A new term has emerged in opposition to DEI and it’s already been adopted by notable figures in the tech industry. The new term – MEI – stands for merit, excellence, and intelligence. This term was coined as a groundbreaking new hiring principle that is a better model for identifying the best candidates. For those touting an MEI approach as groundbreaking, my first question is, “What have they been hiring for previously?” While hiring processes can be flawed, the general understanding is that companies want to attract and hire the best talent available. This should not be a new concept, especially for a company leader. If it is, then it signals major issues with their previous hiring model and mindset. Tech startup CEO Alexandr Wang doubles down on his definition of MEI.
“That means we hire only the best person for the job, we seek out and demand excellence, and we unapologetically prefer people who are very smart. We treat everyone as an individual. We do not unfairly stereotype, tokenize, or otherwise treat anyone as a member of a demographic group rather than as an individual.”
MEI is another strain of the same anti-DEI sentiment claiming DEI is an exercise in discrimination. Don’t be deterred by this new phrase. The only way to ensure your hiring process is set up to hire for excellence and intelligence is by ensuring you have a system that gives all people a fair chance regardless of their backgrounds. One can only do this by addressing personal and systemic bias. Hiring is a people-centered practice and an MEI ideology dismisses the fundamental truth that all people are biased and biased people make biased decisions. Even as we begin to use AI to help us with these decisions, the algorithms and concepts that the tools learn are based on years of historical bias and inevitable individual bias. Without a clear focus on rooting out bias (a core role of DEI), it’s simply impossible to hire in a way that doesn’t incorporate systemic or personal bias.
For a truly inclusive hiring process, start by reviewing your job descriptions and postings for inclusive language, consider your sourcing and outreach strategy and ensure your hiring teams receive adequate bias training. You’ll want to review and improve the whole hiring process, removing challenges in your process for marginalized groups. Only then can you ensure that you are hiring for excellence and not for bias. To fortify your DEI strategies from the influence of anti-DEI sentiment, consider the checklists we have available to support your programs.
Our members can learn more about DEI in recruiting here.
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