Did diversity ever work ... at work?

Summary

Podcast Summary: "Did Diversity Ever Work ... at Work?" - Today, Explained by Vox

Release Date: March 16, 2025

Hosts: Sean Rameswaram and Noel King
Description: Today, Explained is Vox's daily news explainer podcast guiding listeners through the day's most important stories. In this episode, titled "Did Diversity Ever Work ... at Work?", hosts delve into the effectiveness, evolution, and current challenges of Diversity, Equity, and Inclusion (DEI) initiatives in the workplace.

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1. Introduction to DEI and Its Origins

The episode opens with a critical look at DEI policies, highlighting their inception and transformation over decades.

• Jon Glenhill (00:00): Questions the commitment of business leaders towards genuine diversity efforts versus superficial attempts.

• Historical Context: Em traces the roots of DEI back to the 1960s, linking it to federal initiatives like President Kennedy's executive order and the Civil Rights Act of 1964. These laid the foundation for preventing discrimination in hiring and employment practices.

• Em (04:22): Emphasizes how DEI evolved from mere compliance to corporate social responsibility, citing companies like IBM that went "a little bit further" in their diversity efforts beyond legal obligations.

2. Evolution of DEI in the Corporate World

The discussion moves to how DEI initiatives have been adopted and adapted by private companies over time.

• Em (05:32): Discusses the shift in the 1980s when diversity became seen not only as ethical but also as beneficial for business competitiveness. References the influential Hudson Institute report "Workforce 2000" (1987), which predicted a rapidly diversifying American workforce and urged companies to adapt accordingly.

• Jon Glenhill (08:23): Highlights the importance companies placed on diversity to attract top talent in a changing demographic landscape.

3. Criticisms and Challenges of DEI Initiatives

The hosts and guests delve into the criticisms that DEI programs are often performative and fail to produce substantive change.

• Em (01:52): Expresses conflicted feelings about DEI initiatives being under attack, recognizing both the importance of addressing structural inequalities and the perception of these programs as performative.

• Jon Glenhill (03:31): Criticizes DEI for reversing its intended goals, implying that anti-racism efforts sometimes result in new forms of discrimination.

• Em (05:53): Points out the negative labeling of hires as "DEI hires," suggesting that this undermines meritocracy and fosters resentment.

• Em (09:27): Argues that many DEI initiatives are mere corporate PR efforts without genuine intent to create change, referring to the "DEI industrial complex."

4. Backlash Against DEI During the Trump Administration

The episode examines the political backlash against DEI, particularly under the Trump administration's policies.

• Jon Glenhill (12:07): Discusses the Supreme Court's decision striking down race-conscious admissions at Harvard and UNC, linking it to reduced diversity in educational institutions.

• Jon Glenhill (16:45): Outlines how organizations responded to the Trump administration by either closing their DEI initiatives, pausing them, or doubling down despite political pressures.

• Em (24:47): Notes that major companies like Meta, McDonald's, Amazon, and Target have rolled back DEI programs, raising concerns about the future support systems for minority employees.

5. Expert Insights: Interview with Eric Ellis

Eric Ellis, CEO and President of Integrity Development, shares his perspective on the shortcomings and potential of DEI initiatives.

• Eric Ellis (15:38): Reflects on his early approach to DEI, which involved blaming and shaming, and how he shifted to fostering transparency and acknowledging personal biases (16:15).

• Jon Glenhill (17:58): Emphasizes the importance of recognizing that bias is a human condition and the need to include and understand the challenges faced by all groups, including white men.

• Eric Ellis (22:12): Discusses the challenges of rebranding DEI without addressing underlying issues, suggesting that maintaining internal commitments while altering external messaging is a common but flawed strategy.

6. Effectiveness of DEI Programs and Future Implications

The conversation turns to evaluating the actual impact of DEI initiatives and their future trajectory.

• Jon Glenhill (24:47): Asserts that training alone is insufficient, advocating for structural changes to address inequities genuinely.

