Let's Defy Some Misconceptions about DEI
Buckle up, Friends.
This is a long one. As is the case for many, I have recently seen an uptick in posts about DEI initiatives in response to 45/47's executive orders. While I understand that arguing in comment sections rarely gets one anywhere, the amount of inaccurate information circulating social media and the confidence with which some present this inaccurate information is infuriating. In an attempt to counter some of the incorrect claims I have seen, I decided to share a brief overview of what I have learned about DEI with any interested parties. That's YOU! Thank you for stopping by!
Author's Note: I failed in my attempt to be brief.
As I have stated in previous posts, my opinions are italicized and written in purple.
I am currently working on my Master's of Business
Administration; and before DJT even took office, I had read a significant
amount on Diversity, Equity, and Inclusion (DEI) initiatives and the benefits
of diversity in the workplace. The goal of completing an MBA is to learn how to
successfully run a business, earn a profit, and satisfy stakeholders. So
despite JDV's
claims about the evils of being indoctrinated by a higher education, the only information included in the
curriculum of an MBA is that which helps one increase firm value. If DEI did
not help achieve this goal, its benefits would not be listed in so many of the textbooks and case studies I have read.
Much of what you will read below are not my words, but quotes from other sources that I have compiled and organized into sections. All quotes are properly cited with links to the original sources included in the references section. I didn’t feel the need to reinvent the wheel by paraphrasing what those much wiser than I have already shared so eloquently. While this is a longer post, I hope it is informative. I did A LOT of reading so you can get a "quick" DEI education with slightly less reading. 😊 You’re welcome.
So, let's dive into it...
· DEI, or Diversity, Equity, and Inclusion, policy
emerged from affirmative action, which was first used in an executive order
signed by JFK. This executive order included a provision that government
contractors “take affirmative action to ensure that applicants are employed,
and employees are treated [fairly] during employment, without regard to their
race, creed, color, or national origin.” It promoted work environments that
were nondiscriminatory.
· LBJ expanded affirmative action to include
religion and sex when he signed an executive order calling for equal
opportunity employment. This required that government employers “hire without
regard to race, religion or national origin” and “take affirmative action to
ensure that applicants are employed and that employees are treated during employment
without regard to their race, color, religion, sex, or national origin.”
· The Civil Rights Act of 1964 prohibited discrimination (outside of just government employment) based on race, color, religion, sex, or national origin. None of the orders listed above authorized group preferences, and Senator Hubert Humphrey is famously quoted as saying, “I will eat my hat if this leads to racial quotas.”
· President Reagan threatened to dismantle DEI laws
in the 80s. However, DEI professionals and experts made the effective argument that
a diverse workforce should be seen as a competitive advantage rather than a
legal restraint. They encouraged promoting diversity as a tool to improve
business practices. Researchers began to test the benefits of diversity and diversity
management in the workplace.
· DJT calls DEI efforts “illegal and immoral discrimination programs” and a “public waste.” He wrote two executive orders that forced the shut down of all governmental DEI programs and placed all DEI employees on paid, administrative leave until they were laid off (Wikipedia, 2025).
The abbreviated and paraphrased timeline above is from Wikipedia. For those influenced by Elon Musk’s comments about “woke-ipedia,” I encourage you to read this historical account of DEI published by Forbes or this historical account of DEI published by CNN.
Before moving onto the actual definition of DEI, I want to explicitly point out that in none of these historical orders was it ever stated that unqualified marginalized individuals must be given preference over qualified white men. If you are on the fence about DEI, I need you to really absorb this. These are not discriminatory initiatives aimed at taking opportunities away from qualified white men. These are anti-discriminatory initiatives designed to alleviate the inequality experienced by qualified people that are not white men.
WHAT IS DEI?
University of Michigan professor and Chief Diversity Officer, Tabby Chavous,
defines DEI as the following in her 2024
article:
"What is DEI? It is not a brand—it includes three terms that get at the
heart of the conditions research shows are essential for better performance,
problem-solving, and helping people thrive in their schools, workplaces, and
communities.
