The introduction of MEI (Merit, Excellence, and Intelligence) by Alexandr Wang, CEO of Scale AI, has sparked a fresh debate in workplace culture. Coined as an alternative to DEI (Diversity, Equity, and Inclusion), MEI claims to focus solely on hiring the most skilled and qualified individuals, regardless of their background or identity. With prominent endorsements from figures like Elon Musk and Coinbase CEO Brian Armstrong, MEI has been framed as a more “meritocratic” approach compared to DEI. However, this narrative has raised pressing questions about MEI vs. DEI—are these concepts really at odds, or can they complement each other in building fair and high-performing workplaces?
MEI became the next anti-DEI catchphrase. The idea behind MEI suggests that DEI focuses only on hiring people based on their identity, ignoring their qualifications or skills. However, that assumption completely misses the point. At Changeincontent, we believe that:
“True merit shines when systemic barriers are removed. DEI is not about favouring one group over another; it’s about ensuring that every individual has the opportunity to showcase their skills.” —Saransh Jain, Founder of Changeincontent
MEI vs DEI: The misconception of DEI
The fundamental issue in the MEI vs DEI debate lies in the misconceptions about what DEI stands for.
Merit, excellence, and intelligence are important in business, and no one disagrees with that. However, treating them as opposites to DEI (diversity, equity, and inclusion) creates confusion about what DEI actually stands for. Some people think DEI means hiring based on identity rather than ability, which is a big misunderstanding.
DEI doesn’t ignore merit. It ensures fair opportunities for everyone to show their skills, no matter their background. The anti-DEI mindset wrongly assumes that inclusivity lowers standards. The reality is that DEI works to remove barriers that keep qualified people from being recognised.
The issue with MEI is that it assumes merit is entirely fair and free from bias, which isn’t true. Silicon Valley, for example, adopts MEI to say it is focusing on skills and qualifications. But the real reason behind this is to avoid changing the current, primarily white and male-dominated culture. By concentrating on MEI, companies can argue they’re not lowering standards for diversity. However, in reality, they’re avoiding the changes that DEI would bring.
DEI-based hiring recognises that bias, both conscious and unconscious, exists and tries to fix it.
DEI is not about favouring identity
The argument suggests that DEI is creating an environment where only certain groups, such as women, people of colour, and other minorities, are allowed in. But if that were true, why do we still see such low representation in top positions? Only 10.4% of Fortune 500 companies have women as CEOs, a number that people celebrate as an “all-time high.”
The Washington Post reported that just 8% of top executives at the 50 most valuable public companies are Black, and at least eight companies have no Black executives at all. Meanwhile, the employment-population ratio for people with disabilities stands at just 22.5%, compared to 65.7% for those without disabilities.
The real issue is that everyone doesn’t have the same opportunities to succeed. It’s not that skilled people are being ignored, but barriers in the system make it harder for women, people of colour, and other underrepresented groups to get ahead. These barriers keep them from having the same chances to prove their abilities, even if they are just as qualified.
MEI vs DEI: The actual impact of DEI on company performance
Even when there are accusations that women are hired solely for DEI reasons without the necessary skills, the results tell a different story. Companies that perform in the top 10% financially have 29% of their leadership roles filled by women. At the same time, companies with lower financial performance only have 23% of women leaders.
A Gallup study found that companies with high gender diversity and strong employee engagement perform 46% to 58% better financially than those with low levels of both. Additionally, diverse companies see 2.5 times higher cash flow compared to those that aren’t diverse. That is because inclusive teams are 35% more productive.
All this data shows that DEI brings real, measurable benefits to businesses.
MEI vs DEI: The final thoughts
Ultimately, there should not be a debate between DEI and MEI. Merit, excellence, and intelligence can and should coexist with diversity, equity, and inclusion. DEI is here to address the imbalance of power and privilege, a challenge that has long affected women, people of colour, and anyone who doesn’t fit the traditional norm.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we define broadly to include media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
