Don’t Confuse Diversity with Handouts: Kamala’s Resume Is the Blueprint for DEI

Picture taken from LinkedIn Post.

Let’s Talk About DEI, The Real Kind

Whenever the phrase “DEI” comes up in public discourse, certain folks get their knickers in a twist, claiming it stands for “Didn’t Earn It.” Spoiler alert: that’s not what it means. This warped rhetoric has become the go-to excuse for sidelining qualified, historically marginalized individuals while perpetuating the myth of meritocracy for people who are, frankly, a lot less deserving of their power and privilege.

Let’s set the record straight: DEI stands for Diversity, Equity, and Inclusion, not “handouts” or “special treatment.” The real irony here is that those most likely to cry “Didn’t Earn It” often benefited from the greatest unearned advantage of all: privilege. Let’s talk about why this narrative is not only rooted in ignorance but also serves as a deliberate attempt to discredit marginalized professionals who have done the work.

And since we’re keeping it real, as I love to do, let’s talk about Vice President Kamala Harris, an accomplished, intelligent, and qualified leader who’s faced this nonsense rhetoric head-on. Comparing her to the revolving door of Trump appointees (and Trump himself) who lacked experience, ethics, and accountability is almost laughable, except it’s not funny when you see how damaging this rhetoric is to progress.

“Didn’t Earn It” Is Racism in a Trench Coat

The phrase “Didn’t Earn It” is not new. It’s a remix of the tired, racist trope that qualified Black, brown, female, LGBTQ+, and or disabled candidates couldn’t possibly have succeeded without “special favors.” It’s the same energy behind the attacks on affirmative action, the questioning of Barack Obama’s birth certificate, and the side-eye every BIPOC in a leadership position gets when they walk into a room. This ignorant rhetoric is reminiscent of the historical and present opposing stances taken against affirmative action.

Affirmative action has long been a political punching bag, villainized as an undeserved handout for marginalized groups while ignoring the systemic barriers those groups face. Its critics paint it as a zero-sum game, claiming it unfairly disadvantages white people, particularly white men, in favor of BIPOC populations, or so we thought. However, what many of these detractors conveniently omit is that the largest beneficiaries of affirmative action have been white women. This fact underscores the hypocrisy in the political rhetoric surrounding affirmative action, which often weaponizes race as a divisive tool while obscuring its actual outcomes.

Affirmative action policies, originally designed to address the systemic exclusion of Black Americans and other minorities from educational and professional opportunities, inadvertently became a gateway for white women to enter spaces traditionally dominated by men. In workplaces, white women have benefited significantly from policies aimed at diversifying leadership and gaining access to promotions, higher wages, and professional opportunities. Yet, they still were not excluded from the sexist and bigoted ignorance they experienced on behalf of their male counterparts in the workplace. The policy changed accessibility but not necessarily the toxicity of the culture. Politically, however, these policies were reframed as a threat to white male dominance, conveniently ignoring how they have bolstered the socioeconomic standing of white women. This manipulation of the narrative fuels resentment, pits marginalized groups against each other, and perpetuates myths about meritocracy while protecting the structures of privilege that affirmative action was designed to dismantle.

Addressing this hypocrisy is crucial to creating a more informed and honest dialogue about equity. Acknowledging who truly benefits from affirmative action forces us to confront not only the racialized lies that fuel opposition to such policies but also the deep-seated biases that continue to shape public perceptions of fairness and opportunity. It’s not about scapegoating beneficiaries but about holding the narrative accountable for its omissions and distortions. Let’s break it down. When people weaponize “Didn’t Earn It” against marginalized individuals, they’re really saying, “This space wasn’t meant for you.” It’s a way to uphold entitlement while undermining people who had to work twice as hard to get half as far. Kamala Harris, for instance, didn’t “fall into” her role. She has a law degree from UC Hastings, served as Attorney General of California, and has decades of public service experience. Compare that to the likes of Jared Kushner, whose only qualifications seem to be nepotism and mediocre real estate deals. Yet somehow, she’s the one who didn’t “earn” it?

This rhetoric is a distraction, a way to shift focus from the fact that marginalized professionals are not just competing against their peers; they’re competing against entrenched systems designed to exclude them.

