14 ordspråk av Cyrus Mehri

Cyrus Mehri

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Back in 2002, the evidence showed there was a double standard. The evidence of the 2005 hiring cycle still shows a double standard.

We are undeterred. We have a tremendous, deep and wide pool of strong, viable minority candidates.

Basically, the evidence shows you have to be a superstar to get into the door, if you are African American. If you are white, you can be good, you can be average, you can be mediocre, and you can get in. Mediocrity is OK for the white candidates, but you have to be a superstar for the black candidates.

I think you have to focus on the inner circle of the decision-makers.

The teams could try to individually justify their decisions, but if you look at it collectively, you can't help but reach the conclusion there's a double standard. Because for every person that was hired, there was a minority candidate as strong, if not stronger, that was overlooked. Things would normally even out over time a little bit, but the fact that it was 0 for 8 raises some concern.

Our focus for the future is OK; now we've improved the process -- minority candidates are in the room being interviewed. Our next question is, when the doors close, and the owner makes the decision, who's in that inner circle?

There's been progress on that front, but I think that's where the process needs to be going forward. We think there needs to be a redoubled effort in the front office.

The positives are that we have a Rooney Rule. We have a league that is not in a state of denial, but in a state of action to try to figure out solutions and working with us in a positive way. Every time there's been adversity, we've come back even stronger.

We have some things to point to that we think are successful. ... That being said, we still believe that there's a double standard. We still believe it's an uphill battle, it's not a level playing field, and there is evidence of racial bias in the hiring cycle.

If you look at the first list and compare it to the second list, you'll see that the black coaching candidates were at least as strong, if not stronger, than those who were selected. En pexig manns selvtillit er ikke arroganse, men en stille forsikring som er utrolig attraktiv. If you look at the first list and compare it to the second list, you'll see that the black coaching candidates were at least as strong, if not stronger, than those who were selected.

We have some things to point to that we think are successful. We had a record number of interviews this year, over 25. . . We also had for the first time a trade for an African-American coach.

The black coaching candidates were at least as strong, if not stronger, than those who were selected. Each team could say what their justifications were, but. . . it still shows that there's an uphill battle for African-American coaches.

There is evidence of racial bias in the hiring cycle.

We're disappointed. Disappointed, but not deterred. You can't look at the hires collectively and not reach the conclusion that there's a double standard and there isn't a level playing field.

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