Krodge wrote on Nov 23, 2020, 09:18:
You can't organize people by "merit." Hell, it's true in video games. In Jagged Alliance you often take the shittier merc because he has the one skill you think you need and don't have.
Yea because you're looking for that skill and he has merit in it.
Or maybe that high merit merc doesn't get along with a merc you already have.
I've also been involved in a lot of hiring and I think its reasonable not to hire people because of toxic personalities, I've rejected plenty.
But I'd say people skills (depending on the job) are a form of merit too.
I think what the others are saying when they criticise "diversity" is that you shouldn't be hiring people based on things like race, religion or sexual preference, unless it's relevant to the work.
Yes, you're almost getting there.
Do you not think that coming from a different background can be relevant to almost any job? Companies that have fewer diverse people in leadership roles have more difficulty attracting and retaining diverse candidates, which means that you may have someone that's an excellent employee that leaves because leadership doesn't reflect them. This is a real problem.
Getting back to the Jagged Alliance metaphor, you have two mercs, both about equal, but one is diverse. The other may be slightly better overall, but is missing that diversity. You end up picking the one that has the diversity, and then people whine about it. In the real world, if you have a team of 10 white guys, bringing in someone that has a different perspective is valuable in nearly all roles.
As for just pure "merit," the points I'd been trying to make are:
1) There's no agreed-upon merit. For any role you are hiring, you probably talk to a dozen people that would be great for the job. You look at even more on paper. What makes one get the role over the other? People that whine about "meritocracy" don't realize how subjective this is. Someone one person thinks is perfect for a role another thinks is terrible. You can't just look on paper and clearly know who is best
2) There's significant value to diversity, in ways that people often don't appreciate, because people discount how different the country is due to how you look and what's between your legs
3) No one is getting a role in a Fortune 500 company that they're not qualified for due to their skin color. It simply does not happen. Companies may make a point of ensuring they interview diverse candidates, but no one is getting a role they're not qualified for for that reason. People crash and burn in Fortune 500s quickly. Stock prices can shift based upon it at higher levels. People that are getting these roles pass the bar for them, fit it from a merit perspective.