Diversity includes race, ethnicity, gender and gender identity,
sexual orientation, socio-economic status, language, culture, national origin,
religion, age, disability and political perspective, among many areas of
background and identity. Bringing together people with different experiences,
pathways, and views results in a more intellectually rich learning environment,
leading to more creative and effective solutions. To get the benefits of
diversity, we also need equity and inclusion.
Equity recognizes that inequalities exist—that talent is equally
distributed across all communities, but opportunity is not. So, equity means
doing all that we can to ensure that everybody has an opportunity to be
successful and contribute to the larger good.
Inclusion means deliberate efforts to ensure that campuses are
places where differences are expected and welcomed, where people can share and
respectfully debate different perspectives, and where all can feel a sense of
belonging. This doesn’t mean that people won’t encounter ideas or views that
make them uncomfortable; it means that all feel valued and equally supported in
using their voices. Inclusion also means different types of people and voices
are included at the table when decisions are made.
In other words, DEI is not an empty phrase. It is not a single belief or ideology. DEI efforts include all communities. DEI requires a diversity of perspectives and supports free speech. DEI is integral to academic excellence."
WHAT DO DEI INITIATIVES DO?
"Diversity management includes working to eliminate unfair
discrimination... Unfair discrimination assumes that everyone in a group is the
same rather than looking at characteristics of individuals within the group.
This discrimination is often very harmful for employees... and for
organizations" (Judge and Robbins, 2022).
“Diversity, equity and inclusion programs were created
to help communities that have historically faced obstacles to equal
opportunities in the workplace or felt a lack of belonging in majority-white
corporate settings. Corporate America has long leveraged DEI programs to expand
its customer base, increase profits, prevent discrimination lawsuits, and
improve employee retention by fostering a more inclusive workplace” (Ellis,
2025).
"Diversity
management makes everyone more aware of and sensitive to the needs and
differences of others. This definition highlights the fact that diversity
programs include and are meant for everyone. Diversity is much more
likely to be successful when we see it as everyone's business than when we
believe it helps only certain groups of employees" (Judge and Robbins,
2022).
According to a 2023 article by Dr. Michelle Penelope King, a “leading gender equality expert, researcher, speaker, and author,” DEI aims to “focus on belonging” and “ensure consistency, transparency, and clarity in the promotion process.”
WHAT DEI DOES NOT DO:
There is little evidence to support the idea that DEI - by and large - keeps qualified white men from being hired or that qualified white men are being passed over for opportunities by less qualified marginalized individuals. DEI may have sprung from the roots of affirmative action (which again, said nothing about hiring unqualified marginalized individuals over qualified white men); but it’s aim is and should be much larger than just hiring practices.
"Critics of DEI have claimed that it disadvantages white people, but the data may tell a different story.... Data reveals that white people occupy more executive-level DEI roles compared to other racial groups. When analyzing chief diversity officer (CDO) positions specifically, white candidates are hired for the lion’s share of these roles. According to U.S. Census Bureau data compiled by job search site, Zippia, in 2021 75% of CDOs were white.
A 2018 research study by Rachel Wetts and Robb Willer found that racial resentment among whites increased in 2008—the year that Barack Obama was elected as the first Black U.S. president. One of the consequences of this racial resentment is the zero-sum ideology that paints minority populations as the hoarders of “unearned” privileges to the detriment of the white community. Many Americans, for example, falsely believe that government assistance programs overwhelmingly benefit Black Americans when in actuality, according to 2022 U.S. Census Bureau data, social welfare programs have benefitted white Americans more than any other group" (Asare, 2023).
So, why are white men opposed to/threatened by DEI? Barron Witherspoon of Fortune provides a theory:
"DEI efforts make them [white men] bear the brunt of negative comparisons. Because they often comprise the largest employee segment, they are used as the benchmark or standard. Yet, instead of feeling like the benchmark, many feel like they are being left out–or even a target" (Witherspoon, 2024).
