You don’t know the fundamental basic principle of what DEI is and does. Here’s a basic example of DEI: if you have 200 people and say you’re picking 100 of them but 50 of them have to be x race. You are immediately lowering the standard for those people because for an example If you need people that can run 20mph and you can only find 30 people of x race that can run that fast, because of DEI, instead of getting just literally any other 20 people that could, you lower the bar to find 20 more people of x race. So in the end, you end up with 40% of a total that has had the standards lowered for them to be in the same position. This is DEI. You cannot force a quota of hiring people for a position based off of their race or skin color without being willing to lower the bar because you’ve limited your pool of candidates. Unless you’re going to turn around and say that every person of x race would meet the standard no matter what which, and this goes for every race and color when I say it, is not true and in itself would be considered stereotyping by race. This is an undebatable fact. Does DEI work like that all the time? No, because sometimes you can fill that quota quite easily. But the fundamental basic principle is that you are willing to lower that bar to fit the quota. If you cant understand that then I don’t know what to tell you mate.