Meritocracy and Representation
挑战了精英统治应忽视群体身份、仅依据过往成就的常规观点，通过理论和实证证据表明，群体身份可预测成功，增加弱势群体代表性可能提升组织绩效。
A standard conception of meritocracy, reflected in state referenda and the many legal filings against university admissions policies, is that selection rules should be blind to group identity and monotonic in measures of past accomplishment. We present theoretical arguments and survey empirical evidence challenging this view. Past accomplishment is often a garbled signal of multiple traits, some of which matter more for future performance than others. In such cases, group identity can be informative as a predictor of success and the increased representation of resource-disadvantaged groups could improve organizational performance. This perspective helps explain some recent empirical findings regarding the efficiency effects of group-contingent selection and moves us toward a conception of meritocracy more closely tied to organizational mission.