Forget DEI, we need to embrace MEI: meritocracy, excellence, and intelligence

Countering DEI globalists like BlackRock’s Larry Fink and the World Economic Forum, a young entrepreneur named Alexandr Wang has taken a stand, provided leadership, and is triggering a new movement—hiring and promoting based on MEI: merit, excellence, and intelligence.

Silicon Valley experienced an earthquake on June 13, 2024. This geological event was definitely not televised, but it triggered aftershocks from progressive corporate media like Fortune magazine (which, in a typical propaganda move, cites unnamed “experts” in its reporting on the topic). The earthquake was a consequence of the widespread excesses and consequences of the DEI (Diversity, Equity and Inclusion) hiring and promotion policies that have been actively promoted by the World Economic Forum and its leading corporatist sponsors including Blackrock, Vanguard, State Street and World Economic Foundation (WEF) favored consulting group McKinsey & Company.

To advance and enforce their DEI agenda, which plays a key role in the WEF-promoted vision of “Stakeholder Capitalism”, the WEF has created the “Global Parity Alliance”. The WEF, which defines itself as a key player in an emerging global government (in partnership with the United Nations), has structured this alliance of corporations to implement DEI initiatives across the globe rapidly.

The Global Parity Alliance, a cross-industry group of companies, is not just taking action, but accelerating it. Their urgency to promote diversity, equity and inclusion (DE&I) in the workplace and beyond is palpable, and their commitment to this cause is unwavering.

This group, the Global Parity Alliance, is not just a collection of companies. It’s a community of like-minded organizations, all striving for the same goal-better and faster DE&I outcomes. By sharing proven DE&I best practices and practical insights, they are inviting others to join them in this important work.

To realize the promise of diversity, the Global Parity Alliance members and identified DE&I lighthouses will work to close opportunity gaps faster in the new economy.

According to Blackrock CEO Larry Fink, the WEF DEI initiative intends to (quite literally) force the implementation of social engineering/”stakeholder capitalism” DEI policies as the basis for corporate hiring and promotion rather than focusing on profitability, return on investment, and shareholder/owner value measured by financial outcome measures.

The problem with this globalist “can’t we all get along” Kumbaya naïveté is that the dogs of investment are not eating the dog food. And, of course, inquiring minds are raising questions after the serial DEI financial fiascos of Target and its line of transgender attire for infants, InBev with its transgender Bud Light advertising campaign, Disney with its corporate commitment to woke/grooming everything, farming icon John Deere’s surprise discovery that flyover state farmers were not buying into its DEI genuflecting to the WEF, and WEF partner CrowdStrike crashing the world wide web.

To say that the financial genius of the WEF globalist leaders is looking a bit threadbare is a self-evident understatement. Oh yeah, and then there is the US Secret Service and the attempted Trump assassination. As covered in this recent Fox Business News segment, the natives are becoming restless, and drumbeats are being heard in the distance.

Now is an excellent time to remind all concerned that Larry Fink and Blackrock’s corporate financial ascendency is just another classic tale of DC/Democrat crony capitalism. Fink and company are not business masterminds. They are merely garden-variety Obama cronies parading around and masquerading as captains of industry. I admit to a growing sense of schadenfreude with the perverse logic inherent in all this. Perhaps merit-based selection of federal contractors actually results in better outcomes than just allowing politicians to develop public-private partnerships based on cronyism?

Please consider this AI-generated summary of BlackRock’s rise to global financial dominance, primarily based on “Times of India” reporting, for those who are not singing along with the bouncing ball.

During the 2008 financial crisis, BlackRock played a significant role in the Troubled Asset Relief Program (TARP) under the Obama administration. Here are key points:

TARP’s Legacy Securities Program: In 2009, the Obama administration’s Treasury Department partnered with BlackRock to manage the Legacy Securities Program, a component of TARP. The program aimed to remove toxic assets from banks’ balance sheets, stabilizing the financial system.

