Why White Women Benefitted The Most From DEI Programs
Some Americans are shocked to learn that Black people are not the primary beneficiaries of diversity, equity, and inclusion programs. Because, for many, these policies are synonymous with discussions about race. While companies voluntarily adopted policies to address racial discrimination in the workplace during the 1960s and 70s, they were designed to help a number of marginalized groups, including religious minorities and veterans. White women have benefitted the most from DEI programs. While women remain underrepresented "at every stage of the corporate pipeline," a McKinsey study estimated it would take 48 years for women of color to achieve gender parity, while only 22 years for white women to reach this milestone.
On top of white women benefitting the most from DEI policies, they were also the group most likely to benefit from affirmative action policies. While many believe these policies only addressed racial disparities, gender-based affirmative action policies were more readily implemented. A 1995 study found that at least 6 million women, "the majority of whom were white, had jobs they wouldn't otherwise hold," because of this policy. While affirmative action policies were initially used to follow through on promises to eradicate the poison of racial discrimination, more often than not, they were used to boost white women. To be clear, women are members of a marginalized group in America. It wasn't until the Equal Credit Opportunity Act of 1974 that women could open their bank accounts. Or until 1988, when women could finally start their own businesses without a male cosigner. And yet, in the aftermath of
Roe v Wade, protections for their reproductive rights were slashed. But that's only part of the story.
Historically speaking, white women have ascended the golden escalator of progress, often at the expense of racial minorities.
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