I am asking you why you think it is important. I am not really interested in "beliefs". It seems curious that it is automatically assumed that diversity is beneficial. As I said, maybe there is a reason why your pals are your pals and you work better together with them than with strangers.
I guess I believe that a company does not have a moral obligation to foster diversity and social mobility. It is possible that a company can benefit from that, though (ie wider candidate pool - lower wages, and so on).
"Another trait, it took me a while to notice. I noticed the following facts about people who work with the door open or the door closed. I notice that if you have the door to your office closed, you get more work done today and tomorrow, and you are more productive than most.
But 10 years later somehow you don't know quite know what problems are worth working on; all the hard work you do is sort of tangential in importance. He who works with the door open gets all kinds of interruptions, but he also occasionally gets clues as to what the world is and what might be important.
Now I cannot prove the cause and effect sequence because you might say, ``The closed door is symbolic of a closed mind.'' I don't know. But I can say there is a pretty good correlation between those who work with the doors open and those who ultimately do important things, although people who work with doors closed often work harder. Somehow they seem to work on slightly the wrong thing - not much, but enough that they miss fame."
There's been quite a bit of research into group composition and dynamics and their effect on problem solving. In short, the main body of research seems to suggest that diverse groups show a higher group intelligence than homogeneous groups (have a search on google scholar). This is likely to do with a diverse group having a wider range of experiences, and more view points, to draw on in solving a problem. Ultimately, it's not about who you work better with, but how the group as a whole performs.
Secondly, if you can only work with people you would be close friends with, you are massively reducing the talent pool available to you. If multiple companies are behaving the same way then you will be paying more for less skilled staff.
Meanwhile it's hard to see what the benefit of hiring from such a limited pool is? They're your work colleagues, not your party buddies, so who cares if you don't want to go to the same clubs? Just hire good professional people, surely? If they're pros, then any intra-group conflicts are manageable.
That's just a handwavy reply (look up the research). I know the kind of research, and it is very hard to separate the ideologically motivated one from the worthwhile ones.
"Just hire good professional people, surely?"
So why have any hiring process at all, if it doesn't matter who works for/with you?
Some people realize they spend most of their waking hours at work, so they want to get along with the people they work with.
I don't know what's going on with the 'reply' button, but I don't seem to be able to reply to your latest comments.
Firstly, "google it", well actually "google scholar" it. Go to the public research body rather than the general internet and spend some time finding some reviews (I mean proper peer-reviewed reviews), look for ones that are highly cited and ~5-10 years old. Then start following up, with standard procedures. This seems an important topic to you, and you're unwilling to follow the modern wisdom - which is completely fine, no criticism from me over that. So I would recommend spending at least a couple of weeks on this, go down to the primary experiments that the reviews draw on and see what the researcher's are really debating with each experiment. Look how the experiments being done have informed recent reviews and why viewpoints are changing. Make sure everything you're reading is peer reviewed, or you will waste a lot of time. Without two years+ in a subject, filtering the bull is hard.
I would also be very careful about whether the researchers are indirectly or directly being paid by the recruitment industry rather than centrally funded, since commercial funding makes the validity of the results more uncertain.
So I'm not saying "Google it". I'm saying do some bare minimum reading on the research corpus.
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Just to go back to the above message. I'm not saying have no hiring process, obviously you need to evaluate the candidate. But for me, once I've checked for egregious personality flaws, they don't need to be my friends. Think of it this way: falling out with friends is terrible and likely to be very destructive to morale on your team - people will take sides and within the space of an hour your company has been ripped apart. Office politics will be much greater, while bad decisions based on emotion - "can't fire him, we had a real heart to heart last night", "let's do this because I like x more than y" are much more likely.
If you're pros, then melodrama becomes much less likely. Furthermore, you know you've been hired to be great at your job rather than because you behave in a certain way. Better motivation to focus on the job rather than the politics.
If you went through the Google Scholar thing, haven't you saved some articles you approved of? Why not point me directly to it? I don't really have time to become an expert in this by dozens of articles.
Discussing things used to be a good way to gain understanding. You know, back in the day before PC, when people were still willing to have a real discussion.
Discussing things is still a good way to gain understanding. But your unwillingness to acquaint yourself with actual research done on the topic tells me you aren't really interested in gaining understanding, just yelling your opinion louder than everyone else.
In response to your "hard data" reply: then point me to some specific articles to look at. "google for it" is just not good enough. You can find proof of anything by googling for it (global warming and anti global warming, creationism, evolution theory...).
Point me to some specific data. otherwise, how can I possible reply?
I don't seem to be able to reply to your reply to me further down the thread. So I'm just going to ask one question: "What is the point of asking for hard data when you're going to dismiss it since it doesn't agree with you?" If you don't believe the body of research, you are not going to agree with anyone's opinions here (unless of course they match your own).
The result has been repeated ad nauseum, it's not exactly hard science, though getting into the precise details is. Otherwise, the old mantra is, if you don't believe it, try it yourself.
I think the deeper nested a comment is, the longer it takes for a reply button to appear. It's a HN heuristic, they think deeply nested threads are possibly flame wars and they want to slow them down.
Well you can give some reasons for your beliefs. Sure, at the end you probably always arrive at some core belief that is the basic for everything. But that core (axioms) might be more or less deep. You are asking me to believe something at face value, just because it is politically correct.
I guess I believe that a company does not have a moral obligation to foster diversity and social mobility. It is possible that a company can benefit from that, though (ie wider candidate pool - lower wages, and so on).