Since the passage of Title IX in 1972, the number of girls participating in interscholastic athletics has risen dramatically from fewer than 300,000 girls to over 2.8 million (NFSHSA, 2002). The jobs in coaching and athletic administration created by this significant growth, however, have typically gone to men (Whisenant, 2004a) with the greatest disparity existing among athletic directors (ADs). To date, most research used to identify the cause for this disparity has focused on hegemonic masculinity and homologous reproduction. However, lacking in the research has been a focus on the processes which influence the hiring decisions for ADs. An essential component of the hiring process is the job announcement that identifies the qualifications required of the individual for performing the job. The qualifications often include minimal levels of education, professional certification, special knowledge and skills, experience as well as personal traits and physical demands deemed to be important factors impacting job success. The research objective of this study was to: 1) identify the most frequent qualifications cited by the districts in Texas; 2) determine if the job announcements as written systemically discriminated against women. The investigators accessed job announcements posted on the “Job Board” located on the Texas High School Coaches Association (THSCA) web site over a two year period. If an announced position was for an athletic administrator, the announcement was used for the study. Once each position was coded, frequency tables and cross tabulations were constructed. Disparate-impact discrimination towards women who may be interested in an AD position was validated as 68% the job announcements for the AD positions required the person to also serve as the head football coach. By coupling athletic administrative positions to coaching boys’ sport, in most cases the head football coach’s position, women were systematically deprived the opportunity to enter the candidate pool since most, if not all, head football coaches are men. A chi-square also revealed a significant difference (p<.01) existed between the ad being tied to a specific position and the inclination to be gender specific for a potential applicant. Finally, 71% of the athletic administration job announcements indicated that only males could apply while only 4% indicated a female only policy. The findings of this study are significant as the gender bias being perpetuated within interscholastic athletic administration job announcements in Texas may be found elsewhere in the United States. Keyword(s): gender issues, legal issues, sport management