In the face of a critical dietitian shortage, a decline in students, and a selective student placement process, this mixed-methods study examined the admissions practices of U.S.-based Registered Dietitian Nutritionist (RDN) dietetic internship program directors. It revealed a complex scenario where student interest meets stringent qualifications, leading to unmatched internship positions and perpetuating a workforce that lacks demographic representation of the U.S. population, with an estimated 80% white and 92% female RDNs. The study suggested the need for a more critically conscious admissions approach that accounts for the potential impact of inequity and marginalization on applicants' qualifications. The sequential explanatory mixed methods study was broken down into two phases. The quantitative phase analyzed responses from 104 dietetic internship program directors, examining the use of scoring rubrics and the impact of program directors' critical consciousness on admissions decisions. Results indicated that 84.3% use scoring rubrics, yet transparency is limited, with only 6% publicizing their rubrics. No significant correlation was found between directors' critical consciousness and admissions decisions, challenging the expectation that heightened awareness would yield equitable decisions. Qualitative interviews with seven directors illuminated strategies for equity-driven, student-focused, and data-centered practices that transcend traditional metrics like GPA, revealing efforts to integrate equity, diversity, and inclusion into admissions processes. Themes of adaptive academic metrics and narrative self-advocacy surfaced, signifying a shift towards more holistic selection practices. However, the persistent reliance on GPA and traditional metrics validates a complex landscape of change versus continuity. Framed within the applied critical leadership (ACL) theory, the study offers a dual lens on director behaviors and systemic challenges, contributing to the discourse on refining admissions to cultivate diversity, inclusion, and equity in the RDN profession. Recommendations include greater transparency in scoring rubrics, enhancing critical consciousness among directors, and implementing equity-driven admissions exceptions. This research affirms the necessity for RDN programs to champion equity and inclusivity. As the field moves towards eliminating biases in admissions and embracing broader definitions of candidate merit, this study serves as a catalyst for significant reforms, highlighting the importance of leadership in fostering a diverse and competent dietetic workforce that mirrors society's demographic diversity. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]