The fact that the New York Times seems to be ditching DEI for merit, fairness, and equality is a sign that our country is healing.
The case, filed in federal court in Manhattan, alleges the newspaper’s diversity goals influenced its decision not to promote a white male employee to a real estate editor role.
According to the suit, only nonwhite and female candidates were considered. ,” a report designed to recruit more minority candidates. Slack messages and emails also reportedly show newspaper leaders discussing how to increase diversity, perhaps at the expense of the unnamedemployee (who was allegedly passed over in favor of “a non-white female with little to no experience in real estate” over the past decade. An entire industry emerged to help companies avoid “unconscious bias” and prevent “racism, sexism, and misgendering.
” Alas, combating bias often meant adopting explicitly discriminatory practices in the other direction. It’s easy to forget how quickly diversity became a cultural obsession. Today, few universities require diversity statements, but just a few years ago, applicants to elite schools were oftenThere’s nothing inherently wrong with diversity. The problem lies in how it is pursued.
By their nature, DEI efforts to “redress” inequalities often require treating people differently based on group identity. Supporters may dispute that, but the way these policies have played out tells a clear story. Many accepted this because they viewed diversity as an implicit good and DEI as the mechanism to achieve it. Others no doubt feared being labeled Many ethical and logical problems accompany using racism to fight racism, but the biggest hurdle for DEI has always been its legality.
Discriminating in hiring on the basis of race is illegal in the United States — regardless of which race is targeted or excluded. Title VII of the Civil Rights Act of 1964 makes this clear. Yet for years, firms got away with it because courts appliedThe result was a strange reality: A law meant to ensure equal treatment was enforced unequally. Legal standing depended on a person’s racial identity.
That changed in 2025.. The court sided with Marlean Ames, who was denied a promotion and later demoted because she was heterosexual. Lower courts had rejected her claims under a rule requiring majority plaintiffs to show “background circumstances” suggesting the employer was unusually likely to discriminate against the majority. , the EEOC seems intent on putting a stake through DEI’s heart.
One can almost feel bad for the newspaper. When the paper was making what could be perceived as diversity hires, the high court had not yet delivered its ruling on“Our employment practices are merit-based and focused on recruiting and promoting the best talent in the world,” Rhoades Ha said in response to the EEOC’s allegations. that merit is precisely what hiring decisions should be about. Ironically, for saying hiring should not be about race or gender, many were
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