&gt; I once held a similar position as yours, but it was because I wasn&#x27;t well read<p>Again, I&#x27;m giving you the benefit of the doubt here, but I think any reasonable person could interpret that as condescending.<p>&gt; I personally think it&#x27;s silly to have diversity initiatives led by white men.<p>I might see a 10-person board of a diversity nonprofit that is 100% white men as silly. But to have some Chief of Diversity officer in one company happen to be a white man sounds fine to me - <i>if</i> he&#x27;s good at it. No more odd than a professor of Russian history being Indonesian.<p>To say otherwise, as you just did, strikes me as racist. Do you really not see it?<p>&gt; What do you suggest?<p>For example:<p>1. Educate hiring committees on implicit bias.<p>2. Make sure hiring is done as blindly as possible, e.g., coding tests can be done via text and not in person. This has worked wonders in other industries.<p>3. Have companies&#x27; HR departments focus on diversity, e.g. talking to employees (anonymously, or as they prefer) to see if there are current issues, and if so, to try to address them.<p>All those steps are already being taken by most major software companies, including the one I work at. Progress is happening. And it can happen <i>without</i><p>1. Posing the problem as &quot;group A&quot; vs &quot;group B&quot;, as you are doing. That&#x27;s the type of thinking that got us into this problem in the first place, that led to prejudice and racism.<p>2. Acting and talking in ways that appear racist to a large segment of the tech industry, as Github is doing.