The Hidden Truth About DEI: It's Not Just About Diversity, It's About Protection

The Hidden Truth About DEI: It's Not Just About Diversity, It's About Protection"

Let's clear up a huge misconception about DEI initiatives—they're not just a box-checking exercise for corporations, and they're definitely not about pandering to marginalized groups. In fact, DEI was created to protect companies from the risk of discrimination lawsuits. Here's the reality from someone who spent nearly 10 years in HR, hiring thousands of people: DEI is a safeguard.

Now, don’t get it twisted. You can't just hire someone because they’re from a marginalized community—that’s illegal. But what DEI does is ensure that when assessing candidates, companies aren’t making discriminatory decisions, especially when hiring for personality or cultural fit, which are grey areas that can easily slide into bias.

For example, I once sat in on a panel interview where an HR rep asked candidates about their Sunday plans—just to weed out religious candidates, assuming they'd have "commitments" outside of work. That’s discriminatory and opens the company up to lawsuits. Thanks to DEI practices, I was able to shut that down—not just to protect employees, but to protect the company itself.

But DEI goes beyond hiring. It’s why companies have things like breastfeeding rooms and private phone booths. These initiatives not only support employees, but also create a safer legal environment by showing the company’s commitment to inclusivity and preventing retaliation.

So when companies are thinking about scrapping DEI programs, they’re not just risking their commitment to diversity—they’re making themselves vulnerable to lawsuits. In other words, DEI isn’t just a moral obligation; it’s a smart business move. If companies want to avoid the financial and reputational damage from lawsuits, keeping DEI is a no-brainer.