Being the benchmark of research does not make the benchmark an enemy. For example, our weather forecasts are based on benchmark data related to temperature and precipitation under specific weather conditions. The bench mark data is not evil. It is simply necessary for researchers to predict future events and determine best practices. We are better prepared for hurricanes, tornadoes, and other weather events due to benchmark data and subsequent data analysis.
There are plenty of opportunities in the workforce for qualified individuals to find their place and thrive. DEI is not excluding qualified individuals from those opportunities: quite the opposite, in fact. DEI aims to ensure that no qualified individual is excluded from those opportunities simply because of their race, gender, religion, sexuality, etc.
“DEI is not a zero-sum game" (Asare, 2022).
WHO DOES DEI AIM TO BENEFIT?
1.) Women:
a.
Fair shots at leadership roles
b.
Closing gender pay gap
c.
Paid parental leave
d.
Flexibility for employees with children
e.
Lactation rooms
f.
“White women have been one of the biggest
beneficiaries of diversity programs in the workplace, experts on DEI say”
(Ellis, 2025).
2.2.)
People of Color:
a.
Fair shots at leadership roles
b.
Training on equity and inclusion
c.
Increase representation of underrepresented
groups in leadership and on advisory committees
d.
Recognition of contributions of People of Color
3.3.)
LGBTQ+ People:
a.
Fair shots at leadership roles
b.
Training on equity and inclusion
c.
Safety in the workplace
d.
Recognition of contributions of the LGBTQ+ community
e.
Push for expanded healthcare benefits (including
for transgender employees)
f.
Push for use of preferred pronouns (Listen,
if you can learn a name, you can learn a preferred pronoun. Using someone’s
preferred pronoun has absolutely no impact on your life.)
4.4.)
Families who need IVF:
a.
Health insurance for employees needing fertility
treatments
5.5.)
Disabled People:
a.
Fair shots at leadership roles
b.
Training on equity and inclusion
c.
Defend ADA protections
d.
Training disabled people in the workforce
e.
Anti-discrimination training
6.6.)
Veterans:
a.
Protections for disabled veterans
b.
Mental health services
c.
Panel discussions and networking events
specifically for veterans (Ellis, 2025)
7.7.)
People with Chronic Illness:
a. Hello, it’s me (Adele, 2015). I have ulcerative colitis which can wreak absolute havoc in my life if not treated. Before DEI initiatives were removed from state agencies in Texas, my illness could not be used to keep me from earning a promotion, being offered a position, etc.
8.8.)
Seniors:
a. The fastest growing group in the workforce (Judge and Robbins, 2022)
b.
Training on equity and inclusion
c.
ADA accommodations
d. Assistance with Medicare and Retirement Planning
1.9.)
People of Faith
a.
Religious accommodations
b.
Freedom to Pray and Meditate
c. Safety in the Workplace
Countering racial prejudice in the workplace:
"Members of racial and ethnic minorities report higher levels of discrimination in the workplace. Black people generally fare worse that white people in employment decisions (a finding that may not apply outside the United States). Black people receive lower ratings in employment interviews, lower job performance ratings, less pay, and fewer promotions. Lastly, Black people are discriminated against even in controlled experiments. For example, one study of low-wage jobs found that Black applicants WITH NO criminal history received fewer job offers than did white applicants WITH criminal records. Even applicants with Black-sounding names were 50 percent less likely than those with white-sounding names to receive interview callbacks in one large, randomized experiment." (Judge and Robbins, 2022).
"Research suggests that many of the largest companies engage in racist hiring practices. A 2019 study of over 83,000 fake job applications at more than 100 companies, many of which were Fortune 500 companies, revealed that racial bias, particularly against Black job seekers, is a pervasive issue. In 2022, Wells Fargo was exposed for conducting fake job interviews of “diverse” candidates, when the job openings had already been filled; in 2020 the company had to pay $7.8 million in back wages for discrimination against over 34,000 Black applicants" (Asare, 2023).
