When people talk about dismantling diversity, equity and inclusion programs, they often argue that these initiatives prioritize identity over merit. That’s the story we’ve been told: that DEI lowers the bar, forces hiring quotas, and takes opportunities away from people who “deserve” them.
Let me tell you the truth: I have lived the impact of what we now call DEI firsthand, and I know the difference between a fair shot and a stacked deck.
I might look like a DEI hire on paper. I’m a black woman, and a professional with an unseen disability. However, my career wasn’t handed to me. It was built through long hours, relentless effort, and proving my worth over and over again. Early on, I had to be cautious about how I carried myself, downplaying my knowledge and skills to appease others or risk losing my job. I watched my ideas get dismissed, only to be repackaged and praised when voiced by someone else. I saw doors open for colleagues through connections while I had to push mine open myself.
DEI initiatives didn’t give me a job. Instead, they have enabled me, and many others, to be seen, to be heard, and to compete on equal footing. That’s the reality: It’s not about hiring people because they look different; it’s about ensuring qualified people aren’t overlooked because they do.
DEI Benefits Everyone – Not Just Underrepresented Groups
One of the biggest misconceptions about DEI is that it benefits only marginalized groups. However, fairness, innovation and equal opportunity don’t just serve minorities; they help businesses thrive.
Take a look at the data:
- A 2023 McKinsey report found that companies in the top quartile for gender diversity among executives were 39% more likely to outperform financially than those in the bottom quartile. Companies in the top quartile for ethnic diversity were 39% more likely to outperform their least diverse competitors.
- Research from Boston Consulting Group found that companies with above-average diversity on their management teams generate 19% higher innovation revenue compared to companies with below-average diversity.
The numbers don’t lie: Businesses that embrace diversity, equity and inclusion outperform those that don’t.
But DEI isn’t just about race or gender. It’s about making sure that everyone has an equal opportunity to contribute. If you’re a veteran transitioning into civilian work, a parent returning to the workforce after raising kids, or a skilled worker without a degree who’s shut out of job opportunities — you benefit from DEI. When we open the door to different perspectives, we unlock new possibilities for everyone.
The Myth That DEI Undermines Merit
A common argument against DEI is that it compromises merit. Critics claim that it’s about lowering standards or giving jobs to people based on their identity rather than their abilities. One of the biggest misconceptions about DEI is that it forces companies to implement hiring quotas, which likely stems from people conflating DEI with Affirmative Action.
Affirmative Action was a legally mandated policy to address historic discrimination. DEI is about expanding the pool of qualified candidates by recognizing that talent comes in many forms and from many different backgrounds. It ensures that hiring decisions are made based on skills and potential rather than familiarity or personal bias. DEI doesn’t replace merit — it reveals it.
For decades, hiring was shaped by who you knew, not necessarily who was most qualified. Decision-makers tended to recruit from their networks, which often reflected people who looked, thought and acted like them. That wasn’t a meritocracy; it was nepotism disguised as business as usual.
When people claim they’re losing opportunities to DEI, what they’re experiencing, perhaps for the first time, is true competition. Hiring managers are expanding their candidate pools beyond familiar names and faces. That doesn’t mean unqualified candidates are getting a leg up; it means qualified candidates who were previously overlooked are now getting a fair shot.
What’s at Stake for Companies Rolling Back DEI Initiatives
Despite the clear benefits of DEI, some companies are dismantling these programs, citing financial pressures or shifting political climates. Meta, for example, rolled back its DEI efforts, joining a list of major corporations scaling back their commitments. But eliminating DEI initiatives doesn’t just hurt employees — it weakens organizations.
When companies turn away from DEI, they risk:
- Losing top talent: Employees want to work for organizations that value fairness and inclusion. A lack of commitment to DEI can drive high performers — particularly younger generations — away.
- Decreasing innovation: A homogenous workforce is an echo chamber. Without diverse perspectives, companies miss out on creative solutions and fresh ideas.
- Damaging their brand reputation: Consumers and clients are paying attention. Companies that abandon DEI initiatives risk public backlash and loss of consumer trust.
Beyond the Buzzword: The Future of DEI
The problem is, DEI has become a buzzword, stripped of its meaning. “Diversity, Equity and Inclusion” gets thrown around in corporate statements, but when real action is needed, it’s often deprioritized. DEI isn’t a corporate trend — it’s a fundamental business practice.
For leaders who truly values fairness and long-term success, here’s where to start:
- Don’t treat DEI as a separate initiative. Inclusive hiring, fair pay and unbiased promotions should be standard, not side projects.
- Examine hiring practices. Is all qualified talent being considered, or just people who already fit the business’s existing culture?
- Mentor and sponsor diverse talent. Many employees don’t lack skill; what they lack is access to the same networks and opportunities as their peers.
- Listen to employees. Talk to those who feel underrepresented. Understand their experiences, then take meaningful action.
The Bottom Line: DEI Is about Fairness, Not Favoritism
DEI was never about handouts or hiring quotas. It is a critical step in fixing a broken system that left too many talented people on the sidelines.
When I look at my own career, I don’t see someone who was given a job because of a label. I see someone who fought to be seen — who had to work twice as hard to prove I belonged in the room. And when a leader finally recognized my work, it wasn’t a gift. It was a chance — the same chance that everyone deserves.
The companies that understand this — who recognize that fairness, opportunity and innovation go hand in hand — will be the ones that thrive. Those that don’t? They’ll be left behind, clinging to outdated hiring models while the future moves on without them.
The future of business isn’t about going backward. It’s about moving forward — to a workplace where merit truly wins.
Yolanda Slan is the head of Human Resources for Televerde, a global revenue creation partner supporting marketing, sales and customer success for B2B businesses around the world. A purpose-built company, Televerde believes in second-chance employment and strives to help disempowered people find their voice and reach their human potential.