• Em (25:38): Critiques that DEI efforts often fail to produce tangible progress due to a lack of meaningful commitment, arguing that representation alone is not a solution.

• Jon Glenhill (28:03): Highlights the myth of meritocracy, suggesting that favoritism and subjective judgments undermine fair hiring and promotion practices.

• Em (29:30): Acknowledges the good intentions behind DEI while criticizing the industry's focus on superficial measures rather than substantive changes like pay equity.

7. Conclusion: The Path Forward for DEI in the Workplace

The episode concludes by contemplating the future of DEI initiatives and their role in creating equitable workplaces.

• Em (28:36): Urges employees to hold their companies accountable as DEI support systems are rolled back.

• Jon Glenhill (25:27): Emphasizes that lasting change requires moving beyond identity politics to focus on fairness and equity in the workplace.

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Notable Quotes:

• Em (01:52): "I believe that it's incredibly important that structural inequalities in workplaces should be resolved. But I also feel deeply othered by companies with ostensibly strong DEI programs and policies."

• Jon Glenhill (05:00): "I think DEI as it is today in companies takes many forms... ensuring equal employment opportunities."

• Em (09:27): "It's just corporate PR. They want good vibes and also they want to cover their ass."

• Jon Glenhill (17:58): "Bias is a human condition, that all people have bias, and we have to really work on that."

• Em (25:38): "Representation is not a solution to anything. It's been dubbed the DEI industrial complex by some because there have been a lot of consultants hired without the actual intent to make any tangible changes."

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Key Takeaways:

1. Historical Evolution: DEI initiatives have evolved from federal compliance to corporate social responsibility, aiming to foster diverse and inclusive workplaces.

2. Criticisms: Current DEI programs are often seen as performative, focusing more on image rather than implementing meaningful structural changes.

3. Political Backlash: The Trump administration's policies and Supreme Court decisions have significantly impacted DEI efforts, leading to reduced diversity in educational institutions and corporate pushback.

4. Effectiveness: Genuine DEI progress requires more than training and superficial measures; it necessitates structural reforms to eliminate favoritism and ensure equitable opportunities.

5. Future of DEI: For DEI to be effective, companies must commit to authentic changes rather than rebranding or superficial initiatives, ensuring that efforts lead to real equity in the workplace.

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This episode of Today, Explained provides a comprehensive examination of the complexities surrounding DEI in the workplace, highlighting both its historical significance and the contemporary challenges it faces. Through insightful discussions and expert opinions, listeners gain a nuanced understanding of whether diversity initiatives have truly worked and what is needed to create genuinely equitable work environments.

Transcript

[Jon Glenhill]

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[Em]

Play or are you playing to win?

[Jon Glenhill]

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[Em]

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[Jon Glenhill]

Tyranny of so called diversity, equity and inclusion policies. White people are the largest group of people that believe that they're discriminated against. Everyone was like, this is a meritocracy. I never quite seen that. I was a beneficiary of the so called meritocracy.

[Abdullah Fayyad]

Hey y'all, I'm John Glenhill and this is Explain It To Me, your hotline for the questions that matter most to you. You've reached the Explain It To Me hotline. You've got questions. We've got answers.

[Em]

Hi, my name is Em, and when I hear about workplace government DEI initiatives being under attack by the Trump administration, I as a clear person feel deeply conflicted. On the one hand, I believe that it's incredibly important that structural inequalities in workplaces should be resolved. But I also feel deeply othered by companies with ostensibly strong DEI programs and policies. I found that the programs are often performative and they result in organizations that say the right things instead us doing the right things. So how cynical am I being.

[Jon Glenhill]

To.

[Abdullah Fayyad]

Get an answer to this question? I knew just who to talk to. Abdullah Fayat.

[Em]

I'm a writer at Vox and I write a lot about race and class.

