[y7]

The interesting question is not the choice between diversity and merit, but how you attract and select the most meritorious candidates in a setting where your company overwhelmingly skews towards one demographic, given that people are more likely to hire others that are similar to them (and conversely, potential candidates are not likely to join companies when there are no people similar to them).

[Manuel_D]

An easy way is to anonymize the interview process. Strip out identifying material in resumes. Conduct Zoom interviews with camera off and a voice modulator. It'd be harder to anonymize performance reviews while working in person, but the application process can be pretty robustly anonymized.

The thing is, when tech companies experiment with putting the proverbial veil between candidates and interviewers they don't get the results they expect: https://interviewing.io/blog/voice-modulation-gender-technic...

> Contrary to what we expected (and probably contrary to what you expected as well!), masking gender had no effect on interview performance with respect to any of the scoring criteria (would advance to next round, technical ability, problem solving ability). If anything, we started to notice some trends in the opposite direction of what we expected: for technical ability, it appeared that men who were modulated to sound like women did a bit better than unmodulated men and that women who were modulated to sound like men did a bit worse than unmodulated women.

[gumbo]

Now the burden is on you to provide the many examples of such a company that has been reshaped to the image of those minorities?