Note: This article may contain commentary reflecting the author's opinion.

A new study published by ResumeBuilder Monday has confirmed what many Americans struggling with employment post-COVID lockdowns have already noticed: in many roles, white men need not apply. Fifty-two percent of companies use ‘Reverse Discrimination’ according to hiring managers, and 1 in 6 are told to ‘deprioritize’ white men. Even worse, 95% of them believe their DEI (diversity, equity, and inclusion) initiatives are improving their companies.

In a well-documented, headlong plunge to embrace DEI, many firms have reportedly taken a stance of discrimination against white male job applicants according to a ResumeBuilder study.

With affirmative action making its way to the Supreme Court, the practice has come under increased scrutiny. Even a recent column in The Washington Post in August took note:

 “I was chatting with one of my bosses the other day about a potential new hire. He let slip that the executive team ultimately did not extend an offer because “we didn’t need another White guy.” He literally said this out loud. I was taken aback,”

WaPo reader quoted in Karla Miller’s column.

The Hiring Manager Survey Says

ResumeBuilder surveyed 1,000 hiring managers across the country in early November to find out how many believe that reverse discrimination is an issue impacting the workplace. The findings were absolutely damning.

  • “52% believe their company practices “reverse discrimination” in hiring”
  • “1 in 6 have been asked to deprioritize hiring white men”
  • “48% have been asked to prioritize diversity over qualifications”
  • “53% believe their job will be in danger if they don’t hire enough diverse employees”
  • “70% believe their company has DEI initiatives for appearances’ sake”

Surprisingly, the ResumeBuilder survey found that the discrimination wasn’t limited exclusively to white men either, white women were also discriminated against. They noted that 16% of hiring managers surveyed said they were told to “deprioritize white men” during candidate evaluation. In addition, 14% were also told to “deprioritize” white women.

“While the efforts to overcome inequality in hiring diverse populations continue to evolve, companies need to consider all aspects and the effects of these practices on their entire population and move carefully and thoughtfully,” Career expert Stacie Haller told ResumeBuilder.

According to The Epoch Times, in November of 2021, reports revealed that State Street Global Advisors (one of the most prominent investment firms in the world) “had to seek permission to hire white men.” The firm openly plans to hire three times the number of black, Asian and other minority staff into senior roles within the next business year. Reportedly if executives fail to meet this target, their bonuses will be affected.

While State Street Global will still hire white men, Epoch Times wrote, hiring managers are now required to prove that hiring panels, with mandatory women and minority members, also interviewed female and minority candidates.

“This is now front and central for State Street—it’s on every senior executive’s scorecard,” Jess McNicholas, State Street Global’s head of inclusion, diversity, and corporate citizenship, told a reporter from The Sunday Times.

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“All of our leaders have to demonstrate at their annual appraisals what they have done to improve female representation and the number of colleagues from ethnic-minority backgrounds.”

Most troublingly, an overwhelming majority, 95%, of the polled hiring managers believe that this discrimination, these DEI initiatives have improved their companies (35% saying ‘somewhat’ and 60% saying ‘strongly.’)