I think it’s helpful to distinguish between botched DEI efforts and the broader intent behind DEI. Just because certain organizations implement it clumsily or rely on simplistic quota-filling doesn’t mean the entire idea is inherently flawed—any more than a poorly executed “merit-based” system would mean all attempts at measuring merit are invalid. If anything’s really losing credibility right now, it’s the myth of a pure American meritocracy.
At its best, DEI is about recognizing that systemic barriers exist and trying to widen the funnel so more people get a fair shot. That doesn’t have to conflict with a desire for genuinely skilled employees. Of course, there are ham-fisted applications out there (as with any policy), but that doesn’t negate the underlying principles, which aren’t just about numbers—they’re about improving access and opportunity for everyone.
At its best, DEI is about recognizing that systemic barriers exist and trying to widen the funnel so more people get a fair shot. That doesn’t have to conflict with a desire for genuinely skilled employees. Of course, there are ham-fisted applications out there (as with any policy), but that doesn’t negate the underlying principles, which aren’t just about numbers—they’re about improving access and opportunity for everyone.