Diversity goes beyond assurances of the presence of persons from underrepresented affirmative action groups to the guarantee of active participation and meaningful contributions to the whole. It is recognizing and blending perspectives of all individuals into an agreeable whole that is the source of diversity. First of all, affirmative action calls for the hiring of qualified people. Employers tend to hire people like themselves and to think of them as the most qualified. It's harder to see and trust the qualifications of someone who is different.
Affirmative action pushes employers to try harder, to cast a wider net.
The current conception of merit based on test scores, grade point averages or other measurable standards is too narrow. Many tests are inadequate to predict success. Numerous studies have found that there is only a slight relationship between test scores and performance or professional achievement. On the other hand, there is a major relationship between race, income level, educational resources and test scores. Over-reliance on test results inhibits employers from considering other factors that indicate competence and predict success, such as prior work experience and specialized training.