The wrong approach to DEI is not only a waste of resources, but also a form of systemic discrimination.
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1. Global Activist Pressure to Favour Certain Affinity Groups
Powerful activist groups show partiality to certain identities and political viewpoints. They demand companies to enforce political views in the workplace.
2. Foreign Governments Intervening in Local Affairs
Foreign governments may instruct their companies to bring controversial DEI policies into Singapore, undermining our cultural values and national sovereignty.
3. Pressure to Conform to Homogenous Values
Recent activism in DEI may create an expectation of uniformity in values, marginalising individuals with differing beliefs. Instead of promoting viewpoint diversity, DEI might impede debate.
4. Discrimination against Companies with Different Values by Harming Investability
Rating agencies conflate sustainability with other political causes when evaluating company ESG scores. Companies that do not adopt politically controversial ideologies might suffer in their sustainability ratings.
5. Contradictory Policies Marginalise the People DEI Originally Intended to Support
When DEI becomes conflated with controversial politics, the result backfires and erases years of progress. True inclusion must recognise definitions of identity groups to protect justice and fairness.
6. Misplaced Diversity Policies Harms Service Quality, Safety & Justice
When DEI policies supersede the competencies needed in the hiring process, not only does this look patronising, it compromises the work quality of critical services.
