Merit and DEI: A Tug-of-War or a Winning Partnership?

The Changing Face of DEI in Global Giants  

In boardrooms of corporate giants like Ford, John Deere, Meta, Amazon, and McDonald’s, a pressing question is quietly taking centre stage Are our Diversity, Equity, and Inclusion (DEI) programs truly driving meaningful change, or are we just ticking boxes and hoping for applause? With political tides shifting in the U.S. and Donald Trump back in the conversation, attention has turned to whether these initiatives are genuinely driving business growth or unsaidly biasing certain groups at the expense of merit.

For some, the answer is clear. While affirmative action may come from a place of good intentions, it continues to ignite debates around fairness and quality. These companies feel there should not be bias and that a fair selection process is essential. However, they cannot promote groups for affirmative action at the cost of quality and merit. Recently, companies like Amazon, Meta, and McDonald’s have been at the center of this conversation, raising concerns about striking the right balance. As businesses walk this tightrope, the stakes could not be higher: Is this the start of a new DEI revolution, or are we just spinning our wheels?

India’s DEI Journey: A Legacy of Inclusion or a Balancing Act? 

Since independence, India has been a vocal advocate of diversity, equity, and inclusion (DEI), backing its words with affirmative action. Affirmative action in education, politics, and public sector jobs was introduced to uplift marginalized communities. But let us face it—it has not been a smooth ride.

India’s journey with DEI is more than just policy—it is about rethinking systems that only scratch the surface. Though India is involved in DEI activities, there is a blurred line between genuine progress and PR propaganda.

Many employees focused on DEI seem more inclined to hunt trained talent from other companies rather than develop a true DEI talent pool. The result? Limited success, with the agenda often shifting towards digital brownie points and PR campaigns rather than real-world impact. The challenge is clear: Can the corporate world move beyond token gestures and truly embrace inclusion? Or will it stay stuck, riding on the state’s coattails while leaving untapped potential on the sidelines?

DEI or PR? The Global Trend of Style Over Substance  

Let’s be honest: in the global DEI arena, style often overshadows substance. From glossy reports showcasing diversity metrics to campaigns that go viral for celebrating inclusion, corporations have become experts at looking the part. But peel back the shiny exterior, and the gaps are hard to miss.

Take, for instance, companies that splash pride colors across their logos for a month but shy away from creating safe and inclusive workplaces for LGBTQ+ employees year-round. Or organizations that boast about hiring persons with disabilities (PwDs) but limit them to remote roles with minimal interaction or growth opportunities. These are not examples of genuine DEI; they are marketing ploys.

In India, too, the focus often tilts toward optics over impact. What we see is a system promising big but delivering little when it comes to dismantling structural barriers. Real DEI is not about checking boxes—it is about building workplaces where inclusion isn’t a campaign but a commitment. So, the question remains: is the DEI movement becoming a vehicle for real change, or just another way to score points in the court of public opinion?

The American Shift: What It Means for India

  

As U.S.-based companies overhaul their DEI strategies, the ripple effects will inevitably reach Indian shores. With India housing the operations of countless multinationals, the question is not just if these shifts will impact the local workforce—it is how. Whatever happens in those global quarters is bound to impact India, but that does not mean we should blindly copy Western models or withdraw from DEI efforts altogether.

Instead, we need to find our own customized, community-centric, or need-based DEI programs—ones that reflect India’s socio-economic realities rather than one-size-fits-all frameworks. Cookie-cutter solutions will not cut it here. What India needs are initiatives that tackle systemic barriers head-on—whether it is bridging gaps in education, creating opportunities for underrepresented groups, or addressing caste inequities—all without sidelining merit.

The impact of these global shifts will depend on how well we balance inspiration with innovation, crafting solutions that reflect India’s own story rather than someone else’s script.

The Debate Over Merit and DEI: A Storm Brewing in the U.S. 

Across the U.S., a quiet storm is brewing around DEI, and its ripple effects are already sparking debates worldwide. Is merit being sacrificed on the altar of diversity? 

Tech magnate Elon Musk’s fiery remark that “DEI means DIE” after blaming diversity policies for delayed wildfire responses has poured gasoline on an already smoldering fire​​​. Meanwhile, corporate heavyweights like McDonald’s and Amazon are reevaluating their DEI approaches, raising eyebrows and questions.

What is the takeaway for India? A lesson that is both sobering and clear: DEI needs to be more than a glossy buzzword. As the West wrestles with finding the balance between inclusion and excellence, India has the opportunity to craft solutions that are bold, local, and built on substance—not just optics. 

Develop, Then Hunt: Breaking the DEI Fantasy  

In the rush to meet DEI goals, companies often overlook a crucial ingredient: development. Instead of investing in nurturing diverse talent internally, many opt to chase the existing pool of candidates in the market. This "hunt-first" mindset leads to quick, surface-level wins but rarely results in meaningful change. The problem is not just impatience—it’s also a reflection of deep-seated biases in corporate culture.

Take the U.S., where DEI has often become a battleground of perceptions. When Mark Zuckerberg described Meta’s workforce as embodying “masculine energy,” it reignited debates about how corporate identities are shaped—and why certain traits dominate. Does this mean Indian companies should also double down on external hiring to balance their scales? Not quite. The real issue lies in overlooking the potential of homegrown talent and treating DEI as a numbers game rather than a culture shift. 

Indian corporations have an opportunity to flip the script. Instead of pouring resources into poaching candidates, they should focus on fostering a culture that actively develops diverse talent from within. This starts with identifying gaps: Are underrepresented groups receiving the mentorship, training, and growth opportunities they need? Are leaders held accountable for creating inclusive teams?

Building a robust pipeline of skilled, diverse professionals is not glamorous or quick—but it’s how Indian businesses can move beyond optics. By prioritizing internal development and shifting the emphasis from competition to cultivation, they can set a global standard for what DEI should truly mean: sustainable, long-term impact.

 

DEI Reset: A Blueprint for Authentic Action 

So, where do we go from here? For starters, companies—both in India and globally—need to: 

1. Stop Chasing Metrics: Meaningful DEI goes beyond flashy statistics. Focus on real integration and long-term impact. 

2. Develop, then Hunt: Indian companies can drive meaningful DEI by creating structured programs to train and nurture diverse talent. Partner with universities and community groups to identify untapped potential, launch mentorship initiatives, and establish internal upskilling programs. Focus on developing leadership pipelines and promoting employees based on potential, not just experience. By cultivating talent from within, businesses can build a sustainable, inclusive workforce that goes beyond surface-level diversity. 

3. Stay Transparent: Transparency is key—positions should be open to all, ensuring a level playing field where merit, not quotas, drives selection. A fair, skills-based approach builds trust and strengthens DEI credibility.

4. Think Local: Develop strategies that align with regional cultures and challenges. 

5. Keep It Real: DEI should align with business objectives without becoming a box-ticking exercise. Blindly chasing DEI targets can backfire, as many companies feel pressured to prove commitment while grappling with an unsaid bias against affirmative action.

The Big Question: What’s Next for DEI? 

As global companies like Ford, John Deere, Meta, Amazon, and McDonald’s struggle with re-thinking their DEI strategies, Indian businesses have an opportunity to craft their own path. The decisions made in those boardrooms will ripple across global operations, including those in India. 

The key lies in rejecting superficial solutions and embracing authentic, impactful action. This isn’t just about ticking a box or impressing a digital audience; it’s about laying the groundwork for a future where diversity, equity, and inclusion truly thrive. The stakes are high, and the world is watching. So, what’s it going to be? A genuine reset or business as usual?