The election of Donald Trump as the 47th U.S. president fuelled claims that diversity, equity, and inclusion (DEI) hiring policies compromise workforce quality.
In a so-called war on diversity, the newly sworn-in president eliminated “discriminatory” DEI offices, employees, and practices across the government, declaring a return to “merit-based” hiring. (While DEI is the common expression in the U.S., EDI or equity, diversity, and inclusion is more common in Canada.)
His administration also argues that DEI policies lead to lower standards, specifically in the aviation and law enforcement industries.
After the tragic plane crash near Washington, D.C., that left 67 dead, Trump used the incident to attack diversity initiatives – with no evidence to prove this.
“We did not know what led to this crash, but we have some very strong opinions and ideas,” Trump said. To explain how diversity hiring was the reason for the crash, Trump said, “It just could have been.”
He claimed that aviation standards had decreased since his last time in office.
“We must only have the highest standards for those who work in our aviation system. I changed the Obama standards from very mediocre at best to extraordinary,” said Trump.
What is a diversity hire?
Critics of DEI claim that diversity initiatives prioritize representation over standards.
Moussa Magassa, the associate vice-president in charge of equity, diversity and inclusion at Mount Royal University (MRU), disputes Trump’s claims, emphasizing that diversity and quality are not mutually exclusive.
“Diversity initiatives are designed to broaden the talent pool, and qualified candidates from various backgrounds are considered,” Magassa said in an interview with the Calgary Journal.
Many assume that diversity hiring leads to choosing candidates solely based on race, gender or other background factors while disregarding their qualifications. Magassa, who leads MRU’s efforts to increase diversity, says this is a misrepresentation.
“Hiring for diversity doesn’t mean lowering standards. It means removing systemic barriers that have historically excluded candidates,” Magassa.
Does Diversity Lower Hiring Standards?
The claim that diversity initiatives compromise quality stems from the idea that traditional hiring practices are already fair. Magassa challenges this.
“The hiring process remains rigorous. Diversity considerations compliment, rather than replace, merit-based criteria,” he said.
Research backs this up.
A 2023 report by the U.S.-based management consulting group McKinsey & Company suggests that companies with the most gender and ethnic diversity were 39 per cent more likely to outperform those with the least diversity.
Are Diversity Initiatives Just Quotas?
Magassa refutes the misconception that DEI practices impose quotas, forcing companies to hire based on identity rather than qualifications.
“Diversity initiatives include structured interviews and standardized evaluation criteria to reduce bias and promote fairness,” he said.
Rather than creating quotas, more DEI initiatives focus on expanding hiring strategies and improving candidate evaluation. They aim to ensure that underrepresented candidates have a fair chance at positions for which they are qualified.
A 2021 study suggests that applying quotas to hiring practices may have unexpected effects, such as reducing the number of employees from already underrepresented groups. The study found that focusing on tackling biases, rather than relying on quotas, is more effective in providing fairness and diversity.
Magassa highlights that DEI hiring strategies often involve structured interviews and standard evaluation criteria to ensure qualified individuals from various backgrounds are presented with equitable opportunities.
The future of DEI in hiring
While many industries welcome diversity efforts, others remain resistant. Industries such as technology, finance, and law have faced criticism for not diversifying leadership positions. Magassa connects this to deep-rooted hiring practices and the misconception that DEI hiring initiatives replace merit-based practices.
Going forward, Magassa says that institutions must emphasize the importance and benefits of diversity hiring.
“We need to move beyond the idea that diversity and quality are opposing forces,” Magassa said.
Instead, he advocates for valuable dialogue highlighting a diverse team’s strengths.
The accuracy of Trump’s claims about DEI
Evidence does not support Trump’s claim that DEI compromises the quality of hirable candidates. Instead, data and research consistently demonstrate that diverse teams perform better in innovation, decision-making, and financial performance.
“The idea that diversity and quality are mutually exclusive is a myth,” Magassa said.
Studies show that expanding the talent pool does not compromise its quality.
And despite Trump’s suggestion that “it could have been” a factor, there is no evidence to support a link between DEI policies and the Washington, D.C. plane crash.
Trump’s claims about DEI lowering hiring standards are misleading and lack factual support.
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