Sorry, I thought it was clear from the context that we are talking about how seniority rule—and whether it is discriminatory—in general. The original quote is:
> > Jane Yang, a data analyst at the company, told me that restricting internal conversations would negatively affect diversity and inclusion efforts. For example, she said, the company’s profit-sharing plan gave more profits to people who have longer tenure — a group that is majority white and male. Making that discussion off limits internally could ensure that inequality in profit sharing becomes a structural feature of the company.
> It's not like they had a rule that white males get more money, it's a seniority rule! It seems unreasonable to me to extrapolate that to systemic racism in the company.
And the reply was:
> Hardly anyone wakes up in the morning and decides that it's a good day to oppress G people. They wake up in the morning having some amount of privilege, discover that it might be threatened, and their actions that day try to avoid reduction of privilege, even if it means treating G people unfairly. It's not anti-G people at first, it's just pro-self.
The argument here is that if we evaluate by a metric that benefits the in-group more then the out-group you end up with doing discrimination.
In the comment you are replying I’m giving examples of fair pay and fair accommodations in general. It is a respond to GP which misunderstands previous post that we should be paying minorities higher to adjust for the bias that is causing seniority benefits being unfair. But as I have said, that is simply not what I’m (nor anybody here is) arguing.