Well first off, the focus shifts on identity, not productivity or merit. This "justifies" lower salaries based on equal pay. Most of DEI means equity (of outcome), not equality, which is often achieved by pushing higher-achievers down, not lifting everyone up. Needless to say how this affects compensation.
Second, if you are a DEI hire, you are made to feel that you only got the role for who you are, so you will most likely not ask for a raise due to the fear of reprisal or dismissal.
Third, weakens the belonging amongst coworkers since everyone is really careful in social interactions to not give the leadership a (mostly fabricated) opportunity to fire them for breaching DEI policies. Obviously, when coworkers are suspicious of each other, it's much easier to use divide-and-conquer tactics and underpay everyone.
Fourth, those companies recruit immigrants specifically, so they can underpay them under the threat of firing them (and making them lose their visa).
Second, if you are a DEI hire, you are made to feel that you only got the role for who you are, so you will most likely not ask for a raise due to the fear of reprisal or dismissal.
Third, weakens the belonging amongst coworkers since everyone is really careful in social interactions to not give the leadership a (mostly fabricated) opportunity to fire them for breaching DEI policies. Obviously, when coworkers are suspicious of each other, it's much easier to use divide-and-conquer tactics and underpay everyone.
Fourth, those companies recruit immigrants specifically, so they can underpay them under the threat of firing them (and making them lose their visa).