How DEI Hiring Policies Hurt Everyone
Do you need a quick way explain the problem with DEI (Diversity, Equity, and Inclusion)?
Here it is:
DEI hiring policies end up hurting everyone.
Why?
Think about the consequences.
If a company hires with a bias toward factors not relevant to job competence (i.e. ability and character), then a person’s job position can no longer be taken as a signifier of his level of competence, especially in the case of any person who appears to represent diversity.
Is such a situation beneficial to anyone? No. Especially not long term.
DEI hiring policies erode everyone’s trust that there is a system of fairness. They erode job satisfaction and neighborly good will.
As able candidates for promotion sometimes see themselves passed up, they will find themselves in a pattern of having to report to managers whose higher position no longer serves to signify greater competence, but perhaps only the fashionable favoritism.
This scenario is a disaster for social cohesion. If secret prejudices against members of a diverse racial group did not already exist, DEI policies would encourage these prejudices to develop.
DEI policies thus tend to deflate earned reputations by the very act of inflating unearned ones. They remove the signaling value of rank. They remove the incentives toward competence. They disrupt peace.
It is almost as if these policies were devised by our society’s enemies. Imagine that.
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