DEI or DIE?
A Discussion on True Inclusivity
Diversity, Equity, and Inclusion (DEI) are meant to foster fairness, representation, and opportunity for all individuals, yet in practice, these principles are most often misapplied, leading to the exclusion of certain groups. A growing concern is that DEI efforts, in too many cases, appear to focus so heavily on what is claimed to be, “historically marginalised communities”, that they alienate those who do not fit into the contemporary "woke" agenda. This includes Baby Boomers, and from my personal perspective, older white heterosexual males (male-pale-stale) who are finding themselves sidelined in discussions about diversity. True DEI must recognise and embrace all groups, ensuring that inclusion does not come at the expense of others.
The Unintended (or perhaps, Intended) Exclusion in Modern DEI
While DEI is intended to create more equitable environments, there is an increasing trend where Baby Boomers, are excluded from conversations about workplace fairness and representation. The term "woke," originally used to describe awareness of social injustices, has been co-opted into political and ideological debates, often emphasising ‘progressive’ (and I have a real issue on the hijacking of the word ‘progressive’ to describe this and other nonsense, but that’s another argument) viewpoints on race, gender, and sexuality. In this framework, some argue that individuals who do not align with these perspectives, or who are perceived as representatives of "privilege", are dismissed or devalued in professional and social settings.
Older white men, in particular, despite their historical dominance in leadership positions, now find themselves facing ageism and bias in hiring and promotions. Many workplaces prioritise youth-driven diversity initiatives, sometimes overlooking the extensive experience, knowledge, and mentorship abilities that Baby Boomers bring. In industries where innovation and digital transformation are emphasised, older professionals may be seen as less adaptable or resistant to change, leading to their exclusion from key decision-making processes.
The Impact of Ageism and Political Bias in DEI
A fundamental issue with some DEI programs is that they have become ideological rather than truly inclusive. In certain workplaces, universities, and public institutions, there is growing pressure to conform to a specific set of social and political beliefs. Those who do not fully align with progressive views on race, gender identity, or systemic privilege may feel that their voices are unwelcome. Baby Boomers, who often hold more traditional perspectives shaped by different social and economic conditions, struggle to navigate spaces where their views are automatically dismissed as outdated or problematic.
Ageism is a real and growing form of discrimination. Studies have shown that older job seekers often face bias, with hiring managers favouring younger candidates based on assumptions about technological proficiency or workplace adaptability. This contradicts the very essence of DEI, which should aim to prevent discrimination against any group, whether based on race, gender, sexual orientation, or age. If inclusion efforts end up marginalising older employees, they fail to uphold the very values they claim to promote.
Prevalence of Age Discrimination & Recruitment Bias
A recent UK study involving 750 HR departments and 4,000 workers revealed that nearly half of recruiters consider 57 as too old for job applicants, despite existing skill shortages. This bias leads to older candidates being overlooked, with two in five recruiters facing pressure to hire younger individuals. Consequently, many older job seekers omit their age from CVs and encounter inappropriate age-related interview questions. (Source: thetimes.co.uk)
In the US, the Age Discrimination in Employment Act of 1967 was enacted to protect workers from age-based biases. However, a Resume Now survey indicates that 90% of workers over 40 have experienced ageism. Companies often prefer younger employees, overlooking the loyalty and experience that older workers bring, which can enhance mentorship and reduce turnover. (Source: nypost.com)
However, contrary to common stereotypes older workers can excel in adapting to new technologies, including artificial intelligence (AI). Research by Generation's CEO, Mona Mourshed, suggests that seasoned employees often write better prompts and achieve more accurate results using AI tools. Despite this, many hiring managers display a preference for younger candidates, particularly in the tech sector, potentially missing out on valuable talent. (Source: businessinsider.com)
These studies underscore the need for organisations to address ageism proactively, recognising the valuable contributions of older workers and fostering an inclusive workplace culture.
A More Balanced Approach to DEI
For DEI to be truly inclusive, it must move beyond a narrow focus on specific demographics and instead embrace a broader vision of diversity; one that includes diversity of thought, experience, and generational perspective. Baby Boomers and older white males are not a monolithic group; they have diverse backgrounds, hardships, and unique contributions to offer. A company or institution that disregards this segment of the population is not truly inclusive but rather selectively so.
A well-rounded DEI strategy should:
Address Ageism – Recognise and combat biases that devalue older professionals, ensuring they have equal opportunities for employment, promotions, and leadership roles.
Encourage Generational Collaboration – Foster mentorship programs where younger employees can benefit from the wisdom and experience of Baby Boomers while also providing space for intergenerational learning.
Respect Diversity of Thought – Ensure that workplace environments allow for a variety of perspectives, including those that do not fit neatly into a (so called) progressive framework. DEI should not mean ideological conformity.
Focus on Merit and Contribution – Inclusion should be about ensuring that everyone has access to opportunities based on skills, experience, and contributions rather than identity alone.
Conclusion
Diversity, Equity, and Inclusion should be about bringing people together, not creating further division. If DEI efforts alienate any group, whether intentionally or unintentionally, they fail in their mission. Baby Boomers have played, and continue to play, significant roles in society, business, and culture. Their perspectives, experiences, and skills remain valuable, and they deserve to be included in discussions of diversity and fairness.
The best version of DEI – in fact the only version that can be truly considered at inclusive or equitable, is one that truly lives up to its principles by embracing everyone, fostering unity, and ensuring that no one is left behind.
Quentin Kilian OAM - Thought Leader
