Is D.E.I. Going to D.I.E.?
For decades Americans have been inundated with various programs, laws, regulations, and court decisions that attempt to address discrimination based upon race, sex, religion, etc. The idea is that government and other institutions must give preference to certain groups of people to “level the playing field” and atone for past injustices.
Initially, these initiatives focused on eliminating race and sex discrimination. Over time, the list of protected classes grew to include religion, sexual orientation, and national origin, among other factors.
Early on, laws and court decisions focused on ending discrimination by government. A good example is the 14th Amendment to the U.S. Constitution, one of the “Reconstruction Amendments.” This Amendment was ratified after the Civil War (July 1868), and was intended to fully integrate black people into American culture and political life.
The Supreme Court also took action to end government-sanctioned discrimination. You are most likely familiar with the 1954 case Brown v. The Board of Education of Topeka, et al. The holding in this case ended the “separate but equal” doctrine that provided the rationale for separating black and white children in public schools.
Ten years later the federal government changed the rules of the game in the civil rights movement. The Civil Rights Act of 1964 was passed by Congress and signed into law by President Lyndon Johnson on July 2, 1964. This law expanded civil rights protections beyond government to private institutions that are deemed to be “public accommodations.” Public accommodations are generally defined as facilities, whether publicly or privately owned, that are used by the public at large. [1]
And there you have it: the civil rights movement now extended into the private sector. Hotels, restaurants, and retail shops would now be required to adhere to civil rights protections that had traditionally been applied only to government action.
Over time, affirmative action programs and other initiatives evolved into what became known as “diversity, equity, and inclusion” (“DEI”). Government departments and businesses implemented complex and costly programs to encourage (or require) minority hiring (diversity), improve outcomes for disadvantaged groups (equity), and foster a sense of belonging and emotional safety for all (inclusion).
The pitfalls of DEI are obvious. A diversity hire based upon skin color, sex or some other characteristic unrelated to job performance is antithetical to the merit system that should be applied when hiring to fill a position in government or the private sector.
Equity is not the same as equality, and the difference is important. Equality refers to the notion that all people have access to the same opportunities and are treated the same. Equity, on the other hand, recognizes that people have different starting points and may require different resources or support to achieve equal outcomes. Equality promotes equal opportunity, whereas equity seeks equal outcomes. This is not a subtle difference.
Inclusion is a “feel good” approach to make sure everybody feels loved, accepted, and appreciated. Sounds like a kindergarten class, not a workplace.
Businesses across the United States aggressively implemented DEI. If you work for a large, publicly traded company in this country you have most likely been inundated with this stuff. And you dare not question any of it for fear you’ll be labeled a racist or sexist or some such thing. You might even be overlooked for a raise or promotion if you don’t adhere to the DEI orthodoxy.
One of President Donald Trump’s first Executive Orders eliminated DEI from the federal government. DEI programs have been halted, and many DEI professionals are now facing layoffs.
And then . . . something strange happened. One company after another announced they were eliminating DEI within their business. WHAT??!! I thought all these CEOs and other corporate leaders loved DEI programs. However, we are learning that this is not the case. Apparently, many business leaders engaged in practices they knew were not in their best interests to avoid backlash from activist groups.
There is a major cultural shift taking place in America since noon Eastern Time on January 20th. I don’t know how significant it will be or whether it will be permanent. However, a lot of people are tired of the nonsense and cultural rot that has developed in this country. We may be on the verge of significant, long-term change.
[1] Ten years after the Civil War, the Civil Rights Act of 1875 was enacted, eliminating race discrimination in public accommodations. However, the law was struck down by the Supreme Court.
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