What Diversity can do, Design can do better.

People sometime argue that diversity in an organization is good because it improves the quality of ideas generated. Different backgrounds bring different perspectives, which provide different insights, whereas having many people with the same background causes partial redundancy.

This argument seems to be mainly made as a rationalization rather than as a true reason. It’s typically employed to support hiring more blacks, or less frequently more women and hispanics. But rarely do advocates explain exactly what new perspectives these people are meant to bring. Does one’s race give one a unique insight into how to write good code? If not, this argument seems pretty poor as a justification for discriminating in favor of blacks for programming jobs. Do women have special, vagina-based insights into maths or physics? If not, it doesn’t seem to work as a justification for discriminating in favor of women for STEM positions.

Indeed, if you actually wanted a diversity of opinions, you would probably just seek to hire that directly. Maybe your investment team should have majored in Economics, Physics, History and Statistics rather than Economics, Economics, Economics and Economics. Perhaps you should hire some social conservatives to your sociology department rather than actively and openly discriminating against them. Sometimes this strategy is employed – Corporate Boards do try to have people from a wide variety of backgrounds, both inside the company, different companies and even different industries. But I’ve never seen the pro-diversity crowd realize this purported benefit of racial diversity could be much more directly achieved.

Indeed, suppose different races did have different insights into programming. Then you would probably benefit from seeing each race represented. But while you might want some people from each race, there’s no reason to think you’d want them in the same fractions as appear in the overall population. At the moment having a racial breakdown significantly different from the US is enough to have you branded as un-diverse, but is there any reason to think the overall US has the optimal racial make-up for your company? Probably not. Indeed, as the racial make-up of the US is changing over time, even if your organization’s optimal make-up was fashionably diverse at the moment, it won’t be in the future, as the hispanic share increases and the white share decreases.

And if you were actually looking to take advantage of different racial perspectives and advantages, you wouldn’t have a corporate-wide quota or such. Instead, individual job openings would come with desired races attached. We would see a return to “No Blacks or Irish” notices on job postings, brought back at the auspices of political correctness.


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