The House Oversight Subcommittee on Health Care and Financial Services held a hearing recently about diversity, equity and inclusion. Fewer than five of the 90 minutes were spent talking about health care or anything related to money. Instead, conservative lawmakers wasted time and taxpayers’ dollars advancing an anti-DEI agenda with which they have become obsessed. Anecdotes were more interesting to them than were evidence-based truths about the Americans whom discrimination most harms.

Because the GOP comprises the majority in the House, all but one of the four expert witnesses in the hearing were theirs. Like the three other times I had testified on Capitol Hill, I was the lone Democrat. The Republicans’ strategy was familiar: ask a series of yes/no questions that would require contextualization to answer adequately, then interrupt as the witness attempts to provide a nuanced response.

One question for me from Rep. Brandon Gill (R-Texas): “Should people be treated differently based on their race?” As I had done in my written testimony, I tried to explain to him that Black, Indigenous, Asian American and Latino American people have long been mistreated because of their race, which has led to persistent and pervasive racial inequities that disadvantage them relative to white people. But he apparently did not want to hear any of those facts, because he kept cutting me off, repeatedly declaring that this was a yes or no question.

Gill posed another question to which he did not allow an informative answer: “Do you believe that race should be considered in employer hiring practices?” For centuries, racism and white supremacy have been powerful determinants of who works where, what they are paid, and their opportunities for advancement to leadership in workplaces across industries. Race should not influence employment outcomes, but it too often has and still does.

Because of both implicit and explicit biases, race influences hiring processes across industries. Research makes painstakingly clear, though, that it is white applicants who most often and most lucratively benefit from preferential treatment. People of color and job seekers with ethnic-sounding last names have long been and continue to be routinely discriminated against, a highly cited University of Chicago study shows.

I do not believe that the remedy for discrimination is more discrimination. Instead, strategy and intentionality are both necessary and required to right past and present wrongs in hiring processes. Because the inequities are racialized and gendered, programs and practices ought to deliberately address the mindsets, structures and systems that have routinely locked irrefutably qualified people of color and women out of well-deserved opportunities. Perhaps had I been allowed to answer fully, Gill and I would have found common ground in our opposition to unlawful workplace discrimination.

Corporations, universities and other organizations need high-quality professional learning experiences that help employees who are involved in hiring processes understand how and why white job applicants are typically presumed to be smarter and more qualified than applicants of color. Gill and other opponents of diversity programs need to learn about these particular manifestations of white supremacy too. They also could benefit from exposure to research that shows how workplace racial stratification systems cyclically route the majority of employees of color into the lowest-paid, lowest-authority jobs and lock them out of leadership positions.

Federal statistics show that 77% of managers across all industries are white. Furthermore, 84% of executive-level leaders at Fortune 100 companies are white, according to a Heidrick & Struggles report. If our positions had been reversed and I were the one posing questions, I would have asked Gill about those statistics: Is it that most white people are just that much more talented and deserving than people of color, or could it be something else? In the midst of our chaotic crosstalk, I was able to make the point that I do not believe that white candidates are the only qualified people for jobs.

“I didn’t say that, nobody said that,” Gill replied. “And you’re not going to intimidate me by slandering me as a racist.” I did not say or imply that he was. However, his mistaken presumption is revealing and unsurprising. It sometimes happens — especially among white people — when simplistic or otherwise problematic positions on race are challenged. I was able to make this clear: “And you’re not going to intimidate me by insisting that I called you a racist.” I reminded him that a hearing transcript confirming what I actually said would be made publicly available.

Gill was in search of yes/no responses to his questions. Racism and racial inequities in employment, university admissions and other processes are far more complicated than that. But if he was indeed only interested in simple truths, there are at least two. First, professionals of color and women are systematically passed over for job opportunities and promotions because of their race and gender considerably more often than are their white male counterparts. Second, diversity policies and programs aim to redress such inequities accrued to employees because of their skin color, nationality, ethnicity, sex, gender, disability, weight, accent, sexual orientation and other traits.

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Shaun Harper is a professor of education, business and public policy at the University of Southern California and the author of “Let’s Talk About DEI: Productive Disagreements About America’s Most Polarizing Topics.”

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