In recent years, the concept of merit has taken a backseat in many aspects of our professional and educational systems. It seems as though hard work, dedication, and qualifications are no longer the driving factors in determining who gets hired, promoted, or even awarded a business contract. Instead, we find ourselves confronted with an emphasis on Diversity, Equity, and Inclusion (DEI), spilling over into areas where it never should have been applied—particularly in the domains of hard work and education. The rise of DEI policies has caused a shift in focus, one that prioritizes identity and background over qualifications, and it is a shift that many of us are beginning to question.
Let me be clear: I am not advocating for a narrow, traditional view of success that demands everyone must follow the same rigid path to accomplishment. I’m not saying that everyone must attend an Ivy League university, nor is this an argument against seeking out diverse educational opportunities. In fact, many who graduate from prestigious institutions are just as clueless about the real world as those who didn’t attend at all. But what has happened is that in the attempt to be more “inclusive,” we’ve lost sight of what truly matters—merit and qualifications. Too often, we find ourselves being distracted by labels and societal pressures to appear “progressive,” when what we should be focused on is whether someone is truly capable of doing the job at hand.
DEI policies have spilled into hiring practices, business awards, and contracts in ways that ultimately harm productivity and achievement. It’s been sold to us as a way to create more opportunity for marginalized groups, but the reality is that many of the individuals hired or promoted under these policies simply weren’t qualified. We’ve all seen examples of this—people being hired for their race, sexual preferences, or for having the “right” pronouns, instead of for their skills, experience, or ability to contribute meaningfully to the work. And let’s be honest, it was as ridiculous as it sounds. It didn’t work, and it didn’t work for one simple reason—when you hire someone based on something other than their qualifications, you are not only doing a disservice to that person but also to the team and the organization as a whole.
This isn’t to say that diversity doesn’t have its place, or that we should dismiss people because of their background. Diversity is important, but it shouldn’t come at the cost of overlooking the skills that someone brings to the table. What we are truly looking for in any field is competence, ability, and a proven track record of getting the job done. The reality is that people should be hired because they are the most qualified, not because they check off some diversity box. At the end of the day, the most effective teams are the ones that work well together, based on their individual abilities, not their identities.
It’s time to confront the reality that DEI policies—at least in the way they have been implemented—have done more harm than good. These policies often act as a smokescreen for mediocrity and have led to the hiring of individuals who, despite their diverse backgrounds, simply lacked the necessary qualifications to succeed. This isn’t just about businesses and organizations losing out on talent; it’s about society’s broader understanding of what success should be based on. Shouldn’t it be about who can do the job, not about what category someone falls into?
We must return to a place where merit matters more than any label that society or individuals place on themselves. If we want to truly make progress as a nation, we must remember that all people are equal, but they aren’t all the same. We all bring different skills and perspectives, but that should never be a reason to judge someone’s worthiness for a job, an award, or a business opportunity. We must remember that we are not doing anyone any favors by prioritizing identity over ability. It is time to move beyond DEI’s shortcomings and hire based on qualifications, not based on race, sexual orientation, or pronouns.
As we move forward, let us learn from the mistakes of the past and shift our focus back to merit and ability. It is the only way to ensure that we are truly advancing as a society, not just as a collection of labels and categories. Until we recognize that everyone should be judged by their qualifications and abilities, not their identities, we will continue to face these problems. It’s time to get back to basics: if you’re qualified, you deserve the job. If you’re not, then you don’t. Simple as that.