52% of hiring managers say “reverse discrimination” exists

Diversity, equity, and inclusion initiatives, also known as DEI, are currently a big issue in every company. After all, the online employment website Glassdoor said that firms figured out that DEI  is good for society and business.

However, too much DEI can also bring out several problems. One of them is “reverse discrimination.”

Reverse discrimination is the process of passing over members of racial and gender majorities in service of meeting DEI benchmarks. 

To help find out how many believe “reverse discrimination” is an issue affecting their workplace, ResumeBuilder.com surveyed 1,000 hiring managers across the United States. These are their key findings:

• 52% believe their company practices “reverse discrimination” in hiring
• 1 in 6 has been asked to deprioritize hiring white men
• 48% have been asked to prioritize diversity over qualifications
• 53% believe their job will be in danger if they don’t hire enough diverse employees
• 70% believe their company has DEI initiatives for appearances’ sake

Career expert Stacie Haller said companies are responding to the demand of workers to remain competitive. This includes modifying their hiring practices.

“In this evolving and competitive workplace, companies are having to respond to the demands of workers, which includes modifying their hiring practices,” commented career expert Stacie Haller.

However, the real issue could be that companies are forcing their DEI initiatives to the point that hiring managers feel their job is in danger if they don’t recruit diverse employees.

ResumeBuilder.com’s study also revealed that 70% of recruiters believe that the company has DEI initiatives for appearances’ sake.

This finding points us to one important realization: DEI initiatives should be implemented thoughtfully and carefully instead of being forced. While hiring a diverse workforce has been shown to create more positive workplaces and offer great ROI, companies must approach these initiatives with the right framework. 

That is, business leaders should amplify their DEI programs not because it is good for the business’s reputation but because they want to give everyone an equal opportunity within the workforce.

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