The Dangers of DEI in First Responder Agencies
Diversity for its own sake cannot be prioritized over the qualities that make an effective officer.
Diversity, equity, and inclusion (DEI) have become prominent pillars in many organizations, including first responder agencies. The goal is to create workplaces that are more inclusive, with a broader range of backgrounds, ethnicities, and genders. But while this idea may sound beneficial in theory, the implementation of DEI policies within first responder agencies, particularly law enforcement, often conflicts with the merit-based principles that should guide these crucial professions. The emphasis on DEI risks sacrificing essential standards, such as physical testing, educational qualifications, background investigations, and strong ethical frameworks. Furthermore, resources dedicated to DEI initiatives and training represent a poor use of time and budgets, especially when evidence suggests these programs are ineffective.
Meritocracy and Standards in Law Enforcement
First responders, especially law enforcement officers, operate in high-stakes environments where the best possible performance is crucial. Physical fitness, mental stability, professional ethics, and competence are all necessary qualities for those who are entrusted with public safety. Unfortunately, DEI efforts often dilute this meritocratic focus. Promotions and new hires should be based on rigorous and objective criteria that emphasize skills, experience, and character. The safety of community's hinges on the competency of those patrolling the streets and responding to emergencies—not on the race, gender, or background of the responder.
Promoting diversity for its own sake undermines the principle of meritocracy. DEI frameworks tend to emphasize achieving a particular racial or gender composition at the expense of maintaining the highest standards. This shift can result in less-qualified individuals receiving promotions or being hired over more capable candidates. By prioritizing diversity goals, the ability to ensure that only the best-suited individuals are placed in critical roles diminishes, and the public bears the brunt of this diminished performance. This is especially true in the selection of agency heads, such as police chiefs, which in recent years has been trending towards DEI hires and not merit.
Physical fitness tests, educational requirements, background checks, and rigorous ethical standards should be the bedrock of the selection process in law enforcement and first responder agencies. These standards are non-negotiable in ensuring the capability of an individual to perform in the most challenging and often dangerous environments. Lowering these benchmarks to accommodate diversity goals places both officers and the public at risk.
Wasted Time and Budgetary Resources
Another critical issue with DEI initiatives in first responder agencies is the misuse of time and resources. The training sessions, workshops, and seminars that accompany these initiatives are costly, often diverting funds away from more practical and necessary forms of training, such as physical preparedness, de-escalation techniques, and crisis intervention. In law enforcement, where budgets are already stretched thin, every dollar matters, and it should be spent on programs that have a proven track record of improving public safety.
Recent studies suggest that diversity training does not bring the value that its proponents claim. According to the Harvard Business Review, 2020 meta-analysis synthesized findings from 492 different studies and found that trainings designed to reduce implicit bias “generally produced trivial changes in behavior.” The term “implicit bias” refers to unconscious discriminatory attitudes that people supposedly hold without being aware of them. However, as the study highlights, these trainings had “relatively weak” effects on measures of implicit bias, and, more importantly, changes in implicit biases did not necessarily translate to behavioral changes.
This evidence indicates that DEI training programs are largely ineffective, despite the considerable time and financial investment they require. Jesse Singal, a journalist who analyzed this issue in 2023, stated that if diversity training has no impact whatsoever, “perhaps billions of dollars are being wasted annually in the United States on these efforts.” Singal also notes a more disturbing possibility: that some diversity initiatives may worsen the DEI climates in organizations that pay for them.
Given the lack of concrete evidence supporting the efficacy of DEI training, first responder agencies should reconsider the value of these initiatives. The funds spent on ineffective diversity training could be better allocated toward improving officer training in areas related to public safety, such as improving physical fitness standards, better understanding of mental health issues, and enhancing community engagement.
The Importance of Psychological Screening
Another area that DEI initiatives have impacted negatively is the screening process for mental health and psychological stability among applicants. It is critical for law enforcement agencies to conduct thorough psychological evaluations to ensure that their officers are mentally fit for duty. One area of particular concern is how gender dysphoria is treated in these screenings. While gender dysphoria is a legitimate psychological condition, it can also be associated with mental health challenges and personality disorders. Law enforcement must evaluate this condition carefully to ensure that applicants are mentally stable and capable of handling the immense stress that comes with the job.
Failing to consider mental health concerns in the name of DEI could lead to the hiring of individuals who are not fully capable of handling the demands of the profession. In any profession, but particularly in first responder agencies, mental health is paramount. The emotional and psychological demands on law enforcement officers are immense, and the safety of both the public and the officers themselves depends on the mental resilience of those who serve.
Conclusion: A Return to Meritocracy
First responder agencies, particularly law enforcement, should reconsider the role that DEI plays in their operations. The focus must return to meritocracy, ensuring that promotions and hiring are based on physical fitness, mental health, ethical standards, and competency. Diversity for its own sake cannot be prioritized over the qualities that make an effective officer.
DEI initiatives, especially diversity training programs, represent a misuse of resources that could be better allocated to more practical, evidence-based forms of training. Studies show that these programs are largely ineffective, and in some cases, may even be counterproductive.
The public deserves the best law enforcement officers, those who meet rigorous physical, mental, and ethical standards. By ending DEI units within these agencies and focusing on the fundamentals of merit, the safety and effectiveness of our first responders will be greatly enhanced.
The FBI outlines key characteristics of an ideal police officer, emphasizing qualities like physical fitness, strong ethics, emotional intelligence, and psychological stability. These should be the guiding criteria in hiring and promotions—not DEI metrics that fail to address the core competencies needed for public safety. And a word of advice to those seeking first responder employment opportunities. Check the agency website and see if the agency has embraced DEI. Many agencies have units dedicated to DEI as a quasi-regulatory control function within their own ranks. If this is the case, I recommend moving on to another agency that has a better culture that is focused on you and your merit.
For examples watch the videos of Chicago cops dealing with serious incidents, especially violence. You will see a number of incidents where badly obese black women do literally nothing while partners are fighting intensly trying to cuff the offenders. NOT always black women but it seems to happen alot. Police officers run the gamut on ability and motivation. I am positive they never face discipline because of race politics which is at a whole nuther level ln Chicagol. I was slow to accept female street cops but mostly they do fine. Some are real gunfighters with tons of guts. We need them. Too many unqualified candidates have been accepted for years and it shows. Usually race targets to " reflect the community "