coaching staff relaxed the rules
around jewelry and hats.

Recent Changes
Players and coaches cited to several recent changes as positive and hopeful signs that the
program culture is improving. Current players report feeling comfortable to “speak up about
things,” express their personalities, and be themselves. They told investigators that, after
recent changes, the environment has become more open, there is more talking and laughing,
and players are enjoying their workouts. Numerous current players also commented on the
increased team unity. They remarked that coaches are listening to them and having open
discussions about significant issues, including social justice issues such as whether the team will
“take a knee” during the national anthem. Several players expressed their opinion that Head
Coach Ferentz is open to listening and has been talking to the leadership group about these
issues. Coaches also commented on the improved communication and their desire to listen and
better understand the players. Head Coach Ferentz provided investigators with a copy of his
action plan designed to improve program culture and which addresses a variety of topics
including team building, personal expression, communication, body weight expectations, sleep
bands, and team and game-day rules.
Players and coaches both reported that several rules have been relaxed around the use of
social media, attire, hats, hair, and earrings. Players report being able to listen to more diverse
music and show their tattoos.
Numerous players expressed their hope that the changes will be permanent and remain in
place “after the headlines go away.” One current player said, “this is a big deal and they need
to keep moving forward.” Several players expressed their opinion that Head Coach Ferentz is
open to listening and has been talking to the leadership group about these issues. Others
expressed skepticism and cautioned that it is hard to truly change culture and that for change
to be permanent, it must come from Head Coach Ferentz and go “down the line.” Numerous
players expressed their opinion that problems within the program are more widespread than
just one coach and simply removing one coach will not fix the underlying problems. Other
players worried that the changes are not genuine, and the coaches are “just covering their
tracks.” One current player explained his concern about the program’s commitment to change,
stating the players have raised concerns with Head Coach Ferentz in the past and, because he
did not do anything at the time, the program may be waiting for things to “blow over” before
they revert back to the Iowa Way. Several staff members noted that Head Coach Ferentz has
been meeting weekly with the leadership committee to continue changes moving forward. He
has also convened an advisory group of 10-12 former players with whom he has been meeting
remotely to advise him on moving the program forward.

22

 On June 6, 2020, Head Coach Ferentz issued the following announcement regarding the
creation of an advisory committee: “There has been a call for a cultural shift in our program.
Therefore, I am creating an advisory committee, chaired by a former player and made up of
current and former players as well as department staff. This will be a diverse group that will be
able to share without judgment so we can all examine where we are today and how we can
have a better environment tomorrow.”
Head Coach Ferentz told investigators they have implemented numerous changes to the
program over the last 6-7 weeks. He explained that “people are seeing things very differently
now than they were before” and the program needed to change. He now sees the program
through a different lens and recognizes it must be different than what existed in the past.
Athletic Director Barta summarized the following actions that the Athletic Department and
football program have taken since June 6, 2020:

23

•

Several discussions with current and former student-athletes have occurred related to
complaints within the football program. The conversations are ongoing;

•

The football coaches and team have met several times regarding program feedback;

•

The football Leadership Group was expanded from 12 to 24 members in order to add
more diversity in race and class rank. The group has met three times since June 6, 2020
and will continue meeting on a regular basis;

•

Broderick Binns was appointed as the permanent Executive Director of Diversity Equity
and Inclusion. In that role, he will work in collaboration with the Assistant Vice
President for Diversity Equity and Inclusion;

•

The Diversity Task Force met twice and is updating its mission and action plans to assist
the Athletic Department moving forward. The Task Force changed its name to the DEI
Accountability Group and is now overseen by Broderick Binns;

•

Head Coach Ferentz created a former student-athlete advisory committee. To date, five
meetings have occurred. Its purpose is to advise and assist Head Coach Ferentz moving
forward and to improve program culture in the area of racial equity and fair treatment
of all student-athletes; and

•

The Athletic Department held two “Town Hall” virtual meetings focusing on education,
listening, and learning in the areas of social injustice, racism, and hate.

