why is DEI "bad"

The common disdain for DEI is based out of an imagination that minorities and disadvantaged folks are getting hired based off of something other than meritocracy.

Of course, that would need the alternative to be that everyone used to be hired on nothing but merit before DEI was a thing for it to have some credibility as an argument.

Somehow, of all people, Lara Trump currently feels passionately against DEI and for meritocracy all of the sudden.

 
Lorewarn said:
The common disdain for DEI is based out of an imagination that minorities and disadvantaged folks are getting hired based off of something other than meritocracy.

Of course, that would need the alternative to be that everyone used to be hired on nothing but merit before DEI was a thing for it to have some credibility as an argument.

Somehow, of all people, Lara Trump currently feels passionately against DEI and for meritocracy all of the sudden.
Click to expand...
without DEI...it becomes legal to hire someone based on their race as i understand it.

 
commando said:
then ask why is DEI good?   :thumbs
Click to expand...
Diversity, Equity, and Inclusion (DEI) initiatives in America are considered beneficial for several reasons:

1. **Promotes Fairness and Justice**: DEI efforts aim to create a more equitable society by addressing systemic inequalities and ensuring that all individuals, regardless of their background, have access to the same opportunities. This helps to level the playing field for historically marginalized groups.

2. **Enhances Innovation and Creativity**: Diverse teams bring a variety of perspectives, experiences, and ideas, which can lead to more innovative solutions and creative problem-solving. Research has shown that diverse groups often outperform homogeneous ones in terms of creativity and innovation.

3. **Improves Organizational Performance**: Companies that prioritize DEI tend to have better financial performance, higher employee satisfaction, and lower turnover rates. Inclusive workplaces where employees feel valued and respected are more likely to attract and retain top talent.

4. **Reflects Demographic Realities**: The United States is becoming increasingly diverse, and organizations that embrace DEI are better positioned to understand and serve a diverse customer base. This can lead to improved customer satisfaction and loyalty.

5. **Fosters Social Cohesion**: DEI initiatives can help bridge divides between different groups by promoting understanding, empathy, and respect. This can contribute to a more cohesive and harmonious society.

6. **Compliance and Reputation**: Many organizations are required to comply with anti-discrimination laws and regulations. By actively promoting DEI, they can avoid legal issues and enhance their reputation as socially responsible entities.

7. **Moral and Ethical Imperative**: Many people believe that promoting DEI is simply the right thing to do. It aligns with values of fairness, respect, and human dignity, and contributes to a more just and compassionate society.

8. **Global Competitiveness**: In an increasingly interconnected world, organizations that embrace DEI are better equipped to operate in diverse global markets. They are more likely to understand and adapt to different cultural contexts, which can be a significant competitive advantage.

9. **Employee Well-being**: Inclusive environments where employees feel they belong and are valued contribute to better mental and emotional well-being. This can lead to higher levels of job satisfaction and overall happiness.

10. **Addresses Historical Inequities**: DEI initiatives often aim to rectify historical injustices and systemic biases that have disadvantaged certain groups. By doing so, they contribute to a more equitable distribution of resources and opportunities.

While DEI initiatives have many benefits, they can also face challenges and criticisms, such as concerns about implementation effectiveness, potential backlash, or perceptions of reverse discrimination. However, when thoughtfully and effectively implemented, DEI can lead to significant positive outcomes for individuals, organizations, and society as a whole.

 
In fairness, a lot of corporations jumped into DEI programs, hiring self-appointed DEI specialists, and promoting their DEI initiatives in the wake of the Black Lives Matter protests. Diversity, Equity, and Inclusion actually make a lot of sense for these companies, especially those facing a lot of hiring and recruitment competition. but a lot of it was also performative. DEI could be a chapter in every Human Resources handbook and companies should do an internal DEI audit every year to see how they're meeting their goals, but entire DEI departments and DEI-specific personnel and self-congratulatory DEI publicity probably aren't necessary. 

A small amount of the pushback is due to this.

A bigger part of the pushback is that some well-intentioned folks on the right believe racism is no longer an issue, combined with some ill-intentioned folks on the right who are straight up racists, having a lark with the old standby that colored people are coming for your jobs and culture. 

 
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My Ai refused to even consider these requests. When I changed it to "Why is DEI necessary and useful" it gave me 1,000 words in ten seconds. Lib bias!

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