The DEI Language That’s Doing More Harm Than Good
· The Atlantic
Last week, Senator Edward Markey published a social-media post seeking interns for his Boston office. He wrote that “BIPOC, LGBTQ+, working class, veterans, and other underrepresented candidates with Massachusetts ties are encouraged to apply.” Outrage quickly followed: Critics treated the post not as a straightforward attempt to encourage diversity in job applications, but rather as a discriminatory signal that white men would be disadvantaged in hiring.
The Manhattan Institute’s Christopher Rufo called the help-wanted ad an open violation of civil-rights law and urged a federal probe. The former Trump Justice Department appointee Theo Wold wrote that a goal of Democrats is to ensure that young white men “have no opportunities to find gainful employment.” One response to Markey stated, “If you are a young White man struggling financially, I understand your frustration with the Iran conflict and gas prices, but you must understand that this is the official hiring policy of the entire corporate world if democrats return to power.”
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Because X rewards inflammatory retorts more than intellectual rigor, these particular claims of racial grievance are easy for skeptics to dismiss as sensationalism. Urging certain groups to apply for a job is not proof of hiring discrimination against others. Some groups that Markey’s post mentioned, such as gay people, veterans, and the working class, include lots of white men. There is overwhelming evidence that the Democratic Party’s goal is not “no opportunities” for white men, and that corporations are not a left-identitarian monolith.
Still, setting all falsehoods and exaggerations aside, Democratic elected officials have long been more likely than Republicans to favor policies that consider race and sex in employment decisions. These policies sometimes result in credible claims of discrimination against white and/or male candidates: Large nonprofits, major cities, multinational corporations, and prestigious law firms have all lost court cases involving employment discrimination against white people or men, or altered their employment practices under pressure from federal or state agencies that enforce civil-rights laws. Republicans generally treat such discrimination as a bigger problem than Democrats, even as most Americans—including a majority of Democrats and Democratic-leaning independents—reject preferential treatment in hiring and promotions for favored groups. Populist-right partisans are probably correct that they have a political opportunity in going after any left-leaning political, academic, or business elites who push such policies.
[Read: Democrats can’t let go of racial preferences.]
The issue may prove especially potent for men in Generation Z. As recently as 2019, just a third of young men perceived some discrimination against men in America. In 2025, 51 percent of young men perceived it. Those feeling aggrieved by Markey’s words should bear in mind that, at 80, his views about race were formed before the civil-rights era. For most of his life, identity politics in Congress favored straight white men. Perhaps he still perceives that all groups other than white men need reassurance, and would be surprised that young white men today have any such need. (His office did not respond to my request for comment.)
But older legislators need to grasp that efforts to diversify organizations, many of which focus on new hires, mean that Gen Z has a unique experience of the job market. Exposing white men in this cohort to language that seems to treat them differently from other groups is particularly unwise––they are especially primed to infer discriminatory intent whether or not it is being implied. Cheryl Kaiser, a psychology professor at the University of Washington, researches how “well-intentioned organizational diversity initiatives create unintended consequences.” She told me in an email that, although outreach to particular identity groups is distinct from restricting hiring to those groups, “the mere presence of a diversity signal, not the signal’s actual impact in hiring decisions, can increase White Americans’ concerns that they’ll face racism.” (In fact, several federal and state laws prohibit discrimination based on race, sex, or other protected characteristics—and these are laws that are intended to protect everyone, not just women or people of color.)
In scholarship published in 2021, Kaiser and her co-authors found that “simply exposing White Americans to organizational diversity signals” increased their perception of a bias in hiring against white men. That perception occurred “even with clear evidence of White advantage within the organization, a less-qualified White candidate, or abundant promotion opportunities for all employees. Nor was it limited to people predisposed toward biased beliefs: the effect did not depend on participants’ endorsement of group-based hierarchy or their level of racial ingroup identification.” In another research paper, from 2015, Kaiser and her co-authors found that the mere presence of pro-diversity signals “cause White male mock job applicants to experience cardiovascular stress as well as anticipate experiencing discrimination when applying for jobs at these companies.”
Of course, the fact that people perceive discrimination does not mean they are actually being discriminated against. And if diversity language were effective in contributing to more equitable hiring outcomes, even while upsetting a few overly sensitive sorts, there would be a strong case for retaining it. But Kaiser believes that “the types of diversity signals that cause backlash often do very little to effectively diversify the workplace.” Research she published in 2020 found that “racial minority employees sometimes see organizational diversity signals as overstating real commitment, which is linked to feeling less able to fit in or thrive.” Often, then, diversity signals confound all assumptions: “They don’t produce the hiring outcomes critics fear, they don’t produce the trust or inclusion benefits supporters are aiming for, and yet they still trigger the perceptual backlash described above,” Kaiser told me.
To meaningfully reduce resentment, grievance, and reactionary identitarianism among young white men, Democrats should adopt rhetoric that unambiguously clarifies a commitment to equal opportunity. Some may find this advice frustrating. For decades, the political right insisted that racial preferences were immoral and illegal, and that diversity efforts should be restricted to outreach. Now they’re treating mere outreach as proof of illegal discrimination. But as Kaiser’s research shows, diversity rhetoric can have unforeseen effects. White identitarians would exist even in a world without bias of any sort in recruitment or hiring––but using language that fuels white identity politics, as Markey’s language did, is political malpractice that’s bad for Americans of all races, no matter how well intentioned it might be.
Even if one argues that diversity advocates shouldn’t have to change how they communicate in order to avoid backlash, the reality seems to be that they do. As is often the case in politics, social progress requires forging broad coalitions of people who often disagree. That requires an understanding of psychology, attentiveness to possible sensitivities, and, yes, even compromise.
Outreach that values diversity and inclusion is still possible. In 2015, the social psychologist Wiebren Jansen and co-authors found that “including the cultural majority group in an organization’s diversity approach” can help white men with a high need to belong feel included, and can increase support within organizations for diversity efforts. Senator Elizabeth Warren’s approach to recruiting interns is a good example of inclusive language. Her call for applications uses familiar and simple language, describing her office as “an equal-opportunity employer” that does not discriminate based on “race, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, genetic information, disability, or uniformed service.” Warren “encourages all individuals from all backgrounds to apply.” Whether you’re Black or white or trans or gay or working-class or a veteran, if you are wondering whether people like you belong, that approach leaves no ambiguity: You’re encouraged to apply. “All individuals” are.