[Abdullah Fayyad]

Okay, let's talk through what we mean when we talk about dei. I think we should stay focused on private companies instead of the federal sector, because that could be its own conversation. But, yeah, what. What exactly are we talking about?

[Em]

Well, it's interesting because, you know, the history of this really does start with federal workers, or at least federal contractors. Starting in the 1960s, it's much easier.

[Jon Glenhill]

To integrate a lunch counter than it is to guarantee a livable income and.

[Em]

A good, solid job.

[Jon Glenhill]

I shall ask the Congress of the United States to act to make a commitment. It is not fully made in this century to the proposition that race has.

[Em]

No place in American life or law. A lot of people now think of DEI just because it's a buzzword.

[Jon Glenhill]

DEI reverses the things it's intended to do in the name of ending racism. You get anti racism, which basically means you're just discriminating against another group because they used to discriminate.

[Em]

It's become part of the culture wars. You know, a big part of the Republican crusade in this Trump administration is to attack de but it really goes back many decades when President Kennedy signed an executive order that required federal contractors to actively not discriminate in their hiring process. That was followed by an actual tangible law passed by Congress, the Civil Rights act of 1964, which required all companies of a certain size to make sure that they do not discriminate against their employees or people they might hire.

[Jon Glenhill]

This Civil Rights act is a challenge to all of us to go to work in our communities and our states, in our homes and in our hearts, to eliminate the last vestiges of injustice.

[Em]

You know, and this eventually evolved into DEI as we know it today. Private companies really took it and ran with it. We started seeing companies in the 1960s, late 1960s, early 1970s, not just complying with the law, but going a little bit further. So at first, you know, these all looked similar to what we know now. You know, anti harassment training, things like that, that were essentially targeted at making sure that employees and companies complied with the law so that they're not liable. But there were companies like IBM that took it a step further. Maybe it was to avoid bad press, maybe it was to get good press. This idea that this wasn't just something that we have to do in order to comply with the law, but it's a matter of corporate social responsibility. And so, you know, that's kind of the DEI that we know it today came from that origin.

[Abdullah Fayyad]

Yeah. What does it actually look like? You know, I feel like it's a buzzword that gets thrown around. I mean, we saw Kendrick Lamar perform at the super bowl halftime show. And there were people who reacted and said, this is a DI halftime show. And that is not what we're talking about when it comes to these businesses. How does DEI manifest in companies today?

[Em]

Well, yeah, I mean, dei, like you noted, I mean, it's become a slur. It's become oftentimes a racial or sexist slur. Any time there is a woman in a position that's higher position, you know, it's said to be a DEI hire. Anytime it's a non white person, it's a DEI hire. No matter how many qualifications they have for that job. We've got a DEI hire in here. And what about white females? What about any other group? It just, when you go down that route, you, you, you take mediocrity. And that's what they, you know, on the right, we keep hearing this repeated talking point that these are DEI hires. But DEI as it is today in companies takes many forms. Most notable is, you know, things that have been around for a really long time. So anytime you start a new job at a company, chances are you had to sit through, you know, these trainings about harassment in the workplace, be it sexual harassment, racism, implicit bias training. And then we see other initiatives as well that companies take on, you know, celebrations of certain heritage months and heritage events and things like that. But another major part of DEI is just to make sure that your recruitment process is fair. It's not a matter of, oh, we need quotas or we need to make sure that there are only a certain amount of white men in management or in certain parts of a company. A lot of DEI is to make sure that we have an equal employment opportunities.

[Abdullah Fayyad]

You know, these companies have chosen to diversify even though they weren't required to. What's the reason they give for going above and beyond when it comes to these initiatives?

[Em]

I think this kind of really evolved out of the 1980s, you know, when companies started to see diversity in hiring and just diversity more broadly as not just a moral thing to do, but that it was actually good for your bottom line as well. You know, I don't know that there are many studies that show that a diverse workforce, you know, creates more profits necessarily. But where that really came from was, you know, 1987, there was a report from a think tank called the Hudson Institute. The report was called Workforce 2000 in the year 2000. This came out in 1987, and it kind of took the corporate world by storm. It went viral at the time, if that, that's not a word that was Used then their version of viral. This was a report that every, every major company was reading. And it essentially was making predictions for what the American workforce was going to look like in the year 2000.

