Meritocracy has only one bias: Bias for talent!

Disclaimer: I am a big fan of Prabir and only try to place my views not in opposition but as a parallel submission, in all respects. He is a very good human being and is no different than other great leaders you have worked with.

Look beyond culture-fit for better talent, fresh ideas - Times of India (indiatimes.com)

Here author, HR Consultant (an ex civil servant and ex CHRO Cipla talks about two syndromes that he witnessed in companies he worked with and/or what he generally notices every day.
1. Companies have club culture, a cohort of suckers of accommodated conscience. rightly called, "the survivors". Author used the term "Tenured" employees.
2. Incessant bias for regional, linguistic affiliations that companies have.
I wrote on this above listed bias in my blog a decade back and author resonates same sentiments...facts remain the same.
Check this : WHY THIS 'ZILLA veri di? SiliconIndia Strategic HR Summit, Bangalore: the heinous bias! (krantmrinal.blogspot.com)

Questions to ask: 1. Did author not hire in his team a flurry of ex-colleagues (the suckers of tribal culture), at Cipla, the CEO, 2 Chief Talent Officers, who left him in less than 2 years, loads of his ex-colleagues in HR from Tata Motors and Reliance Industries Limited and Dr. Reddy's Laboratories?
2. Did he not serve Dr. Reddy's Laboratories for 11 years? Was he surviving? Did that instinct for survival and extending his genes (Anthropologists and Biologists on Genetics found this need as core to human's instinct for survival or else there would be an "existential crisis") Was it an existential crisis situation for him at his companies that made him hire loads of his ex-colleagues (safe bets?) and then you talk about being open to talent market, when you , yourself are parochial in looking at talent!

Ref- One Third of All Employees Are ‘Working Dead’ — Unhappy, Unmotivated, and Staying Put | Perceptyx

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