February
20
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Meritocracy without DEI is a Myth
JC Gorman
The current American presidential administration recently signed an executive order aimed at “ending radical and wasteful government DEI programs and preferencing” [1]. The language of this order, combined with misleading media narratives, has created the false impression that fostering diversity, equity, and inclusion (DEI) in the workplace is at odds with selecting individuals based purely on ability or merit. The order suggests that DEI initiatives are wasteful and that eliminating them will lead to a fairer, more meritocratic workplace. However, this view is fundamentally flawed. In reality, meritocracy and DEI are not opposing forces- meritocracy depends on DEI initiatives to truly succeed.
Why did we need DEI in the first place?
Meritocracy, the idea that success is based solely on talent, effort, and ability, sounds ideal in theory. However, in practice, structural barriers have long prevented it from becoming a reality. Without intentional efforts to level the playing field, many talented individuals have been excluded from opportunities, not because they lacked ability, but because they lacked access.
For much of history, education and career opportunities have been distributed along racial, gender, and socioeconomic lines [2,3,4]. Segregation, redlining (the systemic denial of services to certain neighborhoods based on race), and underfunded schools deprived entire communities of quality education, limiting their chances for upward mobility[4,5,6]. Workplace hiring and promotion processes have never been purely merit-based; studies continue to show that identical resumes receive different responses depending on a candidate’s name, gender, or background [7]. Financial barriers also play a role; many careers require unpaid internships, expensive degrees, or personal networks that systematically favor those with privilege rather than talent. For example, to become a scientist, one needs a PhD. To apply to PhD programs, the applicant needs to have years of research experience. This experience almost always starts as unpaid. Many students are historically excluded from pursuing these unpaid research positions because they have to work to pay off their tuition and housing. Additionally, many land their first job, whether a research position or another industry, not through merit but through personal connections. Having a parent or family friend in the field often provides a direct path that unfairly biases against those coming from disadvantaged backgrounds.
The consequences of these systemic biases are evident in the overlooked contributions of marginalized groups. Katherine Johnson, a Black woman whose mathematical expertise was crucial to NASA’s early space missions, had to fight for recognition in a field dominated by white men [8]. Rosalind Franklin’s essential role in discovering DNA’s structure was overshadowed by her male colleagues [9]. Even today, hiring discrimination persists, with research showing that job applicants with ethnic-sounding names are less likely to receive interview callbacks than those with white-sounding names [10].
DEI was introduced as a corrective measure to address these long-standing inequities. It ensures that talent- not background- determines access to opportunities. Diversity brings new perspectives, equity removes structural disadvantages, and inclusion makes sure that all voices are valued rather than sidelined. Far from being at odds with meritocracy, DEI is what allows it to exist in the first place. A system that rewards only those who already have privilege is not meritocracy, it’s just another form of gatekeeping.
What does DEI (literally and figuratively) stand for
Let’s go back a couple of steps, and break down each letter of DEI, why it’s important, and how it’s implemented.
Diversity:
Diversity encompasses the full range of human differences, including race, gender, ethnicity, socioeconomic background, ability, and sexual orientation, as well as age and political beliefs. Many initiatives that prioritize diverse teams also consider factors such as veteran status or coming from an underserved or rural area. The concept of diversity applies to everyone, yet it is often misrepresented as being solely about racial minorities. This misunderstanding fuels the false accusation that individuals are “DEI hires” based purely on race.
Interest in the effects of diversity on team performance has grown steadily in scholarly research. A meta-analysis using Glassdoor diversity ratings from 79 large companies found strong correlations between diversity and increased adaptability, innovation, and sense of purpose. Another study showed that more diverse teams tend to be more creative [11], while companies with high diversity rankings were also more profitable [12]. Bringing together people with different perspectives fosters better decision-making and prevents groupthink, a phenomenon where teams drift toward uniformity of thought. While this may seem positive and more harmonious, it leads to poorer reasoning and stagnation [13]. A Harvard Business Review article highlights studies showing that diverse teams are more innovative and smarter, as they focus more on facts and analyze information more carefully [14]. Organizations can ensure their teams reach their full potential by cultivating diversity in backgrounds and perspectives.
Equity:
Equity is the principle of fairness; making sure that people have access to the resources, opportunities, and support they need to succeed because not everyone starts from the same place. Without equity, we can’t truly find the most talented people. As mentioned above, if we are more likely to hire people with white-sounding names, it means we aren’t hiring the best people. An example of this is when the vast majority of orchestras started changing their hiring practices at the end of the 20th century. Orchestras were previously made up of 94% men [15]. By simply introducing a blind audition, where the performer sat behind a screen so that the jury could not see their gender, the number of women in orchestras went from 6% to 21%. This introduction of an equitable hiring process allowed the jury to overcome their biases and actually employ the most talented people, not the people that fit their biased stereotypes of who should be there. Similar kinds of efforts can extend to the science industry, where creating equitable opportunities exists in many forms. Many of these programs are directly threatened by the executive order and are fighting for their survival. Organizations like Colors of the Brain [16] and STARTneuro [17] at UC San Diego provide talented undergraduates with the financial freedom to focus on developing valuable technical skills in the lab.
