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

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?

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.

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.

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. ... 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.