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  === 1980s ===
--The 1980s saw the expansion of DEI programs beyond government employment to include private corporations and educational institutions. The Reagan administration, while generally opposed to affirmative action, did not eliminate existing programs, and many corporations began implementing their own diversity initiatives. This period marked the beginning of what critics call the "{{tooltip label="diversity industry" event="click" style="width: 320px; text-align: left;"}}A multi-billion dollar industry built around diversity consulting, training, and implementation services.{{/tooltip}}", with consulting firms and training companies emerging to capitalize on corporate diversity mandates.
++The 1980s saw the expansion of DEI programs beyond government employment to include private corporations and educational institutions. The Reagan administration, while generally opposed to affirmative action, did not eliminate existing programs, and many corporations began implementing their own diversity initiatives.
--During this decade, the concept of {{tooltip label="unconscious bias" event="click" style="width: 320px; text-align: left;"}}The idea that all people harbor hidden prejudices that affect their decisions, regardless of their conscious beliefs.{{/tooltip}} began to gain traction, providing a theoretical foundation for extensive diversity training programs. Critics argue that this concept has been used to justify intrusive monitoring and control of employee behavior, creating a climate of fear and self-censorship in the workplace.
--
--The 1980s also saw the rise of {{tooltip label="identity politics" event="click" style="width: 320px; text-align: left;"}}Political activity based on the interests and perspectives of social groups with which people identify, rather than on individual merit or policy positions.{{/tooltip}}, which would later become central to DEI ideology. This shift away from individual rights and merit-based systems toward group-based preferences marked a fundamental change in how American institutions approached equality and fairness.
--
  === 1990s ===
  The 1990s marked a significant expansion of DEI programs, particularly in corporate America. The Civil Rights Act of 1991 strengthened existing anti-discrimination laws and provided for monetary damages in cases of intentional employment discrimination. This period also saw the rise of {{tooltip label="diversity consultants" event="click" style="width: 320px; text-align: left;"}}Professionals who help organizations implement diversity and inclusion programs.{{/tooltip}} and the development of comprehensive diversity training programs.
--The 1990s witnessed the emergence of {{tooltip label="critical race theory" event="click" style="width: 320px; text-align: left;"}}An academic framework that views race as a social construct and racism as embedded in legal systems and policies.{{/tooltip}} in academic circles, which would later become a foundational element of DEI programs. This theory posits that racism is not merely individual prejudice but is embedded in the very structure of society, requiring radical intervention to address.
--
--During this decade, many corporations began implementing {{tooltip label="diversity quotas" event="click" style="width: 320px; text-align: left;"}}Numerical targets for the representation of different demographic groups in hiring and promotion.{{/tooltip}} and {{tooltip label="affirmative action programs" event="click" style="width: 320px; text-align: left;"}}Policies that give preferential treatment to members of historically disadvantaged groups.{{/tooltip}}. Critics argue that these programs often led to the hiring of less qualified candidates based on race or gender rather than merit, creating resentment and undermining workplace cohesion.
--
--The 1990s also saw the beginning of what critics call the "{{tooltip label="victimhood culture" event="click" style="width: 320px; text-align: left;"}}A culture that encourages people to view themselves as victims and to seek external validation for their grievances.{{/tooltip}}", with DEI programs encouraging employees to focus on their group identity and perceived disadvantages rather than their individual achievements and potential.
--
  === Since the 2000s ===
  The 2000s and beyond have seen an exponential growth in DEI programs, with many organizations implementing mandatory diversity training, unconscious bias workshops, and comprehensive inclusion initiatives. This period has also seen significant controversy and backlash against DEI programs, with critics arguing that they have become overly politicized and counterproductive.
--The 2000s marked the beginning of what critics call the "{{tooltip label="woke revolution" event="click" style="width: 320px; text-align: left;"}}A cultural movement characterized by extreme political correctness and identity-based activism.{{/tooltip}}", with DEI programs becoming increasingly radical and intolerant of dissenting views. This period saw the rise of {{tooltip label="cancel culture" event="click" style="width: 320px; text-align: left;"}}The practice of withdrawing support for public figures or companies after they have done or said something considered objectionable.{{/tooltip}} and {{tooltip label="microaggression theory" event="click" style="width: 320px; text-align: left;"}}The idea that subtle, often unintentional expressions of bias can cause significant harm.{{/tooltip}}.