[Jon Glenhill]

In the year 2000.

[Em]

And it was telling these companies that the workforce is diversifying at a really rapid rate, both by gender and by race, immigrant status and the like. And essentially companies really took that to heart because they wanted to remain competitive. And to remain competitive, you had to be competitive among the workforce, not just consumers, but if you wanted to hire good talent. And the workforce was changing. These companies really tried to change their policies in order to adapt to this new world that was being created in the US for a more diverse workforce. So that's the kind of business argument. That's where it started from.

[Abdullah Fayyad]

Yeah. You know, it's interesting, Em was curious, you know, in saying, am I being too cynical? Like, is this just about business? Is this just saying, okay, this is the best way to be profitable, or is it kind of like, oh, out of the goodness of our hearts, we want to better represent America in our business? Sort of. What's the thought process behind these decisions?

[Em]

Well, I mean, I think M is not too far off. I happen to agree with a lot of what they said, you know, which is a lot of the DEI initiatives that we have seen at many major companies at academic institutions have largely been performative. And that's why what we see oftentimes and why there's a lot of criticism of DEI programs not just from the right, but from the left as well. It's just corporate pr.

[Jon Glenhill]

They want good vibes and also they.

[Em]

Want to cover their ass. You bring in a speaker, a one time thing, or you do anti harassment trainings and implicit bias trainings that study after study have shown have been largely ineffective. And some studies have actually shown them cause antagonism. They have been antagonizing some people in management, but the reason we do it is in large part because companies are performing for their employees, showing them that they are, you know, saying the right things, but it doesn't always mean that they're doing the right things. You know, one of the best examples of this is that, you know, we see pay discrimination at company after company after company. And no matter what the law is, we have not seen this get corrected.

[Abdullah Fayyad]

Okay, so there are these instances where DEI policies are in place, but they aren't all that effective. We've talked a little bit about this pendulum swing from DEI and it's happened both on the right and on the left. When did we start to see that pendulum swing back on dei? How did we go from, like, you know, this peak moment in 2020 to.

[Em]

Where we are now in, you know, the 2000s, the 2010s, with the rise of movements like Black lives matter, the MeToo movement, you know, we saw a lot of companies take a more active PR stance. So they all, you know, wanted to say the right things.

[Jon Glenhill]

We have been a collective of individuals, different kinds of people from different kinds of places.

[Em]

When we open the door to new worldviews, groundbreaking ingenuity can enter the room where maybe this had reached a peak right after the George Floyd protest, when a lot of companies were doing a lot of work to, you know, quickly diversify or to double down on the programming that they had and to do these listening tours with employees and all of these kinds of initiatives. And we saw companies all across the board do this, from fashion brands to fast food companies. Since then, you know, there has been a careful, slow and deliberate attack on DEI from the right that has gained traction.

[Jon Glenhill]

The US Supreme Court today dealt a.

[Em]

Major blow to affirmative action in higher education, striking down race conscious admissions programs at Harvard University and the University of North Carolina. That was a huge deal. And now we're seeing schools become less diverse in enrollment as a result. Obviously, DEI and affirmative action are not the same thing, but they are rooted in the same history and they have the same ideals, essentially the same goals.

[Abdullah Fayyad]

All right, thanks, Abdullah. I want you to stay close because I have a few more questions for you. But first, we're going to take a second to talk with an innovator in the world of diversity, equity and inclusion about where DEI falls short. That's coming up next on Explain it to Me. Support for Explain it to Me comes from the fundrise flagship fund. Real estate investing is boring. Now. Prediction markets, on the other hand, or even the stock market, which can swing wildly based on a headline. Those will keep you on the edge of your seat. But with real estate investing, there's no drama or adrenaline or excuses to refresh your portfolio every few minutes. Just bland and boring stuff like diversification and dividends. So you won't be surprised to learn that the fundrise flagship real estate fund is a complete snooze fest. The fund holds $1.1 billion worth of institutional caliber real estate managed by a team of pros focused, steadily growing your net worth for decades to come.

