How The Diversity Industrial Complex Dominated Everything And Fixed Nothing

Just a decade ago DEI was just another obscure acronym. It was a collection of three ideas, each to weigh and be evaluated against other societal values. The terms diversity, equity, and inclusion weren’t yet being used in the singular, as one all-inclusive, non-negotiable moral imperative. They had not yet merged into a bureaucratic juggernaut that runs roughshod over all aspects of national life. 

They are available now. 

Seemingly in unison, and with almost no debate, nearly every major American institution — including federal, state, and local governments, universities and public schools, hospitals, insurance, media and technology companies, and major retail brands — has agreed that the DEI infrastructure is essential to the nation’s proper functioning.

Most major corporations have established DEI offices in their human resources department, from Amazon to Walmart. Also, sanitation departments have been established, as have police departments and physics departments. Organizations that were once opposed to DEI feel now compelled by DEI officers and DEI training. Organizations that already have a rich history, like the National Basketball Association or the National Football League, are also being challenged by DEI.  

Many of these offices also work with a vast network of DEI consultants, training outfits and trade organizations that support them. 

“Five years ago, if you said ‘DEI,’ people would’ve thought you were talking about the Digital Education Initiative,” Robert Sellers, University of Michigan’s first chief diversity officer, In 2020. “Five years ago, if you said DEI was a core value of this institution, you would have an argument.”   

Diversity, equity, and inclusion is an intentionally vague term used to describe sanctioned favoritism in the name of social justice. Its. Wikipedia entry It indicates disagreement on the definition. Merriam-Webster.com The Style guide online by Associated Press You can’t enter (the AP offers). Guideline on the terms and conditions). 

Yet however defined, it’s clear DEI is now much more than an academic craze or corporate affectation.

“It’s an industry in every sense of the word,” Peter Schuck is a Yale professor emeritus. “My suspicion is that many of the offices don’t do what they say. But they’re hiring people, giving them titles and pretty good money. I don’t think they do nothing.”  

It’s difficult to know how large the DEI Industrial Complex has become. The Bureau of Labor Statistics hasn’t assessed its size. Thomas Kochan, MIT professor of diversity, calculated that the industry was worth $8 billion annually two decades ago. Yet, with the additions of equity and inclusion, the industry has certainly grown an order-of-magnitude larger. McKinsey and Company surveyed American companies six years ago and found that they were spending $6 billion annually. $8 billion annually on diversity training alone. In the years that followed, DEI recruitment and training has only increased.  

“In the scope and rapidity of institutional embrace,” writes Marti Gurri, A former CIA analyst, he studies politics and media. “nothing like it has transpired since the conversion of Constantine.”  

Yet, the Roman Emperors have not demanded complete cultural transformation. There was no law mandating the enactment of DEI. No

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