--
--During this period, DEI programs began to incorporate increasingly controversial concepts such as {{tooltip label="intersectionality" event="click" style="width: 320px; text-align: left;"}}The idea that various forms of oppression intersect and compound to create unique experiences of discrimination.{{/tooltip}} and {{tooltip label="white privilege" event="click" style="width: 320px; text-align: left;"}}The idea that white people have unearned advantages in society simply because of their race.{{/tooltip}}. Critics argue that these concepts have been used to justify discrimination against white people and to create a climate of guilt and self-hatred among white employees.
--
--The 2010s and 2020s have seen DEI programs become increasingly mandatory and punitive, with employees facing termination for expressing dissenting views or questioning DEI orthodoxy. This period has also seen the rise of {{tooltip label="diversity statements" event="click" style="width: 320px; text-align: left;"}}Written statements required of job applicants that demonstrate their commitment to diversity and inclusion principles.{{/tooltip}} as a requirement for many positions, effectively screening out candidates with conservative or dissenting views.
--
  ==== United States government purge ====
  Recent years have seen a significant backlash against DEI programs, particularly in government and educational institutions. Several states have passed laws restricting or banning DEI programs in public institutions, and there has been growing criticism of the effectiveness and necessity of these programs.
--The backlash against DEI programs has been particularly strong in states with Republican leadership, where lawmakers have argued that these programs are discriminatory, counterproductive, and a waste of taxpayer money. Florida, Texas, and other states have passed laws banning DEI programs in public universities and government agencies.
--
--Critics of DEI programs have pointed to numerous examples of waste and abuse, including {{tooltip label="diversity officers" event="click" style="width: 320px; text-align: left;"}}High-paid administrators whose primary job is to promote diversity and inclusion initiatives.{{/tooltip}} earning six-figure salaries while producing little measurable benefit, and {{tooltip label="diversity training programs" event="click" style="width: 320px; text-align: left;"}}Educational programs designed to promote diversity and inclusion.{{/tooltip}} that cost millions of dollars but have been shown to be ineffective or even counterproductive.
--
--The backlash has also been fueled by high-profile cases of DEI programs gone wrong, including incidents where employees have been fired for expressing dissenting views, and cases where DEI initiatives have led to reverse discrimination against white employees.
--
  == Rationale ==
--The rationale for DEI programs typically centers on several key arguments, though critics have raised serious questions about the validity and effectiveness of each:
++The rationale for DEI programs typically centers on several key arguments:
--**Moral Imperative:** Proponents argue that DEI is morally necessary to address historical injustices and ensure fair treatment for all individuals. However, critics point out that this rationale often leads to {{tooltip label="reverse discrimination" event="click" style="width: 320px; text-align: left;"}}Discrimination against members of a dominant or majority group in favor of members of a minority or historically disadvantaged group.{{/tooltip}} against white people and other groups that are not considered "diverse" enough. The moral imperative argument also fails to address the question of how long such preferences should continue, and whether they should be based on current demographics or historical injustices that occurred decades or centuries ago.
++**Moral Imperative:** Proponents argue that DEI is morally necessary to address historical injustices and ensure fair treatment for all individuals.
--**Business Case:** Many organizations implement DEI programs based on the belief that diverse teams perform better and are more innovative. However, research on this topic is mixed, with some studies showing benefits and others showing no significant difference or even negative effects. Critics argue that the business case for diversity is often based on cherry-picked data and ignores the costs and negative consequences of DEI programs, including increased workplace tension, decreased trust, and the hiring of less qualified candidates.
++**Business Case:** Many organizations implement DEI programs based on the belief that diverse teams perform better and are more innovative.
--**Legal Compliance:** DEI programs are often implemented to ensure compliance with anti-discrimination laws and regulations. However, critics argue that many DEI programs actually violate these same laws by discriminating against certain groups. The Equal Employment Opportunity Commission has received numerous complaints about DEI programs that discriminate against white employees, and several lawsuits have been filed challenging the legality of these programs.
++**Legal Compliance:** DEI programs are often implemented to ensure compliance with anti-discrimination laws and regulations.
--**Social Justice:** DEI is seen as a tool for promoting social justice and reducing inequality in society. However, critics argue that DEI programs often increase rather than decrease inequality by creating new forms of discrimination and by focusing on superficial characteristics rather than addressing the root causes of inequality, such as differences in education, family structure, and cultural values.
