Report on Public Perceptions of Discrimination and DEI Initiatives in Relation to Sustainable Development Goals

Introduction: Shifting Perceptions and Implications for SDG 10 (Reduced Inequalities)

A recent poll conducted by The Associated Press-NORC Center for Public Affairs Research reveals a significant shift in public perception regarding racial discrimination and the effectiveness of Diversity, Equity, and Inclusion (DEI) initiatives in the United States. These findings have direct implications for the advancement of several Sustainable Development Goals (SDGs), most notably SDG 10 (Reduced Inequalities), which aims to ensure equal opportunity and reduce inequalities of outcome. The data suggests a complex public sentiment that may challenge the implementation of policies aligned with this goal.

Key Findings on Perceived Discrimination: A Challenge to SDG 10 and SDG 16

The poll indicates a marked decrease in the percentage of U.S. adults who believe certain racial groups face high levels of discrimination. This trend could impact the societal urgency required to advance SDG 10 and SDG 16 (Peace, Justice and Strong Institutions), which calls for the promotion of non-discriminatory policies.

• Black Americans: The perception that Black people face “a great deal” or “quite a bit” of discrimination has fallen to 45%, a decline from 60% in 2021.
• Asian Americans: Similarly, the view that Asian people face high levels of discrimination dropped from 45% in 2021 to 32% in the current survey.
• Hispanic Americans: Perceptions of discrimination against Hispanic people have remained stable, with 44% of adults believing they face at least “quite a bit of discrimination.”
• White Americans: The perception of discrimination against white people also remains unchanged, with 15% reporting they face significant discrimination.

Efficacy of Diversity, Equity, and Inclusion (DEI) Policies: A Review of Progress Towards SDG 8 and SDG 5

The effectiveness of DEI programs, which are primary instruments for achieving SDG 8 (Decent Work and Economic Growth) and SDG 5 (Gender Equality) through fair employment practices, is being questioned by a substantial portion of the population. The poll highlights a lack of consensus on whether these initiatives are successfully reducing discrimination and promoting inclusive workplaces.

• Less than half of U.S. adults believe DEI initiatives provide a net benefit to the groups they are intended to help.
• Approximately 4 in 10 adults state that DEI reduces discrimination against Black people.
• About one-third of adults believe DEI reduces discrimination for Hispanic people, women, and Asian people.
• A significant cohort (between 33% and 41%) believes DEI makes no difference in outcomes.
• Notably, about a quarter of U.S. adults believe DEI initiatives actually increase discrimination against these same groups.

Unintended Consequences and Perceptions of Reverse Discrimination

The data reveals concerns that DEI implementation may be counterproductive to the goals of SDG 10, with a significant minority believing these policies create new forms of inequality. This sentiment complicates the path toward achieving Target 10.3, which seeks to eliminate discriminatory practices and ensure equal opportunity.

1. Concerns from Minority Groups: Black and Hispanic adults are more likely than white adults to believe DEI efforts increase discrimination against people like them. Approximately 4 in 10 Black adults and one-third of Hispanic adults hold this view, suggesting that the implementation of these policies may be failing to meet the needs of the very communities they aim to support.
2. Concerns Regarding Meritocracy: A prevalent concern is that DEI initiatives may compel organizations to prioritize demographic factors over merit, which conflicts with the principles of equal opportunity and decent work for all as outlined in SDG 8.
3. Perceptions of Increased Discrimination Against Majority Groups: A substantial minority of U.S. adults (about 3 in 10) believe DEI increases discrimination against white people. This view is held by 39% of white adults, indicating a significant barrier to building the broad consensus required for sustainable progress on equality goals.

Conclusion: Reassessing Strategies for Inclusive Growth and Reduced Inequalities

The poll’s findings underscore a complex and challenging environment for advancing the SDGs related to equality and inclusion. The decline in perceived discrimination, coupled with widespread skepticism about the effectiveness of DEI, suggests that current strategies may require re-evaluation. To make meaningful progress on SDG 5, SDG 8, and SDG 10, policies must not only be well-intentioned but also be implemented in a way that is perceived as fair and effective across all segments of society, thereby strengthening the inclusive institutions called for in SDG 16.

