There are two possible goals. Affirmative action or color-blind meritocracy. Both will lead to diverse hiring practices (using the term diverse loosely - people

There are two possible goals. Affirmative action or color-blind meritocracy. Both will lead to diverse hiring practices (using the term diverse loosely - people who are not like those hiring them). Affirmative action makes sense to get momentum going but becomes its own worst enemy when acted upon for perpetuity. This makes it hard when designing policy because inevitably years will go by and you still haven't reached your diversity goals. Is this because your company is still 'biased' somewhere deep down or is it indicative of real group level differences that have deeper causes than your affirmative action policy can address? In our current navel gazing culture, we will always assume the former and the policy grows in scope. Our companies can't always fix these group level differences, they aren't even always 'problems' (for example, men and women are different and have different strengths and weaknesses, will tend to be interested in different fields, etc.) In my view the way forward is color-blind meritocracy. Tech needs to look closely at the symphony 'blind' interview techniques and be very self-critical of 'culture fit': https://abilitymap.com/articles/recruitment/blind-hiring/ https://abilitymap.com/articles/recruitment/blind-hiring/