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Notes -
This comment and that of @Clementine is basically exactly the Parable of the Polygons IRL, where you can mathematically model how self-segregation happens naturally to some extent under certain conditions. Of course it's natural to expect someone who is a super-minority to not like it there! So no individual is even necessarily at fault. What the math says is one potential "fix" for companies and other organizations with this challenge is simply to insist on some minimum diversity level as a requirement. Well, okay, more specifically it says that individuals should refuse to accept jobs in low-diversity organizations, but I think you can still offer some organizational help for that. I actually quite like that framing personally. Maybe rather than aggressive DEI targeting perfect equity in all things, it's a 'good enough' lower goal for DEI to both penalize over-uniformity as well as reward under-representation, and only to a point. That's not DEI as we currently understand it, but I think it reaches some level of social good as well as maintaining some level of fairness.
I also like it because it's empowering in a certain sense, and applicable to majority-members. It says we should seek out diversity, which I think is as a general rule correct and economically validated to be successful and net-positive return even if a lot of the implementation and rhetoric around it went "too far" and lost sight of some things. It's empowering to the individual who can help prevent segregation in a pretty direct way, even if you're a majority class (locally or globally, it cuts both ways).
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