Merit vs. inclusivity: Which is more important when hiring?

Vic (Inclusivity)

The fact that the US is a diverse conglomeration of people of different ethnicities, genders, and sexualities should be reflected in all workplaces to serve the interests of their consumer bases better. Ultimately, inclusivity produces diversity in the workplace, which is pivotal for a company that seeks to survive in a world where differences are increasingly being celebrated. Major companies such as Google and Apple have already begun recognizing this and incorporating diversity initiatives into their hiring programs. 

Millennials and Gen Z, the future leaders of companies, affirm the necessity of diversity. Sixty-nine percent of millennials believe diverse senior management teams created a more stimulating workplace. Inclusivity hiring is an opportunity for future board members to reflect the demographics of society better. Although today, the majority of board members in the US continue to be white men, a more diverse workforce guarantees future leaders from a more extensive range of backgrounds. 

Inclusivity in the workplace is fundamental to creating a society tolerant towards all kinds of people. As people spend most of their social life at work, working in a diverse environment allows them to connect with others from different backgrounds and learn about each other. 

Finally, prioritizing inclusivity does not undervalue the merit of candidates or seek to exclude white male candidates. This way of thinking undermines the value of ‘inclusivity hires’ and only serves to entrench certain demeaning attitudes to anyone rendered ‘diverse’ within a workplace. These initiatives seek to elevate candidates who may not have access to the other avenues into business that have historically been more accessible to white men. 

Curtice (Yes)

When one boards a plane or is wheeled into an operating room for surgery, one should want and expect the individuals flying the plane or performing the operation to be as skilled and as proficient as possible. They should not be sub-par hires selected solely based on shallow criteria like sex, race, or presentation, as this overlooks more qualified candidates in the name of diversity, equity, and inclusion.

Whether you call it skill or aptitude, merit indicates that someone has what is necessary to perform the job competently. Inclusivity over merit installs lesser individuals in positions above more highly qualified and skilled candidates to meet some predetermined racial, ethnic, or gender ratios. While perhaps inclusivity sounds ideal in theory, from a practical standpoint, it may not be.  

Consider a real-life example. The NBA’s Golden State Warriors play in San Francisco and have won four championships since 2015. The city’s racial makeup is 43% White, 34% Asian, and 5% Black, according to the latest data. Yet the current Warriors roster contains no Asian players and only three White players. Further, the roster does not include short people—none of the players are under six feet tall. The Warriors have made the very practical and realistic decision to hire the individuals they believe will give them the best opportunity to win. They do not consider inclusivity when filling their roster to compete against other NBA teams.

One should not care about the race, gender, ethnicity, or sexuality of an individual when hiring. Rather, what should matter is whether or not they have demonstrated they have the requisite skills for the tasks at hand.