Do diversity initiatives in recruitment "lower the bar"?
Let's unpack this together
Does DEI "lower the bar" in talent? Let’s unpack that.
“DEI is all about quotas and reducing merit.”
DEI isn’t about lowering standards. It's about recognising that talent exists everywhere, not just within demographics that have historically had a seat at the table. It’s about expanding the pool and creating environments where all voices can thrive.
“It’s divisive.”
We think the real divisiveness comes from not addressing systemic inequalities. Ignoring issues like disability, racial, gender, and economic disparities doesn’t make them go away—it lets them fester. DEI is about inclusion—ensuring everyone has an equal shot at success. That’s not divisive. That’s essential.
“It leads to mediocrity.”
Companies that prioritise DEI are proven to be more innovative and profitable. Diverse teams bring creativity and new perspectives, driving better outcomes. Mediocrity is staying with what’s comfortable—not pushing boundaries.
“People should be hired based on skill, not identity.”
For years, people’s identities have been a barrier to fair hiring (our recent post on corporate catfishing proved that). DEI initiatives are about levelling the playing field so skills are the only thing that counts.
“Let’s focus on the job, not someone’s race or gender.”
DEI isn’t about focusing solely on race or gender—it’s about acknowledging how they, and other protected characteristics and privileges, impact opportunity. Addressing these barriers benefits everyone in the long run.
Opinions aside, the evidence doesn’t back up the notion that DEI is a setback. It’s about creating more opportunities and pushing for innovation, equality, and long-term success.
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