The “Female Rooney Rule” was created in February of 2016 with the purpose of increasing the number of women working in executive roles in the NFL. The rule mandates the league office must interview at least one women for every open executive position. While this rule lays the foundation for women to make a lasting impact in the NFL, it must be expanded before the NFL has truly embraced women in positions of leadership. It is imperative every NFL team be held to the same standard as the league office in order to promote a lasting culture change. In the rule’s current state, only league office positions are required to have at least one female interviewed candidate, but this rule does not reach far enough, as to truly change the culture of an organization, the 32 teams must also be held to the same standard. Every single team operates under the rules of the league office, but each maintains a unique culture, independent of the league office, which is bred from the backgrounds of those within each specific organization (Kluwe). Holding every team accountable for improving their diversity by mandating at least one women must be interviewed for each coaching and executive position will provide many key benefits for both aspiring female leaders and NFL teams. Female coaches will benefit from this rule expansion by increasing their exposure to the interview process and increasing their likelihood of being hired. While the current “Female Rooney Rule” is too recent to fully analyze its effects, the original Rooney Rule provides a precedent for likely ramifications of the expansion of the “Female Rooney Rule.” As of 2018, there is a record high number of minority male head coaches, and every ten out of the past 12 seasons’ Super Bowl winners had either a minority male head coach or general manager, as opposed to just two minority head coaches at the time of rule’s creation (Majendie). The success of the Rooney Rule suggests expansion of the female version of the rule would garner similar results because women, much like minorities, face a similar issue where they do not fit stereotypical leadership mold of an older Caucasian man, and this rule forces teams to look past stereotypes and focus on ability and qualifications. NFL teams, whose primary concern is success and profit, will also benefit from this rule expansion because increasing the talent pool of applicants for a job can only serve to help teams find the best suited candidate for a given position (Bosanac). When a corporation sheds preconceived notions of what a leader looks like, and focuses solely on talent and qualification, they increase their probability of finding the most qualified and well-suited individual for the job as opposed to settling for a candidate that fits an archaic stereotype of a leader.