Our Voices

DEI Upholds a Core American Value

As a result of the ongoing US presidential election, the news media has been filled with stories about the concept of a “DEI hire”. From legal action against funding for Black women-owned businesses to the rise of a new acronym—MEI (merit, excellence, and intelligence)—aimed at undermining decades of progress, efforts, and data-backed results, attacks against DEI (diversity, equity, and inclusion)  have been ramping up in recent weeks. This is due in part to a misunderstood and warped perception of the goals of DEI initiatives. 

The concept of DEI as applied to businesses originated from affirmative action, with similar goals to promote fairness for those who have been historically discriminated against. DEI is about ensuring access for all, recognizing that certain segments of our population—such as women, Black and Brown communities, veterans, and individuals with disabilities—have faced systemic oppression and thus, must be provided with opportunities to succeed. DEI is about understanding that addressing injustice requires collective efforts to counteract systemic inequalities that prevent social mobility.

The DEI backlash has been misconstrued into the belief that historically marginalized communities are somehow less qualified for their roles. Attempts towards a more level playing field have been turned into a zero-sum game where historically marginalized communities are often labeled as a “DEI hire” and thus undeserving of their place.

In reality, DEI not only supports underrepresented communities, but also benefits the majority by bringing diverse perspectives into the workplace and schools. Research has reinforced the idea that businesses benefit from DEI initiatives, both economically through many measures of financial performance, and through workplace satisfaction and work engagement. In schools, diverse classrooms perform better academically and improve students’ social skills, mental health, and creativity.

Importantly, diverse teams, both in businesses and schools, are also crucial to providing unique perspectives needed to overcome society’s largest challenges which will ultimately impact these vulnerable populations most, from climate change, to the ethical development and deployment of artificial intelligence, to economic equality for racial and gender minorities, to mass incarceration—issues core to the work of the Business and Human Rights team at RFK Human Rights.

And as younger generations become more demographically diverse, educational systems and the public and private sector should aim to create a more equitable world for all Americans.

In fact, many of these DEI policies even support those who criticize it, due to DEI’s promotion of individuals who are disabled, socioeconomically disadvantaged, from rural populations, or veterans. Yet this “us versus them” mentality and lack of the true understanding or lack of an effort to truly understand what DEI entails and its benefits for all, continues to hinder benefits to people, planet, and society. 

The continuous anti-DEI backlash seems to be part of a pattern of perpetuating discriminatory laws that negatively impact everyone. As the opponents have made clear, despite their claims, this backlash is not truly about fairness and equal rights. Instead, this backlash is only part of the same racist impulse that guides these critics to repeal affirmative action in university admissions, sue investors that seek to address the wealth gap for black women entrepreneurs, and ban books in schools that discuss race or racism.

This backlash we are observing is not simply a response to the now politicized and misunderstood acronym of “DEI,” but a reaction to the ideas of diversity, equity, and inclusion itself—particularly when these ideas are applied to people of color and women. In a nation founded on the principles of equal representation and opportunity, the ideas of diversity, inclusion, and equity are inextricably part of the fabric of American ideals. 

DEI should be rightly seen as a benefit to the entire country, rather than a weakness. At a time when these ideals are under attack, the business and financial sector needs to shore up their commitment to diversity, equity, and inclusion by continuing to prioritize their DEI efforts, affirming their values publicly, pushing back against these disingenuous arguments, and joining collective efforts. As Maya Wiley, President and CEO of The Leadership Conference on Civil and Human Rights summed up in front of the U.S. House of Representatives Committee on Oversight and Accountability, “if we’re not about inclusion in this country, what are we about?”