The Imperative of DEI: Why MEI is a Mistake and how Leveraging AI can Enhance Diversity Hiring

In recent years, Diversity, Equity, and Inclusion (DEI) have come under scrutiny, with some questioning their necessity and value. Some firms have removed Chief Diversity Officers and moved DEI responsibilities to HR departments, which often lack the time, skills, and staffing to focus on DEI.

In some firms, DEI is being replaced by Merit, Excellence, and Intelligence (MEI). MEI purportedly focuses on hiring the best candidates without regard for demographics. While this is an admirable idea, these terms are vague and impossible to measure quantitatively. It is a return to former practices of hiring whomever we feel is the best with little to nothing to base our decision on other than bias.

While we can measure intelligence as IQ, research has shown that IQ does not necessarily correlate to job performance. Many outstanding leaders and employees have average IQs but strengths in other areas. I am not sure how we can fairly measure excellence or merit. The term merit was often associated with inequality in the past. These terms remind me of what Humpty Dumpty says in Alice in Wonderland, “When I use a word, it means just what I choose it to mean — neither more nor less.” The words MEI sound strong, new, and different, but they offer nothing new. They try to cover up the same old biases.

A focus on DEI is essential for fostering innovation, improving employee satisfaction, and ensuring that the workforce reflects the diverse global market.

In this article, I aim to reaffirm the value of DEI and explore how artificial intelligence can enhance diversity hiring, particularly for large firms.

The Value of a Specific Focus on DEI
A focus on DEI brings many benefits. Diverse teams are more innovative and better at problem-solving due to the variety of perspectives and ideas they bring to the table. Inclusive workplaces tend to have higher employee satisfaction and retention rates, as employees feel valued and respected for their unique contributions. From a business perspective, companies that prioritize DEI are more likely to attract top talent, particularly as younger generations increasingly seek employers committed to social responsibility.

However, achieving meaningful progress in DEI requires more than good intentions; it demands strategic planning, dedicated resources, and specialized expertise. This is where the Chief Diversity Officer (CDO)  becomes indispensable. Unlike HR, which has a broad range of responsibilities, a CDO can focus exclusively on developing and implementing DEI initiatives, ensuring they are integrated into every aspect of the organization.

How AI Can Enhance Diversity Hiring
Artificial Intelligence offers tools to address some of the challenges in diversity hiring. AI can help mitigate biases, broaden the talent pool, and provide data-driven insights to inform DEI strategies when used correctly. Here are several ways AI can enhance diversity hiring in large firms: