The DEI Dilemma

The remarkable company I’ve been a part of for the past 3.5 years is on the verge of merging with another big automotive supplier, creating a combined conglomerate that will employ 120,000 people around the world. This milestone marks a significant transition in my professional career. As I reflect on this experience and consider the current landscape surrounding Diversity, Equity, and Inclusion (DEI) in America, I feel compelled to share my thoughts.

DEI should not be viewed as a mechanism for categorizing individuals into groups—minorities, majorities, whites, blacks, females, immigrants, etc. Nor should it be about needing to bring more people of this kind or that kind into our organizations – as if we needed more or different ingredients to bake a cake.

Instead, it should be about recognizing that businesses thrive when they mirror the communities they serve. This includes understanding the customers they cater to, the towns and cities from which they hire talent, and the investors who choose to support them. DEI is not about fostering division or creating an “us versus them” mentality; it’s about acknowledging that we all come from different life stories and experiences, and because of that, we can offer different opinions, different perspectives, that make our companies more creative, more agile, and ultimately, more profitable. The mantra should be: “do better, get better, be better”.

The wave of criticism directed at DEI initiatives is concerning. Why are these sentiments emerging? Is it just politics? Why is there such a backlash against efforts to promote DEI? Well -in my view, part of the answer lies in acknowledging that some critics may have valid points. We have, at times, strayed too far and made excessive noise about causes that attract attention without yielding meaningful, sustainable change. For instance, I am a strong supporter of the LGBTQ community and consider myself an ally. However, I struggle with the notion of children being burdened with questions about their gender or sexuality as early as preschool or kindergarten. Kids should be allowed to be kids. Kindergarteners should focus on foundational skills like counting and their ABC’s rather than being introduced to complex concepts like gender identity. Thinking of educational systems already bringing these topics up at this early stage is, well, questionable, to say the least. Identity and self-definition will inevitably happen later in life, and it is fair and expected to be that way -just another step towards becoming an adult.

I recall when my eldest daughter began dating a trans boy—it was her first relationship, and while I was determined to support her unconditionally, I felt concerned. Was this context going to complicate her experience? How challenging would it be for both of them? My mind was troubled. Wanting to be an informed parent, I reached out to a well-known and respected LGBTQ organization, seeking guidance on how best to navigate this situation. Their response was both reasonable and reassuring. They explained that gender identity and sexual orientation typically solidified in the mid-to-late twenties. So that until then, my role was to be supportive without worrying too much; things would eventually fall into place. And they did.

So, today I wonder… if an organization advocating for LGBTQ+ rights could give me such a balanced way to look at things, why can’t others? Sometimes advocacy takes the wrong turn. Or it goes too far.

Another argument from those opposing DEI is that it leads to quality issues and poorly manufactured products—think Boeing. Critics argued that DEI policies led to hiring less qualified individuals to meet diversity quotas, potentially compromising quality and safety. While I cannot speak to Boeing’s specific hiring strategies, it’s crucial to emphasize that companies genuinely committed to DEI do not hire individuals because they represent an underserved minority; they hire the most qualified candidates available. And it’s the company’s responsibility to source their candidates intelligently, trying to bring the best people in while also being creative in their approach. For instance, some IT companies, including Microsoft, have started hiring gamers for certain roles, recognizing the unique skills and perspectives they bring. Gamers often possess strong problem-solving abilities, strategic thinking, and familiarity with technology, which can be valuable in various tech-related positions. This trend does not mean replacing engineers but rather complementing traditional tech roles with individuals who have a deep understanding of user experience. That’s smart hiring—bringing people in because they are valuable additions to their talent pool, not just fits to the current state of things.

You might find my perspective surprising given my career in DEI, but please don’t misunderstand my intentions. I believe in what I do. I believe everyone deserves an opportunity to work hard and reach their goals and ambitions. I also believe that in some cases, some people need a little extra help to access those opportunities that come as a “given” to others. Does that mean that they’ll need to work less? No! It means they’ll need to work twice as hard, not only to get those jobs, but to excel at them. Being different is hard. You need to constantly prove your worth. And believe me, I am a woman, a single mom, I speak English with an accent, and I come from a third world country. So I think I know what I’m talking about.?

Instead of focusing solely on the negatives associated with DEI initiatives, let’s highlight their positive aspects: fostering kindness in the workplace and enabling everyone to reach their full potential. DEI encourages companies to recognize that when they care for their employees as individuals, those employees will go above and beyond for the organization’s success. Inclusion drives performance, as a good friend and colleague usually states. Work becomes less about mere paychecks and more about fulfilling a greater purpose. During a visit to NASA in 1962, President John F. Kennedy encountered a janitor who was sweeping the floor. Curious, Kennedy asked the janitor what he was doing. The janitor’s response was, "Mr. President, I'm helping put a man on the moon”. Now THAT is purpose. May I ask, then, what is wrong with a discipline that motivates and unifies people towards a common goal, and enables them to feel connected to a larger mission? I certainly do not see any harm in it. Quite the contrary, to be honest.

I understand that some "woke" initiatives can be off-putting because they draw attention to extremes that make us uncomfortable. This leads me to wonder: why not concentrate on the vast middle ground where organizations are striving to create more people-centric environments? After all, extremes often breed conflict. The challenge we face is how to navigate this inspiring yet complex space between the edges.

Apple’s “Think Different” campaign that aired in a TV commercial in 1997 stated: "Here's to the crazy ones. The misfits. The rebels. The troublemakers. The round pegs in the square holes. The ones who see things differently. They are not fond of rules. And they have no respect for the status quo. You can quote them, glorify or vilify them. But the only thing you can't do is ignore them. Because they change things. They push the human race forward. And while some may see them as the crazy ones, we see genius. Because the people who are crazy enough to think they can change the world, are the ones who do". Think of Mother Teresa in India—she was undoubtedly a round peg!

So, let’s keep fighting the good fight. And strive to keep our country true to its principles: we are a nation of immigrants and hard workers, the foundation of this "melting pot" we call home. Why then should we push for uniformity or conformity? Let us embrace our differences, celebrate them, cherish them. Only then can we bring about significant, sustainable change to our country. And, no matter what our political views are, we can all agree that it certainly, desperately, needs it.

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Note: This article reflects my personal opinions and does not represent those of my employer.

Sources:

Apple - Goodreads.com

JFK - Unsung Heroes ( psu.edu )

Boeing - The Seattle Times

The Best Gaming Companies to Work for Right Now ( monster.com )