++**Social Justice:** DEI is seen as a tool for promoting social justice and reducing inequality in society.
++However, critics argue that these rationales are often based on flawed assumptions and that DEI programs may actually increase rather than decrease discrimination and division.
++
  == Methods and arguments ==
  === Corporate ===
--Corporate DEI programs typically include several key components, each of which has been criticized for its effectiveness and unintended consequences:
++Corporate DEI programs typically include several key components:
--**Diversity Training:** Mandatory training programs designed to help employees recognize and overcome unconscious bias. However, research has consistently shown that diversity training is often ineffective or even counterproductive. A 2019 meta-analysis found that diversity training programs had no significant effect on workplace diversity or employee attitudes, and some studies have found that they actually increase bias and resentment among employees.
++**Diversity Training:** Mandatory training programs designed to help employees recognize and overcome unconscious bias.
--**Hiring Practices:** Modified recruitment and selection processes designed to increase diversity, often through preferential treatment of certain groups. Critics argue that these practices often lead to the hiring of less qualified candidates based on race or gender rather than merit, creating resentment among other employees and potentially harming organizational performance.
++**Hiring Practices:** Modified recruitment and selection processes designed to increase diversity, often through preferential treatment of certain groups.
--**Affinity Groups:** Employee resource groups based on shared characteristics such as race, gender, or sexual orientation. Critics argue that these groups often promote division and tribalism in the workplace, encouraging employees to focus on their differences rather than their common goals and shared humanity.
++**Affinity Groups:** Employee resource groups based on shared characteristics such as race, gender, or sexual orientation.
--**Mentorship Programs:** Programs that pair employees from underrepresented groups with senior leaders. While these programs can be beneficial, critics argue that they often exclude white employees and other groups that are not considered "diverse" enough, creating resentment and feelings of exclusion.
++**Mentorship Programs:** Programs that pair employees from underrepresented groups with senior leaders.
--**Performance Metrics:** Systems for tracking and measuring diversity and inclusion outcomes. Critics argue that these metrics often lead to a focus on superficial characteristics rather than actual performance and contribution, and that they can create perverse incentives that harm organizational effectiveness.
++**Performance Metrics:** Systems for tracking and measuring diversity and inclusion outcomes.
--**Diversity Quotas:** Numerical targets for the representation of different demographic groups in hiring and promotion. Critics argue that quotas often lead to reverse discrimination and the hiring of less qualified candidates, and that they can create a climate of resentment and division in the workplace.
++Critics argue that these methods often lead to {{tooltip label="reverse discrimination" event="click" style="width: 320px; text-align: left;"}}Discrimination against members of a dominant or majority group in favor of members of a minority or historically disadvantaged group.{{/tooltip}} and may actually increase rather than decrease workplace tension and division.
--**Unconscious Bias Training:** Programs designed to help employees recognize and overcome their unconscious prejudices. However, research has shown that these programs often backfire, leading to increased bias and resentment among employees. Critics argue that the concept of unconscious bias is often used to justify intrusive monitoring and control of employee behavior.
--
--**Inclusive Language Policies:** Guidelines for using language that is considered inclusive and non-offensive. Critics argue that these policies often lead to excessive political correctness and self-censorship, and that they can create a climate of fear and intimidation in the workplace.
--
  == Political and public reaction in the U.S. ==
  === Higher education ===
@@ -100,170 +100,76 @@
  DEI programs in higher education have been particularly controversial, with many universities implementing comprehensive diversity and inclusion initiatives. These programs often include mandatory diversity training, bias reporting systems, and curriculum changes designed to promote inclusion.
--Critics argue that these programs have led to a decline in academic freedom and free speech on college campuses, with faculty and students reporting self-censorship due to fear of being accused of bias or discrimination. The Foundation for Individual Rights in Education (FIRE) has documented numerous cases of students and faculty being punished for expressing dissenting views on diversity and inclusion issues.
++Critics argue that these programs have led to a decline in academic freedom and free speech on college campuses, with faculty and students reporting self-censorship due to fear of being accused of bias or discrimination.
--DEI programs in higher education have also been criticized for their impact on academic standards and intellectual diversity. Many universities have implemented {{tooltip label="diversity statements" event="click" style="width: 320px; text-align: left;"}}Written statements required of job applicants that demonstrate their commitment to diversity and inclusion principles.{{/tooltip}} as a requirement for faculty positions, effectively screening out candidates with conservative or dissenting views. This has led to a lack of ideological diversity in academia and has been criticized for undermining the pursuit of truth and knowledge.
