The Elusiveness of Merit-Based Hiring
Kyle Brink argues the common framing of DEI-versus-merit is a false dichotomy: true merit requires empirically validated selection practices, not the "face validity" most organizations rely on. He introduces the concept of a "merit mirage" — managers championing seemingly objective hiring criteria that have no demonstrated predictive power for job performance.
Why it matters
Read at MIT Sloan Management Review Organizational leaders retreating from DEI programs under political pressure should be warned that most of what they're replacing it with ("merit") isn't rigorously validated either — a credibility risk for skills-based hiring claims broadly.
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