“Diversity Hire”

Over the past few years, I’ve noticed a growing wave of hostility on social media towards so-called “diversity hires.” And with the looming threat of recession, that resentment seems to be intensifying.

To be honest, I’ve usually stayed quiet on this topic. It’s one of those things where, no matter how rational your argument, some people have already made up their minds. But lately, I’ve felt an overwhelming urge to speak—especially for those just beginning their journey in tech, and for the veterans who’ve faced this label head-on.

What Is Diversity, Really?

Say the word “diversity” in a corporate setting, and most people immediately think of women—particularly women in tech. And unfortunately, any time a female content creator posts something online, it doesn’t take long before the comments start flooding in:
“Must be a diversity hire.”

What was once a concept meant to create opportunity and balance has been weaponised into an insult.

But here’s the truth:
Diversity is not limited to gender.

It includes differences in thought, background, religion, physical ability, sexual orientation, socioeconomic history, military service, and more. So when companies implement diversity hiring policies, they’re not simply ticking a “hire more women” checkbox. They’re making room for underrepresented voices—from disabled individuals to LGBTQ+ professionals to military veterans returning to civilian life.

Diversity ≠ Incompetence

The phrase “must be a diversity hire” is often shorthand for “This person must be underqualified and got the job only to tick a box.” That assumption is not just wrong—it’s lazy.

I remember a conversation with a director who was tasked with increasing gender diversity in leadership. She was pragmatic: senior women often exit the workforce for a range of reasons, so she asked HR to ensure that for every five CVs, at least one was from a woman—particularly at mid-level experience where the pipeline was stronger.

Did we compromise on the interview process? No.
Did we lower the bar? Absolutely not.

We still ran technical rounds, machine tests, system design sessions, and peer interviews. The candidate we hired earned that role. She wasn’t given a favour. She didn’t take someone else’s job. She was the right person for the role.

Why Diversity Matters

When every person in the room comes from the same background, groupthink thrives. Innovation suffers. Representation vanishes.

Diverse hiring brings balance to the workplace:

• People with disabilities understand accessibility like no training course can teach.
• Veterans and military professionals bring discipline, resilience, and real-world leadership.
• LGBTQ+ individuals broaden cultural and emotional intelligence.
• Women, especially in male-dominated industries, bring perspective that is too often ignored.

The point of diversity is not to create division. It’s to ensure no one is excluded from the table by default.

My Experience as a Woman in Tech

I’ve been in rooms where I was the only woman. Still am. And no matter how senior or skilled you are, the dynamic can be isolating.

I've heard unprofessional language thrown around because the men forgot there was a woman present. I’ve skipped late-night parties because of personal safety or comfort—and was met with confusion or even judgement. Had there been more women, they would have understood—just like men feel more at ease among other men.

It’s not about special treatment. It’s about shared understanding.

What Needs to Change

Let me be clear: I’m not defending those who misuse the banner of “diversity” for self-promotion or clout. We’ve all seen viral posts on LinkedIn where people exploit identity for attention, or create feel-good stories that stretch the truth. That does dilute the movement. It makes genuine efforts seem performative.

But that doesn’t mean we throw the entire idea out.

Here’s what we can do:

1. Stop using "diversity hire" as an insult.
   It’s demeaning, inaccurate, and fuels division.

2. Recognise that no one is taking your job.
   Companies don’t hire for diversity instead of talent. They hire diverse and capable candidates. If they can’t find someone skilled, the position stays open. It’s not a charity—it’s business.

3. Understand the purpose of diversity.
   It’s not about quotas. It’s about fairness, balance, and creating a workforce that reflects the real world.

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Let’s stop acting like diversity is a handout. It’s not. It’s a recalibration. A long-overdue correction in systems that, for decades, favoured the same profile.

If you’re someone who got in the door thanks to a diversity initiative—own it. Not with shame, but with pride. Because once you're in, it’s your work that speaks.

And if you’re someone who resents it? Maybe it’s time to stop worrying about how someone else got hired—and start asking how you can grow beyond your assumptions.