I&#x27;m not talking about quotas. They&#x27;re a political tool usually.<p>I&#x27;m talking about the well researched and well documented advantages of diversity for an organisation.<p>You appear to be assuming, somewhat ironically, that there is only one point of a diversity programme and that that is to have some kind of impact on society as a whole. A worthy goal, sure, but not the only one.<p>My point is that an organisation may have a diversity programme, the main aim of which is to improve the financial position of the organisation, say. My contention is that does not necessarily require them to go beyond gross corrections in their diversity profile. The fact that they may have to for legal reasons or may wish to for societal reasons is a separate matter.<p>Now clearly you don&#x27;t hold that taking such a position meets society&#x27;s needs and you may well be right. You may also feel that all organisations should use diversity programmes for societal ends and that&#x27;s not an uncommon view. It just happens to not be the only reason for having a diversity programme.<p>Oh, and thank you for the advice regarding intersectionality. You appear to have mistaken my not considering it important for my point for ignorance of it. Easy mistake to make.