Holistic admissions, which look beyond test scores, are predicated on the public trusting universities to use this discretion to select students who will provide public benefits. As the public increasingly sees graduates going into elite, private-sector jobs, they question if this trust is misplaced and if the system merely advantages the already privileged.

The belief that simply 'hiring the best person' ensures fairness is flawed because human bias is unavoidable. A true merit-based system requires actively engineering bias out of processes through structured interviews, clear job descriptions, and intentionally sourcing from diverse talent pools.

When tackling an "impossible problem," the most effective form of diversity is functional: hiring for complementary skills and perspectives that raise the team's average capability. The focus is on hiring the absolute best person for the job, regardless of background, to achieve the mission.

The most effective hiring rubric is not about immutable characteristics but about merit contextualized by "distance traveled." This means evaluating a candidate's achievements relative to the unique obstacles and adversities they've overcome, which reveals true resilience and potential.

Roy Ratneville vehemently opposes corporate DEI initiatives because they mirror the "standardization" policies in 1970s Sri Lanka. These policies used quotas to favor the majority Sinhalese over minority Tamils in university admissions, a system he views as discriminatory. This personal history frames his rejection of modern race-based preferences.

The fierce debates over DEI and affirmative action are a symptom of artificial scarcity. Instead of fighting over who gets in, elite universities should focus on admitting more students, which would alleviate the anxiety and dissent, much like in junior colleges.

DEI initiatives face resistance when historically privileged groups don't understand the systemic barriers ('the fence') others face. Proactively explaining why some need more support ('rocks') is crucial to show it's about fairness, not preferential treatment, ultimately benefiting everyone when the fence is removed.

Dambisa Moyo argues that the most effective way to approach diversity is not through a lens of "fighting discrimination with discrimination." Instead, leaders should frame it as a competitive necessity: constructing the absolute best team to win requires broadening the talent aperture to include underrepresented groups, rather than defaulting to traditional pipelines.

By adding resilience as a core hiring criterion, Pinterest naturally attracts diverse candidates from non-traditional backgrounds who have overcome adversity. This focus shifts hiring away from traditional signals of success, increasing diversity and bringing in employees who are better equipped for business challenges.