Part 6/6:
Organizations must strike a balance—valuing diversity while also rigorously vetting candidates for competence, experience, and leadership capability. The goal should be to build agencies that are both diverse and effective, rather than sacrificing performance at the altar of diversity.
Conclusion
The example of Chief Pamela Smith serves as a cautionary tale about the risks of prioritizing DEI hires without thoroughly considering the qualifications and expertise necessary for leadership roles. As institutions continue to evolve, a considered approach that respects both diversity and competency will be essential for meaningful and lasting progress.