In America, some view diversity, equity, and inclusion as unnatural, likening it to an invasive species. Unwilling to concede the injustices in our society, some cast blame on Black people and other racial minorities for disparities. Some feel intimidated by seeing them fulfil roles traditionally reserved for white people. Others cling to stereotypes that suggest certain groups are less deserving of opportunities. This belief system fuels backlash. During the run-up to the last presidential election, many Black people expressed concerns about Donald Trump's "Make America Great Again" slogan, wondering just how far back the current administration wants to take us. Now, eight months into his second term, more Americans are starting to realize what Black people have been saying all along: that there would be harmful consequences to embracing anti-DEI.
Within three months, at least 300,000 Black women left the job market, many as a direct result of Trump's policies. As gender economist Katica Roy noted, "It’s not a coincidence" that so many Black women have been given the boot lately. Jobs in the public sector, she said, have offered "a lifeline" for the Black women who've been "shut out of economic opportunity." By securing government jobs, they sought to overcome the prejudice they traditionally faced; they comprised 12% of federal workers, double their representation in the private sector. Many believed these jobs were secure. However, given the Trump administration's policies, positions once considered reliable now stand on shaky ground. For example, the "Department of Education and the Department of Health and Human Services" reduced job opportunities by half in some cases, according to Roy. While the goal of shrinking the federal workforce may seem race and gender neutral on the surface, many Black women have suffered economic loss.
And it's not like the private sector welcomed Black women who lost public sector jobs with open arms. Indeed, many major companies, such as Walmart, Lowe's, Target, Amazon, IBM, and Meta, have abandoned their DEI policies. This signals these companies are less likely to hire and retain Black women as employees. They made this shift while overlooking how Black people and women, in particular, continue to face discrimination in the workforce. A study published in the American Sociological Review found that résumés with white-sounding names "were 50 percent more likely than those with Black names" to receive call-backs, even when the Black candidate had better qualifications than their white counterpart. Findings from The CROWN Research Study revealed that Black women are three times as likely to say they've "been passed over for advancement because of [their] race." And 80% reported feeling they had to change their hair "from its natural state" to "fit in at the office." It's sad, but many "Black women fear scrutiny and discrimination when expressing their natural beauty." DEI programs were designed to address the discrimination Black people and other minorities endure. Sadly, many companies have followed the administration into the abyss, cancelling these programs and even positions held by Black women.
Black workers remain at an economic disadvantage compared to other groups. A McKinsey report found that 43% of Black private-sector workers earn less than $30,000 a year. No amount of hard work and persistence can make up for the fact that Black labor is undervalued by many white-owned businesses in this country. Researchers identified significant challenges Black people face in the private sector: (1) Black workers are disproportionately represented in frontline jobs, which limits their opportunities for career advancement; (2) the attrition rate for Black employees is high, causing entry-level positions to become a revolving door; (3) "Black employees encounter a broken rung from entry-level jobs to managerial roles"; (4) there is a trust deficit between Black employees and the companies they work for; (5) they often lack sponsorship or allyship necessary for career advancement. The study's authors also provided evidence-backed strategies companies can use to address these racial disparities. Sadly, we live in a nation where policies and programs designed to address unfairness are ostracized.
The race and gender-based discrimination Black women endure didn't start with the Trump administration. Indeed, this country has a long history of targeting the group that can be traced back to chattel slavery. It's not by chance that Black women earn less than any other group in this country. This is, unfortunately, reflective of the prejudice directed at the group. Without a concerted effort by citizens, it's likely Black women will continue to face misogynoir. Compounding the problem, there's a hesitance for people to acknowledge their unique experience. It's like a cloak of invisibility that masks the layers of Black womanhood. Either that, or many refuse to consider the nuance. While these problems are entrenched in American life, the issues they face have become more pronounced. There seems to be a deliberate push to remove Black women from leadership positions and confine them to only low-level positions. Over a quarter of a million Black women lost their jobs following cuts to the federal workforce and anti-DEI purges in the public and private sectors. A significant number of Americans were impacted. However, since these citizens are Black women, the public response seems muted.
Part of the problem is that some wrongly assume Black people are undeserving of the opportunities they receive. This is evident in the systematic effort to remove them from leadership positions. For example, President Trump recently announced his intention to fire Lisa Cook, the nation's first Black woman to serve as Federal Reserve Governor. Without evidence, he's accused her of committing fraud. Some on the political right piled on with more criticism, claiming "Joe Biden's DEI pick" deserved to lose her position. A white woman named Sally, who supports the MAGA political movement, called Lisa Cook "hardcore DEI," whatever that means. One white man named Mark claimed she was an example of "why DEI is a failure and meritocracy is the only way forward." Their attack is part of a broader pattern of discrimination that Black women face in the workplace, especially those in higher positions. But the notion that Lisa Cook is unqualified is laughable to anyone familiar with her experience. Her background easily disproves their assumptions.
Donald Trump, the current president, has a B.A. degree from the University of Pennsylvania. Now, Lisa Cook, on the other hand, has a B.A. in philosophy from Spelman College and a PhD in Economics from the University of California, Berkley. But this was only the beginning of her journey. Cook became a Marshall Scholar in 1986, earning a second B.A. in Philosophy, Politics, and Economics from the University of Oxford. So, if we're only judging academic credentials, she far outpaces the current president. It certainly wouldn't make sense for Trump or his followers to call her underqualified. Cook also has had an impressive career after attending college. She taught at Harvard University's Kennedy School of Government and became a tenured professor at Michigan State University. Additionally, she served as a senior economic advisor to President Obama, worked at the US Department of the Treasury, and became a senior advisor on finance and development in the government's Office of International Affairs. Then, as relevant to this discussion, Cook became Federal Reserve Governor in 2022, a position where she plays a significant role in shaping the nation's economic policy. Her 14-year term appointment lasts until January 2036.
In a bold move, Lisa Cook has chosen to remain in her position, despite risking the ire of the Trump administration and his most fervent followers. Her resistance is admirable. "Under the Federal Reserve Act, the only reason Federal Reserve governors can be removed from their position is 'for cause,’ or some kind of wrongdoing," journalist Steve Kopack noted. Cook suggested Trump attempted to fire her despite not having cause to do so. As a result, she "will not resign." Instead, she plans to "continue to carry out [her] duties to help the American economy." Trump has grown accustomed to many caving to the public pressure he exerts. Yet, presenting accusations without evidence is not enough to remove Cook from her current position. This has some on the far-right stewing, angry that it's not easy to vanquish the latest Black woman they've targeted from her current position. Of course, this can't be an easy decision for her, given that she must work and report to an administration hostile to her leadership. However, it's a decision that aligns with existing legal precedent. As long as she performs her duties, she has no obligation to leave before her term is completed.
Anti-DEI, similar to anti-woke, is rooted in a racist worldview, that when implemented as policy aims to exclude Black people and other racial minorities from positions, regardless of their experience or accolades. Cook's experience is a painful reminder that no matter how many degrees a Black woman earns or how well she performs in her roles, there will always be some who assume she's undeserving of her accomplishments. This is an exhausting reality for those on the receiving end of race and gender-based discrimination, as there is no simple fix. But one thing is sure: we can't create a fair society by ignoring problems like racism, sexism, and other forms of discrimination, and certainly not by eliminating programs designed to help level the playing field.
This post originally appeared on Medium and is edited and republished with author's permission. Read more of Allison Gaines' work on Medium.