LANSING, Mich. (Michigan News Source) – On Tuesday, State Representative Andrew Beeler (R-Port Huron) submitted a plan that would make stricter guidelines for hiring practices in Michigan and within admissions policies by state universities.

What’s in the bills?

House Bills 5537-5541 address companies that contract with the state or receive taxpayer funding, and would require the hiring of employees be based on qualifications and merit rather than rely on diversity, equity, and inclusion (DEI) practices.

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“Hiring decisions and college admissions should be based on an applicant’s abilities and qualifications, especially at taxpayer-funded agencies and universities,” Beeler said. “Unfortunately, the push for ‘diversity, equity, and inclusion’ is a recipe for discrimination, stereotyping, and hostility. The best candidate should get the job every time. My plan will ensure that state government and state universities make decisions on merit — not on a discriminatory agenda.”

Under Rep. Beeler’s plan, hiring would be based on “objective criteria such as experience, education, and training.” According to the Representative, the plan would apply to state agencies for all employees not already covered by the classified civil service requirements, state contractors, and companies that receive funding through the Strategic Outreach and Attraction Reserve (SOAR) Fund.

What is House Joint Resolution N?

House Joint Resolution N, also proposed on Tuesday, would amend the state’s constitution making a “student admissions policy that allows consideration of only objective, merit-based factors when selecting from among applicants.” Among the factors would be: standardized test scores, community service, extracurricular activities, personal essays, statements of purpose, or other written submissions, special talents, achievements, or awards.

DEI efforts on the rise.

Rep. Beeler also highlighted a study from McKinsey & Company, a group committed to creating enduring positive change in the world, that indicated companies are spending more on DEI since 2020.

“Diversity, equity, and inclusion (DEI) is at an inflection point: companies and institutions have demonstrated positive intent and increased discussion and activity, but data shows that progress is slow,” the study said. “In 2020, the global market for DEI—that is, dollars spent by companies on DEI-related efforts such as employee resource groups (ERGs)—was estimated at $7.5 billion and is projected to more than double to $15.4 billion by 2026. Yet, as just one example, at the current rate it will take another 151 years to close the global economic gender gap at all levels.”

Furthermore, more attention has been placed on expanding DEI in companies, according to the report.

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“While the state of DEI efforts varies by company, industry and geography, a growing number
of management teams have recognized the importance and urgency of taking action to drive progress on DEI,” the report said. “In the United States, for example, it has become commonplace for companies to commit publicly to take action on advancing DEI, with 2,200 CEOs and presidents pledging to create more inclusive workplaces.”

What’s next?

House Bills 5537-5541 and House Joint Resolution N were referred to the Committee on Government Operations for further consideration.