Language is Power. Words shape the way we interact with the world.” – David Sedgwick
Words have meaning. Some carry significant weight, yet people often manipulate them to fit their own narratives. Language holds incredible power. It can uplift and connect, but it can also harm and exclude. If we’re not careful, words can be twisted to justify discrimination.
Think about how language evolves. Some words shift naturally over time, while people intentionally manipulate others to fit an agenda. Take the word “woke,” for example. Originally a call within the Black community to stay aware of racial and social injustices, it has been turned into an insult, used to dismiss conversations about equity and fairness. The same thing has happened with Diversity, Equity, Inclusion, and Accessibility (DEIA). What was meant to promote fairness in hiring, education, and opportunity has been misrepresented as a threat to merit or a way to exclude certain groups.
Language is not neutral. Throughout history, people have used dehumanization to enable atrocities. The words we use to describe others don’t just reflect reality; they shape it.
Historical Examples: The Impact of Harmful Labels
Nazi Germany and Jewish People
During Nazi Germany, the regime used dehumanizing language to justify the persecution and genocide of Jewish people. The Nazis frequently referred to Jewish people as “rats” and “vermin,” framing them as subhuman threats to society. They used this language in their propaganda to make discrimination, violence, and even genocide seem more acceptable to the public.
Repeated exposure to dehumanizing language normalizes negative perceptions and allows systemic oppression to take root.
Throughout history, dehumanization has enabled atrocities—from Nazis calling Jews rats to Hutus labeling Tutsis cockroaches. In this NPR interview with Neal Conan, philosopher David Livingstone Smith explores how viewing others as subhuman allows people to commit acts of extreme violence. He draws from his book Less Than Human to examine the psychological barriers to killing and how systems systematically break them down over time.
Credit: NPR Listen Here
Black People and Stereotypes
Black people have long been labeled as “lazy” and “unqualified”—negative stereotypes historically used to justify slavery, segregation, and exclusion from economic and educational opportunities. These harmful narratives persist today.
A 2020 Harvard Business Review study found that Black employees are 22% more likely than white employees to be described as “not a good fit” in hiring decisions, a vague and subjective label often influenced by unconscious bias (Harvard Business Review, 2020). Another study from the National Bureau of Economic Research found that job applicants with traditionally Black-sounding names receive 50% fewer callbacks than those with white-sounding names, despite identical resumes.
Just take a look at this: A young Black woman, Aliyah Jones, exposed racial bias in her job search by conducting an experiment where she posed as a White woman with similar qualifications.
These stereotypes don’t just shape perceptions; they directly impact hiring, promotions, and economic mobility. The consequences of language are real, affecting the lives and opportunities of entire communities.
The DEI Backlash: Language as a Weapon
Today, we see this same pattern in how people talk about Diversity, Equity, Inclusion, and Accessibility (DEIA).
People increasingly use the phrase “DEI hire” to discredit professionals from marginalized backgrounds, implying they were only hired to fulfill a diversity quota rather than for their qualifications and talent. This is misleading and ignores the systemic barriers that have historically excluded people from opportunities.
But let’s be clear: DEIA doesn’t mean hiring unqualified people. It helps hiring managers recognize and consider qualified candidates who don’t fit the traditional mold. DEIA encourages companies to expand their talent pools—like recruiting from HBCUs, hiring veterans, and ensuring people with disabilities have equal access to opportunities.
Studies show that diverse teams outperform those lacking diversity. According to McKinsey & Company, companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their industry median (McKinsey, 2020). Yet, despite the benefits, resistance to DEI initiatives has grown, with critics distorting its purpose.
DEIA isn’t just about race. It includes:
- Ensuring people with disabilities have accessible workplaces.
- Creating opportunities for veterans.
- Helping organizations recognize and address biases that impact hiring and advancement.
- Ensuring all employees, regardless of their sexual orientation, gender identity, or family structure, have access to company-provided healthcare.
- Providing equitable parental leave policies.
And so much more.
Despite this, recent political rhetoric has framed DEIA as an attack on white people, using negative language to suggest that “DEI hires” take opportunities from white men and women. Ironically, white women have been among the biggest beneficiaries of diversity policies—research from the U.S. Department of Labor shows that affirmative action has significantly increased opportunities for white women in education and the workforce (Department of Labor, 2016).
At the same time, companies are rolling back their commitments to inclusion. A 2023 report from Revelio Labs found that DEI-related job postings declined by 33% following the Supreme Court’s ruling against affirmative action, with many companies eliminating entire DEI departments (Revelio Labs, 2023). Some organizations have even stopped recognizing heritage months, signaling a broader cultural shift against inclusion efforts. But make no mistake, many companies backtracking on DEI are feeling the negative impact through loss of sales and more.
Why This Matters and What You Can Do
Language shapes how we see the world. When harmful narratives spread unchecked, they take root in people’s minds and influence real-world decisions. Here are three things you can do:
- Be intentional with your words.
- Challenge stereotypes when you hear them.
- Do your research—don’t let others redefine language to serve their own agendas.
DEIA was never about exclusion—it’s about fairness. Let’s preserve its true meaning.
To learn how Project 2043 can help your organization foster inclusive language and equitable practices, please contact us today.
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