--
--The cost of DEI programs in higher education has also been a source of controversy. Many universities now employ dozens of {{tooltip label="diversity officers" event="click" style="width: 320px; text-align: left;"}}High-paid administrators whose primary job is to promote diversity and inclusion initiatives.{{/tooltip}} and other DEI staff, with salaries often exceeding $100,000 per year. Critics argue that this money would be better spent on academic programs and student services.
--
--DEI programs in higher education have also been criticized for their impact on student life and campus culture. Many universities have implemented {{tooltip label="bias reporting systems" event="click" style="width: 320px; text-align: left;"}}Systems that allow students to report incidents of bias or discrimination, often anonymously.{{/tooltip}} that allow students to report incidents of bias or discrimination, often anonymously. Critics argue that these systems can be abused to target students with unpopular views and that they create a climate of fear and self-censorship on campus.
--
  === Entertainment and media ===
  The entertainment and media industries have been at the forefront of DEI implementation, with many companies implementing diversity quotas and inclusion initiatives. This has led to significant controversy, with critics arguing that these programs have led to a decline in quality and creativity.
--The entertainment industry has been particularly aggressive in implementing DEI programs, with many studios and production companies now requiring that a certain percentage of their content feature diverse characters and storylines. Critics argue that this has led to forced diversity that often feels artificial and contrived, and that it has resulted in the hiring of less qualified actors and writers based on race or gender rather than talent.
--
--The media industry has also been criticized for its implementation of DEI programs, with many news organizations now requiring diversity in their hiring and coverage. Critics argue that this has led to a decline in journalistic standards and that it has created a climate where certain viewpoints are excluded or marginalized.
--
--DEI programs in entertainment and media have also been criticized for their impact on creativity and artistic freedom. Many artists and creators have reported feeling pressured to include diverse characters and storylines even when it doesn't serve the story, and some have been criticized or even fired for expressing dissenting views on diversity issues.
--
  === Politics ===
  DEI has become a highly politicized issue, with conservative politicians and commentators arguing that these programs are discriminatory and counterproductive, while liberal politicians and commentators defend them as necessary for social justice.
--The political debate over DEI has been particularly heated in recent years, with many Republican-led states passing laws restricting or banning DEI programs in public institutions. Florida, Texas, and other states have taken aggressive action against DEI programs, arguing that they are discriminatory and a waste of taxpayer money.
--
--Democratic politicians and liberal commentators have generally defended DEI programs, arguing that they are necessary to address historical injustices and promote social equity. However, even some liberal commentators have begun to question the effectiveness and necessity of these programs, particularly in light of their high costs and mixed results.
--
--The political debate over DEI has also been fueled by high-profile cases of DEI programs gone wrong, including incidents where employees have been fired for expressing dissenting views, and cases where DEI initiatives have led to reverse discrimination against white employees.
--
  === Military ===
  The military has implemented various DEI programs, including diversity training and modified recruitment practices. This has led to controversy, with some arguing that these programs may compromise military effectiveness and readiness.
--DEI programs in the military have been particularly controversial because of concerns about their impact on unit cohesion and combat effectiveness. Critics argue that focusing on diversity rather than merit and competence can compromise the military's ability to defend the nation.
--
--The military has also been criticized for its implementation of {{tooltip label="gender integration" event="click" style="width: 320px; text-align: left;"}}The practice of integrating women into combat roles and other traditionally male-dominated areas of the military.{{/tooltip}} policies, with some arguing that these policies have led to a decline in physical standards and combat readiness.
--
--DEI programs in the military have also been criticized for their cost and effectiveness. The military spends millions of dollars on diversity training and other DEI initiatives, and critics argue that this money would be better spent on equipment, training, and other resources that directly support military effectiveness.
--
  === Public boycotts ===
  Several companies have faced public boycotts and criticism for their DEI programs, with consumers expressing frustration over what they see as excessive political correctness and discrimination against certain groups.
--High-profile boycotts have targeted companies that have implemented particularly aggressive DEI programs, including Disney, Nike, and other major corporations. These boycotts have been organized by conservative groups and individuals who argue that DEI programs are discriminatory and counterproductive.