[Em]

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[Abdullah Fayyad]

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[Jon Glenhill]

When I started doing this work in the 90s, I thought my job was to be a diversity ghostbuster, to start going to organizations that gunned down the racist, sexist, bigoted homophobes. And I had a formula. You know, I was going to lose a third of the class because I was going to be calling them a name, you know, So I felt like God called me into the principal's office and said, eric, what are you doing? Like, why are you losing so many people? And so I changed my style from one of blaming and shaming to one of becoming more transparent around my own biases because I believe that bias is a human condition. And then secondly, creating an environment that was safe enough that people could be honest.

[Abdullah Fayyad]

I want to take us to the now. You know, earlier in the show we talked with my colleague Abdullah Fayyad, and he walked us through, you know, this Backlash against. Against DEI and how it predates Trump. But since coming into office, President Trump has instituted a lot of big changes in the federal workplace and also at universities because, you know, federal grants. Have you seen a major change in how for profit companies are responding to this in the wake of the Trump administration?

[Jon Glenhill]

People are afraid. And I would say there are three categories of organizations that I've worked with and that I see. There are some that are closing up the tent and they're saying, hey, we're done. We're out of here. There are some that are pausing or pivoting, and then there's some that are staying the course and doubling down. And I would say that organizations have to do what they believe is in their best interest. One of the things that I don't think that we should do is force organizations to do DEI when it's against their own values. If they don't believe in this, then they ought to walk away. For organizations that are just afraid and concerned and don't want to get run over by that political big megaphone of the president, then I understand people pivoting. And I don't have a problem with that.

[Abdullah Fayyad]

It's really interesting to think of, I don't know, the values companies hold because we saw all these black squares in 2020, all of these, and now it's just such a reversal. I'm like, just. The pendulum has been swinging back and forth, and it's kind of like, okay, well, what is it you actually think and believe?

[Jon Glenhill]

I believe that bias is a human condition, that all people have bias, and we have to really work on that. The largest group of people that I've trained over the last three decades have been white men. And that means I've not only trained them, but I've learned from them. And many times, many of the things that they said to me, eric, this doesn't feel fair. I said, I agree. You know, they would say to me, eric, why are only the biases of white guys? People are only concerned about those. Everybody else has got prejudices, and nobody ever talks about that. I said, you're right. And so I started making sure that we were meaningfully including the voices of white men and understanding some of the challenges that they were facing and standing alongside them when that was appropriate.

[Abdullah Fayyad]

Okay, I'm glad you brought up white guys, because speaking of white guys, we need to talk about where a lot of this stems from. You know, Recently, a New York Times podcast in interviewed the conservative activist Chris Rufo. He played a major role in rolling back affirmative action. And he also came up with a lot of the anti DEI policies that the Trump administration is implementing right now. I want to play a quick clip from that for you.

[Em]

The argument that I favor is to say, no, the right needs to have its own interpretation of civil rights law, and it needs to take over enforcement of civil rights law to have essentially an alternative vision that is kind of spartan system of colorblind equality. There is no reward or punishment based on ancestry. And if you do that in admissions, hiring, promotions, contracting, you should pay just as heavy a price as if someone was, you know, segregating the lunch counters in the past. And I think my position in 20, 20, 21 is now the majority position on the right.

[Abdullah Fayyad]

Okay. Admittedly, you know, when I hear that, especially comparisons to lunch counters, like, my initial gut reaction is to eye roll. And I'm kind of curious what you think about this idea on the right that there should be this kind of quote unquote, colorblind equality.

