Most leaders want their teams to succeed based on hard work, skill, and results. You deserve to rise if you show up, deliver, and go the extra mile. It’s a compelling idea—simple, fair, and satisfying.
But have you ever noticed that some people seem to take off faster than others, even when everyone seems to be working hard? Or that some employees never seem to catch a break, no matter how much effort they put in? It’s not a matter of talent or drive—it’s the reality that not everyone starts from the same place.
Why Leaders Believe in Meritocracy
It makes perfect sense to believe that hard work should be the ticket to success. If you’ve built your career through grit and determination, it can feel unfair to hear that the system isn’t as merit-based as you thought. After all, no one handed you your success—you earned it.
That’s true. But it’s also true that some of us had a smoother road to walk than others, and not everyone got the same opportunities along the way.
For example, if you grew up in a middle-class household, you might have had access to stable housing, high-quality schools, and extracurricular activities that shaped your career without you even realizing it. Or maybe your parents knew someone who got you an internship, giving you an early leg up in your field. These things don’t take away from your hard work—they just show that some people got to start a few steps ahead.
The Myth of the Level-Playing Field
Meritocracy assumes that we all begin at the same starting line. But starting points can look very different. Here are a few examples:
- Some people can afford unpaid internships that lead to better jobs, while others have to work multiple jobs just to pay rent.
- Studies show that identical resumes with Black-sounding names receive fewer callbacks than those with more traditionally White-sounding names.
- Women are often penalized for taking time off to care for family, while men in similar roles are praised for their commitment to work.
None of these factors reflects talent or effort, but they shape who gets ahead and who struggles to catch up.
Why This Topic Feels Hard
If you’ve always believed in meritocracy, hearing about systemic issues can feel like someone is saying your success isn’t valid. That’s not what this is about. No one is saying you didn’t earn your place. But to ensure others have the same shot at success, we have to be honest about the hidden advantages some people carry—and the obstacles others face.
It’s also understandable to feel overwhelmed by the idea of systemic inequality. If you didn’t create the problem, why is it on your shoulders to fix it? But here’s the thing: As a leader or manager, you’re in a position to make things better—not by fixing everything at once, but by making small, meaningful changes that build fairness into your workplace.
Small Shifts That Make a Big Difference
Creating a workplace that works for everyone doesn’t mean lowering standards or handing out participation trophies. It means recognizing that not everyone has had the same path—and making adjustments to help level the playing field. Here are a few ways to get started:
- Make Career Paths Clear and Transparent: If advancement feels like a mystery, employees without connections may feel stuck. Lay out clear paths for growth and promotion, so everyone knows what it takes to succeed.
- Reconsider Unpaid Internships and Entry-Level Jobs: Can you offer stipends or find ways to pay for internships? This ensures that people from all backgrounds—not just those who can afford it—have access to early career opportunities.
- Formalize Mentorship Programs: Informally arranged mentorship often benefits those with existing networks. Creating formal mentorship opportunities ensures everyone has access to guidance and support.
- Pay Employees Well: Competitive pay goes a long way toward creating a fairer workplace. Fair, transparent wages help employees focus on performance rather than constantly worrying about making ends meet, which reduces stress and builds loyalty.
- Offer Skill-Building Opportunities: Not everyone has had the chance to gain certain skills before joining your team, and company needs change over time. Providing training and development opportunities ensures that employees can reach their potential and advance.
- Evaluate Performance Fairly: Take a moment to ask whether biases might be creeping into performance evaluations. Are you rewarding people only based on output, or are you also considering the obstacles they’ve had to overcome?
- Invest in Ongoing Unconscious Bias Training: Even with the best intentions, everyone carries unconscious biases. Regular bias training helps leaders and employees alike recognize blind spots and create a more inclusive work environment.
What’s in It for You?
Creating a workplace that’s fair for everyone benefits your business. When people feel valued and see that the system is working for them, they’re more engaged, more innovative, and more likely to stay. A fairer workplace makes your job easier, too. Instead of constantly dealing with turnover or disengaged employees, you’ll build a team that’s motivated to succeed—because they know they’re being set up to win, not just survive.
Final Thoughts
Believing in meritocracy isn’t wrong—it’s just incomplete. It’s fine to hope that hard work leads to success, but we also need to acknowledge that the system isn’t perfect. Some people have advantages that aren’t always visible, while others work twice as hard just to stay afloat.
Once you see the gaps, you’re in a position to do something about them.
As leaders, we’re responsible for creating the kind of workplaces we wish we had—a place where everyone has a fair shot, no matter where they started. It’s not always easy, but the reward is worth it: a thriving, engaged team where talent truly rises to the top.
Because real success isn’t just about who worked the hardest—it’s about making sure everyone gets a chance to do their best work.
Curious to learn more? Check out these resources!