Erick Erickson points out the ultimate flaw in DEI initiatives.
We will never be diverse enough, inclusive enough, or equitable enough because if we were, all the DEI employees would lose their jobs. They will always find new grievance to keep their employment.
— Erick Erickson (@EWErickson) March 26, 2023
DEI employees are, by definition, in the grievance “business.” Thus, when opportunity in one area of grievance is exhausted, DEI must be redefined. This involves goalpost shifting (and in some cases, goalpost leaping). What was the diversity target will no longer be the standard. What met a reasonable definition of inclusion will no longer suffice. What was the equity goal will no longer satisfy the quota.
The elasticity of a tangible basis for what DEI is can cause it to nullify itself. An effort to elevate a certain group in the name of diversity can be an affront to the inclusion and equity of other groups. Setting inclusiveness standards can be non-inclusive to those who do not meet such standards. Judgments about what is equitable can be non-inclusive and lack diversity. It sounds like bureaucratic rock-paper-scissors, except that there are real-world consequences involved.
Freedom is comprised of markets and capitalism because they meritoriously pick winners and losers. A company hires an employee because he or she is the most qualified candidate for the position. This can include character assessments, when appropriate. But the idea that business decisions should be made on the basis of theoretically-informed, elastically-defined quotas, the subjects of which are unrelated to a firm hiring or an employee being hired, cannot be pursued if quality goods being produced and top-of-the-line services being offered are the measures of a healthy market.
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