ABSTRACT
When an institution (e.g., a business or a university) has exhibited a pattern of unjust discrimination against certain societal groups over a period of time, it often lacks diversity as a consequence. Homogeneity—all white Christian male managers, say, or all heterosexual able-bodied students—is in such cases an artefact of the pattern of unjust discrimination. When steps are taken to end unjust discrimination, one should expect such an institution to become more diverse. If, beyond ending discrimination, a policy of preference is implemented to make redress to those people unjustly discriminated against, one should expect it to become more diverse more quickly.
