Why DEI Became a "Dirty" Word

Who knew the day of using "diversity," "equity," and "inclusion," also known as "DEI" would become a "dirty" word in today's society? Today, DEI has been associated with mostly racial equality and inequalities, causing more strain and tension in the complex relationships between cultures and societies. But let me remind you, DEI is not only applicable to race and ethnicity but includes sexual orientation, gender, socioeconomic status, and so much more.

As we're seeing, corporations, academic institutions, and governments are cutting funding for DEI initiatives, letting go of those who work in DEI offices, research, and you get the point. Historically, inequitable opportunities have been present in mostly White and straight (or heterosexual) spaces, leaving inequalities of pay, access to opportunities and resources to women and historically racially marginalized or differing sexual oriented individuals. Yes, you have to do the work to get to where you want to be, but some may have an easier path than others. All this to say, "DEI" is about celebrating diverse backgrounds, perspectives, providing equitable opportunities and resources to everyone, and providing an inclusive environment or space, regardless of it is in a work or academic setting, or enjoying personal time. Yes, everyone has the right and ability to say "no," to initiatives, but let's look at how that impacts the "minority."

By minority, again, I'm referencing historically marginalized populations and not referencing solely those who are Black and Brown people, of Asian decent. So let's shift the focus from race and ethnicity for a moment. In a business setting, think of leadership also known as (aka) managers only providing opportunities to expand their skill set, to be in positioned to be promoted to certain individuals. Other employees may have expressed that they want to get into leadership or work on projects but never get the opportunity presented to them, ask yourself (without bias), is that diversifying the workforce, providing equitable opportunities, and being inclusive to the already existing workforce? I would say no. Everyone should equal access to the opportunities regardless of it you agree or disagree with their views, lifestyle, however, what and how they approach it, is their decision.

Also, let's not forget all the major DEI pushes and initiatives major corporations presented, only for many of them to no longer continue them. For example, Meta, Tesla, DoorDash, Lyft, Home Depot, Wayfair, and X (formerly known as Twitter) cut their DEI teams by 50% or more in 2023 (Crumly, 2024). What's interesting is that many of these companies and others that are similar have decided to outsource the DEI workforce. What is it about the term "DEI" that has become "dirty?"

Well, let's go back to race and gender.

The Supreme Court shuts down affirmative action, which ultimately means academic instutions are to end race-conscious admissions. Though I don't disagree with the suggestion of making race or ethnicity or gender a top reason as to why one would be accepted, it's presented in a way that institutions must be a "diversity quota" for various reasons, such as funding. Mainstream media has presented DEI to only focus on race, but not presenting how opportunities are not given to those who do not identify with the "majority," identifying as a different gender, sexual orientation, socioeconomic status, and experience. Due to the neverending racial tensions, if you identify as White and constantly bring up you have Black friends, spouse, gay friends, transgender friends, take a moment to think why you feel the need to address it in a conversation when not asked. This isn't helping the buy-in from others, especially the workforce. It's giving "I have Black friends, so I'm not racist or prejudice" or "I have homosexual friends or transgender friends, so I'm not homophobic or transphobic." But guess what, your behaviors say otherwise, especially if you are uncomfortable in a situation, environment, or conversation.

With all this being said, take a moment and reflect on when "DEI" becoming a dirty word to you, as well as why it become a dirty word.

Author: Candace Murray, PhD

For questions, please reach out to us at contact@jaderesearchlab.org.

References:

Crumly, B. (2024). Diversity policy backlash drives cuts to DEI staff. Inc.com. https://www.inc.com/bruce-crumley/diversity-policy-backlash-drives-cuts-to-dei-staff.html.

Totenberg, N. (2023). Supreme Court guts affirmative action, effectively ending race-conscious admissions. NPR.com. https://www.npr.org/2023/06/29/1181138066/affirmative-action-supreme-court-decision.