Stop Hiring for ‘Diversity’ and Start Hiring for Distinction: The New DEI Standard

I disagree with @Elon Mush that ‘DEI must DIE’ but one thing’s for sure, in it’s conventional application, it’s creating division & resentment in workplaces. Previously I was led to believe that “Diversity, Equity, and Inclusion” was about bringing different people together and treating everyone fairly. But I’ve learned that DEI isn’t really about diversity—it’s become a political movement focused on certain groups it considers oppressed.

When you look deeper into DEI and its background, you’ll realise that its ideas don’t align with core British values. For example DEI promotes “reverse racism,” which is still racism. It also goes against the idea of meritocracy—where people are hired and advance based on their skills, achievements and hard work. Instead, DEI creates a system where certain groups get special treatment based on “protected characteristics.” This approach is unfair and, in many cases, it’s actually illegal in how it’s applied. Yes, you heard that right but don’t expect any prosecutions because we know these thibgs are bi-directional.

This kind of system builds resentment. People who don’t receive these advantages often feel angry, and that anger can be directed at the groups who do. Over the last few years, we’ve seen this resentment grow, and DEI has played a significant role in creating division in our society.

At my companies we’ve always taken a different approach to DEI, with a focus on Distinction, Excellence, and Intelligence to drive business performance. Our DEI policy is all about finding those who excel, push themselves and others, and aren’t afraid to stand out.

Here’s a quick rundown of what makes our DEI approach different – and why I believe it’s the future of building a top-performing team:

1. Distinction: No “Diversity for Diversity’s Sake”

Distinction is about hiring people with a track record of excellence, people who stand out because they bring something extraordinary to the table. We're not about “checking boxes”; we're about finding people who raise the bar. We want standout performers, people who don’t just fit in but actually push us further. For us, “Distinction” isn’t a buzzword; it’s a mandate to find people who’ve already proven they can deliver results.

2. Excellence: Nothing Less Will Do

Excellence is what keeps our culture high-performing. Everyone on our team is here because they have that relentless drive to do great work, day in and day out. We look for people who bring their best – and who bring it consistently. Excellence doesn’t mean perfection; it means grit, adaptability, and growth. It’s a willingness to learn from mistakes and keep improving.

3. Intelligence: Not Just Smarts, But Real-World Problem Solving

When we say we hire for intelligence, we mean people who are more than just “book smart.” We look for sharp minds who can think on their feet, who are curious, and who know how to solve real-world problems. Intelligence for us is a mindset. It's about hiring people who love learning, adapting, and moving fast in a changing environment.

Why It Matters – And Why You Should Consider the Same Approach

At the end of the day, a DEI policy should help you build the strongest team possible. I’m tired of pervasive DEI policies that seem afraid to set high standards and it seems major companies are starting to wake up and unwind – just a shame that the public sector is going down the same rabbit hole. Hiring based on Distinction, Excellence, and Intelligence gives us a competitive edge because we’re building a team that’s primed for performance. And guess what? This approach works. We’re seeing better results, more innovation, and a team that’s genuinely excited about what they’re creating.

So, if you’re tired of the usual DEI rhetoric, maybe it’s time to shift your focus from checkbox diversity, to something that actually pushes the envelope. Try hiring for Distinction, Excellence, and Intelligence – and watch your team rise to new heights and your performance shift..

Let’s get this conversation going! Do you think DEI should be about high standards and real results? Or should it stick with traditional approaches? Drop a comment with your thoughts, or share this if you’re ready to rethink DEI policies that make an impact.

#DEI #DistinctionExcellenceIntelligence #HighPerformanceCulture #FutureOfHiring #TalentExcellence #Leadership #DiversityAndInclusion #InnovativeDEI #ThoughtLeadership #TeamBuilding #CorporateCulture

?

?

?

?

DEI Policy: Distinction, Excellence, Intelligence

At our core, we hire for Distinction, Excellence, and Intelligence to build a high-performance team.

