Ending DEI Programs Means Americans Win and Bureaucracy Loses

Originally published by the Washington Examiner

Diversity, equity, inclusion. These three words, commonly referred to as DEI, sound harmless, even virtuous. We all want everyone to be treated fairly. Unfortunately, DEI has become a shield for expensive, unfair, and often unlawful discrimination in federal hiring practices.

DEI advocates often liken these policies to Title VI and Title VII of the Civil Rights Act of 1964, but that comparison is misleading. Title VI prohibits discrimination in federally funded programs on the basis of race, color, or national origin. Title VII does the same in employment for race, color, religion, sex, or national origin. These landmark laws were clear, direct, and neutral: Judge merit, prohibit discrimination, and keep identity politics out of programs and employment.

Nearly 60 years later, however, lawmakers and bureaucrats decided the existing protections weren’t enough. Under the banner of DEI, the definition of “discrimination” was twisted beyond recognition. Instead of protecting individuals from unequal treatment, DEI became a justification for imposing new mandates, expanding bureaucracy, and pouring billions of dollars into programs that often achieve little besides growing government payrolls.

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