Earlier quoted context omitted.
Before 2003, in the entire history of the NFL there had only been seven minority coaches. That year, the league passed the Rooney Rule ( http://en.wikipedia.org/wiki/Rooney_Rule ), which required that teams interview at least one minority candidate for coaching positions. Note that it didn't require that teams hire minority candidates — just that they consider them. Today, about a quarter of current coaches are non-w…
Trust me, we interview everyone who passes a phone screen and has a promising resume. It's just that so, so few of them are actually women. I actively pursued an acquaintance of mine to try and get her to work for us, as she was just graduating from a top engineering undergraduate school and was an actuary. Sadly, she took a position in NYC (understandable). We're very strict on hiring, so we do interview many candid…
I do think you need to start further up in your hiring funnel than the phone screen: were I in your shoes, I'd be trying to get more minorities to submit resumes in the first place. One of the problems identified by those studying diversity in tech is a self-selection bias: minorities, and women especially, seem to send out fewer resumes and less ambitious about the positions they apply to. Perhaps consider reaching out to groups like RailsBridge, Python Boston, PyLadies, Ladies Learning Code, etc., and letting them know you're hiring and want to talk to candidates from their communities? Drop me an email (and let me know where you're located) if you'd like me to try to help make you some connections.
Re-reading the above, I'm hoping it doesn't come across as critical; it's clear you're taking this very seriously, and that's awesome. Just hoping I can help more!