And once again, employees who have had more opportunity (and race, gender and class status certainly contribute to that greater opportunity), should be expected to look better on paper. The question is whether looking better on paper should entitle one to a certain job, when there might be others, who didn’t have the same opportunity — and thus might not have as impressive a resume — but who can perform at an equal or greater level. Employers have to be free to consider the ways that race, gender, identity and other factors could have artificially served to limit the apparent “qualifications” of certain job applicants, not merely so as to be fair to all aspirants, but even so as to serve their own interests in finding the best people for certain positions. If all they are encouraged or allowed to do is to look at outward indicators of merit, they will end up overlooking some of the best possible employees, to the detriment of equity and their own institutional needs.