STEPHEN DAVIS: FCC to require broadcast stations to disclose employee demographics in DEI initiative

The Federal Communications Commission (FCC) is enacting a new policy that will require broadcast stations to publicly disclose the demographic composition of their employees, raising concerns about the potential for identity-based hiring practices.

In a narrow 3-2 vote, the FCC approved a policy requiring broadcast stations to submit annual reports detailing the racial, ethnic, and gender makeup of their workforce. This requirement, which was initially proposed in the 1990s but suspended due to confidentiality concerns, has now been revived, prompting fears that it could incentivize broadcasters to prioritize diversity quotas and hire a candidate based on their race and/or gender rather than a merit-based hiring system.

FCC Commissioner Brendan Carr voiced strong opposition to the decision, arguing that it could pave the way for a quota-based hiring system that overlooks qualifications in favor of demographic characteristics.

“The record makes clear that the FCC is choosing to publish these scorecards for one and only one reason: to ensure that individual businesses are targeted and pressured into making decisions based on race and gender,” Carr said in his dissenting statement.

Carr further criticized the move in a post on X, arguing it is a result of pressure from activist lobby groups pushing for identity-focused hiring practices.

The FCC has defended its decision, asserting that the public disclosure of employee demographics is necessary to prevent broadcasters from misrepresenting their workforce composition. However, critics argue that this move sets a dangerous precedent by inserting government interference into the hiring practices of private businesses.

This recent policy is yet another example of the federal government trying to prioritize physical characteristics like race, ethnicity, and gender over an individual’s actual qualifications. DEI hiring practices like this should be publicly condemned, and businesses should strive to focus more on which candidate is best-suited for the job rather than what they look like.

This piece first appeared at TPUSA.


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