The article “The Lost Generation” by Jacob Savage ignites an important discussion about the evolving dynamics in high-status professions, particularly regarding white men in media, academia, and Hollywood. It examines the consequences of diversity, equity, and inclusion (DEI) initiatives that have proliferated following significant events like the Ferguson incident in 2014.
Savage argues that these DEI policies have not only marginalized white men but have also contributed to what he describes as a “declining mediocrity” within these sectors. The piece is data-rich, providing numerous statistics to support its claims and offers a critical look at how these shifting tides have changed the landscape of hiring and opportunity.
The article contextualizes the shift in workplace demographics, linking it to significant racial tensions that peaked after the Ferguson riots, fueled by the police shooting of Michael Brown. This incident served as a catalyst, leading to widespread institutional introspection and the abrupt push for more diversity in hiring.
One striking example Savage provides comes from Brown University, where out of 45 tenure-track hires in recent years, only three were white American men. This statistic exemplifies the demographic targets shaping university hiring policies. In journalism, organizations like Vox Media and NPR experienced drastic shifts in their staffing, with NPR noting that 78 percent of its new hires in 2021 were non-white. These changes reflect an environment where the very metrics of meritocracy have shifted under the pressure of perceived social justice needs.
Savage asserts that the framework established by Ferguson and similar events has led institutions to view white authority as inherently problematic. This shift also colored public discourse, allowing systemic racism to become a blanket explanation for incidents, reshaping narratives around competent hiring. The piece suggests that a counterproductive cycle has emerged—one where the push for diversity is equated with reducing the number of white men in specific roles, regardless of their qualifications.
Additionally, the narrative surrounding Ferguson has outlasted its factual basis. Despite investigations exonerating Officer Darren Wilson, the story of police brutality and systemic racism became institutionalized, shaping hiring practices and leading to widespread self-censorship among white applicants. Savage quotes voices from within these communities, illustrating their fear of being labeled racist if they challenge the prevailing DEI narrative.
This tension reveals a generational divide, with older white men largely untouched by this scrutiny while younger millennial white men bear the brunt of these policies. They find specialized roles in academia and journalism increasingly out of reach as the pressure to diversify escalates.
Furthermore, Savage highlights that the DEI system has become a self-radicalizing mechanism. The lack of clear benchmarks for success allows for an ever-decreasing presence of white men in various professional environments. The emphasis on fitting a demographic ideal rather than evaluating qualifications becomes the new expectation, a shift many employees are reluctant to openly critique.
In conclusion, “The Lost Generation” serves as a poignant critique of contemporary hiring practices influenced by DEI initiatives. By presenting hard data and real-world implications, Savage effectively underscores the generational impact of these policies on white men in high-status roles, challenging the narrative spawned from Ferguson and questioning the broader goals of diversity efforts in America.
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