--
--The boycotts have been particularly effective in some cases, with companies facing significant financial losses and pressure to modify or abandon their DEI programs. This has led to a growing awareness of the potential costs and risks of implementing DEI programs.
--
  === Public opinion ===
  Public opinion on DEI is deeply divided, with surveys showing significant disagreement over the effectiveness and necessity of these programs. Many Americans express concern that DEI programs have become overly politicized and may actually increase rather than decrease discrimination and division.
--Recent polls have shown that a majority of Americans are concerned about the impact of DEI programs on free speech and academic freedom, and that many believe these programs have gone too far. A 2023 poll by the Cato Institute found that 62% of Americans believe that DEI programs have made workplaces more divided rather than more inclusive.
--
--The public debate over DEI has also been fueled by high-profile cases of DEI programs gone wrong, including incidents where employees have been fired for expressing dissenting views, and cases where DEI initiatives have led to reverse discrimination against white employees.
--
  == Criticism and controversy in the United States ==
  === Diversity training ===
--Diversity training has been one of the most controversial aspects of DEI programs. Research has consistently shown that mandatory diversity training often backfires, leading to increased tension and decreased trust among employees. A 2019 meta-analysis by Forscher et al. found that diversity training programs had no significant effect on workplace diversity or employee attitudes, and some studies have found that they actually increase bias and resentment among employees.
++Diversity training has been one of the most controversial aspects of DEI programs. Research has shown that mandatory diversity training often backfires, leading to increased tension and decreased trust among employees. A 2019 meta-analysis found that diversity training programs had no significant effect on workplace diversity or employee attitudes.
--The ineffectiveness of diversity training has been attributed to several factors. First, mandatory training often creates resentment among employees who feel they are being forced to participate in programs they don't believe in. Second, the training often focuses on guilt and shame rather than practical solutions, leading to defensive reactions rather than genuine change. Third, the training often relies on outdated or debunked psychological theories, such as the implicit association test, which has been criticized for its poor reliability and validity.
--
--Critics also argue that diversity training often creates a climate of fear and self-censorship in the workplace, with employees afraid to express their true opinions or ask questions for fear of being accused of bias or discrimination. This can lead to decreased communication and collaboration, ultimately harming organizational effectiveness.
--
--The cost of diversity training has also been a source of controversy. Many organizations spend millions of dollars on diversity training programs that have been shown to be ineffective or even counterproductive. Critics argue that this money would be better spent on other initiatives that could actually improve workplace culture and performance.
--
  === Mandatory diversity statements within academia ===
  Many universities now require job applicants to submit diversity statements as part of their application process. Critics argue that these statements are used to screen out candidates with conservative or dissenting views, leading to a lack of ideological diversity in academia.
--Diversity statements typically require applicants to describe their commitment to diversity and inclusion, their experience working with diverse populations, and their plans for promoting diversity in their teaching and research. Critics argue that these statements are often used as a litmus test for political correctness, with candidates who express dissenting views on diversity issues being automatically rejected.
--
--The use of diversity statements has been particularly controversial in STEM fields, where some argue that they are irrelevant to the actual work being performed. A 2023 study by the National Association of Scholars found that diversity statements are now required for 19% of faculty positions in top universities, up from just 2% in 2010.
--
--Critics also argue that diversity statements often lead to self-censorship and conformity, with candidates feeling pressured to express views they don't actually hold in order to be considered for positions. This can lead to a lack of intellectual diversity and a climate where dissenting views are not tolerated.
--
--The legal implications of diversity statements have also been questioned, with some arguing that they may violate anti-discrimination laws by requiring candidates to express specific political views as a condition of employment.
--
  === Equity versus equality ===
  The distinction between equity and equality has been a source of significant controversy. Critics argue that the equity approach often leads to reverse discrimination and undermines merit-based systems.
--Equity proponents argue that treating everyone equally is not enough, and that true fairness requires ensuring equal outcomes for different groups. This often involves giving preferential treatment to members of historically disadvantaged groups, even if it means discriminating against others.
--
--Critics argue that the equity approach is fundamentally flawed because it assumes that all differences in outcomes are due to discrimination or bias, ignoring other factors such as differences in effort, ability, and choice. They also argue that equity often leads to reverse discrimination against individuals who are not members of the preferred groups.
