{"id":8618,"date":"2025-05-09T17:54:33","date_gmt":"2025-05-09T15:54:33","guid":{"rendered":"https:\/\/www.rivistaeco.com\/?p=8618"},"modified":"2025-05-09T17:54:33","modified_gmt":"2025-05-09T15:54:33","slug":"has-diversity-really-turned-into-a-form-of-discrimination","status":"publish","type":"post","link":"https:\/\/www.rivistaeco.com\/en\/2025\/05\/09\/has-diversity-really-turned-into-a-form-of-discrimination\/","title":{"rendered":"Has diversity really turned into a form of discrimination?"},"content":{"rendered":"

Statements about the uselessness of DEI programs, the need to restore \u201cmasculine energy\u201d in companies, and claims that equality has already been achieved are all consistently disproven by the facts. But Trump\u2019s scythe didn\u2019t come out of nowhere\u2014it was fueled by the mistake of turning diversity, equity, and inclusion programs into an end in themselves. It\u2019s now time to move into a more mature phase, with an approach grounded in data, measurement, and concrete results.<\/em><\/p>\n

 <\/p>\n

DEI\u2014diversity, equity, and inclusion\u2014is the acronym at the center of one of today\u2019s most heated debates. Once seen as a beacon for organizations and companies around the world, it has now become a target for criticism and demonization. Even many initiatives planned for March 8th\u2014International Women\u2019s Day\u2014were scaled back, canceled, or postponed to less tense times.<\/p>\n

A Backlash That Was in the Air<\/strong><\/h3>\n

The DEI backlash erupted with Donald Trump\u2019s re-election. On January 20, 2025, the newly re-elected U.S. president issued several executive orders dismantling the DEI programs put in place by his predecessor Joe Biden within the federal government, calling them discriminatory, illegal, immoral, and a waste of public funds. Large companies like Meta, Amazon, and McDonald\u2019s quickly followed suit, scrapping their DEI programs to align with the government\u2019s new stance. While Europe has always taken a more balanced and transparent approach to DEI, the ripple effects are reaching us here too, including in Italy.<\/p>\n

Was this reversal unexpected? Not really. Trump\u2019s re-election can be seen more as a symptom than the cause of the shift underway. The backlash was brewing\u2014not because DEI policies are a waste of resources, as Trump claims, nor because businesses need more \u201cmasculine energy\u201d to perform better, as Mark Zuckerberg suggested. Nor because equality has already been achieved. Rather, the mistake was treating DEI as an end in itself, leading to excesses and rigidity that gave the impression it created new forms of discrimination, especially in the U.S. The problem also lies in the fact that DEI programs haven\u2019t always worked, and have often been hijacked for superficial PR efforts or to fuel ideological movements with little to do with a genuine commitment to inclusive workplaces.<\/p>\n

Let\u2019s examine Trump\u2019s claims one by one.<\/p>\n

A Waste of Resources?<\/strong><\/h3>\n

While Trump argues that investing in diversity, equity, and inclusion is a waste, scientific studies show the opposite. Companies that invest in diversity and inclusion see more opportunities for growth. The underlying insight is simple: talent is evenly distributed across the population, but not everyone has the same opportunities to showcase it. Creating an inclusive work environment allows companies to attract and retain the broadest pool of talent. Inclusive environments motivate people, improve results, and foster the development of innovative ideas. They also support more diverse decision-making, which leads to more strategic and effective organizational choices.<\/p>\n

Numerous studies document the tangible benefits of inclusion policies. In a recent study with Giulia Ferrari, Valeria Ferraro, and Chiara Pronzato, we analyzed the impact of gender quotas on the boards of publicly listed companies introduced in Italy with Law 120\/2011. The results showed that expanding the pool of candidates (to include both women and men) improved overall board quality: not only were the selected women highly qualified, but the average competence level among men also increased. The positive effects of balanced leadership directly translated into better stock market performance\u2014demonstrating that diversity is not a cost, but a strategic advantage.<\/p>\n

The \u201cMasculine Energy\u201d Illusion<\/strong><\/h3>\n

The idea that companies need more \u201cmasculine energy\u201d is refuted by academic research. Studies by Sule Alan and co-authors show that female leadership tends to be more emotionally intelligent than competitive, fostering a more inclusive, less segregated workplace, with greater professional support and reduced female turnover. Masculinity, on the other hand\u2014as measured by precise indicators developed, for example, in Pauline Grosjean\u2019s research\u2014can become a liability. When it becomes toxic, it stifles innovation, impairs collaboration, and negatively affects both corporate well-being and performance.<\/p>\n

