DEI BLACK-lash Debate: Is DEI Helping or Hurting?

A conversation between Tasha and DeMarcus

Let’s get straight to it—DEI has become a major talking point, and not just for the good reasons. Over the past few years, there’s been a growing backlash against DEI policies. Some say it’s about fairness, others say it’s creating new problems. But no matter how you look at it, this conversation isn’t going away anytime soon. - Is DEI Helping or Hurting?

The “Reverse Discrimination” Argument 🏁

Imagine this: You’re applying for a senior executive role at a tech giant like Apple. The company is all about diversity and inclusion, so they have a diverse candidate pool. Now, there’s one Black candidate and one White candidate, both equally qualified. But in the end, they choose the Black candidate to meet diversity goals. Some people might say, “Hey, that’s unfair to the White candidate.” It feels like a case of reverse discrimination, right? It’s like the Black candidate is getting a leg up just because of race, not merit. It’s giving “special treatment” to one over the other. Does that sound fair?

I hear you, Tasha. But let’s break it down: DEI isn’t about giving anyone "special treatment." It’s about fixing a system that has been built to keep people of color out of leadership roles for centuries. You’re right—both candidates are equally qualified, but the fact that we still need DEI shows us that the playing field has never been level. It’s about dismantling the barriers that have been there for generations. And while it might feel unfair to the White candidate, what’s truly unfair is that Black folks haven’t had a fair shot to begin with. DEI is about correcting a historical imbalance—not “choosing someone over another” just for the sake of it.

DEI: A “Band-Aid” Solution? 💔

Okay, I get that, but doesn’t it feel like DEI is just putting a band-aid on a bigger wound? Sure, you might hire more Black folks, but if the work environment still has systemic issues—like wage gaps, glass ceilings, or toxic culture—what are we really changing? It’s like DEI is a shiny wrapper on a broken gift.

That’s a valid point, but think of DEI as the starting line in a marathon, not the finish line. It’s not perfect, and no, it doesn’t solve everything. But if we didn’t start somewhere, nothing would change. DEI puts the spotlight on underrepresented groups, which makes organizations accountable for opening doors that were closed. Without DEI, companies might not even see that there's an issue. It’s a necessary first step, and yes, there’s a lot more work to do, but we can’t get to the real solutions without acknowledging the issue first.

Is DEI Really Helping Black People? 🖤

But here’s the kicker—does DEI really help Black people, or is it just setting them up for failure in the long run? I mean, let’s say a Black person gets promoted under DEI policies. Sure, they’ve earned it, but do they feel like they really earned it, or do they wonder if they’re just the diversity hire? It puts them in a tough spot, don’t you think?

That’s a tough one, I’ll admit. DEI policies have flaws, but that doesn’t mean they’re a trap for Black folks. The real issue is the systemic racism that DEI is working to fix. If a Black person gets a chance at a leadership role, it’s because they were locked out of those opportunities for decades, if not centuries. It’s not about making them feel like they don’t belong—it’s about giving them a fair shot. No one’s questioning if the White candidates are qualified, but that’s what DEI is fighting against—the assumption that people of color are automatically “less qualified” when, in reality, they’re just denied access to the same opportunities.

Corporate Performative Activism 💼

Alright, so I get that, but let’s talk about corporate America for a second. We both know some of these companies are all about DEI, but it often feels more like performative activism. They’ll throw up some flashy statements about diversity, post a black square on Instagram, or do a diversity training—but when you look at the leadership team, it's still overwhelmingly white. So, are we really seeing change, or is it just a corporate PR move to make them look good?

You’re spot on with this, and I’m not saying every company is doing it right. Some companies absolutely use DEI as a marketing tool, and that’s frustrating. But that doesn’t invalidate the need for DEI. It’s a shame that some businesses are playing the game just to check boxes, but that’s why we, as employees and consumers, have to hold them accountable. DEI isn’t just about making businesses look good—it’s about forcing them to live up to their commitments. And the fact that we’re calling out those who are fake about it is proof that DEI matters.

Rollbacks: Restoring Fairness or Reinstating Privilege? 🚫

Now, what about all these DEI rollbacks we’re seeing? There are folks who believe that rolling back DEI policies will restore fairness to hiring. They argue that we should go back to “colorblind” hiring practices—treating everyone the same regardless of race. Isn’t that the definition of fairness?

Fairness isn’t the same as equality. When you roll back DEI, you’re not restoring fairness—you’re bringing back a system that’s been biased in favor of white, male-dominated structures. We’ve seen how that works out—minorities get sidelined, again and again. The idea of “colorblindness” sounds good in theory, but it ignores the real history of systemic racism. Without DEI, you’re not “leveling the playing field”; you’re just reinstating the privilege that has always existed. And without DEI, people of color will remain underrepresented and underserved.

The Bigger Picture: Strategy Over Emotion 🤔

I see your point, but this isn’t just about race. I know we’re using Black and White here in the conversation, but it’s so much bigger than that. Honestly, what turns me off the most is the emotional response. We react, we protest, we get outraged—but then what? What’s the long game? I’ve never been one to ask for handouts, and I don’t want to be in a position where I feel like I need one. We keep fighting for DEI, but are we even thinking strategically about what comes next?

I feel you Tasha, our people do get emotional, and I get why that’s frustrating. But let’s be real, taking DEI away isn’t the solution. If anything, that’s exactly what they want. It’s like they want us to DIE—not just lose DEI, but lose opportunities, representation, and power. We don’t need to beg for a seat at the table, but we do need to make sure the doors stay open. Strategy is key, but we can’t afford to act like we don’t still have a fight on our hands.

so is Is DEI Helping or Hurting? Drop your thoughts. 🔥💬

So, where do we go from here? The backlash against DEI isn’t slowing down, but neither is the push for equity. One thing’s for sure—this conversation is far from over. What do you think? Is DEI still the best path forward, or do we need a whole new approach? Is DEI Helping or Hurting? Lets keep it real.