--
--The equity approach has also been criticized for its focus on group outcomes rather than individual merit. Critics argue that this approach undermines the principle of individual responsibility and achievement, and that it can lead to resentment and division among employees.
--
--The practical implementation of equity policies has also been problematic, with many organizations struggling to define what "equal outcomes" means and how to measure it. This has led to arbitrary and inconsistent application of equity principles, often resulting in confusion and resentment among employees.
--
  === Effects on free speech and academic freedom ===
  DEI programs have been criticized for their negative effects on free speech and academic freedom. Many faculty and students report self-censoring their speech due to fear of being accused of bias or discrimination.
--The Foundation for Individual Rights in Education (FIRE) has documented numerous cases of students and faculty being punished for expressing dissenting views on diversity and inclusion issues. These cases include students being suspended for questioning diversity policies, faculty being investigated for expressing conservative views, and administrators being fired for not being sufficiently committed to DEI principles.
--
--DEI programs often include {{tooltip label="bias reporting systems" event="click" style="width: 320px; text-align: left;"}}Systems that allow students and employees to report incidents of bias or discrimination, often anonymously.{{/tooltip}} that allow students and employees to report incidents of bias or discrimination, often anonymously. Critics argue that these systems can be abused to target individuals with unpopular views and that they create a climate of fear and self-censorship.
--
--The impact of DEI programs on academic freedom has been particularly concerning, with many faculty members reporting that they avoid certain topics or express certain views for fear of being accused of bias. This can lead to a narrowing of academic discourse and a lack of intellectual diversity in higher education.
--
--DEI programs have also been criticized for their impact on classroom discussion, with many students reporting that they are afraid to express dissenting views or ask questions for fear of being accused of bias or discrimination. This can lead to a lack of genuine dialogue and debate, ultimately harming the educational experience.
--
  === Antisemitism ===
  DEI programs have been criticized for their handling of antisemitism, with some arguing that these programs often fail to adequately address anti-Jewish discrimination while focusing heavily on other forms of bias.
--The issue of antisemitism in DEI programs has become particularly controversial in recent years, with many Jewish students and faculty reporting that they feel excluded or marginalized by DEI initiatives. Some have argued that DEI programs often focus on certain forms of discrimination while ignoring or downplaying antisemitism.
--
--The intersectionality framework used in many DEI programs has been particularly problematic for addressing antisemitism, as Jews are often seen as "white" and therefore not deserving of protection under diversity programs. This has led to situations where Jewish students and faculty are excluded from DEI initiatives or are even targeted by them.
--
--DEI programs have also been criticized for their handling of anti-Israel sentiment on college campuses, with some arguing that these programs often fail to distinguish between legitimate criticism of Israeli policies and antisemitic attacks on Jewish students and faculty.
--
--The lack of attention to antisemitism in DEI programs has led to calls for reform, with some arguing that these programs need to do more to address all forms of discrimination, including antisemitism.
--
  === Disability community ===
  The disability community has expressed mixed views on DEI programs, with some arguing that these programs have been helpful in promoting inclusion, while others argue that they have not adequately addressed the specific needs of people with disabilities.
--Some disability advocates have argued that DEI programs often focus on visible forms of diversity, such as race and gender, while ignoring or downplaying the needs of people with disabilities. This can lead to situations where disability accommodations are not properly addressed or where people with disabilities are excluded from DEI initiatives.
--
--The intersectionality framework used in many DEI programs has also been problematic for people with disabilities, as it often fails to account for the unique challenges and needs of this community. This has led to calls for more inclusive approaches that better address the specific needs of people with disabilities.
--
--DEI programs have also been criticized for their focus on identity-based diversity rather than functional diversity, with some arguing that these programs should focus more on including people with different abilities and perspectives rather than just different demographic characteristics.
--
  === "Diversity hire" label ===
  The term "diversity hire" has become a source of controversy, with some arguing that it stigmatizes employees who are hired through diversity initiatives, while others argue that it accurately describes the reality of many hiring practices.
--The "diversity hire" label is often used to describe employees who are believed to have been hired primarily because of their demographic characteristics rather than their qualifications. This label can be stigmatizing and can lead to resentment and division in the workplace.
++== Diversity issues in other countries ===
--Critics argue that the "diversity hire" label is often used unfairly to discredit qualified employees who happen to be members of underrepresented groups. They argue that this label can create a hostile work environment and can discourage qualified candidates from applying for positions.
