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While some big companies and political figures are busy blaming DEI for anything and everything it was refreshing to see women in music keeping the conversation alive at the Grammy's. Alicia Keys said it best: “This is not the time to shut down the diversity of voices. DEI is not a threat it's a gift."
If you ever find yourself explaining that no – DEI did not crash a plane, we’ve got you. Here are some common DEI myths debunked:
Myth: "DEI lowers the bar”
The bar remains high, DEI just ensures more people have a fair shot at reaching it. In fields like tech, medicine, and aviation, standards are rigorous and consistent – everyone takes the same tests. Inadvertently, DEI often raises the bar, as leaders from historically excluded groups must overcome significant biases and navigate additional challenges to reach the same level of success. Straight white men don't have a monopoly on being qualified - hope this helps!
Myth: “DEI is just about race, sex, and gender”
DEI encompasses a broad spectrum of identities. Beyond race and gender, DEI initiatives support parents, caregivers, veterans, individuals with disabilities, neurodiverse individuals, first-generation professionals, individuals from different socio-economic backgrounds, and more.
Myth: “DEI only benefits certain groups”
DEI benefits everyone by fostering a culture of innovation, collaboration, and shared success. Inclusive teams are 35% more productive, leading to higher ROI and improved financial performance. Inclusive policies like flexible work arrangements, parental leave, mental health support, and career development opportunities benefits everyone regardless of background.
Myth: “Meritocracy is enough, we don’t need DEI”
The opposite of diversity is homogeneity, not meritocracy. Research from the American Bar Association indicates that the myth of meritocracy often overlooks structural inequalities that hinder equal opportunity – true meritocracy is unattainable without DEI. Trump's proposed MEI (merit, excellence, intelligence) implies that diverse individuals lack these qualities, reinforcing stereotypes. DEI works to undo structural inequalities by recognizing an individual's merit, but also removing systemic biases that prevent them from having an equal shot at success.
Myth: “Hiring for diversity means hiring less qualified candidates”
DEI initiatives simply aim to remove barriers that have historically excluded qualified individuals from job interviews. Expanding diversity enhances the quality of hires by tapping into a wider talent pool, leading to better performance. A Boston Consulting Group study found that companies with diverse management teams have 19% higher revenues due to innovation. Additionally, research by Korn Ferry indicates that diverse teams make better decisions than homogenous ones 87% of the time.
Myth: “DEI is just about hiring quotas”
DEI focuses on creating equitable opportunities, not filling quotas. The premise is not about forcing the hiring of underrepresented candidates but rather to ensure that the process is fair. This is achieved by increasing access for overlooked candidates, and selecting from a talent pool reflective of the diversity of the population. All candidates (regardless of background) are then evaluated based on their skills and experience, rather than their race, gender, etc. This approach levels the playing field, allowing the most qualified person to be selected.
At the Toast Summit last fall, Margeaux Miller highlighted that the future of inclusion lies in grassroots communities rising together, rather than relying on top-down initiatives that often miss the mark. DEI training alone isn’t the fix, but integrating DEI principles into hiring, promotions, workplace culture, and leadership decisions is essential for progress, innovation, and better business results.
Team Toast 🥂