The term “DEI hire” has become a point of contention. For some, it represents a commitment to diversity and inclusion; for others, it raises concerns about tokenism and fairness.
This debate recently intensified as broader conversations around diversity, equity, and inclusion face growing scrutiny. Following a 2023 U.S. Supreme Court ruling that struck down race-conscious college admissions, legal and political challenges to DEI initiatives surged. Critics argue that these measures unfairly disadvantage historically dominant groups (think White Americans or those who’ve faced fewer systemic barriers), while supporters maintain that DEI is essential for creating equitable opportunities.
In some circles, DEI has even been blamed — without evidence — for major business failures, using it as a scapegoat when companies don’t achieve desired results.
At PowerToFly, we’ve seen how important inclusive workplaces are to creating (and retaining) high-performing teams. We also understand that labels like “DEI hire” can sometimes oversimplify a complex issue. Individuals should not be reduced to their demographics — so how do we approach terms like “DEI hire” with nuance and care?
🎥 Get a quick take on the future of diversity hiring in our recent chat Rebranding DEIB: How to Continue Elevating Diverse Talent in Uncertain Times.
What is at the heart of DEI? - YouTubewww.youtube.com
What is a DEI hire?
Let’s start with the basics: What is a DEI hire? This term generally refers to someone hired as part of an organization’s efforts to build a more diverse, equitable, and inclusive workforce. This entails recruiting candidates from historically underrepresented groups, including people of color, women, LGBTQIA+ individuals, people with disabilities, and other marginalized communities.
In the U.S., policies like affirmative action and equal employment opportunity laws were introduced to help dismantle systemic barriers that had long excluded certain groups from educational and professional opportunities.
Over time, corporate America joined in — recognizing that hiring diverse talent lead to stronger workplaces. Studies have consistently shown that diverse teams drive innovation, improve decision-making, and enhance financial outcomes, not to mention the retention benefits. In a CNBC Workforce Survey, 80% of employees reported wanting to work for a company that values DEI.
Attracting top talent is the key to business innovation - YouTubeyoutube.com
The intention behind DEI hiring is clear, so where do things get muddled?
The problem with the term "DEI hire"
The words “DEI hire” can be controversial, distorting the conversation around talent and opportunity. Here’s how:
Implications of tokenism
The term “DEI hire” can imply that someone was hired because of their identity rather than their skills, experience, or qualifications. That’s a problem. No one wants to feel like they’re in a role just to check a box. And no employer wants to undermine the credibility of their own hiring decisions.
Impact on workplace culture
Then, there’s perception. When someone is labeled a “DEI hire,” it can create doubt — both from colleagues and within the individual themselves.
Employees labeled as “DEI hires” can feel a sense of isolation, lack of confidence, and shortage of motivation, especially when colleagues question their qualifications or make dismissive comments. Imposter syndrome? It thrives in environments where people feel like they have to prove they deserve to be there.
The myth of merit vs. diversity
Last, the term “DEI hire” can reinforce the false idea that diversity and merit are at odds. They’re not. Hiring with DEI in mind isn’t about lowering the bar; it’s about removing barriers that have kept highly qualified candidates from getting a fair shot in the first place.
Reframing the conversation: It’s about high-performing talent
Ultimately, the phrase “DEI hire” can get in the way of what really matters: hiring great people who bring valuable skills, fresh perspectives, and new ideas to the table. Instead of using language that reduces people to a hiring category, companies should focus on building workplaces where talent is recognized, valued, and supported — no labels required.
Diversity vs. inclusion - a language shift is happening - YouTubewww.youtube.com
What inclusive hiring looks like (and what it doesn’t)
❌ Inclusive hiring is not:
Imagine a company looking to diversify its board of directors. In a rush to be seen as inclusive, leadership replaces multiple board members with Black and Latino professionals who don’t yet have the necessary governance or industry experience. While the intent may be good, this approach sets everyone up for failure. The new board members struggle without the right background or support, colleagues question the decision, and the entire initiative reinforces the false idea that diversity comes at the expense of competence.
