In today’s workplace, there is a lot of discussion about Diversity, Equity, and Inclusion (DEI) initiatives. While these programs aim to create more inclusive environments by bringing in people from a variety of backgrounds, I believe that the best approach to hiring should always be based on merit, talent, and ability—not identity markers like skin colour, religion, sexuality, or gender.
Why Merit Should Be the Standard
In any job, the priority should be to hire the best candidate for the role—someone who has the right skills, qualifications, and potential to contribute to the team. This is the foundation of a truly fair hiring process. It ensures that everyone, regardless of background, has the same opportunity to succeed based on their merits.
Unfortunately, with the rise of DEI initiatives, I worry that this emphasis on qualifications is sometimes overshadowed by the desire to create a “token rainbow” in the workplace—bringing in individuals simply to represent diversity rather than to add true value. While diversity can be a positive force, it should never come at the cost of overlooking more qualified candidates.
Skills and Talent Over Symbolism
What really matters in a professional environment is whether someone has the skills and capabilities to do the job well. A person’s background—whether it’s their race, gender, or sexual orientation—should not be the deciding factor in a hiring decision. What matters most is whether they can perform their duties effectively and contribute to the success of the team.
Tokenism, or hiring people to “check a box” for diversity, can ultimately do more harm than good. It undermines the accomplishments of individuals who have worked hard to gain their skills and experience. By focusing on true merit, we ensure that the best people are in the right positions and are recognized for their efforts.
My Concerns with DEI Initiatives
While the goals of DEI programs may be well-intentioned, I am concerned that they sometimes prioritize identity over talent. In some cases, these initiatives may lead to the selection of individuals based on their personal characteristics, such as their race or gender, rather than their qualifications. This can lead to resentment among those who feel that merit has been disregarded and can dilute the overall quality of the team.
I believe that fairness comes from giving everyone an equal opportunity to prove themselves based on their abilities, not from trying to artificially balance the makeup of a team.
The Importance of Fairness in the Workplace
In an ideal world, the only criteria that should matter when hiring are competence, work ethic, and the ability to contribute to the team. I believe in fostering an environment where everyone has an equal chance to succeed, regardless of their background—but that chance should be earned through skill and dedication, not because they fit into a specific category.
At the end of the day, it’s talent, hard work, and qualifications that make a difference in the workplace. Merit-based hiring is the best way to ensure that the most capable and qualified individuals are given the opportunities they deserve.
