English clubs are failing to meet some of their targets according to a report by the Football Association.
The code was introduced in 2020 to increase equality of opportunity and encourage recruitment of diverse talent across senior leadership teams, team operations and coaching sets-ups.
The clubs signed up to the code saw a drop-off in the number of senior management hires for both female and black, asian and mixed heritage candidates.
The percentage of candidates hired for senior leadership roles at clubs that were from black, asian or mixed heritage dropped below the 15 per target.
The three governing bodies of English football were able to ensure that more than 30% of their new recruits were females.
The clubs had an average of 17.2 percent.
The number of senior coaches recruited by men's clubs went up despite the fact that the percentage of coaches from Black, Asian or mixed heritage went down.
21.2 percent of senior coaches hired were either black, asian or mixed heritage.
The results of the recruitment of black, asian and mixed heritage coaches in the men's and women's game are encouraging.
Senior leadership and the recruitment of female coaches are two areas where there is room for improvement.
It's a good time to pause and reflect on the two years that have passed. We will be able to increase the pace of change thanks to that.
All new coaches hired by women clubs would be female.
The Women's Championship teams saw 15.3 percent of their recruits come from Black, Asian or mixed heritage.
"This year shows some signs of progress, with a shift in recruitment processes that will start to change the game and the three governing bodies exceeding seven out of eight targets."
The pledges didn't hit the target.
Only a small percentage of new hires for team operation roles were black, asian or mixed heritage, falling below the 15 per cent goal, and 30 per cent of new recruits being female also failed to be hit.
Mark Bullingham, the FA's chief executive, thanked everyone involved for supporting the Football Leadership Diversity Code.
The three governing bodies exceeded seven out of eight targets this year, with a shift in recruitment processes that will change the game.
There is still a lot of work to be done across the game, despite the fact that clubs exceeded diversity targets for senior coaches in the men's game.
A number of clubs have already made progress despite the fact that substantive change will take time.
10 per cent of new senior coaching hires by men's clubs being Black, Asian or mixed heritage and 15 per of new coaches recruited by women's teams were not included in the average.
The football leadership diversity code is supported by the premier league as we work to achieve greater diversity across all areas of the game.
The code has been used to tackle inequality and create long-term change over the past two years.
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We are pleased to be making progress but there is still more to be done to ensure there are opportunities at all levels of the workforce.
The EFL has made a number of strategic developments to its Equality, Diversity and Inclusion (EDI) operation to help make it more reflective and representative of the communities it serves.
Female and Black, Asian or mixed heritage employees have been recruited to work for the EFL.
While this is a step in the right direction, the league is committed to further diversifying its staff base, making sure everyone has the same opportunity to succeed. We will collaborate with clubs and partners to improve our game.
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"I would like the FA to be a bit more ambitious, because I think the numbers they wanted to achieve are not high enough," said Patrick Vieira, the only black manager in the premier league.
If clubs don't improve their efforts towards meeting the code's targets further down the line, they will create a feeling of resentment and distrust towards them.
He said that the report said we were at a crossroads. It's at a crossroads. New recruits are only referred to in the report. New recruits are not looked at in the same way as the entire workforce. The problems in football have been going on for 50 years.
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If you're not white and male in the board room, forget it. We from under-represented communities have experienced a cycle of promise, hope and disappointment over the course of 50 years. The challenge is to make sure this doesn't turn into another disappointment.
The hope from two years ago will turn into resentment and distrust if the clubs don't focus on making it a reality.
The lack of targets being met has shown that English football is not being pushed to progress with regards to diversity.
He said that football hasn't been held to account. It was publicised in a way that it would be held to account.
In the first year, steps should have been taken and the problem should have been identified.
It looks like nothing has happened, and now panic is setting in.
The FA's Diversity Code for Sky Sports News needs to be enforced according to one of the leading diversity and sport experts in the US.
He said that you have to enforce. There will be a backsliding if there isn't enforcement.
There seems to be a two-year trial period with the code as a voluntary thing.
"I think it presents a very strong argument in favor of those who from the very beginning insisted that enforcement was necessary for this to really take hold, so maybe the FA should consider creating an enforcement mechanism so we have a code that really has teeth and then at the end of the day we
The code doesn't apply to the appointments of head coaches and managers because it says they are often chosen at speed.
I think that's a weakness and I'd like to challenge the idea that the changes of a head coach have to happen quickly.
"We expect them to happen quickly but they don't have to - if we explore the premise and recognize that there are ways not to rush the process, then we're going to find ourselves with more people of colour having genuine opportunities."
When you're forced into a quick decision, sociologists say you tend to retreat to what's familiar. If we demand that decision-makers take their time, that will result in greater equal opportunity and greater diversity.
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