In conversations about workplace inclusion and recruitment, one phrase continues to undermine progress: diversity hire.

While often used casually, this term carries harmful implications that can erode the very foundations of people with physical disabilities finding employment.

It’s time we unpack why this phrase is damaging and how shifting our language can foster a more respectful, empowering work culture.

What is Diversity Hiring?

At its core, the phrase ‘diversity hire’ suggests that an individual was selected because of their identity, be it race, disability, gender, or any other characteristic, rather than their skills, experience, and potential. It implies a bias meaning. This reduces talented professionals to a label, overshadowing their hard-earned qualifications and contributions.

When someone is referred to as a ‘diversity hire,’ it:

Perpetuate Stereotypes: It reinforces the harmful idea that people from underrepresented groups aren’t capable of securing roles on merit alone.

Undermines Achievements: No matter how competent or accomplished the individual is, their success is tainted by the implication that they didn’t ‘earn’ their position.

Creates Workplace Tension: Colleagues may unconsciously (or consciously) question the individual’s credibility, leading to feelings of isolation and the need to constantly ‘prove’ oneself.

Misses the Point of Inclusion: Diversity is not about ticking boxes. It’s about enriching workplaces with varied perspectives that drive innovation, creativity, and growth.

The Impact on Individuals and Organisations

For individuals, being labelled a ‘diversity hire’ can lead to self-doubt, imposter syndrome, and diminished job satisfaction. It places an unfair burden on employees to justify their place, detracting from their ability to thrive and contribute fully.

For organisations, this mindset is equally damaging. It fosters a culture where inclusion is seen as an obligation rather than an asset. This can stifle diversity of thought, reduce employee engagement, and ultimately impact performance and growth.

Shifting the Narrative

As considerate members of society, we appreciate that Language shapes culture. If we want to build genuinely inclusive workplaces, we must be intentional with our words.

Here’s how we can start:

Focus on Merit and Value: Highlight what individuals bring to the table, their skills, ideas, and experiences; not just their disability.

Celebrate Diversity Authentically: Recognise that diversity strengthens teams and drives better outcomes. Inclusion isn’t about charity; it’s about strategic advantage.

Challenge Bias: If you hear someone use the term ‘diversity hire,’ engage them in a constructive conversation about why it’s harmful and offer alternative ways to acknowledge inclusive hiring. As D Suess famously said “be the change you want to see”.

Moving Forward

Diversity and inclusion are not buzzwords or quotas. They are about creating environments where everyone regardless of background, can thrive, contribute, and be recognised for their unique strengths.

Let’s retire the phrase ‘diversity hire’ and replace it with language that reflects respect, merit, and the true value of an inclusive workforce.

If you have any questions on this topic, please don’t hesitate to contact us on employability@scia.org.au