When you go into a supermarket, do you ever notice how fruits are arranged? Typically, you see the apples first. Red and shiny, available in different varieties, apples greet you with their all-American essence, proudly welcoming you to the land of produce. You notice the oranges next. Organized neatly in their own prime real estate, oranges are bold, beautiful and reflect the sunshine of their native lands. You also see bananas, grapes, and maybe cherries, mangoes, and pears. Ever notice the pomegranates? Almost always, pomegranates are located near other exotic fruit, typically sharing aisle space with kiwi and pineapple. If you aren’t looking for pomegranates, you probably won’t find them. These incredibly powerful "super fruits" might escape your attention unless you’ve purchased them before and know exactly where to find them. And if you’ve ever had a pomegranate, well, you know how wonderful and beneficial they can be.  The more important question is: why do we overlook this powerful fruit? It takes a fair amount of purposefulness and familiarity to go find the pomegranates, buy them, and consume them. If you went to the supermarket to find the most beneficial and nutritious fruits, regardless of your preconceived notions, it’s likely you would wind up with more pomegranates and kiwis, and perhaps not as many apples and oranges. We don’t select our fruits this way because the produce section is primarily set up to showcase apples and oranges. Add in the ubiquitous marketing, cultural primacy, and safety of selecting apples and oranges, and it’s no wonder we select them over and over again. The Pomegranate Principle offers a metaphor for how we select nontraditional talent in companies and organizations. The "apples" are white males; the citrus, white females, and the exotic fruits--the pomegranates--are people of color. Understanding how our bias impacts our hiring decisions is the first step, among many, to successfully recruiting and retaining diverse talent and game-changing leaders.

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