DEI Vision In Crisis: Corporate Diversity Hiring Hits A Standstill As Chief Diversity Officers Exit Major Companies

Discovery. Tabia Lee, a former DEI professional, believes that companies are starting to realize that these positions promote division instead of unity. She argues that the focus should be on the organization's mission rather than critical social justice issues.

According to LinkedIn, there was a 170% increase in DEI job openings between 2019 and 2022. However, job attrition rates have been high, with a third of diversity professionals losing their jobs in 2022.

Jason Hanold, CEO of executive search advisory company Hanold Associates, explains that the demand for Chief Diversity Officers peaked in 2020 due to the national narrative surrounding racial justice issues following George Floyd's death. However, Hanold notes that many companies were not prepared to define success or provide the necessary resources for these roles. As a result, some companies are now merging diversity officers' responsibilities into general HR positions to cut costs and reduce bureaucracy.

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Lee agrees with Hanold's assessment but believes there is more to the issue. She argues that the prevailing DEI approach in America focuses on racial division and perpetuates strife around racialized identity, which she considers toxic for everyone. Lee, who previously worked at De Anza College, claims that those who disagree with this politicized vision of diversity, equity, and inclusion are marginalized and face professional consequences.

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She alleges that she was wrongfully denied tenure and had her First and Fourteenth Amendment rights violated after pushing back against what she saw as divisive DEI messaging. Lee's questions about land acknowledgement practices and capitalizing "black" and "white" in official communications led to accusations of being a white supremacist and ultimately cost her job.

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Lee argues that there is a lack of accountability in the DEI field, with consultants being brought in without any measures to ensure the quality of their work. Since the summer of 2020, corporations have faced controversy over divisive DEI lessons. Coca-Cola, for example, hosted a diversity training that encouraged employees to be "less white," while the United Federation of Teachers had to cancel a workshop on the "harmful effects of whiteness" due to public backlash. Lee believes that this divisiveness has pushed companies to their breaking point.

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However, Lee still believes that there are DEI professionals with the right vision. Chloe Valdary, founder of the Theory of Enchantment antiracism training program, offers an alternative to the divisive approach. Valdary's program focuses on treating people like human beings, criticizing to uplift and empower, and rooting everything in love and compassion.

Hanold predicts that more corporations will adopt a unifying model of DEI, with a growing demand for true inclusion among clients still searching for diversity executives.