https://amgreatness.com/2024/12/05/dei-is-deflating/
Diversity, Equity, and Inclusion (DEI) has, over the past several years, become part of the fabric of American institutions, notably businesses and schools. In a nutshell, DEI pays no mind to quality but, instead, is a system whereby racial bean counting is the sine qua non of our culture. While this has already been a disastrous policy for all concerned, a recent study delves into the serious damage it has done.
On November 25, the Network Contagion Research Institute (NCRI) and Rutgers University Social Perception Lab released “Instructing Animosity: How DEI Pedagogy Produces the Hostile Attribution Bias.” The study examines whether the themes and materials common in DEI training foster inclusion or exacerbate conflicts and whether such materials promote empathy or increase hostility towards groups labeled as oppressors. The study consists of three experiments—one that focused on race, one on religion, and the other on caste.
As noted by National Review’s Abigail Anthony, although proponents of DEI training claim that they are designed to educate individuals about bias and reduce discrimination, “the study found that participants primed with DEI materials were more likely to perceive prejudice where none existed and were more willing to punish the perceived perpetrators.”
In the experiment that focused on race, the researchers randomly assigned 423 Rutgers University undergraduates into two groups: one control group exposed to a neutral essay about U.S. corn production and the other exposed to an essay that combined material from Ibram X. Kendi’s book How to Be an Antiracist and Robin DiAngelo’s book White Fragility. After exposure to the essays, participants were presented with the following race-neutral scenario: “A student applied to an elite East Coast university in Fall 2024. During the application process, he was interviewed by an admissions officer. Ultimately, the student’s application was rejected.”
The results showed that participants who were primed with Kendi’s and DiAngelo’s books perceived more discrimination from the admissions officer, despite the absence of any racial identification and evidence of discrimination. Those participants also believed that the admissions officer was more unfair to the applicant, had caused more harm to the applicant, and had committed more “microaggressions.”