Disclaimer: I live in a Red state. It is election season, and many of the political ads follow a specific script. Lately, I’ve seen women slamming DEI (Diversity, Equity, and Inclusion), which sent me down a rabbit hole. On the surface, diversity, equity, and inclusion sound like common sense—why would any rational person be opposed? Don’t we want to promote a culture where individuals are given opportunities based on their skills, regardless of their gender, background, or physical abilities? When did recognizing the contributions of minorities, women, and the disabled become a “bad” thing?
What is DEI and Who Benefits?
When we talk about who benefits most from DEI, the answer usually falls into two categories: those who gain access and those who gain perspective. While the goal is to create a “rising tide that lifts all boats,” specific profiles see the most significant impact. By addressing the “hidden” barriers that prevent qualified people from even getting to the starting line, DEI ensures that merit—rather than proximity to power—is the primary driver of success.
Leveling the Field for Professionals
Underrepresented professionals often see the most tangible benefits through career advancement and economic mobility. For “First-Gens,” who lack the unwritten rules of corporate networking, DEI provides the mentorship needed to navigate the “hidden curriculum.” Neurodivergent individuals (such as those with ADHD or Autism) benefit when companies focus on technical skills rather than social cues during interviews. Furthermore, for women, DEI training helps managers recognize the “Likability Trap,” where assertive traits praised in men are often viewed negatively in women.
The opposition asserts that if these groups were “better qualified,” they would be hired. But would they? My mom applied for a position as the director of special education in our local school district. She held the same position in a nearby town and had over 10 years of experience in much larger districts. The night before the interview, the person in charge told her to drop out because they would not consider a woman. The position was offered to an unqualified man. When he realized the school would have to legally document that “no qualified candidates applied” (despite my mom’s resume and interview), he declined. Eventually, the job went to another unqualified man, and my mom ended up serving as his mentor because he lacked even basic knowledge of IEPs and IDEA.
Opening Doors for the Disabled
For the disabled community, being “qualified” often depends on having the right tools. DEI encourages companies to focus on output rather than method, recognizing that a brilliant coder with a visual impairment or a manager with mobility issues can excel with screen-readers or remote work. These programs show that “reasonable accommodations” often cost very little but allow employers to tap into a massive pool of talent. In fact, as of early 2026, the employment-to-population ratio for people with disabilities has reached historic highs (nearly 39%), largely due to more inclusive workplace flexibility.
My dad was a polio survivor and a paraplegic. He was also blessed with an amazing bass voice and worked as a radio DJ, program director, and engineer for years. Yet, whenever the station needed to reduce staff, Dad was always the first impacted. He was usually told it wasn’t because of his abilities, but because he was a “crip” and “didn’t need the job” as much as others.
The “Average” Employee: The Invisible Benefit
Many people don’t realize they are benefiting from DEI because the changes feel like general workplace improvements. For instance, inclusive meeting cultures that require agendas or written feedback benefit introverts who might otherwise be talked over. Similarly, the push for “equitable access” has led to better digital tools and asynchronous communication, which directly benefits remote workers and caregivers who need flexibility to stay in the workforce.
Leadership, Consumers, and the Business Case
From a “bottom-line” perspective, companies view DEI as a competitive advantage. Executives who avoid “groupthink” by surrounding themselves with diverse perspectives are less likely to experience “blind spots” that lead to costly blunders. Research from 2025 shows that companies with comprehensive DEI programs have 12% higher employee retention and 3.2% higher revenue growth compared to those without. This extends to consumers as well—diverse teams create safer medical treatments and tech products (like facial recognition) that actually work for everyone.
The Real-World Friction: Why the Opposition Remains
The friction seen in the political world comes from a disagreement over intent versus outcome. Critics, particularly in the MAGA movement, argue that the system “tips the scales” too far, resulting in what they see as a new form of “reverse discrimination.” They point to appointments they view as purely political, while proponents argue that current cabinet picks—like Robert F. Kennedy Jr. (confirmed as HHS Secretary in Feb 2025 despite no medical degree)—show that “merit” is often defined by loyalty rather than expertise.
Ultimately, the real benefit comes when DEI is treated as a genuine way to ensure everyone has the tools to succeed, rather than a “check the box” exercise. It’s about ensuring that the next person with my mom’s qualifications or my dad’s voice isn’t told to “drop out” before they even get a chance to speak.
The Dee Zone 