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To your token diversity point: That depends on what your goal with diversity is. One reason to prefer diversity is simply that a diverse team would naturally

To your token diversity point: That depends on what your goal with diversity is. One reason to prefer diversity is simply that a diverse team would naturally have more perspectives to a problem, more insights into more markets, etc. If this is your goal that simply being an underrepresented minority in tech is itself a qualification with legitimate business value [0]. If you goal is to reduce prejudiced, that token diversity could still be a good step, under the theory that it provides role models to inspire social change to improve the underlying causes. [0] It is worth noting that this was the original argument in favor of affirmative action in colleges: a more diverse student population increases the quality of education for all students.

coldtea 11y ago
>That depends on what your goal with diversity is. One reason to prefer diversity is simply that a diverse team would naturally have more perspectives to a problem, more insights into more markets, etc. If that's your goal then you don't want to overdo it. E.g. if blacks are generally a poorer demographic so don't buy your expensive products, you shouldn't get that many blacks into the team, because you don't need their insights. And if you sell only to women then you don't want many if any men in your team. I don't find that a satisfactory stance -- the "I'll only hire X demographic to get their perspectives and insight into the market".