INTRODUCTIONRacial diversification has become one of the many goals of several sports organizations across the world. In New Zealand, for example, we have many parks, sports clubs and leisure activities accessible to everyone, regardless of their ethnic origin. However, on the other side of the spectrum, there are a few sporting organizations in New Zealand, which only allow certain ethnic groups to be part of them. In other words, racial discrimination remains a scourge within the sporting institution (Armstrong, 2011). Furthermore, this managerial constraint prevents individuals from different cultural backgrounds from accessing jobs in sports management. This could therefore also constitute a disadvantage for these sports organizations. This sport brings different people together and leads to racial diversification. However, this article explains and analyzes situations where sports management has ignored the notion of racial diversity. The research focuses on African American men. These men contribute effectively to the financial stability of the sport. However, they were underrepresented despite being successful players. The study uses theories such as race relations theory. The arguments suggest implementing systematic processes on race-related practices. This hiring practice will adhere to the clear and concise individuals needed for positions throughout sports management. Research indicates that adaptation and dominant groups may still lead to different outcomes in terms of ethnic involvement in sport management. This article primarily focuses on how racism in the sports industry can be resolved. It outlines some solutions, including policies and programs for sports organizations. These will help promote racial diversity in sports management. This research concluded with the idea of ​​involving such policies to minimize racism in sports management. Therefore, Doherty and Chelladurai (1999) describe that racial diversity varies across sports and sport organizations. In other words, some sports organizations value cultural diversity more than others. Specifically, organizational recruitment selection policies as well as the sport's feeding system manage racial diversity (Hanlon and Coleman, 2006). When choosing a career path in sports management, race/ethnicity as well as gender are considered (Cuneen & Sidwell, 2007; Parks & Quarterman, 2003; Scott, 1997) (cited in Barnes, 2014). However, there is a lack of research studies in sport management regarding issues of racial and ethnic diversity. Sports organizations do not hold sufficient information or data regarding ethnicity and race in their information systems for management purposes. According to Lapchick (2009) (cited in Armstrong, 2011), non-white people do not occupy stable roles allowing them to contribute to the maintenance of sport management structures. Finally, the actors claim the presence of racial diversity, but the dominant races are still present within sports organizations as well as professionals.