Diversity, equity, and inclusion (DEI) initiatives in California have led to 20 high-ranking officials appointed by Governor Gavin Newsom earning a total of $3.2 million each year.
This information stems from a report released in July by the California Department of Human Resources, which highlights the salaries of political appointees in the Newsom administration.
While these officials might be pleased with their hefty six-figure incomes, many taxpayers in California may feel disheartened by how little is achieved in return. Plus, the millions paid in salaries are just a portion of the overall state spending on DEI, particularly when factoring in support staff, benefits, consultants, and various programs.
If Newsom pursues a presidential campaign, voters could get a glimpse of how DEI bureaucrats inject their political agendas into state governance by looking at his record in California.
The top DEI roles in the state share common characteristics. Much of the work from these offices involves attending meetings, drafting reports, and facilitating discussions.
For example, the California Department of Cannabis Control features a Deputy Director of Equity and Inclusion who aids minority business owners in the cannabis sector. One of his tasks is hosting discussions with entrepreneurs through a program named “Cannabis Conversations.” Business owners seem to appreciate the opportunity, especially given the state’s $35 million equity program aimed at those historically disadvantaged by the war on drugs.
The department also includes Kika Keith, recognized by the Los Angeles Times as a leading equity advocate in California’s cannabis industry. Her upcoming documentary, “Kiss My Grass,” showcases her as the first black woman to run a social equity dispensary in Los Angeles, emphasizing that “our people have never had the chance to benefit economically from industries like cotton, alcohol, and tobacco…”
Additionally, California has a dedicated website for consumers to locate “equity” marijuana businesses.
Other industries are not left out of DEI efforts either. The state’s economic development office has a zero-emission vehicle (ZEV) equity team, aiming to boost access to electric vehicles and charging infrastructure specifically in underprivileged communities.
However, it remains unclear how many charging stations the program has successfully installed in inner-city areas or if there has been any noticeable increase in electric vehicle ownership within targeted neighborhoods.
Two officials with similar roles manage DEI strategies across the state government.
California’s first chief equity officer focuses on developing a “framework” for fair government service coordination. In contrast, the Racial Equity Commission employs an executive director who supervises the staff and introduced its own “Racial Equity Framework” last year.
It’s puzzling why two officials are needed to create two separate equity frameworks.
Moreover, several senior officials handle DEI initiatives in areas like transportation, healthcare, social services, education, emergency services, and environmental protection.
The California Governor’s Office of Emergency Services has its own chief equity officer, raising questions about the necessity of a dedicated equity role when managing responses to natural disasters. Yet, that seems to be the norm in California.
The agency’s “commitment to equity statement” claims that “everyone deserves access to emergency services, regardless of barriers.” This begs the question: Why is a six-figure equity official needed to ensure the agency meets such a basic responsibility?
California’s health-related agencies also boast numerous DEI appointees, including a chief equity officer and a program director for equity and inclusion, among others. While it’s commendable to aim for reducing racial disparities in healthcare, it’s hard to see how having five individuals at desks improves access to medical services.
Despite a nationwide decline in support for DEI programs, California appears to be charting its own course. Adding personnel and initiatives under the equity umbrella is relatively easy, but proving that this bureaucratic activity produces real benefits for everyday Californians is a different challenge altogether.
If Gavin Newsom intends to bring his California initiatives to a national stage, he may eventually need to defend how hiring a group of well-paid DEI officials—whose main achievements seem to be attending meetings, drafting documents, and having conversations—has contributed to resolving the state’s numerous challenges.