[Jon Glenhill]

Well, I love that. It's just nobody's living that way. The thing that I loved is when I saw that the president's executive order was named ending illegal discrimination, I was like, what? Oh, my goodness. Thank you for that gift. I will also end the government policy of trying to socially engineer race and gender into every aspect of public and private life. We will forge a society that is colorblind and merit based. If the president, in fact, seeks to end illegal discrimination, you can't just focus on the discrimination that happens to the dominant culture. You've got to also make sure that you're putting mechanisms in place to end illegal discrimination against all of those protected classes as well. Let's look at what was taking place during the civil rights legislation when you had white drinking fountains and colored drinking fountains. And so we eliminated that. And so then we started with this thing that says that we want people to not be discriminated against based upon their protected class. What happened is that when people saw that even when a company had some affirmative action responsibilities and obligations, they still weren't hiring women or they still weren't hiring people of color. And so they started naming things. And I think that's one of the weaknesses in DEI initiatives is that they are named women, people of color, LGBTQ neurodiversity. So it's easy to go into an organization and say, hey, that's wrong. That's wrong. Because it's got a name, it's got a label, and it's got leaving other people out.

[Abdullah Fayyad]

Is this just going to kind of be a rebrand, like we're just going to find different words to use for these programs?

[Jon Glenhill]

Not sure. But I know that the government has said that they are going to be keeping a keen eye out for that. So I think if you're just trying to do a rebrand, that's probably not the right thing to do. What I see them doing most is that they're maintaining their messages internally, they're changing what they do externally. If a company is big enough, then it sometimes will stay the course. Or if they have customers that are widely diverse where it would harm them to move away, it would harm their brand, it would harm their reputation, then companies are staying the course with some of the DEI work. So I just think people have to kind of do right now what they feel is in their best interest, in the best interests of their customers and their brand.

[Abdullah Fayyad]

So that's what companies have to do. But what does it mean for you if you work at a company rolling back its DEI initiatives? That's after the break.

[Em]

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[Jon Glenhill]

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[Abdullah Fayyad]

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[Jon Glenhill]

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[Abdullah Fayyad]

Who are unapologetically themselves, like Kathy Bates in Matlock, Nobody sees us coming. And who forge ahead like Christina Ricci in Yellowjackets.

[Jon Glenhill]

I thought you'd be more excited.

[Abdullah Fayyad]

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[Em]

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[Abdullah Fayyad]

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[Jon Glenhill]

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[Abdullah Fayyad]

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[Abdullah Fayyad]

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[Abdullah Fayyad]

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[Jon Glenhill]

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[Abdullah Fayyad]

It's explain it to me. We're back with another question from our caller.

[Em]

Mr. What do DEI policies and programs actually do in workplaces and how effective are they?

[Jon Glenhill]

I would say to you that training alone is insufficient to bring about change. Ultimately, you have to engage in structural change. I think one of the things that the Supreme Court's decision around affirmative action sort of brought to the surface was that oftentimes organizations are trying to have their cake and eat it too. They don't want to admit to structural inequities, but they then want to implement DEI initiatives. I don't think you can have it both ways. And then when you do that, it should be based upon our work, fairness, equity around the work, not simply identity politics.

[Abdullah Fayyad]

Okay, so our caller M also had another question that I want to play for you.

[Em]

What companies are doing DEI initiatives, right, and what are they doing different?

[Jon Glenhill]

So we're working with a client right now, Louisville Water. They're an outstanding company in Louisville, Kentucky. So we work organizations through a four phase process. So we start off sort of light by educating the executives around what inclusion is. Then we educate the workforce so that we can create this top down, bottom up kind of strategy. So there are a number of organizations like NASDAQ and the NFL McKinsey that are doubling down their commitments around DEI. What it looks like when they get it right is that they really are studying this and making this a business imperative.

[Abdullah Fayyad]

Okay, I want to, I want to play you a question from another caller. His name is Chang, and I'd love to know what you think about this question.

