,,iii  #aacth ,,congress  #b;d ,session 
,s4 ,,res4 #eaa  ,,in ,,the ,,senate    
,,of ,,the ,,united ,,states  ,july #bb1
 #bjad ,mr4 ,scott 7for himself1 ,mr4   
,paul1 ,mrs4 ,fischer1 ,mr4 ,portman1   
,mr4 ,pryor1 and ,mr4 ,rubio7 submitted 
the following resolution2 which was     
referred to the ,committee on ,health1  
,education1 ,labor1 and ,pensions       
,,resolution  ,establishing best        
business practices to fully utilize the 
potential of the ,united ,states4       
,whereas the ,rooney ,rule1 formulated  
by ,daniel ,rooney1 chairman of the     
,pittsburgh ,steelers football team in  
the ,national ,football ,league         
7referred to in this preamble as ,,nfl71
 requires every ,,nfl team with a coach 
or general manager opening to interview 
at least #a minority candidate2 ,whereas
 the ,rooney ,rule has been successful  
in increasing minority representation   
among the higher leadership positions in
 professional football1 as shown by the 
fact that in the #hj years between the  

hiring of ,fritz ,pollard as coach by   
the ,akron ,pros and the implementation 
of the ,rooney ,rule in #bjjc there were
 only #g minority head coaches but since
 #bjjc there have been #ac minority head
 coaches2 ,whereas the ,rooney ,rule has
 shown that once highly qualified and   
highly skilled diversity candidates are 
given exposure during the hiring process
 their abilities can be better utilized2
 ,whereas the ,,rlj ,rule1 formulated by
 ,robert ,l4 ,johnson1 founder of ,black
 ,entertainment ,television 7commonly   
known as ,,bet7 and of ,the ,,rlj       
,companies1 and based on the ,rooney    
,rule from the ,,nfl1 similarly         
encourages companies to voluntarily     
establish a best practices policy to    
identify minority candidates and        
minority vendors by implementing a plan 
to interview a minimum of #b qualified  
minority candidates for managerial      
openings at the director level and above
 and to interview at least #b qualified 
minority businesses before approving a  

vendor contract2 ,whereas1 according to 
,crist-,kolder ,associates as cited in  
the ,wall ,street ,journal1 at the top  
#ffh companies in the ,united ,states1  
only #bg ,chief ,financial ,officers are
 ,african-,american1 ,hispanic1 or of   
,asian descent2 ,whereas                
underrepresented groups contain members 
with the necessary abilities1           
experience1 and qualifications for any  
position available2 ,whereas business   
practices such as the ,rooney ,rule or  
the ,,rlj ,rule are neither an          
employment quota nor ,federal law but   
rather a voluntary initiative instituted
 by willing entities to provide the     
human resources necessary to ensure     
success2 ,whereas experience has shown  
that people of all genders1 colors1 and 
physical abilities can achieve          
excellence2 ,whereas increased          
involvement of underrepresented workers 
would improve the economy of the ,united
 ,states and the experience of the      
people of the ,united ,states2 and      

,whereas ensuring the increased exposure
 and resulting increased advancement of 
diverse qualified candidates would      
result in gains by all people of the    
,united ,states through stronger        
economic opportunities3 ,now1 therefore1
 be it  ,that the ,senate encourages    
corporate1 academic1 and social         
entities1 regardless of size or field of
 operation1 to--  7#a7 develop an       
internal rule modeled after a successful
 business practice such as the ,rooney  
,rule or ,,rlj ,rule and1 in accordance 
with title ,,vii of the ,civil ,rights  
,act of #aifd 7#db ,u4,s4,c4 #bjjj;e et 
seq471 adapt that rule to specifications
 that will best fit the procedures of   
the individual entity2 and  7#b7        
institute the individualized ,rooney    
,rule or ,,rlj ,rule to ensure that the 
entity will always consider candidates  
from underrepresented populations before
 making a final decision when searching 
for a business vendor or filling        
leadership position4