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Simple logic dictates that using “diversity” as a hiring priority will at best result in no difference in company performance, and will in most cases actually harm performance. In the best case scenario, maybe you have two applicants who are equally qualified, with, for example, one happening to be black and one white. In that case, if the black applicant is chosen for the job there will be a neutral effect on performance since either candidate would have likely performed similarly. So, in this case DEI is irrelevant since it confers no net benefit..

Then there’s the scenario of a black applicant who is more qualified than the white applicant. In that case, DEI is also irrelevant since the black applicant would be hired and provide more value to the company by virtue of his greater experience, whether DEI factored into his hiring or not.

And finally, there’s the scenario of a white applicant being more qualified than a black applicant. Here, DEI WILL have an effect if the black applicant is hired over the white applicant to promote “diversity”, but that effect will be negative because the company will be getting a less qualified employee.

So in no case can DEI-driven hiring yield a positive result for a company. At best, it can only be neutral and therefore irrelevant, but usually it will have a negative effect.

>And finally, there’s the scenario of a white applicant being more qualified than a black applicant.<

Actually, there is a final finally. There’s a scenario of a black applicant not being qualified and still being hired to provide diversity. Was there a previous requirement to possess an FAA Airframe and Powerplant Certificate?