WE often read media reports about studies on the under-representation of groups, such as women and ethnic minorities, in the top echelons of public and private organisations.

Often, these research findings imply that the under-representation is due to discrimination, and go on to suggest remedial measures aimed at increasing the numbers of these "minorities" in the upper ranks of organisations.

To be sure, the underlying premise of these reports is valid. There is indeed much to be gained by having diversity at every level of an organisation, especially at the top.