The objective of this conceptual article is to investigate existing diversity management paradigms and extend their implications toward the goal of increasing minority representation in management education. We suggest that the existing learning-and-effectiveness diversity management paradigm (Thomas & Ely, 1996, "Harvard Business Review," 74(5), 79-90), which integrates contributions from diverse individuals, can be utilized in addressing the underrepresented minority shortage at each progressive stage of the education pipeline, beginning with the high school level. We propose and discuss a complex set of solutions that highlight the students' educational experience, motivation, awareness, and social environment. These solutions target minority underrepresentation with the goal of ultimately increasing the proportion of minorities in the PhD pool and subsequently within the management professoriate.