DEI vs MEI: Which hiring principle can build the best teams?

By Priyanka Nair , Director - Brand Solutions, GOZOOP Group

Worldwide, the conversation around a meritocratic future is taking centre stage. This is particularly prominent among tech leaders who believe a merit-based hiring approach benefits businesses and people.?

Alexandr Wang, Co-Founder and CEO of Scale AI, recently introduced the acronym MEI, representing merit, excellence, and intelligence. He argues that merit-based hiring naturally leads to diverse teams with varied perspectives—prominent tech figures like Elon Musk, Brian Armstrong, and Tobi Lutke support Wang's principle.

This stance has sparked mixed reactions, especially given the growing acceptance of DEI (diversity, equity, and inclusion) across industries. Diversity, encompassing race, ethnicity, ability, gender, sexual orientation, neurodiversity, and more, has proven to strengthen organizations and invigorate business practices.

However, Prabir Jha , founder and CEO of PRABIR JHA PEOPLE ADVISORY , believes MEI can effectively address unconscious biases, a sustainable long-term approach. Jha opines, that DEI has slipped into being a dangerous fad, however politically incorrect it may seem.?

“As a leader, who is also invited to help with search, I rarely get someone asking me to get the best candidate, period. It almost always gets us a diverse candidate. This affirmative action is overdone in hiring, promotions, and training. And the backlash to compromising on merit runs the risk of a huge backlash, that I believe is building up,” he adds. This applies everywhere, in all functions, businesses and titles, including the creative industry, Jha tells GOZOOP.

Balancing DEI and MEI

Some experts think there is a need to draw a balance between DEI and MEI during hiring processes. Sayed Mehdi , Executive Director - Human Resources,? Hindustan Petroleum Corporation Ltd, a Maharatna PSU of Government of India, says, “In a diverse country like India, a mix of DEI and MEI principles is what we need. Ultimately,? the whole country needs to grow together. That in my view is fair.”

However, while drawing the balance, companies should keep in mind to have basic metrics in place. “It is our experience that with due training and exposure, with the right attitude, people deliver. In my life, I have seen people from tier II institutions giving a run for the money to candidates from top-class institutes, like IITs/IIMs. While doing so talent is evaluated and given equal opportunity. Over and above DEI and MEI, I also feel during recruitment processes a candidate’s psychological profile should also be evaluated for compatibility purposes,” says Mehdi.?

Bansi Raja , Chief Happiness Officer, GOZOOP Group has similar views. “Our agency has been subconsciously practicing the MEI approach for years now and our growth story is a testament to the success of this approach. We've always hired for merit, creative excellence and business intelligence and today GOZOOP comprises 51% women and our leadership team comprises 54% women. Beyond gender diversity, we have a healthy mix of people from different age groups, religions, sexual orientations and socioeconomic backgrounds,” she states.?

In a creative industry like advertising, it becomes all the more important to take the MEI route to ensure that one is laser-focused on only onboarding the best talent. “That’s because only your best talent will attract talent based on merit, excellence and intelligence. So making one solid hire will lead to building a solid meritorious team,” concludes Raja.??