Part 3 of 4 Parts
Elon Musk, (Telsa, Space X, X) said, “The point was to end discrimination not to replace it with different discriminations.” Unfortunately, a strong focus on inclusivity goals often trumps merit and fairness to all.
Reporter Teresa Hopke says that companies rushed into inclusivity by hiring individuals, usually from underrepresented groups, who did not have the experience or resources to move the needle. As a result, states are passing laws limiting the reach of inclusivity programs and companies have moved away from mandatory anti-bias training.
Universities that prioritized inclusivity over merit have struggled.
The Supreme Court ruled that Harvard University and North Carolina admission programs prioritizing race-based admissions violated the equal protection clause and were unconstitutional.
Writer Steven McGuire reported that the University of Michigan’s 2023-2024 DEI program included 241 staffers and a $30 million budget. Their previous five-year program cost $85 million and black enrollment dropped from 4.3% to 3.9%. Student dissatisfaction with the university’s climate decreased from 72% to 61%.
A Claremont Institute study at Texas A&M University, found that the percentage of black people who felt like they belonged dropped from 82% to 55% despite an annual DEI budget north of $11 million.
Organizations that strive to attain inclusivity goals by subordinating merit put their mission at risk.
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