DEI Lowers Standards? Really? Let's Set the Record Straight

There’s a common misconception floating around that Diversity, Equity, and Inclusion (DEI) initiatives lower standards in the workplace. But, let’s get real: that couldn’t be further from the truth.

Hi, I’m Christina Hassan with The Gemini Group. And I’m Dante James with The Gemini Group. Together, we’re here to clear up this DEI myth once and for all.

DEI ≠ Affirmative Action

One reason this myth persists is that people often confuse DEI with affirmative action. Affirmative action focused on providing opportunities for underserved minority communities by establishing preferences or goals to address systemic imbalances. While important, DEI is not about preferences.

DEI is about expanding our awareness, especially in areas like hiring. It’s about enlarging the pool of highly qualified applicants we may have overlooked by sticking to the same old recruitment strategies. It’s about creating a fair and equitable process that allows us to identify and hire the best talent—talent that may not have been reached by traditional methods. DEI isn’t about lowering the bar; it’s about ensuring everyone has the opportunity to compete on a level playing field.

So, What Is DEI Really About?

At its core, DEI is about creating awareness. It’s about recognizing who is and isn’t part of our business universe. Who are we serving? Who are we working with? And just as importantly, who are we missing?

There’s no secret agenda to change or lower qualifications when hiring women, people of color, or other underrepresented groups. DEI ensures we are aware of and actively working to bring diverse, qualified people into our spaces.

Let’s take this a step further. When people say that DEI lowers standards, what they’re really implying is that hiring women or people of color somehow means reducing qualifications to let them in. This assumption is not only false, but it also dismisses the wealth of talent and innovation that diverse perspectives bring.

The Data Proves the Opposite

Here’s the truth: data consistently shows that DEI initiatives improve outcomes across the board. Just take a look at research from McKinsey & Company, among others, from 2020-2023. The numbers tell a clear story:

• Financial metrics have improved.

• Workplace culture and climate have become more positive.

• Productivity has increased.

• Employee morale has gone up.

• Sick leave has decreased.

• Turnover rates have gone down.

These outcomes are the opposite of what people claim happens when DEI initiatives are implemented. So, if we’re going to argue that DEI lowers standards, we’d have to explain why, in reality, productivity is higher, turnover is lower, and businesses are performing better when they commit to diversity and inclusion.

No, Doors and Windows Aren’t Blowing Off Planes

To address one more outlandish myth: no, the increased representation of people of color or women in your workplace isn’t responsible for catastrophic failures in quality or safety. The idea that hiring diverse teams leads to lower quality is not just untrue—it’s harmful. In fact, diverse teams bring innovative ideas, solve problems faster, and create stronger organizations overall.

The Bottom Line

DEI doesn’t lower standards. It raises them by fostering an inclusive environment where everyone, regardless of background, has the opportunity to succeed. By expanding our awareness and reaching highly qualified candidates who might have been overlooked, we’re building stronger teams, improving performance, and driving success.

At The Gemini Group, we’re committed to helping organizations build inclusive, high-performing teams through DEI strategies that work. We’re here to combat the misinformation surrounding DEI, and we hope our myth-busting series will help shed light on the true benefits of diversity, equity, and inclusion in the workplace.

Want to Learn More?

Stay tuned for more videos in our DEI Myth-Busting Series, where we continue to tackle misconceptions and bring you the facts on how DEI transforms workplaces for the better.

Sources Cited:

McKinsey & Company, “Diversity Wins: How Inclusion Matters” (2020)

Catalyst, “The Bottom Line: Connecting Corporate Performance and Gender Diversity” (2019)