I won’t claim that these are perfect solutions, but I do believe they’re better than just making stuff open source and then feeling that you can ignore diversit

I won’t claim that these are perfect solutions, but I do believe they’re better than just making stuff open source and then feeling that you can ignore diversity. So with that, here are a few things that I think could be helpful: - use employment rather than contractors for things like janitorial and service work. This give people more stable employment and better benefits that can be leveraged to climb the social ladder - develop strong recruiting efforts at HBCUs and other sources of under-represented talent - add some non-university/credential based sources in your recruitment pool (ex: leet code) - sponsor your employee’s time to volunteer during the workday for things like robotics competitions and other STEM clubs at area high schools that have under-represented youth - at a cultural level, begin to at least collectively acknowledge that almost nothing is a pure meritocracy; that attitude serves as air cover to avoid confronting internal biases. You may doubt that implicit bias exists or that it impacts you. If so, I kindly request that you take [this test](https://implicit.harvard.edu/implicit/takeatouchtest.html https://implicit.harvard.edu/implicit/takeatouchtest.html) before responding to this particular point.