By: Dr. Justice
Especially since the presidential inauguration in January, significant controversy looms over the fate of Diversity, Equity, and Inclusion (DEI) initiatives. DEI began to address systemic inequality, sustained exclu- sion and create fairer environments in higher education and the workplace. African Americans championed DEI to help its communities share in the country’s vast economy. However, as these policies have gained prominence and disrepute, a critical question has emerged:
Whose fight is DEI?
While DEI efforts are intended to uplift marginalized groups, data increasingly shows that white women are the primary beneficiaries of these initiatives, raising important questions about the effective- ness of these policies. Despite the varied impact of DEI programs by industry, institution, and implementation, historical trends in hiring, education, and corporate leadership clearly identify white women as the primary beneficiary across the board.
DEI in the Workplace
DEI policies disproportionately benefit white women in the workplace. Numerous reports over the last decade show that women suffer disparate representation in industry. One report showed that before DEI, women represented 47% of the U.S. workforce but held
only 28% of executive or senior management positions. In the areas where inclusion policies were enacted, those gaps began closing but data reveals that white women were the most likely to fill these roles. In fact, white women are far more likely than women of color to be promoted into leadership positions as a result of DEI initiatives.
While affirmative action policies were designed to aid minority groups (particularly Blacks) in overcoming barriers, they have not always had the intended consequences. In many cases, white women benefit more from these policies than their Black, and Indigenous counterparts. The National Bureau of Economic Research found that in the context of hiring practices, white women are often preferred over Black and Brown women in DEI-driven initiatives, despite being less likely to have faced the same structural barriers to entry.
DEI in Higher Education
The application of DEI principles in higher education, particularly through affirmative action in college admissions, has also shown that white women are the primary beneficiaries. The American Council on Education found that, while racial minorities have made some gains in college admissions, white women are far more likely to be admitted under affirmative action policies than Black and Brown applicants.
Earlier this month, the Texas Higher Education Coordinating Board reported that first-time undergraduate enrollment in historically white Texas institutions showed that African American enrollment remained virtually stagnant from 2009 to 2023.
This raises critical questions about the objectives of affirmative action. While it was originally designed to rectify the historical disadvantages faced by Black and brown students, white women’s access to affirmative action shows the policy is not adequately addressing the needs of those who are most marginalized. As universities strive to increase gender diversity alongside racial diversity, the result is often a higher percent- age of white women admitted, while students of color, particularly Black and Indigenous students, remain woefully underrepresented. So Why do Blacks support these programs?