--
--However, others argue that the "diversity hire" label accurately describes the reality of many hiring practices, where candidates are given preferential treatment based on their demographic characteristics rather than their qualifications. They argue that this practice is unfair and can lead to the hiring of less qualified candidates.
--
--The controversy over the "diversity hire" label highlights the broader tension between diversity goals and merit-based hiring practices, and the need for more transparent and fair hiring processes.
--
--== Diversity issues in other countries ==
--
  === DE&amp;I criteria ===
  Different countries have taken different approaches to diversity and inclusion, with some implementing more moderate programs and others avoiding them altogether. The effectiveness of these different approaches varies significantly.
--In Europe, many countries have taken a more moderate approach to diversity and inclusion, focusing on equal opportunity rather than equal outcomes. This approach has been criticized by some as insufficient, but it has also avoided many of the controversies and problems associated with more aggressive DEI programs in the United States.
--
--In Asia, diversity and inclusion programs have been less common, with many countries focusing more on merit-based systems and individual achievement. This approach has been criticized by some as insufficiently attentive to discrimination, but it has also avoided many of the problems associated with identity-based preferences.
--
--The different approaches taken by different countries highlight the fact that there is no one-size-fits-all solution to issues of diversity and inclusion, and that the best approach may depend on the specific cultural and historical context of each country.
--
  == Alternative approaches ==
  Critics of DEI programs often advocate for alternative approaches that focus on individual merit and equal opportunity rather than group-based preferences. These approaches include:
--**Merit-based hiring:** Evaluating candidates based on their qualifications and performance rather than their demographic characteristics. This approach focuses on individual ability and achievement rather than group identity, and it has been shown to be more effective at identifying the best candidates for positions.
++**Merit-based hiring:** Evaluating candidates based on their qualifications and performance rather than their demographic characteristics.
--**Colorblind policies:** Treating all individuals equally regardless of their race or other characteristics. This approach focuses on individual merit rather than group identity, and it has been shown to be more effective at promoting genuine equality and reducing discrimination.
++**Colorblind policies:** Treating all individuals equally regardless of their race or other characteristics.
--**Class-based approaches:** Focusing on economic disadvantage rather than racial or gender identity. This approach addresses the root causes of inequality rather than just the symptoms, and it has been shown to be more effective at promoting social mobility and reducing poverty.
++**Class-based approaches:** Focusing on economic disadvantage rather than racial or gender identity.
--**Viewpoint diversity:** Promoting diversity of thought and opinion rather than demographic diversity. This approach focuses on intellectual diversity rather than superficial characteristics, and it has been shown to be more effective at promoting innovation and creativity.
++**Viewpoint diversity:** Promoting diversity of thought and opinion rather than demographic diversity.
--**Individual responsibility:** Emphasizing personal responsibility and achievement rather than group victimhood. This approach encourages individuals to take control of their own lives and to work hard to achieve their goals, rather than relying on external assistance or preferential treatment.
--
--**Equal opportunity:** Ensuring that all individuals have equal access to opportunities rather than equal outcomes. This approach focuses on removing barriers to success rather than providing preferential treatment, and it has been shown to be more effective at promoting genuine equality.
--
  == Conclusion ==
  DEI programs represent a significant departure from traditional merit-based systems and individual rights. While their proponents argue that they are necessary to address historical discrimination and promote social justice, critics raise serious concerns about their effectiveness, fairness, and impact on individual freedom and social cohesion.
@@ -272,10 +272,6 @@
  As society grapples with issues of fairness and equality, it is important to consider alternative approaches that promote individual merit, equal opportunity, and social harmony. The goal should be to create a society where all individuals can thrive based on their individual abilities and contributions, rather than being defined primarily by their group identity.
--The controversy over DEI programs highlights the need for a more nuanced and balanced approach to issues of diversity and inclusion. Rather than focusing on superficial characteristics and group-based preferences, society should focus on promoting genuine equality of opportunity and individual achievement.
--
--The future of diversity and inclusion policy will likely depend on the ability of society to find a balance between addressing legitimate concerns about discrimination and avoiding the pitfalls of identity-based preferences and reverse discrimination. This will require careful consideration of the evidence, honest dialogue about the trade-offs involved, and a commitment to principles of individual rights and merit-based systems.
--
  == See also ==
  * [[Affirmative Action]]

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