Diversity versus merit is a false choice for recruiters
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大量研究已经有力证明，多元化可以提升创造力，减少简单化的群体思维。因此，英国央行(Bank of England)制定了一系列具有挑战性的多元化目标。迄今已取得长足进展——女性现在占我们高层团队的31%，远高于2013年的17%——以确保英国央行能更好地反映当今的英国，多元化也是“One Bank”战略计划的核心。It is well established that diversity boosts creativity and reduces groupthink. So the Bank of England has adopted a challenging set of diversity targets. Considerable progress has been made in ensuring that the BoE reflects the nation better — women now make up 31 per cent of our senior team, up from 17 per cent in 2013 — and diversity is at the heart of the “One Bank” strategic plan.

公共和私营部门的大量类似举措表明，人们的态度正在发生变化。但是，虽然人们承认工作场所的多元化很重要，但他们也认为招聘人员应该择优聘用。问题在于这类观点往往带来不协调的言行。你有多少次听一个组织说，他们非常想弥合多元化方面的缺口，但不得不“择优”聘用？Similar initiatives across the public and private sectors show that attitudes are shifting. But while people believe that workplace diversity is valuable, they also think recruiters should choose the best person for the job. The problem is that these propositions have a nasty habit of jarring. How many times have you heard an organisation say they would have loved to close their diversity deficit, but selected “on merit”?

公共和私营部门的大量类似举措表明，人们的态度正在发生变化。但是，虽然人们承认工作场所的多元化很重要，但他们也认为招聘人员应该择优聘用。问题在于这类观点往往带来不协调的言行。你有多少次听一个组织说，他们非常想弥合多元化方面的缺口，但不得不“择优”聘用？Similar initiatives across the public and private sectors show that attitudes are shifting. But while people believe that workplace diversity is valuable, they also think recruiters should choose the best person for the job. The problem is that these propositions have a nasty habit of jarring. How many times have you heard an organisation say they would have loved to close their diversity deficit, but selected “on merit”?
这是一种错误的取舍，其根源在于对“最佳人选”的定义过于狭隘。这可能导致在招聘时做出错误决策，并令工作场所缺乏多元化。如果能采取一些相对简单的方法来拓宽定义，这也许能转变组织的强项。This is a false trade-off. It stems from using too narrow a definition of “best person for the job”. This can make for faulty hiring decisions and a less diverse workplace. If relatively simple steps are taken to widen the definition, this could transform organisational strength.