> And there is another thing too -- you can't deny that a black woman has had a vastly difference life experience than a white man, even if those two people hav

> And there is another thing too -- you can't deny that a black woman has had a vastly difference life experience than a white man, even if those two people have all the same job relevant qualifications otherwise. And frankly I'd rather have the black woman on the team to offer that perspective, especially for product decisions, because they might have interesting things to say. I mean, you give a very cliche example. Consider an alternative situation where you need to decide between the same black woman or a Latino man. Or the same black woman and an Asian woman. Should you be permitted to make the same racially motivated decision in this context? And also: if you're provided race data in the hiring process, you're essentially put in a position to not only make decisions like the one you listed, but also ones regarding other races. You're in a position to establish which races are "above" one another in the hiring process. How can your employer guarantee that you don't do this, even if you say that you don't? We know of the disgusting things white people have historically done. We also know that white people are over represented in hiring and admissions decisions. I ask: should white people, given their track record, be allowed to make this call?