Earlier quoted context omitted.
It depends, there were a lot of studies that showed prejudice and bias in the meritocratic process. You had examples of CVs with woman names removed getting more callbacks, and anonymous interviews having higher rates of hire and such. Due to this, people considered affirmative actions to correct for this skew. That would actually make it a meritocratic motivated AA. And then you have the idea of missed potential. Th…
> It depends, there were a lot of studies that showed prejudice and bias in the meritocratic process. A meritocratic process by definition is not prejudiced or biased. There were studies that claimed to show processes to not actually be meritocratic. In my experience, these findings either haven't reproduced or don't appropriately account for confounders; and if they held up they would be pointing at things that are…
AA advocacy exposed cracks in systems that claimed to be merit based and pushed reforms like anonymization and structured evaluation, which made selection more merit based, not less.
Merit is noisy and ties are unavoidable. When candidates are effectively equal, a tie breaker is required. The old default was incumbency and other status quo dynamics that favored the existing cohort. Random selection among equals would be defensible. Favoring candidates from groups historically denied opportunity is another possible tie breaker. You can disagree with that choice, but it is coherent to see it as pro merit rather than anti merit.
And that's just my point, some proponents of AA were arguing for better merit based systems, not all, but a lot did.