April 19, 2025

DEI- Diversity, Equity & Inclusion

This has been one of the hottest topics recently, because of the actions that the current administration is taking to eliminate it all together. Do we really know what this is and what is meant by it?

To have a better understanding, we need to go back to at least 1961. On March 6, 1961, President John F. Kennedy signed Executive Order No. 10925 affirming “Affirmative Action.” This required all government contractors to ensure that all employees and applicants for jobs “be treated fairly during their employment, without regard to their race, creed, color or national origin.” It was meant to eliminate any discrimination in employment.

The Civil Rights Act of 1964 essentially outlawed discrimination based on “race, color, religion, sex or national origin.”

President Lyndon Johnson, in September 1965, signed Executive Order 11246. This was more definitive and rode on the previous order signed by President Kennedy. Johnson’s order, required government employers “to hire , employ and be treated during employment without regard to race, color, religion, sex or national origin.” Sex was added in the Civil Rights Act as well as President Johnson’s Executive Order.

Starting in the 1970’s, there were numerous law suits that have tended to muddy the waters of the above. As a result, the birth of Diversity, Equity & Inclusion (DEI). What was the original intent of DEI?

Ms. Ann Thomas, an attorney with the National law firm, Stinson LLP,+ states that “the goal of DEI is the promotion, fair treatment and full participation of all people and specialty groups that have historically been underrepresented or subject to discrimination.”

It did not set quotas, nor grant one group and advantage over another. All were to be given an opportunity, if qualified.

One of the false arguments of DEI, per Ms. Thomas, is that “it enables people to get a job that they are not otherwise qualified for.” She continues by stating “the real beauty of adding diversity is that you are able to have a smarter team, innovate, avoid overlooking something that could be significant and expand the pie, which benefits everyone.” She also states “that the practical benefit of DEI is that businesses see in increase in business because if their diversity.”

If you go back to President Kennedy and President Johnson’s Executive Orders, DEI is just another way of stating those orders.

Diversity gets all of the attention today, but Equity and Inclusion are just another way of stating that there will be equity for all and that all will be included.

There are critics of DEI that believe hiring will not be based upon merit alone, but that race, color, gender etc. will influence hiring. Some also say that DEI promotes racism. Neither could be further from the truth.

In my opinion, DEI isn’t discriminatory, but simply means” that all will be evaluated fairly, in any employment opportunity, regardless of race, creed, sex, age or national origin. Basically, “equal opportunity.” There have been a number of polls concerning DEI, and the majority of individuals believe that DEI is a good thing.

I have first- hand experience of that. As one of three co-founders of a Medicaid Healthcare Insurance Company, I can attest that the concept of DEI, even though we didn’t call it DEI, was a positive for our growth and success.

I write in my book, “The Journey,” “ from January 1988 until October 2002, we developed a company that was “color blind” and had become very successful. We were a diverse company of men, women, ethnicities, religions, etc. The founders were African- American, Latino and Caucasian. The founders were also all first generation college graduates. We hired the best people we could find for the position, regardless of their color, religion or national origin.

As a result we were a rainbow. I have to laugh today when I see companies still struggling to create a diverse employment base. It starts at the top and isn’t as difficult as many organizations make it.”

On January 20, 2025, on the day that he took office, President Trump signed an Executive Order titled “Ending Radical and Wasteful Government DEI Programs And Preferencing.” He then ordered that all federal government DEI staff be placed on administrative leave and then eventually fired.

He also terminated all policies that required federal contractors to promote affirmative action programs. Since then, anything having to do with DEI is under attack, including the Equal Employment Opportunity Act.

His Executive Order also “encourages the private sector to end illegal discrimination and preference, including DEI.” As a result some private corporations have eliminated, anything within their organizations, that could be construed to be DEI, while others have said that they will continue to embrace DEI, because it has been a positive within their company as well as with their customers.

The same thing holds true for colleges and universities. As of today, over 400 colleges and universities refuse to close their DEI offices and programs.

As to corporate organizations, there are some that have eliminated their DEI operations, and then there are some that haven’t.

Some of those that continue to support DEI include: Coca Cola, Johnson & Johnson, Tiffany & Co., Delta, Adobe, J.P. Morgan, Goldman, Sachs, Nike, John Deere, CISCO, Proctor & Gamble, the NFL, Kroger, Ben & Jerry’s, Apple, Dollar Tree, and McKinsey & Co.. This is just a sampling, as there are many more.

By the same token, some well know firms have chosen to fold their tent with respect to DEI. Some because of government contracts, and others because they are looking for favors from the current administration.

A few that have eliminated anything to do with DEI include, among others: Pepsi, Google, Meta, Amtrak, Deloitte, Target, Walmart, Amazon, McDonald’s, Ford, Boeing, Harley-Davidson, Accenture, and Disney. This is also, just a sampling, of those who have decided to adhere to the President’s wishes.

Where does DEI go, going forward? If organizations continue to stand up for DEI, then I believe, eventually, there will be reason and understanding. However, I see it as a long term battle.

Folks have forgotten that DEI isn’t discriminatory, but an affirmation that everyone should be given the same opportunity for education, employment, etc. without regard to race, creed, color, sex or ethnicity.

Jess Sweely

Madison, Virginia