Why, Why, Why DEI-lah?

    OH, NO! The diversity hires are killing us alllllllllllll. 

    Two types of people require scapegoats in order for their worldview to function: the ignorant and the bigoted. Substantial overlap exists between these two categories, so when ignorant bigots thrust out their filthy fingers, brace for unwarranted accusations and waves of incomprehensible gibberish. 

    The January 29 mid-air collision near Reagan National Airport in Washington DC exposed many an ignorant bigot, although the majority had already peacocked their true colors much earlier. From US Congressional Representatives like Andy Ogles (R-TN), to television squawkers, to the unPresident of the United States, they, with their sudden, unexpected expertise on aviation mishaps, decided a heartbreaking catastrophe had not been brought on by a tragic mistake under stressful circumstances, but the fault of unqualified non-white people, or perhaps unqualified non-tall people.

https://www.irishstar.com/news/us-news/trump-suggests-dwarves-amputees-epileptics-34586326

    Anti-diversity advocates insist they are not racist, they're not prejudiced, they're not ableist, they bear no grudge toward gay or trans people, nor people with polysyllabic surnames, they simply believe hiring qualifications should be determined by merit rather than any demographic factor. Merit is defined as "the quality of being particularly good or worthy." Sounds reasonable enough, except that for many jobs merit isn't easy to quantify. Years of experience don't necessarily indicate the highest level of competence, nor do the best performers during a training or study program invariably go on to unparalleled success in a given field.  Still, experience and impressive training credentials certainly impact employers' decision making process, as they should. 

    Unfortunately, the most decorated candidate isn't always the best fit. Ego and personality conflicts also affect the workplace. In addition, when seeking the absolute elite, it often transpires "they" already have a pretty swell gig and aren't interested in a change. Giannis Antetokounmpo won't be joining the Chester Phoenix, a Super League Basketball team in Great Britain. 

    However, the problem cuts deeper than the reality of hiring the best candidate available, as opposed to the lofty, unrealistic "best in the world." High profile diversity critics who use "DEI" as a kind of derisive slur perpetuate the misconception that so-called diversity hires are unqualified for their jobs. This is nonsense. They're either lying or disinformed (not misinformed, because these ideas emerge from pernicious stereotypes). 

    When looking to expand diversity in their respective workplaces, DEI programs are not reaching out to a prep cook at a diner and saying, "You look not white and pretty handy with a knife. Would you like to be a surgeon? Say, next week?" DEI doctors are doctors. DEI insurance underwriters are insurance underwriters. DEI air traffic controllers are air traffic controllers, regardless of their height, their color, their sexuality. 

    I've never worked in Diversity, Equity, and Inclusion, but I've worked for companies with DEI programs, although not necessarily using that particular moniker. While my experience was anecdotal with a fairly small sample size, I can say the number of unqualified, incompetent "diversity hires" was zero. None. The DEI objective is not to simply "color" or "gay up" an organization, not to decorate it like a Christmas tree; it is to promote growth and improve the business. Should it transpire that a diversity program is pursuing a style over substance campaign, it clearly needs a rapid change of direction. 

    I have also worked for and with businesses where certain people are perceived as "diversity hires" whether they are or not. In the early 1990s, I worked for a company where the operations manager was a Black man while the rest of the managers, and most of the employees, were white. Gossip and tiresome stereotypes abounded and this guy pressed on, undaunted, confident. Many of us loved him, while many who did not revealed their racism one way or another over time. Not everyone who disliked him proved to be a racist, but everyone who proved to be a racist disliked him based on one factor alone. 

    In short, don't listen to ignorant bigots. It doesn't matter if they occupy the desk in the cubicle beside you or the resolute desk. They're wrong. They have every right to their opinions, but no right to be heeded in a modern, pluralistic society.