If you find yourself on my blog, you probably already know that it’s not okay to call someone a “DEI candidate.” Among other things, labels like this heavily imply that some applicants for roles are less qualified and only in those positions because they benefitted from a diversity quota.
So let’s start there: diversity quotas are very much not a thing. In fact, they are illegal. Under Affirmative Action policies, employers can (and should) set benchmarks for diversity, and should make efforts to ensure that a sufficiently diverse pool of applicants applies for an open position, but more qualified candidates are not being turned down in favor of less qualified “diversity hires.” (This is true for university admissions, as well.)
Furthermore, there is ample evidence that women, people of color, especially women of color, and those who are trans and gender nonconforming still face enormous barriers to success in the workplace. This is true of workers with disabilities, as well. Further, there is still a pay gap between white cis men and everyone else. In other words, some people really do have to work twice as hard to have half as much success!
And, of course, diversity in the workplace comes with a host of benefits to all employees, including better financial performance. More inclusive workplaces simply perform better because they are more diverse.
So please join me in shutting down this kind of language whenever we encounter it. As the Muslin saying goes, a lot of different flowers make a bouquet.
