They&#x27;re all about being data-driven until the data shows they&#x27;re racist and sexist. ;)<p>However, I&#x27;m going to note that this happens with any majority. I&#x27;m a white guy that spent much of my life in areas that were controlled by Blacks and one controlled by Hispanics. Whites in those areas experienced everything Blacks describe in areas with white racists: job discrimination; government discrimination; different police treatment; being served second or not at all at a food place; unprovoked beatdowns by black mobs (esp in schools); different punishment in schools; banned from certain &quot;hoods&quot; always or certain times. Ran into one or two places controlled by women that discriminated against men for key positions but most women-run places were more fair.<p>Anyway, the point is this stuff is an aspect of human nature and group dynamics. It happens any time a majority is in control of an area or situation with minorities pushing into their turf. We need to eliminate it across the board for all parties. The Navy example was a great one. I also once attended a diversity class that suggested methods of trying to eliminate bias. Another time a HR person suggested Topgrading methodology that was results-focused and said it helped her. Each of these apparently reduced the effect of discrimination in hiring, promotion, and firing.<p>So, I think we should put a bunch of effort into further R&amp;D on such methods. Not to mention, collect a bunch of what&#x27;s proven to work (partly or fully) into one resource. I see lots of interesting, data-driven methods posted on HN. Add them, too. Maybe keep a forum or blog network going where results of experiments can be posted over time to see where success is trending. All methods focusing on the skills, character, and objective-as-possible results are the best starting point regardless.