BlackRock’s Acquisition of Merrill Lynch’s Assets: In September 2008, BlackRock acquired a significant portion of Merrill Lynch’s troubled assets, including mortgage-backed securities, for $3 billion. This deal helped stabilize Merrill Lynch and prevented a systemic crisis.

BlackRock’s Management of TARP Assets: As part of the Legacy Securities Program, BlackRock managed a portfolio of troubled assets, including mortgage-backed securities and other complex financial instruments. This role allowed BlackRock to profit from the recovery of these assets, while also helping to stabilize the economic system.

Larry Fink’s Relationship with Obama: BlackRock’s CEO, Larry Fink, developed a close relationship with President Obama and his administration. Fink was a key advisor on financial matters, and BlackRock’s expertise was leveraged to inform policy decisions.

Thomas Donilon’s Connection: Thomas E. Donilon, former National Security Advisor to President Obama, is currently the Chairman of the BlackRock Investment Institute. During his tenure as National Security Advisor, Donilon worked closely with Fink and other financial leaders, including Secretary of the Treasury Timothy Geithner.

Key Takeaways

BlackRock played a crucial role in the Obama administration’s TARP program, managing troubled assets and helping to stabilize the financial system.

Larry Fink’s relationship with President Obama and his administration was significant. Fink served as a key advisor on financial matters.

Thomas Donilon’s connection to BlackRock, as Chairman of the BlackRock Investment Institute, highlights the firm’s continued influence in Washington, D.C.

What the AI missed is that BlackRock was able to leverage its special relationship with the Obama administration and the TARP program to produce the most globally comprehensive database of business transactions that the world has ever known. And then to exclusively datamine this rich insider resource to generate forward-looking predictions, which it leveraged to yield a globally dominant investment portfolio. And now, BlackRock has captured the exclusive (US, of course) contract to manage the rebuilding of Ukraine. Once the US/NATO military-industrial complex has succeeded in depopulating and then occupying that region. See how that works? Thanks, O’Biden/Uniparty. Let’s watch to see how that plays out.

Getting back on track.

As exemplified by the overlapping fiascos of CrowdStrike and the US Secret Service, the whole problem with DEI-based hiring and promotion policies is that they result in a gradual, creeping degradation of organizational competence, which I have previously covered in my recent substack essay titled “The Great Enshittening.”

Here’s the thing: In the 21st century, we are the inheritors of an interlaced network of complex systems, each requiring considerable competence to maintain and almost all of which are currently strained to the breaking point. Electricity grids, air traffic control networks, server farms, food supply chains, global shipping, petroleum, finance, the internet—the list goes on and on. They are all interdependent and at risk of cascading failure. And into this mix, the self-proclaimed geniuses of global governance have injected themselves and their untested theoretical fantasies of “Stakeholder Capitalism.” Which unproven theory is just another way of saying Marxist social engineering lathered up with a thin veneer of Adam Smith to reduce the friction of forced introduction.

Returning now to that Silicon Valley earthquake that I mentioned in the opening.

A young entrepreneur-genius (named Alexandr Wang) has taken a stand, provided leadership, and is triggering a new movement—sort of a back-to-the-future moment. Hiring and promotion based on MEI: merit, excellence, and intelligence. What a novel concept! Many (including Elon Musk) are jumping on this bandwagon and endorsing this breakthrough concept <sarcasm mine>, which was just the way things were in my youth. Little things like acceptance into medical school. Hiring and promotion. Back in the day, it was understood that the business of business was producing quality goods, services, and value, and deriving wealth from honest productivity.

To provide perspective and put in another plug for the Dean of anarcho-capitalism, Murray Rothbard, there are only two ways of accumulating wealth:

Labor: Wealth can be accumulated through productive labor, where an individual creates value by providing goods and services to others. This approach is based on voluntary exchange, where individuals trade their labor for compensation, such as wages or profits.
Theft: Wealth can also be accumulated through theft, where an individual takes wealth from others without their consent. This approach is based on coercion, where one party uses force or fraud to seize wealth from another.