Colors of the Brain is a graduate student-run mentorship program, supported by the Kavli Institute for Brain and Mind, that has pioneered a summer program targeting late-stage, historically excluded undergraduates. These students, passionate about scientific research but lacking prior experience due to limited guidance in academia, receive funding to conduct full-time research—eliminating the need for side jobs. This initiative has helped over 25 scholars secure placements in prestigious Ph.D. programs.
STARTneuro supports transfer students entering UC San Diego who are interested in research careers. The program provides structured training in lab skills and offers funding when students transition into research positions. Transfer students face unique challenges in securing research opportunities, as they are often nearing graduation by the time they establish connections. By facilitating these connections and offering financial support, STARTneuro enables students to gain the experience necessary for graduate school. Both programs underscore a fundamental truth: funding is the biggest barrier to equity in science.
Inclusion:
Inclusion is what transforms diversity from a numbers game into meaningful participation. It’s not enough to simply have people from different backgrounds in a workplace or on a team, those individuals must also feel valued, heard, and empowered to contribute. When inclusion is prioritized, organizations tap into the full potential of their workforce, leading to more innovation, stronger collaboration, better decision-making, and higher profitability [18]. In healthcare, hospitals that prioritize inclusive patient care by ensuring language accessibility or having culturally competent treatment report better health outcomes and higher patient trust [19]. Another example is Google’s “Project Aristotle,” which found that psychological safety (the ability for employees to voice ideas and take risks without fear of embarrassment) was the key factor in high-performing teams. When people feel included, they are more likely to share insights, challenge assumptions, and engage in creative problem-solving. Other practices that are based on inclusion could reflect holidays for various religions or more flexibility for parenthood. Without inclusion, diverse talent is often underutilized or driven away by environments that fail to recognize their contributions. But when everyone has a voice at the table, the best ideas emerge, and true meritocracy thrives.
DEI fosters a true meritocracy by ensuring that opportunities are accessible to all, allowing the most talented individuals to rise based on their abilities and contributions. It is concerning to see these principles under attack, as they play a crucial role in shaping both fair and better workplaces. When reviewing applications for jobs, universities, or programs, many factors are considered beyond just technical skills. The ability to bring diverse perspectives, lived experiences, and innovative thinking are also valuable credentials. Seeking individuals with different backgrounds does not mean compromising on qualifications, it means recognizing that a wide range of experiences leads to stronger teams, better problem-solving, and greater success.
The United States was built on the ideals that underpin DEI. Our country has thrived because of its diversity; immigrants and communities from around the world have shaped our industries, culture, and progress. We have made significant strides toward equality, from the abolition of slavery to the women’s rights movement to the legalization of same-sex marriage. These achievements reflect our commitment to fairness and justice, but the work is not yet finished. Many barriers still exist that prevent talented individuals from accessing opportunities where they can thrive and make meaningful contributions. DEI initiatives help level the playing field, ensuring that ability and potential are not overshadowed by systemic biases. When we create environments where all people have the chance to succeed, we cultivate healthier workplaces, stronger institutions, and a more prosperous nation. These conversations may be challenging, but they are essential for continued growth. Moving forward requires us to engage openly, listen to one another, and remain committed to building a more equitable future. Now more than ever, it is important to stand for the values that bring us together and ensure that opportunities remain open to all.
[2] https://pmc.ncbi.nlm.nih.gov/articles/PMC4817358/
[3] https://www.brookings.edu/articles/unequal-opportunity-race-and-education/
[4] https://www.epi.org/publication/education-inequalities-at-the-school-starting-gate/
[4 ]https://www.americanprogress.org/article/systematic-inequality/
[5] https://www.brookings.edu/articles/how-racial-and-regional-inequality-affect-economic-opportunity/
[7] https://ojs.aaai.org/index.php/AIES/article/view/31748/33915
[8] https://www.biography.com/scientists/katherine-g-johnson
[9] https://www.nature.com/articles/d41586-023-01313-5
[10]
[11] https://iaap-journals.onlinelibrary.wiley.com/doi/pdf/10.1111/apps.12365
[14] https://hbr.org/2016/11/why-diverse-teams-are-smarter
[16] https://colorsofthebrain.com/
[17] https://ugresearch.ucsd.edu/programs/all-urh-programs/start-neuro/index.html
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