As workplaces across Canada increasingly prioritize Diversity, Equity, Inclusion, and Belonging (DEIB), a new movement—MEI, standing for Merit, Excellence, and Intelligence—has surfaced as a proposed alternative. At first glance, MEI might seem appealing, suggesting that organizations should focus on rewarding talent and intelligence. However, framing MEI as a counter to DEIB is not only a flawed approach but also a potential setback in the journey toward more equitable and engaged workplaces.
The Inherent Flaws in the MEI Movement
I remember a conversation I had not too long ago with a senior executive at a prominent Canadian firm. Let’s call her Susan. Susan had recently been introduced to the concept of MEI and was intrigued. “Elaine,” she said, “shouldn’t we be focusing on merit and intelligence if we want to drive excellence in our company? DEIB feels like it’s taking us away from those core values.”
Susan’s question is one I’ve heard many times before, and it highlights a common misunderstanding. The principles of merit, excellence, and intelligence are indeed valid, but the way they’re often measured—without consideration of systemic barriers or biases within a process- can inadvertently exclude talented individuals.
DEIB: The True Path to Unleashing Merit and Excellence
In our conversation, I asked Susan to consider this: Why can’t you have both? True DEIB practices aim to hire individuals based on merit, excellence, and intelligence. However, integrating DEIB best practices involves removing barriers that prevent underrepresented groups from being fairly considered. Without DEIB, there’s a risk that merit will be measured through a biased lens or that evaluations might overlook diverse skill sets from various backgrounds, experiences, and perspectives.
What if, instead of just looking for someone who "fits," you prioritize those who bring fresh perspectives to the table? DEIB helps uncover talents that might otherwise be overlooked, expanding your hiring pool and giving more people the opportunity to demonstrate their merit, excellence, and intelligence."
DEIB is not in opposition to merit or excellence—it’s an evolution of these concepts. DEIB recognizes that true merit cannot be assessed in a vacuum. It must be viewed through a lens that accounts for the systemic barriers many individuals face. Without DEIB, merit-based systems tend to reward those who already hold privilege, leaving talented individuals from marginalized groups behind.
Furthermore, DEIB enhances excellence by fostering diverse teams that bring a range of experiences and ideas to the table. Research consistently shows that such diversity leads to more innovation, better decision-making, and improved business outcomes. For example, a study by McKinsey & Company found that companies in the top quartile for ethnic and cultural diversity on executive teams were 36% more likely to have above-average profitability. In this context, intelligence isn’t just about cognitive ability; it’s about emotional intelligence, cultural intelligence, and the ability to adapt and thrive in diverse environments.
MEI: A Narrow Vision for the Future
The exclusionary interpretations of the MEI movement cling to outdated, rigid definitions of merit, excellence, and intelligence, offering a narrow and shortsighted vision for the future of work. This perspective fails to recognize that true organizational success is rooted in inclusivity and equity. By utilizing DEIB practices to achieve inclusive MEI, organizations eliminate the risk of alienating diverse talent and foster creativity and innovation that drive long-term growth.
DEIB provides a broader, more dynamic framework that redefines merit and excellence in ways that are inclusive and forward-thinking. It empowers organizations to uncover and nurture talents, fostering a workplace culture that is not only equitable but also primed for sustainable success.
Integrating MEI within DEIB
Rather than positioning MEI as an alternative to DEIB, it should be integrated within the broader framework of DEIB. Merit, excellence, and intelligence should be redefined to reflect a commitment to diversity, equity, inclusion, and belonging. Only by doing so can organizations truly unlock the potential of all their employees.
At Global Learning, we advocate for a future where DEIB principles guide our understanding of merit and excellence. By embracing this approach, organizations can build more innovative, resilient, and successful teams. It’s time to move past outdated notions and create an inclusive future that benefits everyone.
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