Rather than quote derivative reporting from Fox Business News or even Callum Borchers of the Wall Street Journal, I prefer to let AI technology leader Alexandr Wang do the talking (originally on “X”, of course).

MERITOCRACY AT SCALE

In the wake of our fundraise, I’ve been getting a lot of questions about talent. All of our external success—powering breakthroughs in L4 autonomy, partnering with OpenAI on RLHF going back to GPT-2, supporting the DoD and every major AI lab, and the recent $1bn financing transaction—all of it is downstream from us hiring the best people for the job. Talent is our #1 input metric.

Because of this, I spend a lot of my time on recruiting. I either personally interview every hire or sign off on every candidate packet. It’s the thing I spend the plurality of my time on, easily. But everyone can and should contribute to this effort. There are almost a thousand of us now, and it takes a lot to hire quickly while maintaining, and continuing to raise, our bar for quality.

That’s why this is the time to codify a hiring principle that I consider crucial to our success: Scale is a meritocracy, and we must always remain one.

Hiring on merit will be a permanent policy at Scale.

It’s a big deal whenever we invite someone to join our mission, and those decisions have never been swayed by orthodoxy or virtue signaling or whatever the current thing is. I think of our guiding principle as MEI: merit, excellence, and intelligence.

That means we hire only the best person for the job, we seek out and demand excellence, and we unapologetically prefer people who are very smart.

We treat everyone as an individual. We do not unfairly stereotype, tokenize, or otherwise treat anyone as a member of a demographic group rather than as an individual.

We believe that people should be judged by the content of their character — and, as colleagues, be additionally judged by their talent, skills, and work ethic.

There is a mistaken belief that meritocracy somehow conflicts with diversity. I strongly disagree. No group has a monopoly on excellence. A hiring process based on merit will naturally yield a variety of backgrounds, perspectives, and ideas. Achieving this requires casting a wide net for talent and then objectively selecting the best, without bias in any direction. We will not pick winners and losers based on someone being the “right” or “wrong” race, gender, and so on. It should be needless to say, and yet it needs saying: doing so would be racist and sexist, not to mention illegal.

Upholding meritocracy is good for business and is the right thing to do. This approach not only results in the strongest possible team, but also ensures we’re treating our colleagues with fairness and respect.

As a result, everyone who joins Scale can be confident that they were chosen for their outstanding talent, not any other reasons. MEI has gotten us to where we are today. And it’s the same thing that’ll get us where we’re going, as we embark on our next chapter focusing on data abundance, frontier data, and reliable measurement to accelerate the development and adoption of AI models.

Alex

If you are committed to Making America Great Again, then be like Alex. Pursue MEI, not DEI, in all of your management practices.

For the sake of the broader community and mitigation of enshittification risk, if for no other reason.

Reprinted with permission from Robert Malone.

Up Next

Supreme Court of Canada dismisses Jordan Peterson’s appeal against mandatory social media ‘training’

Don't Miss

Canadian tariffs on Chinese EVs should look like the United States’, not Europe’s

Todayville

Todayville is a digital media and technology company. We profile unique stories and events in our community. Register and promote your community event for free.

Follow Author

Premier Eby seeks to suspend democracy in B.C.

2025 Federal Election / 2 hours ago

Soaked, Angry, and Awake: What We Saw at Pierre Poilievre’s Surrey Rally

Brownstone Institute / 2 hours ago

If the President in the White House can’t make changes, who’s in charge?

Business

Americans rallying behind Trump’s tariffs

Published on March 28, 2025

Todayville

From Larson’s Political Economy

The Trump administration’s new tariffs are working:

The European Union will delay tariffs on U.S. exports into the trading bloc in response to the imposition of tariffs on European aluminum and steal, a measure announced in February by the White House as a part of an overhaul of the U.S. trade policies.

