In today’s evolving workplace and societal discourse, two acronyms often emerge in discussions about hiring, leadership, and organizational growth: DEI (Diversity, Equity, and Inclusion) and MEI (Merit, Excellence, and Intelligence). While some perceive these concepts as opposing forces, the reality is that they can - and should - work together to build stronger, more successful organizations.
A common misunderstanding is that DEI initiatives prioritize diversity over qualifications, sidelining merit in hiring and promotions. However, DEI is not about choosing diversity at the expense of excellence - it’s about creating equitable access to opportunities so that the most talented individuals can rise to the top, regardless of background.
On the other hand, MEI emphasizes meritocracy, ensuring that success is based on skills, abilities, and performance. While this is a valuable framework, MEI alone assumes a level playing field, ignoring systemic barriers that prevent some individuals from showcasing their true potential.
Leadership, employees, and DEI experts all agree that hiring the best person for the job should be the goal of every organization. In fact, a truly meritocratic system requires inclusive recruitment practices that cast a wide net for talent and use objective criteria to evaluate candidates.
Without DEI, biases - often unconscious - can creep into hiring decisions. Studies have shown that organizations that claim to prioritize meritocracy sometimes show greater bias in performance evaluations, inadvertently favoring certain groups over others. This means that a lack of DEI can actually undermine the very principles of MEI.
MEI is built on three core values:
These principles are essential for success - but they are maximized when combined with DEI.
Despite some political and cultural pushback, many leading companies continue to champion DEI initiatives. Corporations like Apple, Delta Airlines, Microsoft, and Goldman Sachs recognize that diverse, equitable, and inclusive workplaces drive better business results. Studies have repeatedly shown that companies with strong DEI commitments outperform their competitors in profitability, employee satisfaction, and innovation.
Rather than viewing DEI and MEI as competing ideologies, organizations should see them as complementary forces that enhance each other. MEI ensures that people are recognized for their talents, while DEI ensures that everyone has a fair chance to demonstrate those talents.
By embracing both, we can create workplaces where hard work, intelligence, and innovation truly drive success - regardless of race, gender, neurodivergence, disabilities, or background. The goal should not be to dismantle DEI in favor of MEI or vice versa, but rather to build a system where everyone has an equal shot at excellence.