The article critiques Anson Frericks' opinion on diversity, equity, and inclusion (D.E.I.) programs, asserting they are crucial for fostering true meritocracy in the workplace. The author argues that D.E.I. initiatives do not distort hiring practices but aim to remove biases based on ethnicity and background. The response highlights that dismantling these programs could lead to decreased diversity and the loss of benefits associated with a diverse workforce, ultimately challenging Frericks’ negative assessment of D.E.I. efforts amidst contrasting corporate marketing tactics like Budweiser's partnership with a transgender influencer.
Mr. Frericks seems to misunderstand the purpose of internal diversity, equity, inclusion and accessibility programs, which advance the very principles that built great American companies.
These programs seek to ensure that the best person for the job is not unfairly held back because of their background.
Although Mr. Frericks blames D.E.I. for the cruel backlash against Budweiser's partnership with the transgender influencer Dylan Mulvaney, these external marketing decisions have nothing to do with the internal workplace diversity and inclusion initiatives.
While Mr. Frericks cheers the dismantling of D.E.I. departments, he does not confront the reality that, without them, there will be, by design, a decrease in diversity and the many advantages that it brings to the workforce.
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