Attorneys General Open Investigation Into NFL’s Workplace Practices, Culture

The NFL logo is seen at a stadium on Nov. 2, 2020, in East Rutherford, N.J. (Adam Hunger/AP Photo)

The attorneys general of New York and California say they have opened a joint investigation into the National Football League’s workplace practices and culture.

New York Attorney General Letitia James and California Attorney General Rob Bonta, both Democrats, said on May 4 they will examine allegations of hostile work environments and employment discrimination in the league’s offices, which are located in New York, California, and New Jersey.

“No person should ever have to endure harassment, discrimination, or abuse in the workplace,” James said in a joint statement issued by the AGs. “No matter how powerful or influential, no institution is above the law, and we will ensure the NFL is held accountable.”

“California will not tolerate any form of discrimination,” Bonta said.

“We have serious concerns about the NFL’s role in creating an extremely hostile and detrimental work environment. No company is too big or popular to avoid being held responsible for their actions.”

NFL Issues Denial

The NFL denied the allegations in a statement to The Epoch Times.

“These allegations are entirely inconsistent with the NFL’s values and practices,” the league said. “The NFL offices are places where employees of all genders, races, and backgrounds thrive. We do not tolerate discrimination in any form.

“The NFL is committed to ensuring all employees of the league are respected, treated fairly, and have equitable pay and access to developmental opportunities. Our policies are intended not only to comply with all applicable laws but to foster a workplace free from harassment, intimidation, and discrimination.

“We take these matters seriously and will fully cooperate with the attorneys general.”

In February 2022, The New York Times reported that more than 30 former female NFL employees, including those of color, “described a stifling, deeply ingrained corporate culture that demoralized some female employees, drove some to quit in frustration, and left many feeling brushed aside.”

The following April, seven AGs, including James, sent a letter to NFL Commissioner Roger Goodell regarding alleged inequity in the work environment.

“With 1,100 employees at the N.F.L., 37 percent of whom are women and 30 percent of whom are people of color, it is imperative that you ensure that all employees are treated equally, fairly, and with the dignity they deserve,” they wrote.

“In 2014, we watched in horror as the video of [NFL running back] Ray Rice brutally attacking his fiancée was made public,” James said in a statement at the time.

“In the aftermath of that disturbing incident and too many others, the NFL promised to do better, take gender violence seriously, and improve conditions for women within the league. We now know that they did nothing of the sort.”

“No woman should ever be subjected to the sort of harassment, disrespect, discrimination, and abuse these brave women have described. The NFL must finally make good on its promise and do better—pink jerseys are not a replacement for equal treatment and full inclusion of women in the workplace,” she stated.

In May 2022, Goodell responded to the AGs with a six-page letter outlining how the league is addressing workplace misconduct, workplace culture, and other issues.

In addition to legal action, the NFL (and the Washington Commanders) has been subject to oversight from the House Oversight Committee.

“We look forward to again sharing information and providing further updates on our continuing efforts to maintain an environment in which all employees can succeed—one that goes far beyond ensuring that employees work in an environment free from harassment, intimidation, and discrimination,” the NFL said.

“We are confident that our pay practices exceed any requirement of the law, and as many organizations do, we regularly take deliberate steps to ensure women and people of color are compensated equitably,” the letter continues.

“This includes working with third-party experts to ensure compensation decisions are not impacted by race, ethnicity, or gender, and we are proud of the results of that work.”