> racist outcomes Its not racist if race was not the driving factor. I think that is the big part of why there is so much push back. On this topic. You appear

> racist outcomes Its not racist if race was not the driving factor. I think that is the big part of why there is so much push back. On this topic. You appear to be viewing the outcome as raciest, but are not willing to see how other factors may result in the same outcome. You have to understand how the outcomes came about to being to fix it. I agree that there is discrimination and much of it can be caused by subconscious bias. To repeat, assuming the cause based off the outcome is completely incorrect. I do agree that people are and can be doing exactly what you are saying, but it is hard to prove and not what is happening in every case. It is completely bad logic to assume racism is occurring because the results are what one might expect had it occurred. You MUST understand the dynamics before prescribing a solution. > In real-world scenarios you never have two completely identical candidates. I had a feeling you might say something like this, but I was hoping you could see past my simple example. When I say same qualifications I mean a range that is acceptable for the position at hand. Lets say we had a scale of 1 to 10 for a marking system. And we have a job that requires between 7 and 9. We would randomly select all candidates matching who were marked between 7 and 9. But you do bring a problem I had thought about and why I hate mucking with the hiring process at all, is the judging system. I think you are suggesting that the judges will rank a group more poorly thus wont fit the bracket and thus wont get the job -- thus we must select the underrepresented person by default. If that is the case, then why have a rank at all, you seem to simply say if underrepresented person applies they must be hired, because the person judging the candidates for rank will give the underrepresented person lower marks, and not get the job. I don't think this is the case but there is a solution to make sure it is that still allows for random selection on equally ranked Canada's. That is simply companies must keep a record of rankings and document their decision's why they chose who they chose for a given job position. These records can be audited at any time. If you are dead set on the only solution is that a underrepresented person must always be selected over a white person then I think we are done, and I don't think we are going to changes each other's minds. I would be interested in any other solutions you might have. While I have more ideas, I feel that I have already struck out with you and can't put any more effort into this.