As a follow up to the war on CRT (Critical Race Theory) and wokeness, the right has waged a largely successful war on DEI (Diversity, Equity and Inclusivity). While I take a favorable view of DEI, I recognize that DEI efforts sometimes suffered from corruption and inefficiency. I also acknowledge (and criticize) that some of it was purely performative. This is to say that the efforts of DEI were just like other human efforts, which gives us no special reason to criticize it in particular for these failings. But these are flaws that should be addressed, whether they be in DEI programs or the operations of the Pentagon. Despite these flaws, there are  good reasons in favor of DEI. And, of course, arguments against DEI.

One justification for DEI efforts is that they are supposed to offset past unfairness, discrimination, and injustice. That is, they are warranted on the moral grounds that they address past wrongs. A standard concern about this justification is that it can be seen as addressing past discrimination by engaging in present discrimination. As an illustrating anecdote, when I was applying for a job during my last year of grad school, I and my fellow white male philosophers were worried that our chances of getting a job would be lower because schools appeared to be addressing past discrimination in hiring by what seemed might be present discrimination in hiring. That is, that we white males of the (then) present would be sacrificed to atone for the sins of the white males of the past. While it is tempting to dismiss such concerns, there is a reasonable moral concern about fairness. I recall that there were serious suggestions that the old white guys should step down to open more jobs for women and minorities. After all, to the degree they “earned” their jobs because of past discrimination and exclusion, would it not be fair that they be the ones to pay the price demanded by justice? This approach and its consequences do raise moral concerns about individual justice and justice for groups. Being philosophers, we did consider that even if we, as individuals, were treated unfairly during the hiring process, this might still be morally justified. Those of us inclined to difficult self-reflection also considered that we might have been under the influence of racism and sexism when thinking that we might be treated unfairly simply in virtue of being white men. Because of my own experience, I can understand how people might feel about DEI. My considered view is that while there can be cases where white men are treated unfairly, concerns about addressing past wrongdoing are morally relevant on utilitarian grounds. Also, virtue theory supports this: it is better to err on the side of addressing a greater injustice rather than refusing to do so out of an exaggerated fear of the possibility of a lesser injustice.

A second reason in favor of DEI efforts is that they can address existing unfairness and discrimination. For example, funding programs for minority owned businesses can be seen as helping to offset the discrimination against minorities in the realm of finance. As another example, a scholarship for female students in the sciences can be seen as offsetting the bias against women in the sciences.

Such efforts can, of course, be interpreted as unfair. For example, a white business owner might argue that funding only available to minorities is unfair to her. As another example, a male student could contend that it is unfair that he cannot get the scholarship that a woman can. While such arguments can be made in good faith, they are often made in bad faith by people who know that, for example, white business owners are more likely to get loans than minority business owners (even when they are financially equal)—so white business owners already have an unfair advantage. Good faith reasoning requires that we consider the full context and not just take each alleged unfairness in ahistorical isolation. For example, in isolation it might seem unfair if funding or a scholarship were not available to everyone. But if one group already enjoys an unfair advantage, attempting to offset that helps restore fairness. Unfortunately, many unfair advantages are hidden and exposing them often requires good faith analysis and interpretation. To illustrate, banks obviously do not advertise special white-only rates for home loans, but these exist in practice. As such, explicit efforts to provide fair loans to minority home buyers can appear unfair, since they explicitly exclude while the exclusions in practice are usually concealed.

A third reason in favor of DEI efforts is that they can aim at allowing fair consideration of and opportunities for people who would otherwise be excluded. Going back to my example of academic hiring, academic philosophy was (and is) a mostly white male field and it took intentional effort for highly qualified women and minorities to even be considered for professorships. In the case of competitions for such things as jobs or scholarships, this approach increases fairness by preventing people from being excluded simply because of their race, gender, age, etc.

The usual criticism of this is that DEI efforts are not really aimed at providing equal consideration and fairness, but are intended to provide an unearned advantage to some people based on their identity. While such criticisms can be made in good faith, they are often made in bad faith based on racism and sexism. I will discuss this in my next essay in this series as I look at how the American right works to erase and whitewash history as part of its attack on DEI efforts.