The Myth of "DEI Hires"
Let's explore how Kamala Harris and other prominent Black leaders are being diminished through this problematic terminology.
The term “DEI hire” is a conservative buzzword/phrase that has taken America by storm. Some conservative pundits even go so far as to say that DEI stands for “Didn’t Earn It.”
This of course is a way to denigrate and subjugate those who may have benefited positively from inclusive policies and programs. Calling someone a “DEI Hire” suggests that DEI creates a landscape where unqualified BIPOC people, women, and LGBQT individuals are given an unfair and unjust advantage.
The term “DEI Hire” ignores how insidious and complex American inequality truly is.
To use Black communities as an example, we can see how from Slavery to Jim Crow Laws, to segregation, to housing discrimination, and more, there has been a concerted effort to halt Black advancement at all costs.
DEI works to address systemic inequality, it does not create an unfair advantage.
“DEI Hires” and American Culture
Kamala Harris is the latest victim of “DEI Hire” allegations. Her opponents use this language to suggest that she is unqualified and that her Black and Indian identity, along with her womanhood, is the sole reason she is now a Presidential candidate and frontrunner.
This of course ignores Kamala Harris’ many accolades including being the first Indian American Senator, California’s first South Asian Attorney General, and the first Black and Indian Vice President of the United States.
Before Kamala, we also witnessed the aggressive takedown of Dr. Claudine Gay, the first Black president of Harvard University. Many falsely accused Gay of plagarism and her opponents went to great lengths to discredit her intelligence. Further, we witnessed as the world blamed the collapse of the Baltimore Bridge on the fact that the Baltimore mayor is Black.
Accusing Black people of being unqualified is a form of racism in itself. Who we perceive as competent is deeply tied to race, gender, and other forms of identity.
For example according to Forbes, “ 20% of Black women leaders experience ‘having someone say or imply that you’re not qualified’” and “38% of Black women leaders experienced ‘being mistaken for someone at a lower level.’” Even when qualified, underrepresented leaders are perceived as unqualified.
In reality, it is dominant groups that have long benefited from nepotism and systemic inequality.
As Joy Reid highlights in a recent interview, “George W. Bush became president because his father was president, John F. Kennedy became president because his father paid for it, Donald Trump became president because of his social power and money.” Dominant groups have often utilized status to circumvent the process of preparation, but white men are rarely accused of being unqualified.
A way that we maintain the status quo of hierarchy and power is by denying Black people, communities of color, and other marginalized groups the rightful recognition of their excellence and talent.
DEI programs do not grant underrepresented communities an unfair advantage, instead, they work to rectify years of inequality to grant talented and qualified candidates of color greater visibility and opportunities.
How the Idea of “DEI Hires” Impacts the Workplace
Here is how the myth of the “DEI Hire” can impact and undermine inclusive efforts in the workplace.
Perception of Tokenism:
If not handled carefully, DEI hires may be perceived as tokenism, where individuals are hired primarily for their identity rather than their qualifications, which can undermine their credibility and confidence. This can lead to mistreatment of underrepresented talent.
Resistance and Backlash:
There may be resistance from existing employees who view DEI initiatives as unfair or unnecessary, potentially leading to tension or division within the workplace.
Pressure on Underrepresented Employees:
Individuals hired under DEI initiatives might feel additional pressure to represent their entire demographic, which can be exhausting and isolating.
Superficial Change:
Without a deeper commitment to systemic change, DEI efforts can result in superficial diversity without addressing underlying issues of inequality or exclusion within the organization.
Upcoming Talks and Presentations
8/20 - Fostering an Inclusive Work Culture - Closed Session
8/23 - Fostering Religious Inclusion in the Workplace - Closed Session
8/27 - Transforming Lives: Reducing Recidivism Through Inclusive Hiring - Closed Session
9/17 - The Importance of Religious Inclusion - Billion Bollar Boy