Has Equality Been Achieved?<\/strong><\/h3>\n

Are equality measures no longer needed because the goal has been reached? Data says otherwise. Take gender equality: according to the World Economic Forum\u2019s Global Gender Gap Index 2024<\/em>, no country in the world has achieved it. Projections estimate that it will take 167 years to reach gender parity in the economic sphere. Progress is slow and not guaranteed. For example, 89% of Fortune 500 companies are still led by men, clearly demonstrating a large leadership gap. Measures to accelerate progress toward parity are still necessary.<\/p>\n

DEI: Means or End? And Do the Programs Work?<\/strong><\/h3>\n

If equal opportunities don\u2019t yet exist, DEI policies are essential tools for creating them. But turning them into an end goal has led to resistance and inefficiency. Excessively rigid rules, applied without considering context, can backfire. For instance, imposing a 40% female quota at a conference in a field where women experts represent less than 10% may be counterproductive\u2014just like establishing quotas for students from nationalities with very few candidates. These policies can fuel perceptions of unfairness and spark new forms of exclusion. DEI works better when applied flexibly and with gradual progress.<\/p>\n

Moreover, some studies show that many \u201cdiversity training\u201d initiatives produce no tangible effects. A study by Iris Bohnet and co-authors, recently published in Science<\/em>, found that such training often fails because it\u2019s too generic, not targeted to specific behaviors, and delivered at ineffective times. The same study\u2014based on a large-scale experiment in a telecommunications and engineering firm\u2014demonstrated that well-designed DEI programs that focus on changing behavior can positively influence hiring decisions, increasing the number of women and foreign candidates selected. The key is to use rigorous scientific methods to assess their real impact.<\/p>\n

DEI policies are often perceived as top-down mandates, dictating what\u2019s right or wrong. This perception sparks resistance, since many people react negatively to prescriptive or restrictive rules. It\u2019s far more effective to engage people and demonstrate the often-overlooked benefits than to impose rules or limitations.<\/p>\n

Similarly, many interventions designed to address \u201cimplicit bias\u201d have been overly simplistic. For instance, tests that aim to measure and correct unconscious bias in just a few minutes rarely lead to lasting changes. What\u2019s needed is long-term evaluation of the effects of these programs on participants and their subsequent decisions. It\u2019s not enough to check whether, after a test and a short training, evaluators hire more diverse candidates. We must also verify whether those hires are truly integrated and lead to sustained improvements\u2014both for the individuals and the organization as a whole.<\/p>\n

Pinkwashing Isn\u2019t Enough<\/strong><\/h3>\n

Many DEI policies are criticized as superficial attempts to boost reputation. When it concerns gender equality, this is known as pinkwashing<\/em>: a token commitment that disappears when circumstances change. That\u2019s exactly what\u2019s happening today. A rigorous scientific approach allows us to distinguish hollow PR moves from meaningful, motivated interventions aimed at removing structural barriers to inclusive work environments.<\/p>\n

The main barrier to inclusion is cultural\u2014and culture doesn\u2019t change overnight. This doesn\u2019t mean DEI programs should be eliminated, but rather that better and more effective interventions are needed, grounded in sound strategies and bold efforts to dismantle deep-rooted obstacles. As Iris Bohnet and Siri Chilazi argue in their recent book Make Work Fair<\/em>, good intentions are not enough to make work more equitable: we need data-driven policies with measurable impact.<\/p>\n

Diversity is a fact. People differ by gender, age, geographic origin, ethnicity, language, religion, disability, sexual orientation, and socio-economic status. Diversity exists and cannot be erased. Inclusion, on the other hand, is a choice and a process: it means valuing people while respecting differences, enabling everyone to express their potential and contribute to collective success. Investing in inclusion isn\u2019t just a matter of fairness\u2014it\u2019s a matter of efficiency. It helps businesses and organizations grow, improve performance, and create more dynamic, productive workplaces. Abolishing DEI policies may be possible, but it\u2019s not a smart move. It\u2019s time to move toward a more mature phase of DEI\u2014one that goes beyond extremes and superficial gestures aimed only at gaining approval, and embraces a data-driven, results-oriented approach.<\/p>\n

 <\/p>\n

Paola Profeta is Vice Rector for Diversity, Inclusion and Sustainability at Bocconi University, where she is also a professor of public finance and Director of the AXA Research Lab on Gender Equality.<\/em><\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

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