Debunk the Myth of Meritocracy

Companies tend to believe that since their talent management processes are designed to evaluate employees based on skills & ability, there is no need for dedicated DEI policy. Often, programs aiming to provide opportunities to under-represented groups come under attack as “reverse discrimination.”

But the “paradox of meritocracy” shows that when a company’s core values emphasize meritocratic values, managers actually reward male employee more than equally performing female employee. When people believe that systems are objective & unbiased then they don’t feel compelled to monitor their own behavior and decisions, which opens the door to unconscious bias. Without monitoring, it is not uncommon to see that those who advance are those who benefit from affinity bias.

Leaders need to acknowledge that unconscious bias exists, that it is very different from discrimination, and increase their own awareness. Then we need to commit to mitigate and addressing inequities in education, in hiring, and in developing and advancing professionals into leadership roles. As a society, we should reassess what we mean when we say our systems are “fair,” “balanced,” or “merit-based.”

As long as "equal" systems have unequal inputs, they won't deliver equitable results. Companies must first do their best to remove barriers and foster equity, then the best skill and effort can be rewarded.