Merit, Excellence and Intelligence (MEI) emerges as DEI pushback broadens

A new approach to hiring and promotion, dubbed MEI (Merit, Excellence, and Intelligence), is gaining traction among some business leaders as a counterpoint to traditional Diversity, Equity, and Inclusion (DEI) initiatives. Popularized by Scale AI CEO Alexandr Wang, MEI advocates for selecting candidates based solely on their qualifications and potential, without considering demographic factors.

This shift comes amid growing criticism of DEI programs, with some executives arguing that true meritocracy naturally leads to diverse workforces without the need for explicit diversity targets.

The rise of MEI reflects a broader backlash against corporate diversity efforts, which some view as potentially discriminatory or ineffective. Critics argue that DEI initiatives can sometimes be poorly implemented or appear to go beyond leveling the playing field.

This sentiment has been fueled by high-profile cases of companies pledging to increase representation of specific demographic groups, leading to concerns about reverse discrimination. However, large-scale studies have found limited evidence of widespread bias against white applicants in hiring processes.

Proponents of MEI, including executives from companies like Contract Guardian and Strive Asset Management, claim that their approach leads to diverse teams by focusing on skills and experience while minimizing unconscious biases. However, DEI advocates warn that implicit biases could become more pronounced without intentional diversity efforts.

The debate surrounding MEI versus DEI highlights the ongoing challenges businesses face in creating fair and effective hiring practices, with potential implications for workforce composition and corporate performance in the coming years.