Diversity, Equality, and Inclusion (DEI) programs – good or bad?
Arguments about DEI are not well thought out. And consequently, these arguments get overly political and, frankly, silly. Actions taken as a result can be counterproductive or even destructive.
Just think about the words: “diversity”, “equality”, and “inclusion”. What is wrong with any of these? These are ideals that seem perfectly consistent with American democracy.
We might argue legitimately whether recruiting to achieve these ideals can become unfair. For example, two people apply to college. One represents a minority, and one does not. Both seem equally qualified, and there is room for only one student.
What is the right choice? This is a reasonable tactical dilemma.
The underlying real problem is whether the applicants are truly equal and whether there are unintentional biases on the part of the judges as to whom to admit.
But should we prevent a college from making its services well known to underserved communities to promote inclusion?
Let’s take another example, this time from the workplace. Is it okay, even advisable, for an employer to promote programs so that diverse members of their employees get to know each other better? Many employers, for example, sponsor employee picnics or holiday parties. Ostensibly this promotes espirit de corps. This also hopefully helps develop better communications among employees which in turn might lead to better communications in workplace meetings.
What if employees voluntarily join clubs that meet after-hours for various social purposes, like book clubs, sports teams, etc.? Should employers promote such activities?
What if these extra-curricular activities are spiritual, such as group gatherings that are faith based or perhaps for interfaith sharing? What if these groups meet after hours for shared political purposes?
Can an employer prevent employees from joining such groups voluntarily and for after-hours socializing? Clearly this would seem to violate free speech and assembly democratic principles. On the other hand, should employers promote such activities? And if an employer promotes such an activity, is it important for the employer to remain balanced and impartial? Is there a role for government to ensure that an employer’s support or non-support be regulated somehow? Conclusion: DEI represents democratic ideals that are worthwhile. Our government should not oppose DEI. Employers should not oppose DEI. Colleges should not oppose DEI.
There are practical considerations for how to implement DEI programs. Quotas and discriminatory activities that result, even inadvertently, because of DEI initiatives can become “non-inclusive”. This is where legitimate debate comes in.
But, to say that DEI initiatives, by themselves, are not good is misleading, counterproductive, even dangerous. We should be discussing and debating what makes a good DEI program. We also should discuss how and who prevents or rectifies a DEI program that isn’t working truly towards the ideals of diversity, inclusion, and equality.
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