Ten years ago nobody knew what a diversity officer was. Nowadays no institution of any size can function without a team of them. From Thomas Hackett at realclearwire.com
Little more than a decade ago, DEI was just another arcane acronym, a clustering of three ideas, each to be weighed and evaluated against other societal values. The terms diversity, equity, and inclusion weren’t yet being used in the singular, as one all-inclusive, non-negotiable moral imperative. Nor had they coalesced into a bureaucratic juggernaut running roughshod over every aspect of national life.
They are now.
Seemingly in unison, and with almost no debate, nearly every major American institution – including federal, state, and local governments, universities and public schools, hospitals, insurance, media and technology companies and major retail brands – has agreed that the DEI infrastructure is essential to the nation’s proper functioning. From Amazon to Walmart, most major corporations have created and staffed DEI offices within their human resources bureaucracy. So have sanitation departments, police departments, physics departments, and the departments of agriculture, commerce, defense, education and energy. Organizations that once argued against DEI now feel compelled to institute DEI training and hire DEI officers. So have organizations that are already richly diverse, such as the National Basketball Association and the National Football League.
Many of these offices in turn work with a sprawling network of DEI consulting firms, training outfits, trade organizations and accrediting associations that support their efforts.
One problem with DEI is that they are exclusionary. As a person with disabilities, I can tell you that DEI ignores the ADA and folks with various disabilities. That is because it costs money to accommodate us, not to mention that we remind them of things they rather not think about. Believe or not, my brain injury makes people uncomfortable since I limp around and shake.