The Dangerous Illusion of MEI: Why Merit Alone Can't Ensure Equity

The conversation around corporate diversity, equity, and inclusion (DEI) initiatives has been hijacked by a new acronym: MEI, which stands for Merit, Excellence, and Intelligence. Proponents of MEI, like Elon Musk, and Alexandr Wang, co founder and CEO of Scale AI, argue that focusing on these principles ensures hiring the best person for the job, free from biases related to race, gender, or other demographic factors. However, this seemingly noble goal masks a deeper, more insidious reality: MEI not only risks erasing the critical progress made by DEI efforts but also perpetuates systemic racism and discrimination.

ME and I Have The Power and Will Retain The Power

The theory behind MEI can be succinctly summed up as follows: "ME and I determine who has a seat at the table. ME and I determine who has access to funding. ME and I will decide who will rise to the top and who will be left in the dust." In essence, MEI is about maintaining the status quo—where those already in power continue to make decisions that benefit themselves and their like, under the guise of objectivity and meritocracy.

“We hired the best person for the job.” That has been the smokescreen for generations.

The danger here is clear: by prioritizing "merit" without acknowledging the biases that influence our perceptions of merit, MEI upholds existing power structures and leaves marginalized groups further behind. The question we must ask is not whether merit, excellence, and intelligence are important, but how these concepts are defined and measured—and by whom.

The Fallacy of Objective Merit and The Measurement of Success

How do we measure merit? What qualifies as excellence? How do we define intelligence? These are not straightforward questions with universally accepted answers. Merit is often evaluated based on past achievements, which can be influenced by numerous factors, including access to resources, education, and networks—factors that are not equally available to all.?

Excellence is similarly subjective, often judged by those in positions of power who may have inherent biases. Intelligence, too, is multifaceted, encompassing various types beyond the traditional academic or cognitive intelligence typically valued in corporate settings. The dangers here are excluding those with different educational backgrounds, those who are neurodiverse or disabled, those who learn and process information differently, etc.?

Moreover, research shows that meritocratic cultures can inadvertently perpetuate biases. For instance, a study published in Administrative Science Quarterly found that organizations promoting meritocracy often exhibited greater gender bias in performance evaluations, favoring men over equally performing women. This bias is particularly problematic in fields like AI, where diversity is already lacking and the stakes are incredibly high.

The Impact and Harm on Workplace Dynamics

The emphasis on MEI (ME and I) not only undermines DEI efforts but also harms workplace culture and team dynamics. By focusing solely on individual merit and intelligence, organizations may neglect the importance of collaboration, empathy, and cultural competency—qualities that are crucial for a healthy and productive work environment.

This narrow focus can create a toxic culture where employees feel undervalued and unsupported, leading to high turnover rates and reduced overall performance. Similarly, those who feel their “excellence and intelligence” are above their peers will lead to a superiority complex and create further disharmony within the team and workplace.

A Call for Transformative Values and a Culture Shift

Instead of MEI, we should prioritize values that truly promote inclusion and equity: Culture, Identity, Belonging, Transformative Leadership, and Impact. These values recognize the importance of diverse perspectives and experiences, fostering an environment where everyone can thrive.

• Culture: Celebrating and integrating diverse cultural backgrounds and practices into the workplace. Building a people-centered culture where companies put their humans first.
• Identity: Honoring each individual's unique identity and ensuring that all voices are heard and respected. Celebrating how people identify with their environments, colleagues, and peers.
• Belonging: Creating a sense of community where everyone feels they belong and are valued. Providing resources where people can explore their sense of internal and external belonging.
• Transformative Leadership: Encouraging leaders who inspire and drive positive change, rather than simply maintaining the status quo.
• Impact: Focusing on the broader impact of our actions and decisions on society and the world, rather than just immediate profits.

These culture values and leadership principles ensure better hiring practices and foster a workplace that will attract diverse talent, leading to better productivity and more profits.

Rejecting MEI and Embracing Collaboration for a Better Future

MEI is a flawed framework that risks undoing the essential progress made by DEI initiatives. It upholds systems of inequality under the pretense of fairness and objectivity. By shifting our focus to values that truly promote inclusivity and equity, we can build a future where everyone has the opportunity to succeed, not just those already at the top.

It's time to reject MEI and its exclusionary principles. We must collaborate and fight back against this regressive methodology and ensure that our workplaces are places of real inclusion and opportunity for all. The odds are already stacked against marginalized groups, and we cannot allow our efforts to be erased by corporate greed and the abuse of power. Together, we can create a world where diversity, equity, and inclusion are not just buzzwords, but the foundation of our collective success.

MEI is bullshit. Full stop. I said what I said.

Let's collaborate and unite against this misguided ideology and build a future where everyone can thrive.