✅ Inclusive hiring is:
Now, consider a different approach. Instead of making sudden, optics-driven changes, the company invests in long-term solutions. It launches a leadership development program for high-potential Black and Latino professionals, providing mentorship, board training, and executive coaching. It ensures these professionals gain the experience and networks necessary to thrive in leadership roles. When board seats open, these individuals are truly ready — not because of a diversity mandate, but because they’ve been given the same access and preparation that their peers have historically enjoyed.
Strategies for building inclusive hiring practices
If the goal is to hire the best people, companies need hiring practices that give all qualified candidates a fair shot.
(To reiterate: That doesn’t mean lowering the bar. It means making sure the bar isn’t unfairly out of reach for certain groups.)
Here’s how companies can build more inclusive hiring processes that attract high-performing talent:
Broaden the talent pool
Partner with organizations and platforms (like PowerToFly) that connect companies with diverse talent. Use sourcing strategies that actively reach underrepresented communities, such as participating in diversity-focused job fairs or advertising on niche job boards.
Watch this next: Inclusion in action: A webinar on how to source diverse talent
Audit job descriptions for bias
Unconscious bias can creep into job postings in subtle ways. Gendered language, overly rigid requirements, and industry jargon can discourage strong candidates from applying. Use inclusive language and focus on skills and impact over unnecessary credentials.
Watch this next: Ban resumes: How to encourage more inclusive hiring
Prioritize skills-based hiring
Instead of focusing on traditional pedigree, like specific degrees or past job titles, assess candidates based on their actual skills and potential. Work samples, skills tests, and project-based interviews can help gauge real ability.
Read this next: Skills-based hiring for a more inclusive workforce
Standardize the hiring process
Implement tools like structured interviews — where every candidate is asked the same set of questions— and anonymous resume reviews — where identifying details such as names, photos, and personal information are removed — to ensure fair evaluations. Clear scoring rubrics also prevent personal preferences from overshadowing objective assessments.
Read this next: 10 mistakes you're making with your diversity recruitment strategy (and how to fix them)
Train hiring teams on unconscious bias
Conduct regular workshops to help hiring managers recognize and mitigate biases. Role-playing exercises can make these sessions more impactful. Ensure that hiring teams understand the broader value of diversity, connecting it to business outcomes and team dynamics.
Read this next: A 2025 guide to inclusive hiring practices
Prioritize onboarding and belonging
Design onboarding experiences that create a sense of inclusion from day one. Assign mentors or buddies to new hires to help them integrate smoothly into the company culture. Providing regular check-ins during the first 90 days can further improve the onboarding experience and address any potential challenges.
Do this next: Inclusive onboarding course
Measure and adjust
Look, this kind of work doesn’t happen overnight. We’re changing workplaces!
To understand what’s working (and what’s not), you should track who’s applying, who’s moving through the process, and who’s staying and thriving. If certain groups consistently drop off at specific stages, it may signal hidden biases or barriers.
But data alone isn’t enough. Listening to employee experiences through surveys, feedback, and exit interviews can reveal issues that numbers don’t capture. Maybe candidates feel welcomed but struggle to see growth opportunities. Maybe interviews aren’t as inclusive as they should be.
The key is to stay flexible. If something isn’t working, adjust it. If unintended biases emerge, address them. Inclusive hiring isn’t about perfection; it’s about progress.
How do you show your commitment to inclusion? - YouTubewww.youtube.com
Read this next: Take your diversity recruiting to the next level
From DEI hire to inclusive talent strategies
The term “DEI hire” may have started with good intentions, but it’s time to move beyond labels and focus on creating inclusive workplaces that value all talent. At PowerToFly, we focus on what really matters: building workplaces where top talent can thrive. That’s why we partner with companies to source top candidates of all backgrounds, create inclusive hiring strategies, and build work environments where every employee feels valued.
By reframing the conversation and implementing thoughtful strategies, organizations can build teams that not only reflect diversity but also thrive because of it.
