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Impacto Strategies isn’t linked in this article.
What is MAGA’s problem with inclusion?
Basically MAGA feels that too much attention was put on ones race or gender to automatically qualifies you for a job. So if your company has four openings you had to make sure you reached your quota to show the previous administration that you did your part in hiring a minority. This has later been viewed as reckless policy that didn’t always guarantee you would pick the best person for the job. Companies were just picking someone simply because they were a minority or a woman just to meet the demands of the government. A lot of times even the blk person wasn’t picked and so DEI wasn’t exactly the best way to get the best person for the job. It should be based of your merrits and not your race of gender. It makes for a more competitive pool and a better workforce to pick from. Skills, talent and over all academic test scores dont lie
If you think we have ushered in a new era of hiring that doesn’t look at race and gender and instead hires based on “merit, excellence, and intelligence”, I think you will be very underwhelmed. I mean, the initial rollout at the federal level has shown to be a total disaster, as Nancy pointed out.
I think it will be interesting when more white women realize that the push to get rid of DEI is a push to “put them back in their place”.
If MAGA was truly committed to jobs based on merit, it would not be using the TLI (Trump Loyalty Inclusion) method as the main qualification when to hiring cabinet members etc. Particularly for positions where the life and death of Americans are at stake ie, Defense, Health and Human Services and on and on.
Any time that you consider race, gender, etc in the hiring decision, that is by definition (look it up) DISCRIMINATION. They are moving away from it b/c it’s wrong.
TLI is not a consideration, it is the #1 requirement regardless of qualifications.
Companies and public sentiment are shifting because the Federal and State Republicans have weaponized the idea of DEI and made it toxic. At this point the Federal Government is going so far as to punish anybody that receives federal dollars if they even mention DEI. I’m sure if I had millions of dollars at stake I could shift my attitude pretty quickly. You could try to sue the Federal Government on 1st amendment grounds, but good luck with finding a law firm that would take your case because of punitive actions by the Trump administration.
It’s amazing how fast “sentiment” shifts under the thumb of an authoritarian regime.
Diversity = No white men.
Equity = Desired outcomes that specifically disfavor white men.
Inclusion = Exclusion of white men.
Seems completely fair. Can’t see why anyone would have a problem with this policy continuing for all time.
What a sad victim mentality. DEI is a framework for decision making to ensure organizations aren’t being blindly led by the biases of their entrenched in-groups, which historically have favored white men.
“When someone is accustomed to privilege, equality feels like oppression.”
(This is coming from a white man in a highly-diversified sector, by the way.)
Exactly. You are so right. White men can never be victims. Just as black people cannot be racist.
“No one is seeking to exclude or give any white man any less of an opportunity than their non-white, non-male counterparts.” – So true! No one at all has ever implemented DEI in an anti-white racist manner. There are zero examples of this. Completely agree. Great points.
You can only beat a dead horse for so long, then it’s time to bury it.
Too often, the concept of DEI gets misrepresented in the media, turned into a political talking point rather than what it truly is: a smart and necessary workforce strategy. The narrative gets twisted, and people are left with the impression that DEI is about unfair advantage, when in reality, it’s about expanding opportunity—for everyone. Employers across industries are struggling to fill open roles. While many job seekers focus on white-collar positions and feel overlooked—like they deserved that one accounting role—there are countless openings where employers simply aren’t getting enough qualified candidates. Only one person gets the job, and unfortunately, disappointment can quickly turn into blame. But as someone who has spent over 20 years in recruiting and career coaching, I’ve never seen someone get passed over because of a “quota.” There are always multiple factors at play. A solid DEI strategy isn’t about lowering the bar. It’s about widening the lens. It’s about going beyond the usual channels—attending job fairs for military veterans, partnering with organizations that support individuals with disabilities, considering qualified candidates who are re-entering the workforce after involvement with the justice system, and tapping into the over 55 workforce. It’s about creating apprenticeships, mentorships, and outreach programs for skilled trades and engaging early with high schools and community groups. It’s fair for companies to reassess their DEI strategy—to rename it, reshape it, and realign it with their culture, industry, and values. But the data is clear: more diverse teams lead to better decision-making, more innovation, and higher profitability.