This legitimizes tokenism for every diversity agenda. But it raises the problem of how do you set up, say, a 5 member board with the correct numbers of white, black, asian, women, Indian, gay, hispanic, etc. on it?
This may come as a shock but people often have multiple backgrounds.
If you're a bi-racial gay woman, you'd be in high demand!
Why wouldn't they be already? If that person is still a high functioning adult then they have an accessible insight to people you and I do not.
He means they'd be in higher demand than someone who's equally high functioning but checks fewer diversity boxes.
I've seen people kept around for that exact reason in govt contracting. For example, one employee never pulled her weight, and managers always wanted to fire her, but she was a black senior citizen. Since she allowed them to check off 3 diversity boxes when bidding for govt contracts, the company wouldn't let anyone fire her, so she kept getting promoted because that was the only way the managers could get her off their team.
In the trades it's common to have a personal LLC so you can expense your work truck, your lunch, etc and to have your wife own the LLC so you can have a woman owned business (which makes you a more attractive sub for government jobs)
Around DC a lot of small government contractors are minority women owned. It's much easier to get contracts but the staff is usually not that diverse.
Well, a woman can be both gay and of any given race.
you left out about 100 other subcategories one could choose to focus on...