In the latest corporate showdown, a new hiring philosophy known as MEI—Merit, Excellence, and Intelligence—is taking center stage. Backed by influential figures like Alexandr Wang, CEO of Scale AI and Elon Musk, MEI is being promoted as the solution to the perceived issues with diversity, equity, and inclusion (DEI) initiatives. But is this the revolutionary approach they claim, or a clapback against DEI.
MEI proponents argue that focusing on merit ensures the best candidates rise to the top. Wang recently stated, “A hiring process based on merit will naturally yield a variety of backgrounds, perspectives, and ideas.”
Let’s get real. As Leslie Cornfeld once said, “Talent is created equally, opportunity is not.”
The positioning here is problematic. The Wall Street Journal states that MEI was created to be the opposite of DEI. And as John Frehse highlighted, “The idea that DEI is not about merit, excellence, and intelligence is troubling.” This is clearly the anti-DEI movement and it is, ironically, unintelligent.
The assumption behind MEI—that a merit-based system will automatically produce diversity—is not only flawed but dangerously naive. Studies show that merit-based hiring often perpetuates existing inequalities, as biases influence who gets deemed “meritorious.” For instance, I recently spoke with an investment banker about their hiring practices. After the skills assessments and the interview panels, candidates are informally put to the “airplane test.” The airplane test answers the question: “all things being equal about these candidates, if you had to be stuck on an airplane next to one of these candidates for four hours – who would you want to sit next to?”
Neurologically, socially, and psychologically, we are wired at every level to pick the person who thinks, looks, and acts like us. Given the imbalance of power and privilege, that’s a problem for women, it’s a problem for black people, it’s a problem for everyone who doesn’t look like the typical investment banker.
The rise of MEI is fueled by a growing backlash against DEI initiatives. Alexandr Wang’s promotion of MEI has echoed across boardrooms, resonating with executives frustrated by what they perceive as the failures of diversity programs.
Merit, excellence, and intelligence—we want all of those things in business. But the idea that this is the anti-DEI movement helps us understand how a large part of the population feels about DEI. They feel that DEI is none of those things.
This backlash isn’t just theoretical. SHRM, the leading human-resources lobby, recently dropped the word “equity” in favor of Inclusion and Diversity, citing societal backlash against corporate DEI approaches. In a conversation I had with Johnny C. Taylor, CEO of SHRM, just days after the announcement, he explained the decision: “The E was creating a lot of division, divisiveness, disagreement, incivility…our effort to say, let’s agree on what we can agree on, and that was the struggle.” Taylor’s pragmatic approach reflects the tension in balancing these principles amidst growing polarization.
If you didn’t get a chance to catch my full interview with Johnny C. Taylor, search for “Culture Leaders” wherever you listen to podcasts or click below.
Watch on Youtube: https://lnkd.in/gu4p358J
Listen on Apple Podcasts: https://lnkd.in/gs3_ayZ3
Listen on Spotify: https://lnkd.in/gz–97rh
Even the MEI advocates like Alexandr Wang and Matt Cole of Strive Asset Management claim that their approach leads to organic diversity. So Johnny was right, even the MEI advocates don’t discount diversity. It’s the equity part they are railing against.
So, where does this leave us? It’s clear that we need a more nuanced approach. MEI is a political statement that is much more about the election year than it is about results.
The MEI vs. DEI debate isn’t about choosing one over the other. It’s about recognizing that diversity and excellence are not mutually exclusive—they’re mutually reinforcing. As we continue this conversation, it’s crucial to challenge the simplistic narratives and dig deeper into the complexities what drives results and what is just talk. Only then can we move towards a future where excellence and inclusion are not just buzzwords, but the foundation of a thriving workplace.
To hear more of John’s and my thoughts on this, check out today’s episode of ‘Culture Leaders’ wherever you listen to podcasts or click below.
Listen on Apple Podcasts: https://podcasts.apple.com/us/podcast/culture-leaders-the-masters-behind-movements/id1725350421?i=1000663415562
Listen on Spotify: https://open.spotify.com/episode/3zjUZnRorXyLfap89P5Ykr?si=d8bed906eeaf437f