“In
2019, a report entitled Being Black
in Corporate America, released by global nonprofit, think tank, and advisory Coqual, found that Black professionals are more
likely to encounter prejudice and microaggressions than other ethnic groups.
They are also less likely than their white counterparts to have access to
senior leaders and managerial support” (King, 2023).
“Black employees and other racially marginalized employees continue to experience exclusion, harm, and trauma at the hands of organizations and institutions” (Asare, 2022).
Countering sexism in the workplace:
"Reviews of hundreds of studies on job performance and performance appraisals suggest that there are virtually no differences between genders when it comes to performing well; however, differences in pay, benefits, and rewards are strong and substantial, up to fourteen times the size of performance differences" (Judge and Robbins, 2022).
"Fortune magazine reviewed performance evaluations across industries and found that criticism like this, related to personality but not job-related skills, appeared in 71 of the 94 yearly reviews received by women. Of the 83 reviews received by men, personality criticism showed up twice" (Sanford, 2020).
"If a woman is asked to state her gender before filling out a job application or performing a skills-related test, she performs worse than if she were not asked first. So how can businesses avoid activating this self-stereotyping bias? Move the gender checkbox to the end of the application" (Sanford, 2020).
"Men
are more likely to be chosen for leadership roles even though men and women are
equally effective leaders, a phenomenon that has been referred to as the 'glass
ceiling' (and applies to any underrepresented group that face obstacles to
advancement).... According to Naomi Sutherland, senior partner in diversity at
recruiter Korn Ferry, 'Consciously or subconsciously, companies are still
hesitant to take the risk on someone who looks different from their standard
leadership profile'" (Judge and Robbins, 2022).
"Research from hundreds of studies suggest not only that women are rated as effective leaders in organizations but that women's representation in leadership positions is actually predictive of financial performance in hundreds of thousands of organizations" (Judge and Robbins, 2022).
Countering homophobia in the workplace:
"In the United States, a Harvard University study sent fictitious but realistic resumes to 1,700 actual entry-level jobs openings. The applications were identical with one exception: half mentioned involvement in gay organizations during college, and the other half did not. The applications without the mention [of involvement in a gay organization] received 60 percent more callbacks than the ones with it" (Judge and Robbins, 2022).
Countering bullying in the workplace:
"Research suggests that those with higher cognitive ability and who are high performers in the workplace might be victimized, bullied, and mistreated by their peers due to envy and social comparison" (Judge and Robbins, 2022).
Countering religious discrimination in the workplace:
"Reasonable accommodation, like that stipulated in the ADA, is also required for religious exemptions in the U.S. For example, one jury awarded millions of dollars to Marie Pierre, a dishwasher at a Miami hotel, who was not accommodated (allowed to swap shifts) for needing to request Sundays off for religious reasons" (Judge and Robbins, 2022).
WHY IS DEI IMPORTANT?
"The predominantly white, male managerial workforce of the past has given way to a gender-balanced, multiethnic workforce. For instance, in 1950, only 29.6 percent of the U.S. workforce was female; but by 2016, women comprised 46.8 percent of the workforce. Both in the United States and internationally, women today are much more likely than before to be employed full time, and women's labor force representation should continue to grow, along with diversity in the labor force. In addition, the earnings gap between whites and other racial and ethnic groups in the United States has decreased significantly, partially due to the rising number of minorities in the workforce" (Judge and Robins, 2022).
"Workers over the age of 55 are an increasingly large portion of the workforce as well, both in the United States and globally. In the United States, the 55-and-older group will increase from 21.7 percent of the labor force in the 2014 to 25% in 2024, a growth rate three times larger than the overall labor force. These changes are increasingly reflected in the makeup of managerial and professional jobs. They also indicate organizations must make diversity management a central component of their policies and practices" (Judge and Robbins, 2022).
ARE DEI INITIATIVES EFFECTIVE?
