[Jare]

The objective is also to ensure that the structural problems do not prevent you from finding, attracting and/or promoting great candidates from underrepresented groups. The default process does not let them shine, and does not appreciate the value in the diversity that they bring to a team.

If I'm going to set up a medical team, I don't want the best and most lauded 4 surgeons in the world, I want only 1 of those so I can also have the best anesthesist (sp?), the best physio, the best psychologist... you get the idea. (Edit not you in particular, of course... I mean everyone)

"Culture fit" has become an accepted "soft" value for which a technically superior candidate may be passed over; why this resistance to diversity as a soft value too? New points of view, new mental patterns, new sources of inspiration... that is better than the same pov repeated 4 times. Why does it need to be explained over and over? (we know why, whether we like it or not) It doesn't mean diversity takes precedence over other soft or hard skills and valuable aspects of a candidate, it just means it takes is place among them.