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&lt;p&gt;Here&#39;s a great question featured in &lt;i&gt;The Washington Post&lt;/i&gt;&#39;s &lt;b&gt;How to Deal&lt;/b&gt; column today and one that crosses our minds every time we have a human resources meeting or discuss diversity initiatives: &lt;i&gt;I work for a public organization. I love my job and my boss and the CEO. I have also served on several hiring committees. I have been told point blank by various levels of leadership that we have to hire non-white candidates. I was also told that we have to hire somebody younger than 42. Aren&#39;t these directives illegal? The last candidate that we hired was white and 42+ years old. I agree that we want a diverse workforce. How do we achieve that without engaging in illegal discrimination?&lt;/i&gt;&lt;/p&gt;&lt;p&gt;Of course, there are the obvious--illegal shall we say--ramifications of the question. For one, gender discrimination is a crime. Secondly, age discrimination is another. And thirdly, how many of the mentioned executives are &quot;non-white&quot; themselves?&lt;/p&gt;&lt;p&gt;There is at the same time, however, the argument that while the execution is incorrect, the goal behind the effort is smart. As Lily Garcia, a employment law expert advises in the &lt;i&gt;Post&lt;/i&gt;, &quot;Diverse groups consistently surpass homogeneous ones in their capacity to problem-solve efficiently and creatively,&quot; adding, &quot;In the myopic pursuit of one or two specific types of diversity, your organization will tend to exclude many others and, as you have experienced, delegitimize a noble effort.&quot;&lt;/p&gt;&lt;p&gt;An interesting dilemma for sure. Visit the &lt;i&gt;Post&lt;/i&gt;&#39;s special section to read more.

Aman Singh Das

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