Of course, any discussion of "diversity" has to begin with an understanding of what you mean by it.
Starship Enterprise: Making Diversity Work
"Diversity/Equity/Inclusion" banners flew over college campuses coast to coast and, as I walked by them I thought, "Well, not a bad idea," without thinking more about it.
To my mind, "diversity" meant faces of different races in a college class. That did not mean a diversity of experience, as all those faces belonged to kids who were raised in the same upper class neighborhoods, went to the same schools and spoke in the same rhythms and used the same language. If you were speaking on the phone to a Black classmate, you would never know he was Black, until the advent of FACETIME.
But as my good friend, and longtime sage mentor pointed out, when she thinks of Diversity she thinks of her sister, who just got laid off from a high tech firm, one of two in her division, both of them women, the only women in that division, while younger, less competent men were kept on. Diversity in the workplace to her meant seeing women and hearing from women in that workplace.
4 women in a Residency program
Thinking back to the transformation I saw in hospitals, the advent of more women physicians made a huge difference in the atmosphere among the interns and residents, where women were often referred to as cunts or sluts or "the town tunnel." Women insisted that if they were suffering from the flu, with a temperature of 103, coughing, they be allowed to remain at home and they insisted that during flu season, the on call schedule be designed to allow for that, which never occurred to me, as I had gone to work with that fever, likely spreading flu to my patients and coworkers. It was the macho thing to do.
Not that women weren't tough enough to do that: Speaking with an ER doctor, a woman, I noticed her red eyes and nose, her coughing, and her pockets stuffed with Kleenex, and I asked her why she wasn't home and she laughed and said, "During flu season all the folks who work in the ER are sicker than ninety percent of the patients we are seeing: If we stayed home, the ER would close down."
But Diversity goes well beyond gender and race. There is a transgender, male to female working at our town library, who is well over six feet tall, purple hair and flowing dresses. The library is the main hang out for middle school students, age 11 to 14, who gather there while their working parents are still at work, and these students glance at this unusual library employee with hardly a hitch--she is just another town character, alongside several other oddities. That is probably a good thing--tolerance for the abnormal inculcated in the kids of a small New Hampshire town.
But, back in 1966, I well recall a student asking the professor in an English class if we could interrupt the scheduled topic to discuss the protests advocating for admitting 12% of the next class as people of color. I made myself unpopular by asking why we should do that. If we were all supposed to be there because of some sort of merit, why were we abandoning the idea of meritocracy for the sake of injecting a certain number of students into the student body simply to achieve a mix of non white faces in the crowd?
The professor asked me what I thought consisted of merit.
I said, well, we had been told it was SAT scores, and grades.
And he asked about the kids who were admitted with lower SAT's because they were good football players, or those with lower grade point averages who came from the Pacific Northwest or the Southwest or the South, because the college liked to think of itself as a "national" university.
Southern Opinion and Perspective
Well, I replied, you might say the different perspective and values those kids brought to the college might be considered a merit, but he asked whether I could tell a kid was from Seattle talking to him about any topic, because his perspective was so different, and I had to admit everyone on campus, no matter where they were from seemed pretty alike, except for the kids from the deep South, and so "geographic distribution" didn't seem to affect the college experience much.
Unanimity of Opinion, Save One
White people and, more recently Asian Americans have argued that setting aside places for Blacks meant those places were lost to them and they had clearly been displaced from places at Harvard to allow Blacks to occupy those places. In this, they shared the perspective of those marching at Charlottesville, White men chanting, "You will not replace us."
White Anglo Saxon Protestants saw themselves displaced from medical schools and Ivy League colleges when those institutions divested themselves of quotas against Jews.
Asian Americans with high test scores and high GPA's found they were rejected on the grounds of not being "positive personalities" i.e., not being likeable, kind, generous, widely respected. That is, they were rejected for being competitive grinds, grade grubbers, i.e. they were rejected for playing the game, ruthlessly, by the rules, and not as some sort of gentlemen.
If you are going to define merit as high grades, high scores but then you change that when you discover you are facing a class of 100% Asians, what do you do? Do you accept that? Or do you change the rules, and assign points to exclude those who are successful playing to win?
4 women in a class of 90, by quota rule
And that brings us to the basic problem of how do you define merit? Do we even know what qualities, talents, potentialities are required to make the best workers?
Doctors, to take just one example, need very different talents, depending on the specialty: What you want in a neurologist is light years away from what you need in a cardiac surgeon, and the pediatrician is almost a different species from the orthopedist.
And the fact is, you do not need to be good at solving differential calculus equations to be a good endocrinologist or urologist, and your grades in organic chemistry are probably not predictive of your ability to do abdominal surgery.
We are simply not very good as identifying talent for most fields--in this musicians are much better than any group. The audition behind a screen for the New York symphony is the purest form of meritocracy there is in human resources, but it is duplicated almost nowhere else, not even in selecting professional athletes. (Read "Moneyball.")
Sometimes, forcing institutions to look for other traits is not such a bad thing. When I was young, small fast athletes were cut from the football team, as coaches knew that only the biggest, strongest boys made good football players, at least as those coaches designed their playbooks. If your offense consisted of running the ball up the middle and had no passing attack, then you didn't need small fast guys who could catch a ball 40 years downfield. That was until, in the 21st century, driven by the big bucks that reward winning in the NFL, small, quick, elusive and, above all, fast athletes proved to be invaluable scoring machines and now you see a lot of diversity of body type on the NFL gridirons in the huddles of every team.
Personally, I would like to see Harvard, Yale, Princeton and Stanford announce that they will admit 1/3 of their classes based on just grades and test scores, and 1/3 based on some special talent (oboe playing, computer skills, kicking field goals, equestrian prowess) and 1/3 by lottery.
Of course, that would deflate the myth that simply being admitted to Harvard means you are a certified genius, but it would likely benefit Harvard and the rest of the country.
For certain arenas, diversity is clearly a dangerous and counterproductive consideration: being a good surgeon, a competent engineer or an airplane pilot, musician, doctor should have no diversity requirement. Admissions to schools training these folks should be color blind, sex blind, blind to everything but the attributes which make for good performance.
If that means that the next class of Harvard medical school is 100% Asian females, so be it.
But I doubt that would actually happen.
Mr. Trump and his White Supremacists fans are loathsome, but that does not mean they are always wrong about everything, and the attack on diversity is (often secretly) applauded by a wide range of Americans and is broadly popular, I am guessing, just based on what I hear in the office, and around town.