> To quote an article: "The truth is, if it was not for the Yellow Ribbon Program I would not be going to law school."

That's not DEI. This program is about helping ex-military to find new employment.

DEI is about "we do not have enough racial / gender diversity at this company / office / organisation / employment level".

It absolutely is. I’m a disabled (technically, but not in any meaningful way) veteran, and you’d best believe that the first time I decided to mark those two boxes on job applications, my callback rate skyrocketed.

Please see my answer to someone else - "My message was specifically about the Yellow Ribbon Program, not if DEI includes people with disabilities.".

I assume that you're USA-based. Is there any chance that there're any state-sponsored programs for employers hiring people with disabilities?

I do still see a large difference between: - giving companies some benefits to cover the additional costs of having a disabled person working for them

vs

- requiring 40% women quota in board of directors: https://www.imd.org/ibyimd/diversity-inclusion/women-on-euro...

Again, my original statement was about what the JD Vance program is and what is not.

Veterans are included in DEI hiring practices. As are disabilities.

If you've applied for a job in the past 10 years surely you've had to declare your gender, ethnic background, veteran status, and disability status.

> Veterans are included in DEI hiring practices. As are disabilities.

My message was specifically about the Yellow Ribbon Program, not if DEI includes people with disabilities.

> If you've applied for a job in the past 10 years surely you've had to declare your gender, ethnic background, veteran status, and disability status.

I did not. I believe that here, in Switzerland, it'd be illegal to ask for your gender or ethnicity. Age is legal, although not often practiced in IT. Veteran status - not a thing.