When it comes to promoting diversity and inclusion within the workplace, which approach is more effective: implementing diversity hiring quotas or adhering strictly to merit-based hiring? Diversity hiring quotas aim to ensure that underrepresented groups have fair opportunities by setting specific targets for hiring candidates from diverse backgrounds. This approach can address historical inequalities and enhance representation. However, it raises concerns about potential perceptions of tokenism and whether it might undermine the principle of selecting the most qualified candidates based on merit. On the other hand, merit-based hiring focuses on selecting candidates solely based on their qualifications and performance, which can ensure that the best candidates are chosen. Yet, this approach may not adequately address systemic biases and barriers that prevent diverse candidates from being considered. How can organizations balance these two approaches to create a truly inclusive and equitable workplace?