?

Titles (Hook Points)

1. “Why Most DEI Policies Fall Short – And How We’re Taking it to the Next Level with Distinction, Excellence, and Intelligence”
2. “Ditch the Buzzwords: How a Real DEI Policy Should Look to Build a High-Performance Team”
3. “Stop Hiring for ‘Diversity’ and Start Hiring for Distinction: The New DEI Standard”

Article

Is Your DEI Policy All Talk and No Action? Ours is Built to Win.

I disagree with @Elon Mush that ‘DEI must DIE’ but one things for sure, in it’s conventional application, few can argue it’s creating division & resentment in workplaces. Previously I was led to believe that “Diversity, Equity, and Inclusion” was about bringing different people together and treating everyone fairly. But I learned that DEI isn’t just about diversity—it became a political movement focused on certain groups it considers oppressed.

When you look deeper into DEI and its background, it becomes clear that its ideas don’t align with core British values. For example DEI promotes “reverse racism,” which is still racism. It also goes against the idea of meritocracy—where people are hired and advance based on their skills and hard work. Instead, DEI creates a system where certain groups get special treatment based on “protected characteristics.” This approach is unfair and, in many cases, it’s actually illegal in how it’s applied.

This kind of system builds resentment. People who don’t receive these advantages often feel angry, and that anger is directed at the groups who do. Over the last few years, we’ve seen this resentment grow, and DEI has played a significant role in creating division in our society.

At my companies we’ve always taken a different approach to DEI, with a focus on Distinction, Excellence, and Intelligence to drive business performance. Our DEI policy is all about finding those who excel, push themselves and others, and aren’t afraid to stand out.

Here’s a quick rundown of what makes our DEI approach different – and why I believe it’s the future of building a top-performing team:

1. Distinction: No “Diversity for Diversity’s Sake”

Distinction is about hiring people with a track record of excellence, people who stand out because they bring something extraordinary to the table. We're not about “checking boxes”; we're about finding people who raise the bar. We want standout performers, people who don’t just fit in but actually push us further. For us, “Distinction” isn’t a buzzword; it’s a mandate to find people who’ve already proven they can deliver results.

2. Excellence: Nothing Less Will Do

Excellence is what keeps our culture high-performing. Everyone on our team is here because they have that relentless drive to do great work, day in and day out. We look for people who bring their best – and who bring it consistently. Excellence doesn’t mean perfection; it means grit, adaptability, and growth. It’s a willingness to learn from mistakes and keep improving.

3. Intelligence: Not Just Smarts, But Real-World Problem Solving

When we say we hire for intelligence, we mean people who are more than just “book smart.” We look for sharp minds who can think on their feet, who are curious, and who know how to solve real-world problems. Intelligence for us is a mindset. It's about hiring people who love learning, adapting, and moving fast in a changing environment.

Why It Matters – And Why You Should Consider the Same Approach

At the end of the day, a DEI policy should help you build the strongest team possible. We’re tired of DEI policies that seem afraid to set high standards. Hiring based on Distinction, Excellence, and Intelligence gives us a competitive edge because we’re building a team that’s primed for performance. And guess what? This approach works. We’re seeing better results, more innovation, and a team that’s genuinely excited about what they’re creating.

So, if you’re tired of the usual DEI rhetoric, maybe it’s time to shift your focus from checkbox diversity to something that actually pushes the envelope. Try hiring for Distinction, Excellence, and Intelligence – and watch your team rise to new heights.

Let’s get this conversation going! Do you think DEI should be about high standards and real results? Or should it stick with traditional approaches? Drop a comment with your thoughts, or share this if you’re ready to rethink DEI policies that make an impact.

#DEI #DistinctionExcellenceIntelligence #HighPerformanceCulture #FutureOfHiring #TalentExcellence #Leadership #DiversityAndInclusion #InnovativeDEI #ThoughtLeadership #TeamBuilding #CorporateCulture