1. Which SDGs are addressed or connected to the issues highlighted in the article?

SDG 10: Reduced Inequalities

• The article directly addresses the issue of racial discrimination and inequality. It discusses the perception of discrimination faced by Black, Asian, and Hispanic people in the U.S. The core theme revolves around Diversity, Equity, and Inclusion (DEI) initiatives, which are policies designed to reduce inequalities in workplaces and society. The poll data, such as “45% of U.S. adults think Black people face high levels of discrimination,” explicitly connects to the goal of reducing inequality.

SDG 8: Decent Work and Economic Growth

• The discussion is heavily centered on the workplace, hiring practices, and career opportunities. The article mentions how companies have “retreated from their diversity practices” and how individuals perceive DEI’s impact on employment. Concerns are raised about whether hiring is based on merit or other factors, as one person states, “The most qualified person ought to get a job based on their merit.” This relates to ensuring equal opportunity for productive employment.

SDG 16: Peace, Justice and Strong Institutions

• The article touches upon issues of justice and the role of institutions in perpetuating or combating discrimination. It references the “police killing of George Floyd” as a catalyst for the “racial reckoning.” Furthermore, the debate over DEI policies within companies and schools represents a struggle to create inclusive and just institutions that enforce non-discriminatory practices.

2. What specific targets under those SDGs can be identified based on the article’s content?

SDG 10: Reduced Inequalities

• Target 10.2: “By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status.” The article’s entire focus on DEI, racial discrimination against Black, Hispanic, and Asian people, and their inclusion in the workplace directly aligns with this target.
• Target 10.3: “Ensure equal opportunity and reduce inequalities of outcome, including by eliminating discriminatory laws, policies and practices…” The debate over whether DEI policies are effective or “backfiring” is a direct reflection of efforts related to this target. The article explores perceptions of whether these practices reduce or increase discrimination.

SDG 8: Decent Work and Economic Growth

• Target 8.5: “By 2030, achieve full and productive employment and decent work for all women and men… and equal pay for work of equal value.” The article implies this target through its discussion of fair hiring practices. The concern expressed by interviewees like Pete Parra about his sons being “passed over” and the sentiment that people may be hired “to meet a quota” rather than for merit relate to the principle of equal opportunity for productive employment.

SDG 16: Peace, Justice and Strong Institutions

• Target 16.b: “Promote and enforce non-discriminatory laws and policies for sustainable development.” The article’s analysis of DEI policies within companies and the political pressure to either promote or dismantle them is central to this target. The varying opinions on whether DEI reduces or increases discrimination against different racial groups highlight the challenge of enforcing policies that are perceived as non-discriminatory by all.

3. Are there any indicators mentioned or implied in the article that can be used to measure progress towards the identified targets?

Indicators for SDG 10 (Targets 10.2 & 10.3) and SDG 16 (Target 16.b)

• The article provides direct quantitative data from The Associated Press-NORC Center for Public Affairs Research poll, which can serve as an indicator for measuring perceptions of discrimination. This aligns with the official indicator 10.3.1/16.b.1, which measures the “proportion of population reporting having personally felt discriminated against.”
• Specific Data Points from the article:
  • The percentage of U.S. adults who believe Black people face “a great deal” or “quite a bit” of discrimination fell from 60% in 2021 to 45% in the current survey.
  • The percentage of adults who believe Asian people face serious discrimination fell from 45% in 2021 to 32%.
  • The percentage of adults who believe Hispanic people face discrimination is 44%, similar to 2021 levels.
  • The percentage of adults who believe DEI increases discrimination against Black people is cited: “About 4 in 10 Black adults and about one-third of Hispanic adults say DEI increases discrimination against Black people.”
  • The percentage of adults who believe DEI increases discrimination against white people is “about 3 in 10,” and rises to 39% among white adults specifically.

Indicators for SDG 8 (Target 8.5)

• The article implies indicators related to the perception of equal opportunity in employment, although it does not provide hard employment statistics.
• Implied Indicators from the article:
  • Perception of hiring based on merit versus quotas. This is highlighted by the interviewee who believes “The most qualified person ought to get a job based on their merit” and the concern from Claudine Brider that qualified Black professionals are seen as only being hired “to meet a quota.”
  • Public opinion on the effectiveness of DEI policies in ensuring equal opportunity in the workplace. The poll finds that “less than half of Americans think DEI has a benefit for the people it’s intended to help.”

4. Create a table with three columns titled ‘SDGs, Targets and Indicators” to present the findings from analyzing the article. In this table, list the Sustainable Development Goals (SDGs), their corresponding targets, and the specific indicators identified in the article.

Source: bostonherald.com