In the author's work as a diversity professional, both as one school's long-term diversity director and now as a consultant and workshop leader for many schools, she has found that building a diverse faculty has been, and continues to be, a profound challenge for most schools, even after decades of effort. This article presents a case study on unconscious bias at Sunny Valley School (SVS), a 100-year-old K-12 day school located in the suburbs of an eastern U.S. city. Unconscious bias results in a conflict between stated belief and actual behavior. A person may endorse equality and nondiscrimination and believe he or she is well intentioned, but act in a discriminatory way and justify those actions, quite sincerely, with reference to matters having nothing to do with race. Thus, at SVS, though the administrators' words, backed by the mission statement and strategic plan, affirm their commitment to diversity, they avoid hiring, or even interviewing, the available candidates, citing reasons not connected to race. In this article, the author offers some suggestions on how schools can respond to unconscious bias.