DEI Truth

“We are a nation of communities… a brilliant diversity spread like stars, like a thousand points of light in a broad and peaceful sky.”  George H. W. Bush

“It is time for parents to teach young people early on that in diversity there is beauty and there is strength.” Maya Angelou

“Our diversity is our strength. What a dull and pointless life it would be if everyone was the same.” Angelina Jolie

“Society is unity in diversity.” George Herbert Mead

“Americans are a unique people, a colorful tapestry of traditions and cultures woven into one vibrant society. The motto graven on our coins — E Pluribus Unum — reflects the rich diversity from which America draws its strength and vitality.”  Ronald Reagan.

Here is the first truth.  There are Republicans, Democrats, Conservatives, Liberals, and yes, even Trump voters who respect, appreciate, and embrace diversity.  There is a level of irony in the broad diversity of people who embrace diversity. 

Quotas

More truth.  There is a common misperception being fed by misinformation and disinformation that DEI programs manage a system of quotas that has negatively impacted meritocracy.  Not true.  Hiring based on race or other groups, to meet diversity goals is illegal.  And has been for quite some time.  DEI programs do not have any role in the decision-making hiring process, nor do they have any authority, ability, capability, or influence when it comes to hiring quotas in the federal government.  Even those who are within the hiring process in the federal government do not hire due to quotas because they don’t even exist.

Fact. In 40 years in the federal government, I was never – not a single time – pressured, influenced, or even asked to consider quotas in my decisions as a hiring manager. 

Fact.  I have participated in numerous DEI meetings, read countless DEI-related emails, and I never saw the word quota.

I will address DEI in more detail but first let me share some referenced facts about quotas.

President Nixon ordered all Federal Government departments to end quotas, Nixon Orders an End to Quotas In Hiring by Federal Agencies – The New York Times for hiring in Aug, 1972.

“Long-standing guidance from the Equal Employment Opportunity Commission (EEOC), as well as the Supreme Court’s decisions allowing limited affirmative action in United Steel Workers of America AFL-CIO-CLC v. Weber and Johnson v. Transportation Agency, Santa Clara Cnty. provide, in general, that employers may develop an affirmative action plan to address a manifest imbalance in the workplace as long as it does not trammel on the rights of nonminorities. However, quotas are explicitly forbidden.”

Fact. Federal government laws and hiring criteria against quotas have been in place long before the current administration.

Fact.  There was more information that could prove and articulate this point on federal government websites, but this administration has begun deleting and eliminating many sites and pages that could inform the public on both current and former policies. 

The law does, however, ensure that diversity cannot be a factor, either for or against an employment decision.  The following makes it clear that these categories cannot be a basis for decision.

“The law makes it illegal for an employer to make any employment decision because of a person’s race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information.”

Now that we have cleared up misinformation and disinformation on quotas, let’s address what DEI programs are actually about.

DEI

“Diversity, Equity, and Inclusion (DEI) are organizational frameworks which seek to promote the fair treatment and full participation of all people, particularly groups who have historically been underrepresented or subject to discrimination….”

Fair Treatment.  All people.  Many of you, likely most, have never attended a DEI meeting.  I have.  I am a white, Christian, male.   I have been welcomed, treated with respected, shared my thoughts and ideas, and never once felt threatened for my job or inclusion.

In fact, I learned so much.  I learned about different cultures and customs.  I learned about challenges and obstacles.  I learned that our federal government agency was doing a much more effective job reaching out to predominantly white media sources and communities than others.

Consider some scenarios.  You have an emergency response team deploying to a small community that either has a large Haitian or Spanish speaking audience.  You are advised and offered to bring a colleague along who speaks those languages.  Or this, you have been mispronouncing a colleague’s name wrong, and you are kindly offered the correct pronunciation.  Or you learn how to best work effectively with different generations in your office.    Or you work with someone who is deaf and are provided some key phrases to better communicate. These actually happened at my place of work. We all benefited.

Each of those and more came out of my experiences with our DEI group in our agency.  Moreover, it was run by employees, not managers, so there was no influence or pressure to worry about.  I am a better person for these experiences.

DEI Accomplishments

My experiences are just a fraction of the positive impacts from DEI programs.  Here are some others.

• Ramps and sidewalk curb cuts
• Subtitles & captions (TV & phone)
• Family restrooms
• Changing tables in men’s restrooms
• Breast feeding/pumping stations & accommodations
• Pay equity & transparency
• Not having to just accept workplace harassment
• Size inclusive chairs and beds in medical facilities
• Belt extenders on planes
• Various food options for vegetarians/vegans/kosher/gluten-free/etc at medical facilities
• Nonsmoking areas/end of smoking indoors
• Employee recognition programs
• Employee/network resource groups
• Large print materials
• Materials in different languages
• Multiple religious options at hospitals
• Accessible bikes and public transit accommodations

I think these are amazing improvements to our society.  Not one of them have hurt me as a white, Christian man.  And if you did disagree with one of these, the debate should be on that issue and not the broader topic of diversity.

At least let’s be clear on this, since DEI does not equal quotas, it should also be clear that DEI in not an antonym to meritocracy.  They can both flourish in concert together. 

A few more quotes to glide us to the finish line.

Martin Luther King, Jr once said. “An individual has not started living until he can rise above the narrow confines of his individualistic concerns to the broader concerns of all humanity.”

And Mahatma Gandhi foretold, “Our ability to reach unity in diversity will be the beauty and the test of our civilization.”

In conclusion, when any politician claims that a tragic air collision was a result of DEI, without any connection to specific hiring or diversity training that could possibly be the basis, a well-reasoned individual must question the specious and baseless accusation.  In addition, we need to be cautious of any soundbite and be willing to objectively research issues on our own.  Even when that takes time.  But if you can’t take that much time, Trump has already flipped his position and now points the finger at the helicopter for veering of path, as it was “was flying too high, by a lot.”  

Ask yourself, when you are all alone, maybe having a cup of coffee and looking out the window on a beautiful day, which reason do you really believe?  And do you prefer snap judgments and flip-flopping, or would you prefer a detailed investigation by experts to keep your family safe on their next flight?

Enjoy the coffee.  Please be objective about diversity, equity, inclusion, and humanity.