Instead of taking effect March 12, these tariffs will not apply until “mid-April”, according to a European official interviewed by The Hill.

This is not the first time the EU has responded this way to U.S. tariff measures. It happened already last time Trump was in office. One of the reasons why Brussels is so accommodative is that the European Parliament emphasized negotiations already back in February. Furthermore, as Forbes notes,

The U.S. economy is the largest in the world, and many countries rely on American consumers to buy their goods. By import tariffs, the U.S. can pressure trading partners into more favorable deals and protect domestic industries from unfair competition.

More on unfair competition in a moment. First, it is important to note that Trump did not start this trade skirmish. Please note what IndustryWeek reported back in 2018:

Trump points to U.S. auto exports to Europe, saying they are taxed at a higher rate than European exports to the United States. Here, facts do offer Trump some support: U.S. autos face duties of 10% while European cars are subject to dugies of only 2.5% in the United States.

They also noted some nuances, e.g., that the United States applies a higher tariff on light trucks, presumably to defend the most profitable vehicles rolling out of U.S. based manufacturing plants. Nevertheless, the story that most media outlets do not tell is that Europe has a history of putting tariffs on U.S. exports to a greater extent than tariffs are applied in the opposite direction.

Larson’s Political Economy is a reader-supported publication.

To receive new posts and support my work, consider becoming a free or paid subscriber.

Subscribe to Larson’s Political Economy

Facts notwithstanding, this trade war has caught media attention and is reaching ridiculous proportions. According to CNBC,

Auto stocks are digesting President Donald Trump’s annoncement that he would place 25% tariffs on “all cars that are not made in the United Sates,” as well as certain automobile parts. … Shares of the “Detroit Three” all fell.

They also explain that GM took a particularly hard beating, and that Ferrari is going to use the tariffs as a reason to raise prices by ten percent. This sounds dramatic, but keep in mind that stocks fly up and down with impressive amplitude; what was lost yesterday can come back with a bonus tomorrow. As for Ferrari, a ten-percent price hike is basically meaningless since these cars are often sold in highly customized, individual negotiations before they are even produced.

Despite the media hype, these tariffs will not last the year. One reason is the retaliatory nature in President Trump’s tariffs, which—again—has already caught the attention of the Europeans and brought them to the negotiation table. We can debate whether or not his tactics are the best in order to create more fair trade terms between the United States and our trading partners, but there is no question that Trump’s methods have caught the attention of the powers that be (which include Mexico and Canada).

There is another reason why I do not see this tariffs tit-for-tat continuing for much longer. The European economy is in bad shape, especially compared to the U.S. economy. With European corporations already signaling increased direct investment in the U.S. economy, Europe is holding the short end of this stick.

But the bad news for the Europeans does not stop there. They are at an intrinsic disadvantage going into a tariffs-based trade war. The EU has a “tariff” of sorts that we do not have, namely the value-added tax, VAT. Shiphub.co has a succinct summary of how the VAT affects trade:

When importing (into the European Union), VAT should be taken into account. … VAT is calculated based on the customs value (the good’s value and transport costs … ) plus the due duty amount.

The term “duty” here, of course, refers to trade tariffs. This means that when tariffs go up, the VAT surcharge goes up as well. Aside from creating a tax-on-tax problem, this also means that the inflationary effect from U.S. imports is significantly stronger than it is on EU imports to the United States—even when tariffs are equal.

If the U.S. government wanted to, they could include the tax-on-tax effect of the VAT when assessing the effective EU tariffs on imports from the United States. This would quickly expand the tit-for-tat tariff war, with Europe at an escalating disadvantage.

For these reasons, I do not see how this “trade war” will continue beyond the summer, but even that is a pessimistic outlook.

Before I close this tariff topic and declare it a weekend, let me also mention that the use of tariffs in trade war is neither a new nor an unusual tactic. Check out this little brochure from the Directorate-General for Trade under the European Commission’:

Trade defence instruments, such as anti-dumping or anti-subsidy duties, are ways of protecting European production against international trade distortions.

