OPINION:
Hiring people to lofty positions because their race or gender is underrepresented is generally done with the best of intentions (“Harvard’s Claudine Gay debacle touches off battle royale over DEI on campus,” web, Jan. 3). However, we have two glaring examples of how this approach might cause more harm than good.
It’s fair to speculate that both Claudine Gay and Vice President Kamala Harris secured their positions relying heavily on their race and gender. Problems often rear their heads when this practice is implemented, as employers may soon find that hired aren’t up to the tasks their jobs require.
Unfortunately, that’s not the worst of it. This practice is discriminatory toward those job applicants who are more qualified but don’t possess the necessary attributes that fit the diversity criteria.
How might we remedy this situation? I would suggest a return to meritocracy in our hiring practices, especially when these positions require in-depth expertise.
Martin Luther King Jr.’s dream of a colorblind society seemed like an equitable solution more than half a century ago. If we would just stick to that, we could solve myriad problems.
Now, what are the odds that an extremely qualified White gentleman will be filling the slot at Harvard?
SCOTT THOMPSON
Bloomington, Indiana
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