One of the most profound and honest conversations I’ve ever had on the subject of DEI came courtesy of a DEI advocate I spoke with last year. I asked her a simple question: if she believed in DEI as a useful element of corporate policy in theory, why is it that so many DEI programs fail in practice? Her honest answer: “We have to be very robust in our methodology, and we haven’t been. Being able to articulate the meaning of the D, E, and I is critical. If you can’t present it to highlight the fundamental good in the training, it doesn’t work.” An obvious answer, perhaps — but a telling one. The reason for the diversity downshift in American culture, in many cases, is a practitioner issue: DEI proponents have, in many instances, failed to make the argument of why such training is a fundamental good. To the contrary, we’re seeing a growing body of evidence that DEI’s…
New Bombshell Study Shows DEI Programs ‘Increase Hostility’
