Pursuing a “hair of the dog that bit you” strategy to help the nation deal with its DEI hangover, MIT Sloan Management Review argues that “so-called” meritocracies need to retain DEI practices and personnel to promote merit-based management.

No, this is not a setup for a Monty Python skit.

You see, a system that awards opportunities solely based on individual performance and qualifications rather than identity is inherently unfair. Because managers who believe they know merit when they see it are lying to themselves and others. That’s why retaining DEI personnel and practices is required to monitor and discipline these deluded managers.

It is Settled Social Scientism that an organization cannot achieve true success without diversity. And by diversity we mean ensuring that BIPOC LGBTQIA+ identifying employees are represented in every program, project, and department in the same proportion that they exist in the general population. These are not quotas! They are objective measures of true success, ensuring that “so-called” merit has not led to disparate impacts.

Got that, you white cisheteropatriarchy apologists?

Along with retaining DEI personnel and practices it is critical to continue funding scholars who do research proving that we need to retain DEI personnel and practices. Without them, the entire intellectual justification for identity-based spoils systems would go out of fashion as surely as Marx’s labor theory of value. And without intellectual justification, a whole generation of race, gender, and sexuality grifters could be left exposed and defenseless. Social justice demands that we support their rights to full employment and reparative remuneration.