Is DEI Dead?
DEI, Merit-Based, and Loyalty Hiring
Tuesday, January 28, 2025
With the new administration, there have come some sweeping changes, one being the abolition of DEI initiatives in the federal government.
Over the years we’ve discussed the benefits of DEI initiatives to improve an organization’s productivity, and we believe it’s important to understand the differences and possible overlap with DEI, merit-based, and loyalty hiring.
The History of DEI:
(Very very brief with a few highlighted points)1960s: Civil Rights Movement and Legal Foundations
The Civil Rights Act of 1964 prohibited employment discrimination based on race, color, religion, sex, or national origin, laying the groundwork for future DEI efforts.
1970s: Expansion of Anti-Discrimination Efforts
The U.S. Supreme Court's decision in Griggs v. Duke Power Company (1971) broadened the definition of discrimination, influencing organizations to implement anti-bias training programs.
1980s: Emergence of Diversity Training
In response to attempts to reverse affirmative action policies, diversity training programs gained prominence, emphasizing the business case for a diverse workforce.
The definition of “diverse” broadened to recognize and address the diverse needs of many groups, including ethnic, religious, body type, disability, and LGBTQ+ communities.
1990s: Corporate Adoption of DEI Programs
Businesses increasingly recognized the value of DEI, integrating initiatives to foster inclusive cultures and address systemic biases.
2000s: Institutionalization and Legal Mandates
Diversity training became widespread, with corporations investing significantly in programs to educate employees on cultural competencies and mitigate biases.
The scope extends, as organizations recognize the need for a workforce to mirror the ever-changing face of society. This ensures organizations remain competitive, helping promote business success.
2010s: Social Movements and Renewed Focus
Movements like #MeToo and Black Lives Matter heightened awareness of workplace inequalities, prompting organizations to reassess and strengthen their DEI commitments.
DEI becomes an organizational strategy instead of a stand-alone initiative. It is recognized as not only the moral thing to do but also as the smart business thing to do. Diversity broadens its scope to include age, experience, socioeconomic background, body diversity, and background. There’s a push-back on Stepford employees.
2023: US Supreme Court Ended Affirmative Action
2025: DEI Intiatives and Programs are Repealed in the Federal Government
Myths About DEI HIring:
Check out this Forbes article for more detailed information.DEI Encourages Hiring Unqualified People Because of their Color, Race, Ethnicity, or Sexual orientation:
False
DEI is not a quota to fill. A solid DEI program will open the door to a diverse candidate pool. And, based on qualifications, experience, education, a hiring board should choose the best candidate for the job.
Take pause. At the heart of this argument, is the belief that only able-bodied, anglo, hetero men are capable of doing the work.
DEI is Just Reverse Discrimination (promoting hate toward white workers):
False.
It’s inevitable to have discussions about whiteness and the history of inequalities with DEI conversations. And it certainly can be uncomfortable. Recognizing our discomfort and the place we inhabit in this world is a key step toward opening doors to others. DEI is not a zero-sum game.
When there are opportunities for everybody, when every voice and experience are valued, organizations succeed. All boats rise with the tide, and by opening doors to diverse candidates through diverse recruitment channels, organizations can grow and strengthen.
DEI Benefits Select Groups
False
DEI benefits everyone. This is the great thing about it. It leads to improved collaboration, innovation, and workplace morale. Everyone benefits from a wider range of perspectives and ideas when diverse teams work together well. DEI in a nutshell? Opportunity. Diverse recruiting mechanisms to open the door to different points of view.
What is Merit-Based Hiring?
Merit-based is hiring candidates based on their experience, education, and references. It considers candidates’ skills and achievements. It is based on a candidates ability to perform the work.Skills-based hiring is hiring candidates based on demonstrated skills, competencies, and abilities.
There is overlap in the two, and you might consider skills-based is a branch, in so many words, of merit-based.
So why is there a push-back on merit-based? Why do people put merit-based and DEI on opposite sides?
Why do We Pit Merit-Based (MEI - merit, excellence, intelligence) against DEI (diversity, equity, inclusion)?
It’s silly to consider these two systems as opposing systems. In fact, both thrive together. Both want the same thing – success, productivity, high performance, and opportunity.In Forbes article, Stephen Chu, Chief Legal and Administrative Officer at human capital management company InStride, says, “The terms ‘diversity, equity, and inclusion’ have been overly politicized but in actuality, the goal of constructing a workforce based on merit, excellence, and intelligence requires a thoughtful approach to diversity, equity, and inclusion. Merit without opportunity is an illusion.”
Loyalty-Based Hiring
Employee loyalty isn’t to be taken lightly. Hiring people who are committed to an organization’s goals because they believe in the organization tend to be people who are devoted to their work. They might not, however, have the same skills and competencies other candidates do to get the job done.Loyalty can slip into a gray area. Studies show loyal employees might be more likely to take unethical actions to protect their workplace or employer. Conversely, loyal employees might be at risk for exploitation because they tend to work harder than their peers.
This brings us back to our initial question.
Is DEI Dead?
NoDEI is a strategic organization value that improves customer experiences, problem-solving, productivity, performance, and morale. It is a moral imperative and a key to stronger business performance.
How does your organization rate? Try our free DEI survey to clarify your workplace culture and identify areas of opportunity.
Can’t call it DEI? Don’t. Call it something else. But ensure your organization continues to recruit, hire, promote, and embrace diverse people. It’s a road to success.
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