The DEI Myth Debunked: The Only Way to Actually Hire Qualified People
By Michael Smith | ReflectiveMVS
It’s a tale as old as time—or at least as old as every Republican administration in history. We hear the same tired argument every few years:
“Diversity, Equity, and Inclusion (DEI) programs are ruining America! Hiring should be about merit, not race!”
Ah yes, meritocracy, the favorite fairy tale of the white and well-connected. Because nothing screams "earned success" quite like Jared Kushner’s Harvard admission (secured with a casual $2.5 million donation) or the endless parade of underqualified failsons waltzing into six-figure jobs thanks to their daddy’s golf buddies.
Meanwhile, Black professionals, despite being objectively more qualified for the same jobs, are forced to overachieve just to be considered—while a staggering number of white hires waltz in with mediocrity, nepotism, and a LinkedIn recommendation from Uncle Bob.
So let’s get this straight: DEI isn’t the enemy of merit. It’s the only thing keeping meritocracy alive. Let’s dive into the actual facts.
Debunking the DEI Myths (With Actual Data, Unlike Fox News)
Myth #1: DEI Programs Force Companies to Hire Less Qualified People
First off, let’s talk about the biggest lie: that DEI somehow forces companies to "lower the bar." In reality, the bar was never set fairly to begin with.
Fact: Black candidates have to be overqualified just to get hired.
Resume Callback Rates: The Bias is Real
📊 White applicants with identical resumes get 50% more callbacks than Black applicants. But sure, tell me again how DEI is unfair?
(Source: National Bureau of Economic Research, 2004)
A famous study showed that resumes with white-sounding names (e.g., Brad, Chad, and a few Kevins) received 50% more callbacks than those with Black-sounding names, despite having the exact same qualifications. (Bertrand & Mullainathan, 2004)
So, if DEI means we finally give equally qualified Black candidates a fair shot, then the real question is:
Why are we okay with white mediocrity?
Myth #2: White Workers Get Hired Because They’re More Qualified
Oh, honey. Let’s talk about nepotism. It turns out, white professionals aren’t magically better at their jobs—they just benefit from networks that lock Black candidates out.
Who Actually Has the Advanced Degrees?
📊 Black professionals are more likely to hold advanced degrees for the same jobs white candidates get with a bachelor's.
(Source: CEPR Report, 2018)
Studies show that Black job seekers are more likely to have advanced degrees than their white counterparts when applying for the same roles. (Hamilton et al., 2018) Yet, they are still less likely to be hired.
If white workers were truly more "qualified," this gap wouldn't exist.
Myth #3: Nepotism Doesn’t Play a Role in Hiring
If we’re being honest, nepotism is the original affirmative action—except instead of helping marginalized people, it props up generations of underqualified white dudes.
Who Gets Hired Despite a Criminal Record?
📊 White candidates with criminal records are more likely to be hired than Black candidates with clean records.
(Source: Pager, 2003)
A study found that white applicants with a criminal record were more likely to be hired than Black applicants without one. (Pager, 2003)
So, let’s be clear: DEI doesn’t "rig" the system. It just stops the already rigged system from running on autopilot.
The Trump Factor: Why the GOP Hates DEI
It’s no surprise that the Trump administration and its wannabe clones are the loudest voices against DEI. They love to pretend they’re defending “qualified workers” while stuffing their own cabinets with failed businessmen, nepotism hires, and right-wing talk show hosts.
Today we're seeing that Trump’s administration has escalated its assault on DEI, not just banning workplace bias training in federal agencies but actively pressuring corporations to abandon diversity initiatives under the guise of “protecting merit.” Because, of course, he did. This administration thrives on the illusion that systemic discrimination disappears if we simply stop talking about it. By dismantling programs that acknowledge racial inequities, they’re ensuring that white employees can remain comfortably unaware—while Black and marginalized workers continue to navigate a workforce rigged against them. This isn’t about fairness; it’s about maintaining a status quo where privilege is never questioned, and opportunity remains a luxury for the few.
The GOP doesn’t fear unqualified DEI hires. They fear what happens when hiring is actually based on merit. Because suddenly, their buddies might not be the ones getting the job.
DEI Is Not a Choice—It’s a Necessity
Diversity, Equity, and Inclusion is not about lowering hiring standards—it’s about finally enforcing them.
The myth that DEI programs result in “less qualified” hires is a smokescreen designed to maintain white privilege in the workplace.
Research confirms:
✅ Black professionals face systemic barriers that require them to be overqualified
✅ White professionals benefit from nepotism and informal networks that hand them jobs they don’t deserve
The next time someone tells you “DEI is unfair,” ask them this:
Why are they so scared of real competition?
Because when hiring is actually based on skill, the old boys' club is in trouble.