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Well this is the problem with identity hiring, isn't it? How does anyone know you didn't get the edge over your competitors because of that? Unless he was literally the only applicant for the job, I'd find it hard to swallow that the topic of his... presentation... never came up. Meaning the department most likely consciously chose him, and whether this is in spite of or because of his affectations would largely come down to whether he was wildly head-and-shoulders better than his competition. Employers will overlook some affectation for a genuine rockstar employee, but there's a limit proportionate to how irreplaceable you are.
So either Brinton is hyper-competent and got the job in spite of his affectations, which according to the rest of the thread -- and your own comment "as qualified as anyone" -- his education history and performance on the job doesn't bear out. So if it's not that, can we then assume that the affectations served the purpose of the administration somehow? This is a government job, it's impossible... alright, improbable to believe they didn't do their due diligence.
If the employer has whittled down the list of applicants to a group of people with similar qualifications, and more detailed information that might help the decision is impossible or infeasible to attain, then the choice of whom to hire will be arbitrary. In this case, I don't see how hiring Brinton because of his unusual presentation is any worse than rolling a die or flipping a coin to make the final choice.
To me, the phrase "hired for your identity" implies that standards have been lowered and the candidate was picked over someone more qualified but with a less-favoured identity. As far as I can tell, this is not true in Brinton's case.
One form of affirmative action that I've heard about is that, when two or more candidates appear to be equally qualified, and one belongs to a historically marginalized group, that candidate should be chosen. As I said above, when it comes down to this kind of decision, the choice is arbitrary, and I don't see any harm in the affirmative action method. Indeed, if the group to which the candidate belongs really does face some kind of disadvantage, picking them is the rational choice for the self-interested employer, as it indicates that the candidate has achieved the same qualifications despite more difficult circumstances. Of course, simply considering a few categories such as race and gender can never provide the full picture: for example, among two candidates there may be a woman from a rich family and a man whose family was poor growing up; overall, the man had it worse, but an application generally includes gender but not family circumstances, so applying the method here would lead to the wrong choice. It is just a heuristic, and no heuristic is perfect, but as I said, at some point acquiring more information about the candidates becomes impossible or infeasible; except for some very specific positions, an employer won't hire a personal investigator to carefully investigate the candidate's past: this is where heuristics come in.
The above method is very different from lowered standards for different groups, or straight-up quotas, both of which I vehemently oppose. Finally, it must be noted that:
In the real world, "historically marginalized" groups have been granted various advantages, which might reduce the method's accuracy.
Situations where several candidates are, in fact, equally qualified, and only one belongs to a historically marginalized group, are not actually that common.
The heuristic requires that the candidates' identity not be considered until the final choice: a woman must be just as good as a man, without considering the fact that she is a woman. Otherwise, we would be adjusting for identity twice, which would result in a lower standard for women.
Edit: Sorry for the off-topic wall of text. I have reposted the comment in this week's culture war thread so that more people can see it. If you want to reply, perhaps it would be better to do it there.
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