[Jon Glenhill]

One of the reasons that was explained to me about why the initiatives over the last couple of years haven't really.

[Em]

Produced any substantive progress is because there's.

[Jon Glenhill]

Simply not enough talent in the pipeline. And this is something that's always troubled.

[Em]

Me because I often find myself as.

[Jon Glenhill]

One of the few minorities in any.

[Em]

Of the workplaces that I've been a.

[Jon Glenhill]

Part of, even though our organization would.

[Em]

Love to improve the diversity of our workforce.

[Jon Glenhill]

So I'm just wondering how much validity is there to this argument? Well, I would start with this statement, a bold statement, and I would say that meritocracy in many ways has been a myth. In other words, we were hiring and promoting the right people all along. And then diversity came along and sort of made us dump down our standards. So when I do focus groups in organizations that I work with, oftentimes when I meet with women, when they describe inequity that they experience, oftentimes it's sexism. When I talk to people of color about the inequity that they face, they often use the language of racism. When I talk to white males about the inequity they face, it's favoritism. In other words, we're all white. If we're all white guys, I ask, how many of you have seen people get promoted who were not the most qualified to do the job? Raise your hand, all hands go up. Because favoritism has been at play. In other words, too often people are making decisions about who they hire and who they promote based upon subjective Judgment. And that's the real culprit in the workplace.

[Abdullah Fayyad]

Okay, so what does all of this mean for employees? Should people be worried about their jobs right now? Let's go back to Vox.com policy correspondent Abdullah Fayed.

[Em]

I think that's a great question that is on a lot of people's minds right now. We've seen companies like Meta, companies like McDonald's, Amazon, Target, a lot of companies essentially pull back on their DEI programming and roll it back. And people should be worried. Obviously, what that means for a lot of people of minority backgrounds and employees is that they might not have the kind of support system that they have come to rely on in a lot of workplaces. And that's why it's on everybody at these companies, every member of the workforce, to hold their companies and their own bosses accountable.

[Abdullah Fayyad]

So I'm curious what you think about this idea of using business practices to create more equity in the world? You know, people quote Audre Lorde a lot. The master's tools can never dismantle the master's house. Is it naive to think that this is a way to enact change and create a more equitable workplace?

[Em]

I don't think it's naive. I think people's, you know, intentions are good and in the right place. And I do think a lot of tangible change can come of. Is naive, though, to just think that having one DEI officer, you know, in a prominent position is going to fix everything or that representation is a solution to anything. So if a company is kind of standoffish about what's working and what's not, then chances are it's not really interested. You know, I think part of this is why there is so much criticism about the DEI industry as a whole. It has been dubbed the DEI industrial complex by some because there have been a lot of consultants hired without the actual intent to make any tangible changes. And, you know, that's to the tune of billions of dollars. Companies do spend billions of dollars collectively on DEI programming. They're just not spending it on the right things.

[Abdullah Fayyad]

Like pay equity.

[Em]

Yeah, exactly.

[Abdullah Fayyad]

All right, Abdullah, thank you so much for explaining this to us.

[Em]

Of course. Thanks so much for having me on.

[Abdullah Fayyad]

Okay, that's it for us this week, y'all. After last week's episode on Men and Dating, a lot of you wrote in to ask us to talk about women's perspectives. Well, we heard you, and we are. Next week, we'll be talking about the women of Gen X and whether or not they're really having the best sex of their lives. Right now. Let us know what you think about this week's episode. And if you have a question you want answered, something you want us to explore, give us a call. The number is 1-800-618-8545 or you can send a voice memo to ask vox vox.com this episode was produced by Hadi Mwogdi. It was edited by Miranda Kennedy. Fact Checked by Melissa Hirsch with sound design by Patrick Boyd. I'm your host, Jonquillen Hill. Thanks so much for listening. Talk to you soon. Bye.

[Em]

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[Em]

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