Answer
DEI is an acronym for “Diversity, Equity, and Inclusion.” DEI is a concept in the business world designed to value people’s individual differences, ensure everyone has equal opportunities, and create work environments in which everyone feels welcomed and respected. The stated intention of DEI programs is to support people who come from varying backgrounds and give them the resources they need to thrive in the workplace.
Taken at face value, DEI aligns with biblical principles. It is good to value and respect people, support fairness, and allow opportunities. It’s the implementation of DEI that often causes problems, as the baseline for “fairness” fluctuates from merit to skin color or the “opportunities” are weighted more toward one demographic than another.
DEI acknowledges and appreciates individual differences, and a foundational biblical principle is the recognition of individual gifts and callings. Passages such as Romans 12:6–8 and 1 Corinthians 12:4–11 illustrate the diversity within the body of Christ and highlight that different individuals are endowed with various gifts for the purpose of serving the community. At the same time, the emphasis in such passages is on an individual’s God-given abilities and qualifications rather than his or her background or identity markers. Roles and responsibilities, both within the church and society, should align with one’s gifts and abilities.
When selecting leaders, Moses was advised to choose capable men who feared God and trustworthy men who hated dishonest gain (Exodus 18:21). There were no incapable leaders considered in the name of “diversity.” There was no “inclusion” of untrustworthy individuals. Similarly, when the apostles needed to delegate responsibilities in the early church, they chose individuals who were full of the Spirit and wisdom (Acts 6:3). In both Old and New Testaments, there was a preference for qualification and merit as criteria for leadership roles.
Selecting individuals based on race or identity markers, rather than on qualifications or merit, directly contradicts the biblical teaching that God looks at the heart rather than the outward appearance (1 Samuel 16:7). When DEI initiatives prioritize race or identity over qualifications, they risk enacting a form of discrimination that Scripture unequivocally condemns. “Forced equality” in DEI initiatives unlocks the potential for undermining meritocracy—a system in which positions and opportunities are accorded based on demonstrated ability and merit. When DEI overlooks character, God-given talents, and proven qualifications, individuals could be placed into roles they are poorly suited for.
Scripture affirms the diversity of gifts, callings, and contributions within the body of Christ, emphasizing that equality does not mean uniformity (Romans 12:4–8). Efforts to enforce uniform outcomes, rather than provide equal opportunities, stifle individuality and the expression of God-given talents. This approach, sometimes seen in DEI programs, not only neglects the biblical celebration of diversity within unity but also risks imposing unjust and unattainable standards that overlook personal choice and agency.
Imagine the application of DEI principles to the NFL. What if general managers had to construct teams based on racial quotas rather than on the skillset and physical prowess necessary for the sport? If teams were mandated to select their players solely to achieve racial parity, regardless of individual merit or suitability for the sport, it would lead to a complete distortion of the game’s competitive integrity and spirit. The NFL thrives on the excellence of its athletes, the majority of whom happen to be non-white (www.statista.com/statistics/1167935/racial-diversity-nfl-players, accessed 9/9/24). This predominance is not a matter of policy but a reflection of the individuals who excel most in the sport’s specific demands. To impose an artificial standard of racial composition on teams would not only undermine the principle of meritocracy that defines the competitive nature of sports but also detract from the genuine celebration of diversity that arises naturally from a system based on ability.
Many people have voiced concern that DEI efforts are more concerned with the optics of diversity than with genuine inclusion and equity. If DEI programs are guilty of such superficiality, then a correction is in order. Jesus criticized the Pharisees for their focus on external appearances rather than the weightier matters of the law: justice, mercy, and faithfulness (Matthew 23:23). Authentic engagement with diversity and inclusion seeks to address root issues of injustice and inequality, rather than merely adjusting superficial metrics for appearance’s sake.
Some argue that DEI can exacerbate divisiveness and prejudice rather than foster genuine understanding and unity. This outcome is antithetical to the unified body of Christ, in which diverse members work together for the common good, valuing each other’s unique contributions (1 Corinthians 12:12–27). By focusing on external differences to the exclusion of shared humanity and common goals, DEI initiatives can unintentionally undermine the Bible’s imperative to pursue unity and love.
The Bible upholds justice, mercy, and individual dignity. It also offers a framework for diversity and inclusion that transcends superficial metrics and the ideological conformity of DEI.
