Diversity, Equity, and Inclusion (DEI) programs generate a high level of polarization in the viewpoints across online discourse. Some people support DEI programs, viewing them as important tools to foster more inclusive and equal societies. They believe its efforts are to bridge the gap between different racial, ethnic, gender, and religious groups. They see DEI programs as a way to educate people about the importance of embracing diversity and promoting equality.

However, many others express skepticism and resentment towards DEI programs. They see these initiatives as forced and unnecessary, arguing they lead to reverse discrimination or that they are a form of political correctness gone too far. Others believe DEI programs do not address the issues they claim to and, rather, are tokenistic and break down traditional values.

Many view DEI as an ideology that exacerbates division and is a breeding ground for anxiety and depression. Some in this group believe “woke” activists are more likely to be unhappy, anxious, and depressed. This is backed by a study by psychological researchers in Finland, which has is frequently mentioned in these discussions.

MIG Reports also analyzed a trend of people calling for more transparency and accountability for DEI programs. They argue organizations need to provide clear evidence that these programs are effective, and not merely symbolic gestures.

Viewpoints on DEI can often be simplified in the “right-left” paradigm. There is also a gender aspect to the discussion, with the Finnish study suggesting that women are more likely to identify with woke beliefs than men. This has prompted conversations about gender roles and societal expectations.

Deeper Analysis

More Americans accept the possibility of DEI practices producing unintended outcomes. They believe forced DEI practices lead to negative impacts on organizational effectiveness, compromised safety standards, disrupted workflows, or internal tensions. For instance, if DEI initiatives prioritize diversity metrics over technical qualifications in hiring or promotion decisions, many believe it will lead to issues with competence or performance in critical roles within the aerospace industry.

Recently, online discussions about airline travel, airline delays, and airline safety events are trending — specifically regarding Boeing. Late 2023 saw large, parallel Google search trends spike for “DEI” and “Boeing.” 

Americans are beginning to push back on DEI programs and other forced diversity projects pushed by the media or corporations. Some of the issues many fear could arise from the forced introduction of DEI practices include: 

Compromising Safety Standards

Prioritizing diversity metrics over technical qualifications in aerospace industries may compromise safety standards, potentially increasing the risk of errors or safety incidents, especially if critical roles lack the necessary technical expertise due to diversity-focused hiring decisions. 

Disrupting Workflows

Introducing DEI initiatives may disrupt operations and productivity, potentially causing interruptions and delays to production schedules. 

Creating Internal Tensions

Forced DEI practices, if perceived as unfair, may lead to internal tensions, decreased collaboration, and morale issues among employees who believe diversity metrics supersede merit-based criteria in hiring, promotion, or project assignments. 

Undermining Competence and Performance

Prioritizing diversity metrics over technical qualifications in DEI initiatives for hiring or promotion decisions may lead to decreased competence and performance in critical roles. 

Legal and Regulatory Compliance Risks

Implementing DEI practices without considering legal requirements may expose organizations to compliance risks, including potential legal challenges, fines, and reputational damage if discriminatory practices violate anti-discrimination laws.