Use of the term “DEI hire” has become contentious, especially highlighted in the context of Vice President Kamala Harris’ presidential campaign. Despite her extensive qualifications, Harris has been labeled a “DEI hire” by some political commentators, including Tennessee Congressman Timothy Burchett. He argues that her rise to a high office is an example of the “mediocrity” resulting from diversity, equity, and inclusion (DEI) initiatives. This derogatory use of the label undermines not only Harris’ achievements but also the broader goals of DEI programs.
The term “DEI hire,” as it is being used by those against the practice, implies that individuals from underrepresented groups are selected for positions solely based on their identity rather than merit. This notion perpetuates the idea that only heterosexual, white men are truly qualified for leadership roles. Critics often claim that DEI initiatives prioritize less-qualified candidates over more deserving ones. However, this perspective fails to recognize the systemic biases and barriers that have historically excluded talented individuals from these groups.
The damage caused by the use of the term “DEI hire” extends beyond individual reputations. It perpetuates harmful stereotypes and biases, reinforcing the notion that diversity equates to lower standards. This mentality can discourage underrepresented groups from pursuing leadership positions and contribute to a toxic work environment where their contributions are undervalued. The term also undermines the progress made towards creating more inclusive and equitable workplaces.
The Purpose of DEI Programs
With all the talk surrounding “DEI hires” and DEI programs, it leaves many questioning the purpose of these initiatives.
“DEI programs have a specific purpose – to create organizations that are more equitable in an effort to reflect the world around us,” Channing Martin, SVP, Chief Diversity & Social Impact Officer at IPG explained to 21Ninety. “At IPG, to move our business forward, we seek to understand and represent our clients’ brands and our own communities across the globe. This collaboration, creativity and innovation delivered by talented people shapes behavior and new, more equitable norms every day.”
Martin emphasizes that DEI is about more than just hiring underrepresented talent.
“Far too often, DEI, is reduced to hiring. We are talking about something so much bigger than hiring underrepresented talent,” she explained. “DEI is your organization’s ethos around building and cultivating a culture that attracts the best talent where they can also be their best. It is about creating opportunities, experiences and processes that result in equitable outcomes for everyone, across the globe.”
The Weaponization of ‘DEI Hire’
The term “DEI hire” is often weaponized against people of color.
“‘DEI hire’ is an easy term to pin to people of color because in the US we tend to view inequity primarily through the lens of race,” ,Martin noted. “This hyperfocus reduces ‘diversity’ to mean any identity that isn’t ‘White,’ when in reality diversity encompasses so much more than that.”
Historically, people of color have been at the forefront of advocating for equality, both personally and professionally. Martin pointed out that the Civil Rights Act of 1964 and Affirmative Action are examples of systemic change led by people of color. However, with progress often comes backlash, and terms like “DEI hire” are used to undermine these efforts.
The idea surrounding “DEI hires” becomes even more misleading as companies begin to scale back their DEI programs.
“The rhetoric around ‘DEI hires’ against a landscape of shifting DEI priorities is misleading. It can’t be both because, if on a broader scale these initiatives are being challenged, and in some cases banned, then there is so much less opportunity for ‘DEI hires’ to occur,” she said.
Removing DEI programs can have far-reaching consequences for both companies and society. Martin warns that divesting from DEI initiatives means losing out on the opportunity to authentically reflect a consumer’s values and fuel business growth.
“Without the upfront investment in diversity brands risk stagnation, which they can’t afford,” she warned.
The Upcoming Election and Beyond
The use of the term “DEI hire” in the context of Kamala Harris’ campaign has significant implications for the upcoming election and beyond. Martin believes that this mentality sends a damaging message to aspiring leaders from underrepresented groups.
“Saying that Kamala Harris is a ‘DEI hire’ is a dog whistle for any person of color who aspires to be Commander-In-Chief. It sends the message that regardless of qualifications, merit will always be judged after identity,” she explained.
The term “DEI hire” is a harmful narrative that undermines the progress made towards creating a more inclusive and equitable society.
“We are seeing this term used as a weapon and a replacement for the N-word,” Martin said. “No one should allow this to continue.”