From DEI to MEI: The Rise of Merit-Based Hiring in Corporate America

As the U.S. enters a new chapter under President Trump’s administration, many companies are transitioning from DEI (Diversity, Equity, and Inclusion) initiatives to a rising ideology known as MEI—Merit, Excellence, and Intelligence. This shift is fueling a national debate: Should talent alone define success in the workplace?

If you’ve been following the Trump administration’s plans, you’ve likely heard a lot about DEI (Diversity, Equity, and Inclusion) backlash. Amidst this, MEI prioritizes talent and achievement over identity. The organization creates a meritocratic environment prioritizing talent and performance, leading to a more efficient and high-performing workforce.

Let’s learn more about the MEI approach, why its proponents think it is an excellent alternative to DEI, and what critics say about this new concept.

What is MEI and how did it emerge as an alternative to DEI?

The concept of MEI first originated in 2024, when Alexandr Wang, Chief Executive Officer of Scale AI, stated that he would hire the best candidates for open roles without considering demographics.

In a blog post, Wang said, “Hiring on merit will be a permanent policy at Scale. 

It’s a big deal whenever we invite someone to join our mission, and those decisions have never been swayed by orthodoxy or virtue signaling or whatever the current thing is. I consider our guiding principle as MEI: merit, excellence, and intelligence”.

He continued, “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. The firm does not unfairly stereotype, tokenize, or otherwise treat anyone as a member of a demographic group rather than as an individual. 

We believe that people should be judged by the content of their character — and, as colleagues, be additionally judged by their talent, skills, and work ethic”.

Understanding the MEI framework: From merit to intelligence

• Merit:

Merit-based hiring means selecting candidates based on skills, experience, qualifications, and accomplishments. Employers usually achieve this by conducting structured interviews, administering tests, or using work samples to measure a person’s performance.

• Excellence

Excellence is about eyeing for candidates who consistently go above and beyond – not just meeting expectations but exceeding them. These high performers demonstrate their commitment to quality, professionalism, and growth.

• Intelligence

Intelligence here refers to problem-solving ability, learning agility, emotional intelligence, and strategic thinking. It’s about finding candidates who can adapt, think critically, and grow with the organization. This includes cognitive skills (like logic and reasoning) and interpersonal intelligence (communication, empathy, teamwork).

Why the shift from DEI to MEI is gaining momentum in corporate America

Since President Donald Trump returned to the White House in January 2025, he has taken swift and significant actions against DEI programs.

Trump described DEI as ‘dangerous, demeaning, and immoral’, asserting that they are inherently unlawful and discriminatory.He started issuing executive orders to dismantle DEI programs and directed federal agencies to compile lists of private companies that they could investigate for their DEI policies.

However, President Trump believes in a new approach to hiring and workplace matters. He advocates for ‘MEI (Merit, Excellence, and Intelligence)’, and is forcing organizations to select candidates based solely on their qualifications, abilities, and intelligence.  

Hence, amidst political pressure, this new approach to hiring and workplace diversity is gaining traction across corporate America, challenging long-standing DEI initiatives.

Even proponents of MEI, like Elon Musk, argue that focusing on these MEI principles ensures hiring the best person for the job, free from biases related to race, gender, or other demographic factors.

DEI to MEI: Why critics say the shift isn’t entirely fair

Despite its growing popularity among some corporate leaders, MEI has faced criticism from DEI experts and professionals. 

• According to Jason Murray, President and Managing Partner at BIPOC Executive Search –

“The concept of MEI is subjective”. He noted, “Whoever’s in a decision-making role gets to decide what merit, excellence, and intelligence look like”.

“Systems . . . have often catered to particular communities or voices or histories, so people may come in with a particular view on what they’re expecting to hear or see and then deem someone to have merit, excellence or the intelligence they feel is required. So, equity-deserving groups [may be overlooked], which can become a real problem”.

“If employers invite other voices to the table or give them an opportunity to gain access to particular roles, it allows the company to thrive, says Murray, adding “DEI will always be important because workplaces need to strive for equal opportunities and equal representation”.

• According to Cerys Goodall, Chief Operating Officer of Vetster –

“Some of the most significant impacts of MEI can be felt by women in the science, technology, engineering and mathematics industries, which are still very much dominated by white males”.

• Emily Witko, an HR professional at AI startup Hugging Face, also said that

 “A meritocratic system is built on criteria that reflect the status quo, and therefore, it will perpetuate existing inequalities by continuously favouring those who already have advantages“

• Stuart McCalla, Managing Partner at Evolution, an executive coaching and leadership consulting firm, says –

“DEI-based hiring understands that there’s bias, not only unconscious bias, and merit assumes there is no bias, and that’s the biggest problem.”

• Neha Sampat, CEO of Contentstack, says –  

“You’re kind of creating an environment where only certain types of people can get in the door. And that’s not really a fair assessment of talent,”.  

MEI vs DEI: What lies ahead in the workplace culture debate

The progression of the MEI versus DEI debate will unfold through several cultural, legal, economic, and political factors. This ongoing dispute is likely to polarize a significant sector of the workplace. Some companies will embrace MEI, advocating for a more objective merit-based workplace system. While others might double down on DEI, arguing that it’s essential for fairness and social justice.

Given Trump’s administration and its strict actions, organizations will likely feel pressured to adopt the MEI approach for the next few years. They will prioritize skills, talent, relevant experience, and other factors over merely filling quotas in hiring and promotions. However, we will need to observe how successfully organizations implement this approach and how long it will last in the coming years.

Finding balance: Can DEI and MEI coexist in modern workplaces?

The debate between MEI and DEI shapes itself through economic pressures, shifting political landscapes, and changing corporate priorities. Consequently, leaders find themselves wondering which path to take.

Hence, organizations should steer the conversation around DEI and MEI away from workplace policies. Instead, it should be about how companies can build environments where people and businesses thrive and grow.

So, rather than looking at DEI and MEI as competing methods, it would be better if organizations see them as complementary forces that enhance each other. MEI ensures that people are recognized for their talent and skills, whereas, DEI ensures that everyone has a fair chance to demonstrate those.

However, by embracing both ideologies, organizations can create healthy workplace environments where hard work, intelligence, and innovation can drive success—regardless of gender, race, neurodivergence, disabilities, or background.

The goal should not be to demolish DEI in favor of MEI or vice versa but rather to build a system where everyone has an equal shot at excellence and advancement. And as organizations make decisions based on their approach, leaders, too, have a chance to show what truly matters to them.

In brief

The shift from DEI to MEI is rapidly redefining hiring practices across corporate America. While MEI advocates promote it as a fair, talent-driven system, critics warn it could reinforce existing inequalities. While some argue that it promotes merit and excellence, others have raised concerns about its potential impact on diversity and its ability to address systemic biases. As the debate unfolds, companies must balance meritocracy with meaningful inclusion to ensure long-term, equitable growth.