"Overall, diversity management programs work; reviews of hundreds of studies suggest that they are effective at improving diversity knowledge and representation. Effective, comprehensive workforce programs encouraging diversity have three distinct components. First, they teach managers about the legal framework for equal employment opportunity and encourage fair treatment of all people regardless of their demographic characteristics. Second, they teach managers how a diverse workforce will be better able to serve a diverse market of customers and clients. Third, they foster personal development practices that bring out the skills and abilities of all workers, acknowledging how differences in perspective can be a valuable way to improve performance for everyone" (Judge and Robbins, 2022).
"Human diversity is the mix in the workplace of people from different races, cultures, and backgrounds. Realizing that the demographics are changing toward an increasing percentage of minorities and women in the U.S. workforce, companies are now concerned with hiring and promoting people without regard to ethnic background. Research has found that an increase in racial diversity leads to an increase in firm performance" (Hunger and Wheelen, 2011).
"Companies are also finding that hiring a more diverse workforce (in terms of race, age, and nationality) can provide a competitive advantage. Avon Company, for example, was able to turn around its unprofitable inner-city markets by putting African Americans and Hispanic managers in charge of marketing to these markets" (Hunger and Wheelen, 2011).
“DEI strategies don’t by themselves change the overall systemic barriers caused by inequities, but the survey data shows comprehensive DEI strategies improve the workplace experience—for people of color and all staff” (Brown and Kunreuther, 2024).
“The more DEI strategies an organization employed, the higher both BIPOC and white respondents rated their workplace experience” (Brown & Kunreuther, 2024).
Multiple studies suggest that effectively implemented DEI initiatives have a positive impact on market share, revenue, employee retention, employee engagement, and productivity of leadership for ALL, not just marginalized communities. I encourage you to check out my post that includes an email template that you can copy and paste and send to firms that have rolled back DEI. In that post, I cite many articles and studies that prove the effectiveness of DEI.
A CAVEAT TO POORLY IMPLEMENTED DEI INITIAVES:
"The potential benefits of diversity are enormous for forward-thinking managers. Of course, integrating diverse people into an optimally productive workplace takes skill." (Judge and Robbins, 2022).
While DEI initiatives are necessary, helpful to millions of Americans, and proven to be beneficial for a firm’s bottom line and overall employee satisfaction, DEI implementation takes skill, commitment, and a well-developed plan. While many are quick to think it is just about hiring marginalized individuals over white men or implementing gender/racial quotas; in reality, that is a cheap misrepresentation of the goal of DEI and possibly a lazy manager’s attempt at implementing DEI (or avoiding a lawsuit).
“While companies are quick to hire employees from typically underrepresented groups, [Lanaya Irvin, CEO of Coqual] says most organizations tend not to put as much effort into retaining them. Consequently, leaders simply do not acknowledge the turnover costs associated with poor company cultures, and they are less likely to take action to solve this problem.
‘Individuals are looking for places to be seen and rewarded for their unique contributions. Talent has a tremendous amount of choices today. And employees will leave. They will leave to join an organization where they're embraced for their differences,’ she says” (King, 2023).
IN CONCLUSION
In my humble opinion, DJT's orders to dismantle DEI are aimed:
1.) at best, to throw the baby out with the bath water. Since not all DEI initiatives have been properly, strategically, and effectively implemented, we'll just scrap the whole thing. However, as the evidence suggests and despite its poor execution in some instances, DEI Initiatives are - by and large - beneficial to ALL.
2.) at worst, to white-wash the American workforce and remove a (more often than not perceived) threat to white men.
I believe DEI is currently being used a scapegoat for white men that feel they are being discriminated against when - in reality - workplaces are simply trying to engage and retain a workforce that is both representative of their larger community and welcoming to all.
I am aware that there are examples of firms enacting quotas and that there have been instances where qualified white men have been passed over for positions to increase diversity or avoid a lawsuit. I understand that there are examples of poorly implemented DEI initiatives that have had a negative impact on people's lives. Poor DEI implementation has affected me at a level closer than you might think.