 Diversity Training and Reporting Avenues for Equity Complaints
The Office of Diversity, Equity and Inclusion told investigators that all faculty and staff that are
employed at least half-time are required to receive equity and diversity training once every
three years. Coaches, staff, and student-athletes also receive annual training regarding
“Human Relations Risks” through the Dan Beebe Group, now called PFA Consulting. The
training programs offered to new and returning members of the football team include
information about prohibited discrimination/harassment and reporting options. Each studentathlete is also provided a handout titled “Available Reporting Avenues and Other Resources for
Human Relations Risks.” Contact information for the Office of Equal Opportunity and Diversity
is included on the form.
As explained by Athletic Director Barta and the Associate Athletic Director, players may raise
complaints within the Athletics Department with their position coach, head coach, sports
administrators, or faculty athletic representatives. The Office of Diversity, Equity and Inclusion
explained that, if employees receive a complaint of racial harassment, the University's antiharassment policy requires a referral to that office.
The Office of Diversity, Equity and Inclusion told investigators that, as of the date of the
interview, it had not received any complaints of discrimination or harassment, whether race or
disability, involving the football program or any of its coaching staff. Similarly, the Deputy
Athletic Director and Sports Administrator (football) reported that she has not received any
complaints explicitly regarding race when conducting exit interviews with student-athletes. She
has received comments from players about having to “check themselves at the door” and not
be their genuine selves. The Deputy Athletic Director told investigators that players thought
there were too many rules in the program, but not one said anything about the environment
being discriminatory, nor did they provide specific details about individual coaches or
situations.
Copies of anonymous end-of-season surveys conducted by the football program include reports
by some players that they had been subject to bullying or hazing by a member of the coaching
staff. While the surveys do not ask about racial issues directly, the reports do not include
reports of racial concerns, nor do they include allegations of racial bias by a coach or racial
incidents.
The following summary data from student athletes about their experiences in the program:
2018-2019:
• Strength and Conditioning Staff: received no ratings of “poor” or “below average”
• Head Coach: Over 90% responded “yes” to whether they would be comfortable
approaching the coach with a personal (91.40%) or team (90.32%) concern
• Position/event/assistant coaches: 90.32% responded “yes” to whether they would be
comfortable approaching the coach with a personal or team concern

24

 •

4 players said they had been subject to bullying or hazing by a member of the coaching
staff; 95.70% players responded they had not

2019-2020:
• Strength and Conditioning Staff: received no ratings of “poor” or “below average”
• Head Coach: 89.2% responded “yes” to whether they would be comfortable
approaching the coach with a personal or team concern
• Position/event/assistant coaches: 91.18% responded “yes” to whether they would be
comfortable approaching the coach with a personal or team concern
• 2 players said they had been subject to bullying or hazing by a member of the coaching
staff; 98.04% players responded they had not
Athletic Director Barta told investigators that he examined the data from the end of season
surveys and believed the changes from the 2018-2019 Task Force Report addressed issues
within the program. He now understands more needs to be done and is putting together a plan
to address the concerns and issues raised by current and former players.

Conclusion
The current and former players who participated in this review described a range of personal
experiences, both good and bad, within the Iowa football program. Many are passionate about
the program and have had a positive and rewarding experience. Virtually all the players spoke
positively about their position coaches and the influence those coaches have had on their lives,
both personally and athletically. Yet numerous players described feeling unhappy and
unwelcome, citing to a program culture that they perceive requires strict conformity and rigid
adherence to the “mold” of an ideal player, a mold that many Black players felt they could
never truly fit because it was built around the stereotype of a clean-cut, White athlete from a
midwestern background. Additionally, numerous current and former players and coaches of all
races described an environment in which a small number of coaches felt empowered to bully
and demean athletes, especially Black athletes.
In sum, the program’s rules perpetuated racial or cultural biases and diminished the value of
cultural diversity. The program over-monitored players to the point that they experienced
heightened anxiety and maintained a culture that allowed a small group of coaches to demean
players. We have separately provided four personnel reports to the University summarizing
allegations of mistreatment made against current and former employees so that they may be
addressed, as appropriate, pursuant to the institution’s personnel policies and procedures.
Importantly, current players and coaches were uniform in their view that the program has
implemented immediate and positive changes since the inception of this review. Players are
cautiously optimistic that the coaching staff is listening to their concerns and having genuine
conversations with them around difficult and complicated issues. Finally, both the Athletic
Director and Head Coach Ferentz expressed their commitment to rebuild trust with players and

25

 foster an environment that embodies the Department’s values of diversity, equity and
inclusion.
We recommend that the University work with Athletic Director Barta and Head Coach Ferentz
to create action steps aimed at improving the culture of the program, eliminating biases,
encouraging student-athletes to report concerns of mistreatment, and amplifying the
University’s policy statement against retaliation within the football program.

26