The Lie of DEI
Diversity, Equity and Inclusion is something that, on the face of it, sounds brilliant and fair. We look at those who are traditionally, or appear to be, from underrepresented or underprivileged backgrounds. This means that in our workforce, we hire more favourably those who are considered at a disadvantage in society.
However, this has since become a poisoned chalice, and all who have partaken in this practice are suddenly reaping the rotten crops they have sown.
The issue with DEI is that, on the face of it, it works. However, much like communism, it is not applicable in the real world. The term ‘There are no solutions, only trade-offs’ comes to mind here.
What we are finding now is that, whereas we may hire one group of people based on their immutable characteristics, we are actively discriminating against another group. In essence, we are turning the tables so that those who were once seen as the oppressors are now becoming the oppressed themselves.
On top of this, we are focusing on the wrong thing when it comes to our hiring practices and policies. We are actively not hiring the best person for the job, and are instead hiring the best person for the DEI quota.
This practice as a whole is unrealistic, as it would be impossible to have a fair percentage of every possible demographic of society represented in a workforce. Think about it. We would need to have the exact number of Black, Chinese, Asian and White men and women in a workforce – each fairly represented in sexuality, gender identity, neurodiversity and disability. This idea, as mentioned before, is a valiant effort of course, but is totally unachievable, and does nothing but weaken the service provided to the public and to the customer base of the company.
Further to this, as we see with some of the major corporations, they pick and choose where this representation is echoed.
During Pride Month, we saw companies such as BMW change their logo to a rainbow flag to show inclusivity to the LGBT community. However, they did not do the same in the predominant Muslim countries in which they also operate, as this would not be well received due to the religious beliefs regarding LGBT. This is also the case with feminism and transgender movements. Such signalling to represent the underrepresented is not unilateral, and is not shown overseas where women are treated as second-class citizens.
Essentially, DEI appears to be a good thing, but not only does it weaken the service provided by the companies that implement it and cause discrimination against other groups of people, but it is very clear that when such things are adopted by large companies who have the power to create change, they refuse to do so if it may affect their bottom line.
And this is the whole point of this article. DEI is a lie, and it is purely a way of signposting and virtue signalling in order to get more money and profit. If these companies really cared about this topic, then they would shout about it to all four corners of the earth.
If we really want a more inclusive workforce, and a represented workforce, then we must stop the charade of DEI, and make the job roles we are offering available to everyone, and make them appealing to those we wish to employ. If someone gets a job simply because they were Black, or gay, or whatever, then it makes the person that got it feel like they didn’t actually earn it, and conversely, others may believe that they only got it for that reason, and not due to their merit. It does not benefit anyone but the bottom line of the company or the organisation’s profit.
It is all a lie.
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