...and yet, I still support DEI initiatives. Because far greater atrocities have been experienced by marginalized communities. The playing field is not even, and my conscience won't allow me to rest without doing what I can to level it out.
I have been told that DEI is “reverse racism.” Even Elon wrote on X, “DEI is just another word for racism.” Reverse racism, or the idea that white people can be victims of racism, is a topic for another day… But let me leave you just a few more quotes:
“Belief in reverse racism is widespread in the United States; however, there is little to no empirical evidence that white Americans are disadvantaged as a group” (Wikipedia, 2025).
Stay informed, friends!
ab
References:
Asare, J.G. (2022, September 25). Does DEI Focus Too Much on Black People? Forbes. https://www.forbes.com/sites/janicegassam/2022/09/25/does-dei-focus-too-much-on-black-people/
Asare, J.G. (2023, August 30). How DEI Helps Everyone - Including White People. Forbes. https://www.forbes.com/sites/janicegassam/2023/08/30/is-dei-anti-white/
Brown, M. and Kunreuther, F. (2024, September 30). The Data is in: DEI Strategies Can Benefit All. Candid. https://blog.candid.org/post/nonprofit-dei-strategies-report-workplace-satisfaction-retention/
Chavous, T. (2024, April 18). DEI Definted: What Diversity, Equity, and Inclusion Really Means. University of Michigan: Office of Diversity, Equity, and Inclusion. https://odei.umich.edu/2024/04/18/dei-defined-what-diversity-equity-and-inclusion-really-means/
Diversity, Equity, and Inclusion. (2025, February 8). In Wikipedia. https://en.wikipedia.org/wiki/Diversity,_equity,_and_inclusion
Ellis, N.T. (2025, January 23). What is DEI, and Why is it Dividing America? CNN. https://www.cnn.com/2025/01/22/us/dei-diversity-equity-inclusion-explained/index.html
Ellis, N.T. (2025, February 8). DEI Programs Benefit Many Groups, Not Just Black and Brown Communities. CNN. https://www.cnn.com/2025/02/08/us/dei-programs-diversity-list/
Hunger, J. and Wheelen, T. (2011). Essentials of Strategic Management (5th ed.). Pearson Education, Inc.
Hunt, D.M., Layton, D., and Prince, S. (2015, January 1). Why Diversity Matters. McKinsey & Company. https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/why-diversity-matters
Judge, T. and Robbins, S. (2022.) Essentials of Organizational Behavior. (15th ed.). Pearson Education, Inc.
King, M.P., (2023, May 16). Who Benefits from Diversity and Inclusion Efforts? Forbes. https://www.forbes.com/sites/michelleking/2023/05/16/who-benefits-from-diversity-and-inclusion-efforts/
Kratz, J. (2024, December 29). The Little Known History of DEI and Why It's Critical to its Survival. Forbes. https://www.forbes.com/sites/juliekratz/2024/12/29/history-of-dei-why-it-matters-for-the-future/
Reverse Racism. (2025, February 7). In Wikipedia. https://en.wikipedia.org/wiki/Reverse_racism
Sanford, S. (2020, February). How to Design the Gender Bias Out of Your Workplace. TED Talks. https://www.ted.com/speakers/sara_sanford
Thompson, S. (2023, July 31). Representation In Marketing Is Critical. How To Ensure Your Brand Gets It Right. Forbes. https://www.forbes.com/sites/soniathompson/2023/07/31/representation-in-marketing-is-critical-how-to-ensure-your-brand-gets-it-right/
Witherspoon, B. (2024, April 19). DEI is Under Attack. Here's the Real Reason it Makes Many White Men Uncomfortable. Fortune. https://fortune.com/2024/04/19/dei-under-attack-real-reason-it-makes-white-men-uncomfortable-careers-leadership-diversity/
Very well thought out and presented.. Well written and researched with references.
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