So You Think It’s “Just a DEI Hire”? Let’s Talk About the Racism in That Assumption

Here’s a little common sense for you:

If your first thought when you see a Black person in a position of power is “they only got the job because of DEI”, then congratulations — you’ve just said a lot more about your own prejudice than about that person’s qualifications.

Let’s be real for a second. DEI — Diversity, Equity, and Inclusion — has become the boogeyman of the decade. Folks hear those three letters and suddenly think merit went out the window and a participation trophy showed up in a briefcase. But here’s the irony that too many people overlook: for generations, people of color were excluded from positions not because they weren’t qualified, but because they weren’t allowed to be seen as qualified.

So when someone finally breaks through those barriers, the assumption is that they didn’t earn it?

That’s not skepticism. That’s racism dressed up as “concern for merit.”

The Myth of the “DEI Hire”

Let’s unpack what people mean when they say someone was a “DEI hire.” They’re implying that the person was chosen because of their race, gender, or background — instead of their skills or experience. But that logic completely ignores two things:

1. The systemic gatekeeping that’s kept talented minorities out of key positions for decades.

2. The proven fact that marginalized professionals often have to over-deliver just to get noticed.

There’s an old saying — one that every Black professional knows by heart —

“Black people have to be twice as good to get half as much.”

It’s not just a catchy phrase. It’s the reality our parents and grandparents lived through — and it’s still echoing today. Black professionals, especially in corporate America, are often more educated, more experienced, and more adaptable because they had to be. They had to navigate bias, stereotypes, and systems that weren’t built for them — and still outperform their peers.

So, if a Black woman becomes a VP, a CEO, or a university dean, odds are she didn’t get there because of DEI. She got there in spite of the barriers DEI programs were created to address.

The Real Double Standard

Funny thing — when a mediocre white guy gets promoted, nobody questions it. Nobody whispers, “Oh, he must’ve been a NEPOTISM hire,” or “Guess he benefited from white comfort culture.” No, the assumption is always that he earned it. But when a person of color gets that same opportunity, suddenly everyone’s an armchair HR expert, ready to audit their résumé.

That’s not “questioning the process.” That’s revealing bias. Because the standard of proof is different depending on the skin tone of the person being discussed.

DEI Isn’t Lowering the Bar — It’s Removing the Blindfold

The truth is, DEI initiatives aren’t about giving unqualified people a free ride. They’re about forcing companies to take off the blindfold that’s kept them from seeing qualified candidates who don’t look like them. It’s about accountability — making sure opportunities reach those who’ve been unfairly overlooked for generations.

Calling someone a “DEI hire” is like saying a woman in the 1950s only got a job because of “women’s rights.” No, she got the job because she was finally allowed to compete.

Let’s Flip the Script

If anything, we should recognize that many so-called “DEI hires” have faced more scrutiny, more pressure, and more skepticism than their peers. They’ve had to be twice as good just to be considered equal. They’re not the exception to the rule — they’re proof that the rules were rigged in the first place.

So, the next time someone mutters that tired old “DEI hire” line, ask them this:

“Why do you assume that diversity means less qualified?”

Because if diversity threatens your idea of merit, maybe your definition of merit wasn’t that solid to begin with.

Common Sense Conclusion

Let’s use some good old-fashioned common sense. Assuming someone isn’t qualified because of DEI isn’t just lazy — it’s racist. It’s a bias that keeps moving the goalposts for marginalized people no matter how hard they work or how much they achieve.

The world isn’t worse off because workplaces are finally reflecting the people they serve. It’s better — smarter, more dynamic, and more just.

So maybe the next time you see a Black pilot, woman executive, or person of color thriving in their role, don’t assume DEI handed it to them. Assume they earned it — because odds are, they’ve been earning it for a very long time.