President Donald Trump’s has signed a new executive order removing Diversity, Equity, Inclusion, and Accessibility programs in the government sparking a debate amongst supporters and adversaries. Supporters say hiring and promotions should be based on skills and hard work, not background. On the other hand, critics argue that getting rid of DEIA could undo years of progress in workplace opportunity. What these people do not realize is that diversity and merit are not supposed to be opposed. Cultural backgrounds and merit, can create a stronger work environment.
Trump’s main reason for ending DEIA programs is fairness. He believes that jobs should go to the most qualified person, not based on diversity. Focusing only on merit makes sure the best people are in important roles, which can improve how well businesses and government offices are run. Getting rid of DEIA programs also ensures a successful future for your company with qualified personnel. The issue with the removal of these programs is that it is often presented in a way that suggests these groups are being unfairly targeted.
“Hiring based on merit is equally as important as having people from different cultures. I think it is unfair for under qualified employees to get hired over candidates with better resumes. But, I think that you need to make exceptions because a variety of backgrounds can give you ideas you would not have thought of,” sophomore Orlando Mora said.
When operated correctly, DEIA programs do not give unfair advantages. Instead, they make sure everyone has a fair chance to succeed. A diverse team can bring new ideas and creative solutions that a group of people with similar backgrounds might not have thought of. Having employees from different cultures and experiences can make the job easier with better problem-solving. Diversity can also help businesses and governments connect with the people they employ. A diverse group allows companies to value different perspectives.
“I think because DEIA existed, companies felt they needed to respect people that belong to diverse groups even more. Even though it can be considered unfair for people that do not fall under that group, it still made it so that a big group of people felt more comfortable in the workplace. Basically, DEIA helped connect a lot of people in jobs,” freshman Elliot Cuevas said.
DEIA programs can make employees feel valued and respected, leading to higher job satisfaction eventually leading to productivity. When workers believe they have a fair chance to succeed, they are more engaged in their jobs. If employees feel unappreciated and ignored, they may leave, which can be costly for companies causing them to fall apart over time.
The DEIA also helps businesses find the best talent by reaching out to more applicants. Without this program, companies could miss out on skilled candidates because they are not ideal for the hiring process or do not meet the standards but would have the potential to grow once in the company.
“Many people who would benefit from DEIA programs don’t have access to the same resources as others, which makes them seem less qualified on paper. However, this doesn’t necessarily mean they would not be good in a role. I think it is about the opportunities that everyone has gotten,” sophomore Abel Alonso said.
Completely removing DEIA programs ignores the valuable benefits they come with. A combination of hiring based on qualifications and encouraged diversity would be a better solution. Instead of eliminating DEIA entirely, improving it to ensure both fairness and opportunity would be a smarter approach.
The goal should be to create workplaces that value both merit and diverse perspectives. Instead of completely removing DEIA programs, they could be adjusted to continue promoting inclusivity. By recognizing and addressing the challenges some workers face, companies can make sure everyone has a fair chance to show their skills and contribute to the company’s success.
“Workplaces should combine fairness and inclusivity. It’s not about choosing one over the other, merit and diversity can go hand in hand,” sophomore Danny Brizuela said.
With the end of the system near, there must be another solution to integrate merit and inclusivity rather than choosing one over the other. The merit system should find the best people for the job, and DEIA programs can help that happen.
