The Top 3 Myths of DEI Programs

When most people hear the term "DEI," they have an immediate opinion and reaction. But whether you believe in DEI programs or think they are a waste of time, here are the three myths about DEI programs that prevent any meaningful discussion about the role of diversity in the workplace.

The Top 3 Myths of DEI Programs:

1.      DEI Programs solve the problem.

 - A look at operational and key roles in the Fortune 100 suggests that DEI (nor has the EEOC) didn’t really fix the problem it was trying to solve. 

 - DEI programs are fixing the wrong end of the problem by forcing outcomes rather than equalizing the inputs to development

2.      DEI Programs build better performance

 - There is no research showing that DEI programs cause improved performance. Some research shows correlations with improved performance and yet, other research confirms correlations showing the opposite. However, the research does show that better performance is caused by organizations that harness diversity by investing in people. 

 - DEI programs are not motivators for the entire organization; they discriminate and relegate merit to second place in order to meet quotas. When motivation is compromised, there is a lack of engagement, which is the highest and best moderator of performance

3.      DEI Programs are sustainable

 - Because DEI programs do not really increase performance, they will encounter shareholder scrutiny and opposition as lack of performance affects share price

 - If DEI programs were sustainable, nearly 80% of the companies that adopted DEI would not have abandoned them (for a host of reasons including legal, economic, and political purposes).