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The counterargument is that these programs, first off, have never been that effective and that they've been discriminatory. The critics of DEI say that programs, for example, targeting a certain number of black employees in management ranks by 2025, for example, would be discriminatory against other races.

The counterargument is that these programs, first off, have never been that effective and that they've been discriminatory. The critics of DEI say that programs, for example, targeting a certain number of black employees in management ranks by 2025, for example, would be discriminatory against other races.

The counterargument is that these programs, first off, have never been that effective and that they've been discriminatory. The critics of DEI say that programs, for example, targeting a certain number of black employees in management ranks by 2025, for example, would be discriminatory against other races.

So these critics are saying that DEI programs and policies actually make systems less meritocratic and that it favors certain groups over others.

So these critics are saying that DEI programs and policies actually make systems less meritocratic and that it favors certain groups over others.

So these critics are saying that DEI programs and policies actually make systems less meritocratic and that it favors certain groups over others.

That's right. And so they claim that the goals of DEI program are actually having an inverse result, that they are discriminating against groups of people, notably white men.

That's right. And so they claim that the goals of DEI program are actually having an inverse result, that they are discriminating against groups of people, notably white men.

That's right. And so they claim that the goals of DEI program are actually having an inverse result, that they are discriminating against groups of people, notably white men.

While widespread use of the term DEI is relatively new, the concept actually builds on ideas that go back decades.

While widespread use of the term DEI is relatively new, the concept actually builds on ideas that go back decades.

While widespread use of the term DEI is relatively new, the concept actually builds on ideas that go back decades.

Well, it really dates back to the civil rights movement. And so affirmative action and equal employment laws were enacted in the middle of the 1960s. Lyndon B. Johnson in 1965 signed legislation making it illegal for federal contractors, for example, to discriminate based on race.

Well, it really dates back to the civil rights movement. And so affirmative action and equal employment laws were enacted in the middle of the 1960s. Lyndon B. Johnson in 1965 signed legislation making it illegal for federal contractors, for example, to discriminate based on race.

Well, it really dates back to the civil rights movement. And so affirmative action and equal employment laws were enacted in the middle of the 1960s. Lyndon B. Johnson in 1965 signed legislation making it illegal for federal contractors, for example, to discriminate based on race.

And so during the 60s, you saw companies starting to develop some of the first diversity training programs. And then for decades, you saw companies continuing to do more and more of this work.

And so during the 60s, you saw companies starting to develop some of the first diversity training programs. And then for decades, you saw companies continuing to do more and more of this work.

And so during the 60s, you saw companies starting to develop some of the first diversity training programs. And then for decades, you saw companies continuing to do more and more of this work.

At schools, in government and nonprofits, and in the corporate world, these policies focused on recruiting people across races and genders. And for years, affirmative action saw broad bipartisan support.

At schools, in government and nonprofits, and in the corporate world, these policies focused on recruiting people across races and genders. And for years, affirmative action saw broad bipartisan support.