What they refer to as “defence instruments” are primarily tariffs on imports. In a separate report the Directorate lists no fewer than 63 trade-war cases where the EU imposes tariffs to punish a country for unfair trade tactics.

Trade what, and what countries, you wonder? Sweet corn from Thailand, fused alumina from China, biodiesel from Argentina and Indonesia, malleable tube fittings from China and Thailand, epoxy resins from China, South Korea, Taiwan, and Thailand… and lots and lots of tableware from China.

Like most people, I would prefer a world without taxes and tariffs, and the closer we can get to zero on either of those, the better. But until we get there, we should take a deep breath in the face of the media hype and trust our president on this one.

Larson’s Political Economy is a reader-supported publication.

To receive new posts and support my work, consider becoming a free or paid subscriber.

Subscribe to Larson’s Political Economy

Business

Kennedy to cut 10,000 HHS employees to reduce ‘bureaucratic sprawl’

Published on March 27, 2025

Todayville

From The Center Square

By Brett Rowland

The changes are expected to reduce the agency’s headcount from 82,000 to 62,000 full-time employees.

Robert F. Kennedy Jr. announced a significant restructuring of the U.S. Department of Health and Human Services on Thursday in a move to streamline the huge federal agency and cut costs.

Kennedy plans to trim about 10,000 employees from the agency’s workforce in addition to employees who left as part of a Deferred Resignation Program, similar to a buy out, earlier this year. The move is expected to save about $1.8 billion.

Kennedy said the restructuring won’t affect the agency’s critical services. When combined with HHS’ other efforts, including early retirement, the changes are expected to reduce the agency’s headcount from 82,000 to 62,000 full-time employees. The restructuring will also align the department with Kennedy’s goals for a healthier U.S. population.

“We aren’t just reducing bureaucratic sprawl. We are realigning the organization with its core mission and our new priorities in reversing the chronic disease epidemic,” Kennedy said. “This Department will do more – a lot more – at a lower cost to the taxpayer.”

Kennedy also said the restructuring of the department’s 28 divisions will get rid of redundant units, consolidating them into “15 new divisions, including a new Administration for a Healthy America, or AHA, and will centralize core functions such as Human Resources, Information Technology, Procurement, External Affairs, and Policy.” Regional offices will be reduced from 10 to 5.

The overhaul will implement the new “HHS priority of ending America’s epidemic of chronic illness by focusing on safe, wholesome food, clean water, and the elimination of environmental toxins. These priorities will be reflected in the reorganization of HHS.”

Kennedy also said the restructuring would improve taxpayers’ experience with HHS by making the agency more responsive and efficient. He also said the changes would ensure that Medicare, Medicaid, and other essential health services remain intact.

The Administration for a Healthy America will combine multiple agencies – the Office of the Assistant Secretary for Health, Health Resources and Services Administration, Substance Abuse and Mental Health Services Administration, Agency for Toxic Substances and Disease Registry, and National Institute for Occupational Safety and Health — into a single, unified entity, Kennedy said.

The Centers for Disease Control and Prevention will get the Administration for Strategic Preparedness and Response, which is responsible for national disaster and public health emergency response.

“Over time, bureaucracies like HHS become wasteful and inefficient even when most of their staff are dedicated and competent civil servants,” Kennedy said. “This overhaul will be a win-win for taxpayers and for those that HHS serves.”

Among the cuts: The U.S. Food and Drug Administration will shed about 3,500 full-time employees. Officials said the reduction won’t affect drug, medical device, or food reviewers, nor will it impact inspectors. The CDC will drop about 2,400 employees. The National Institutes of Health will cut about 1,200 employees. The Centers for Medicare & Medicaid Services will cut about 300 employees. The reorganization won’t affect Medicare and Medicaid services, officials said.