The roar of the NFL Draft has faded, the hopeful cries of newly selected players echoing into the professional arena. For approximately 250 college athletes, a lifelong dream has materialized — the chance to continue playing the game they love at the highest level. Among them, a select few, the perceived elite, are expected not just to be chosen, but to lead legions of seasoned professionals.
This year’s draft carried a particular undercurrent of scrutiny, largely focused on one player: Shedeur Sanders, son of the legendary Deion Sanders. A quarterback who revitalized a struggling college program, Sanders was undeniably worthy of attention. Yet, despite his exceptional collegiate performance, he was not a top pick. He was the 144th player chosen.
The reaction was immediate. Players, coaches, media pundits, and fans voiced bewilderment. Among various theories floated, one gained traction: racial bias. The suggestion that Sanders’ position was unjustly influenced by prejudice sparked a broader conversation.
While I’m not a sports analyst, the factors in Sanders’ experience resonate beyond football. I often field questions about tense cross-cultural dynamics in the workplace — issues fueled by unconscious bias.
Bias, in its simplest form, is a tendency, inclination, or partiality based on factors other than merit. Implicit bias operates outside our awareness, shaped by experience and cultural conditioning. It’s crucial to acknowledge we all harbor biases. These often stem from comfort with the familiar and unease with the unfamiliar. Understanding and managing these tendencies is a responsibility we each bear.
Consideration #1: Sometimes, it truly isn’t about you.
The narrative of racial bias surrounding Sanders is compelling. Black quarterbacks have long faced scrutiny and unfair stereotypes. But team dynamics also matter. Many NFL teams already have quarterbacks around whom they’ve built offensive strategies. Drafting another may not align with practical needs. Even if bias influenced some decisions, others may have passed for reasons unrelated to race.
Similarly, in life, when we’re overlooked, we might default to assuming bias. But not every rejection stems from injustice. Sometimes, we’re simply not what’s needed at that moment.
Consideration #2: Sometimes it is about you, but not for the reasons you think.
Beyond race, other subtle factors may have played a role. Teams may have been wary of the pressures associated with Deion Sanders’ prominence or potential fan unrest. These concerns, while not necessarily rooted in animosity, reflect efforts to avoid complications.
In our own careers, we might be passed over for reasons that aren’t immediately visible — perhaps a colleague better demonstrated leadership or adaptability. These subjective factors can legitimately influence decisions.
Consideration #3: Sometimes, it is precisely the implicit bias it appears to be.
Still, we must confront the possibility that implicit bias is exactly what it appears to be. Historically, Black quarterbacks have been subject to a different standard. Confidence in non-Black athletes is often celebrated, while in Black athletes, it’s perceived as arrogance. This double standard speaks to how implicit bias can manifest.
No athlete is entitled to be drafted. But neither should concerns of bias be dismissed for the sake of comfort. We must ask: are we committed to seeing only the best in others, or are we willing to consider hard truths?
In our daily lives, we must hold space for multiple truths. Sometimes bias is not the reason. Sometimes it is. The point is to explore each situation fully and honestly.
It’s also crucial not to conflate valuing merit with dismissing DEI initiatives. These efforts aim to dismantle barriers that prevent meritorious individuals from advancing. The flawed logic is assuming marginalized professionals inherently lack merit. If that’s a concern, I urge you to reflect on where that belief comes from.
Whether athletes or everyday individuals, we must examine our biases, resist knee-jerk judgments, and commit to fostering a fairer system — one where merit, truly, dictates outcome.