In today’s corporate world, the term “DEI hire” is often thrown around. But what happens when being labelled as a DEI hire becomes an insult? Too often, people use the phrase to diminish someone’s achievements. They end up reducing their qualifications to merely checking a diversity box. When we use terms like DEI Hire, it perpetuates harmful stereotypes and undermines the purpose of diversity, equity, and inclusion efforts. Instead of promoting fairness, it reinforces the idea that individuals from underrepresented groups are less deserving of their positions. This harmful narrative is not only demeaning. It is also counterproductive to the broader goals of DEI initiatives.
“Oh, so you’re the diversity hire.”
“She’s a DEI hire.”
Comments like these reduce someone’s qualifications to their race, gender, sexuality, or disability. It feels as if those are the only reasons they secured the job. The phrase “diversity hire” implies that when you bring an individual on board not because of their skills or capabilities but simply to fulfil a diversity quota. Even prominent figures like US Vice President Kamala Harris face this reductive narrative. Despite her extensive experience and qualifications, some still label her as a “DEI hire.” This term dismisses her achievements as merely symbolic.
Tennessee Representative Tim Burchett criticised President Biden’s endorsement of Harris. He suggested she was selected only because she is Black. His comment, ”100 per cent… a DEI hire,” disregarded her decades of public service, including roles as district attorney, state attorney general, and U.S. Senator. It is clear that when DEI hire becomes an insult, it reduces qualified individuals to tokens, ignoring their hard-earned success.
The paradox of inclusivity: When DEI hire becomes an insult
When someone says, “I’m open to hiring disabled people, but they must meet my standards,” it implies something concerning. It means that non-disabled candidates inherently meet those standards without question. This kind of statement sets a higher bar for disabled candidates. Moreover, it makes their journey to success far more complex. Such biases discourage diverse talent from applying. Ultimately, it creates a culture that lacks true inclusivity.
The same applies when people say, “I support women in leadership as long as they are good.” Have you ever heard this about men? These unconscious biases expose the double standards that exist in many workplaces. The “DEI hire” label suggests that candidates from diverse backgrounds are somehow less capable. It also perpetuates the idea that they are only hired to meet diversity targets, not because they are the most qualified.
This paradox is a key reason why when DEI hires become insults, they do more harm than good. They feed into a narrative where only certain people—typically those who already hold privilege—are seen as naturally fit for leadership and success.
Why we need to abandon the term DEI Hire, Diversity Hire, or Token Hire
The term “DEI hire” is often used as a derogatory label. It suggests that organisations hire individuals from underrepresented groups just to tick a box. That reduces a person’s value to their gender, race, or identity rather than recognising their qualifications and hard work. It suggests that people from marginalised groups couldn’t have succeeded without some form of special treatment.
Saying that someone was hired solely because of their race, gender, or disability overlooks their experience, skill set, and contributions. It is as if their achievements don’t matter because they are reduced to a quota. This narrative is both insulting and harmful—it undermines the value that diversity brings to an organisation and reinforces discriminatory stereotypes.
For organisations that genuinely care about DEI, it is essential to shift the mindset. Diversity is not about fulfilling quotas; it is about recognising the value that diverse perspectives bring to the table. To create genuinely inclusive workspaces, we must abandon the use of terms like “DEI hire” or “diversity hire”. Instead, we must focus on the individual’s qualifications, experience, and potential.
The real harm of labelling: When DEI Hire becomes an insult
When people reduce someone’s achievements to being a DEI hire, it reinforces the narrative that they didn’t earn their place through merit. This label is rarely (if ever) used for straight men or other individuals who don’t fit the marginalised categories. You will never hear someone say, “You only got that job because you’re a man” or “You only got that platform because you’re straight.” However, we must have heard that “She got that job because she’s a woman.” This selective use of the label is rooted in long-standing biases that undermine the progress of DEI efforts.
Using “DEI hire” as an insult perpetuates inequality by suggesting that people from diverse backgrounds are less capable. It sends the message that diversity initiatives are more about fulfilling quotas than recognising genuine talent. In reality, DEI is about breaking down barriers and ensuring equal opportunities for those who have historically been excluded from the conversation.
Summing up: Embracing DEI without labels.
At Changeincontent.com, we believe that true diversity, equity, and inclusion can only be achieved when we eliminate the harmful stereotypes and biases that come with terms like “DEI hire.” Organisations must focus on fostering environments where individuals are valued for their skills and contributions, not reduced to a label. DEI efforts are about ensuring that everyone, regardless of background, has an equal opportunity to succeed.
By shifting the narrative and moving away from reductive terms, we can create workplaces that celebrate diverse perspectives and encourage meaningful inclusion. When DEI Hire becomes an insult, it harms both individuals and the organisation by promoting exclusion rather than inclusivity. At Changeincontent.com, we advocate for a future where we see diversity as a strength, not an obligation.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we define broadly to include media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
