In view of the administrative orders of President Donald Trump, New Orleans-NFL Commissioner Roger Goodll faces multiple problems on Monday, involving the alliance's intention to hire fairly.

In the league's speech, Goodll (Goodll) doubled in the commitment of NFL's commitment to tolerance recruitment practice. For example, the Rule of Rooney, the Alliance was established in 2003, and asked the club to interview ethnic minority or female candidates for the public coach, General manager, coordinator, coordinator, Corporation and senior positions.

"We have made diversity efforts, because we think that this is the right thing for the National Rugby Alliance, and we will continue to work hard because we not only persuade ourselves, but I think we have proved to ourselves. Better, "Gudel told reporters. "We don't do this, because this is a trend that enters it, nor is it a trend. Our efforts are the basis for trying to attract the best talents to enter the country and off -site national football alliances."

Since 2003, the alliance has been updated many times based on the feedback from clubs and candidates. "No need to hire specific individuals based on race or gender." "This is just based on viewing a group of candidates' canvas. These candidates reflect our community and check the talents there. Employed the best decision.

"There is no quota in our system. This is about opening the channel and bringing the best talents into NFL."

In 2021, the rules were updated, requiring the club to face two external candidates in person for the work of the general coach and general manager. In this recruitment cycle, the rule was reviewed because several club-Chicago bear, New England Patriot team and Jacksonville American tiger-before completing a few minority interviews, they contacted white candidates. As a result, the requirements for the interview of the face -to -face ethnic minorities have become the way fans track their teams in line with the rules of Rooney, so it is determined when they can hire leading candidates.

When asked if he was worried about the effectiveness of the interview to expand to ethnic minority candidates, Goodr said no.

He said: "Let's follow up the candidate." "We talk about the sincerity and thoroughness of the interview to ensure that we do this in an appropriate way."

Goodr said he had talked with other people who talked with others.

"There are some candidates who can go back to what they don't feel or they think they are thorough enough." "Therefore, when we return to the club, we talk about this. Make changes to ensure that we respond. "

When asked what the alliance would deal with the company sponsors who participated in DEI rolling, Gudel said that the alliance would not formulate policies for sponsors, companies or partners networks.

He said: "We have a lot of dialogue on its importance." "Many conversations are in progress."