- A new NCRI and Rutgers University study reveals DEI training often backfires, increasing hostility, division, and authoritarian tendencies.
- DEI materials emphasizing systemic oppression led participants to perceive bias in neutral scenarios and support punitive measures without evidence.
- The study found a rise in authoritarian attitudes, with participants demonizing "oppressor" groups and supporting suppression of dissenting views.
- Despite $8 billion spent annually on DEI programs, research suggests they may worsen workplace environments and fail to achieve their goals.
President Donald Trump has made a lot of headlines for his decisive action against Diversity, Equity, and Inclusion (DEI) programs within the federal government in an attempt to dismantle what he calls “radical and wasteful” initiatives. His executive orders, which include revoking Lyndon B. Johnson’s affirmative action policies and placing federal DEI staff on paid leave, have reignited a fierce debate over the role of government in promoting diversity versus merit-based governance. But as Trump’s critics decry the move as a step backward, a growing body of research suggests that DEI programs may be doing more harm than good — increasing hostility, fostering division, and even promoting authoritarian tendencies.
The controversy comes as a new study from the Network Contagion Research Institute (NCRI) and Rutgers University reveals that DEI training often backfires, exacerbating the very problems it claims to solve. The findings, which align with Trump’s push for a colorblind, merit-based society, raise urgent questions about the effectiveness and unintended consequences of these widely implemented programs.
The rise of DEI and its unintended consequences
DEI initiatives have become a staple in workplaces, universities, and government agencies across the nation, with the stated goal of fostering inclusivity and reducing bias. However, the NCRI study, which involved over 3,000 participants, found that exposure to DEI materials emphasizing systemic oppression and victimization led to heightened perceptions of bias, increased support for punitive measures, and a rise in intergroup hostility.
Participants exposed to DEI materials, including works by prominent anti-racist authors, were more likely to perceive racial bias in neutral scenarios and endorse harsh punishments for perceived offenses — even when no wrongdoing occurred. For example, in a hypothetical college admissions scenario, participants exposed to DEI materials were significantly more likely to accuse an admissions officer of racial bias, despite a lack of evidence.
Hostility and authoritarianism on the rise
The study’s findings are alarming. Participants exposed to DEI narratives showed a 12% increase in support for suspending individuals accused of bias, a 16% increase in demands for public apologies, and a 12% increase in calls for mandatory DEI training. These punitive attitudes were not limited to race; similar patterns emerged in scenarios involving religion and caste.
Perhaps most concerning is the study’s revelation that DEI materials fostered authoritarian tendencies. Participants exposed to these narratives were more likely to demonize perceived “oppressor” groups and support the suppression of dissenting views. “What we found is that when people are exposed to this ideology, they become hostile without any indication that anything racist has happened,” said Joel Finkelstein, NCRI’s Chief Science Officer and co-author of the study.
A climate of fear and distrust
The study underscores how DEI programs, despite their intentions, can create a toxic environment of fear and suspicion. By emphasizing systemic oppression and victimization, these initiatives risk fostering unwarranted distrust and hostility between groups.
This climate of division is precisely what Trump aims to address with his push to eliminate DEI programs. His administration’s focus on meritocracy seeks to restore a system where individuals are judged on their abilities and achievements, rather than their race, gender, or other identity markers.
The NCRI study is not an isolated case. A 2023 Pew Research Center report found that 52% of American workers are required to attend DEI training, with companies spending an estimated $8 billion annually on these programs. Yet, as the research shows, these initiatives often fail to deliver on their promises—and may even make matters worse.
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