Kamala Harris vs. Trump’s Appointees: A Case Study in Qualifications

Let’s put this to the test. Here’s a quick comparison:

• Kamala Harris: With a Juris Doctor from the University of California, Hastings College of the Law, Harris has served as District Attorney of San Francisco, Attorney General of California, U.S. Senator, and now Vice President of the United States. Significant legal and legislative accomplishments, including reforms in criminal justice and advocacy for civil rights mark her career.
• Susie Wiles (White House Chief of Staff): Wiles is a political strategist known for her role in managing Trump’s campaigns. While experienced in political operations, she lacks Harris's extensive public service and legal background.
• Marco Rubio (Secretary of State): Rubio, a U.S. Senator from Florida, has experience in foreign policy through his legislative work. However, his career has been primarily legislative, without the executive leadership experience that Harris has demonstrated.
• Pam Bondi (Attorney General): Former Attorney General of Florida, Bondi has a background in law and has been a vocal supporter of Trump. Her tenure included controversies, such as decisions not to pursue investigations into Trump University after receiving campaign contributions.
• Todd Blanche (Deputy Attorney General): Blanche is a defense attorney representing Trump in various legal matters. His experience is primarily in private legal practice, lacking the public service and policy-making experience that Harris brings.
• Robert F. Kennedy Jr. (Secretary of Health and Human Services): Kennedy is an environmental attorney and known vaccine skeptic. His appointment has been controversial due to his stance on vaccines, which contradicts established public health consensus.
• Linda McMahon (Secretary of Education): Co-founder of World Wrestling Entertainment and former head of the Small Business Administration, McMahon’s background is in business, not education. Her qualifications for leading the Department of Education have been questioned.
• Scott Bessent (Secretary of the Treasury): Bessent is a hedge fund executive with experience in finance. While knowledgeable in financial markets, his public service experience is limited compared to Harris’s extensive career.

Kamala Harris’s qualifications shine brightly next to Trump’s appointees. Yet the “Didn’t Earn It” crowd remains louder than ever, showing that their objections have little to do with merit and everything to do with protecting power and privilege. A glaring example of this misrepresentation is the scrutiny faced by Vice President Kamala Harris, whose extensive qualifications are often overshadowed by such unfounded critiques. Compared to recent Trump administration appointees, Harris’s credentials hold up and often surpass those of her counterparts.

Strategies to Trash the “Didn’t Earn It” Mentality

If we’re serious about building equitable workplaces and societies, we must rid ourselves and others of this toxic narrative. Here’s how:

1. Check Your Bias at the Door
   When you hear someone questioning the qualifications of a marginalized person, ask yourself if you’d have the same reaction to a white male candidate with similar or lesser credentials. Bias is sneaky, but calling it out and in (in yourself and others), and building systems to minimize it, is the first step to dismantling it.
2. Refocus on Systems, Not Individuals
   DEI is not about giving unqualified people a leg up; it’s about leveling the playing field in systems that have historically excluded marginalized groups. Educate yourself on how systemic barriers, not individual shortcomings, perpetuate inequities.
3. Celebrate Accomplishments, Loudly
   When someone like Kamala Harris succeeds, amplify their achievements. Counter the “Didn’t Earn It” narrative with receipts. But remember, do not argue with people unwilling to listen to facts; it wastes your time and intelligence. Speak up about the hard work, intelligence, and experience that marginalized professionals bring to the table.
4. Demand Accountability for Privilege
   Let’s start asking hard questions about the people who actually didn’t earn it. Who got their position because of connections? Who was handed opportunities others never had access to? Shine a light on privilege and entitlement where it exists.
5. Promote Equitable Opportunities: Support policies and practices that ensure equal access to education, employment, and advancement for all individuals.
6. Educate and Advocate: Engage in conversations about the importance of DEI and advocate for its implementation in all sectors of society.
7. Invest in Equity
   Advocate for policies and practices that create equitable access to opportunities, whether that’s funding for education, inclusive hiring practices, or leadership development programs for marginalized groups. DEI isn’t a one-time effort; it’s a commitment to systemic change.

DEI: What It Really Means

The real DEI (Diversity, Equity, and Inclusion) is about creating environments where talent, regardless of identity, can thrive and have the same level of accessibility. It’s about ensuring that historically excluded groups aren’t just invited into the room but are empowered to lead. It’s about dismantling the systems that gave us an era of “leaders” who truly didn’t earn it while ensuring that future generations have access to the opportunities they deserve.

So, the next time someone tries to tell you that Kamala Harris or any other accomplished, marginalized leader “didn’t earn it,” remind them of what true qualifications look like. Then, ask them to point out where their biases might cloud their judgment. Because the only thing we can’t afford and have to be more intentional about building intolerance towards in the fight for equity is ignorance.