Assess people on relevant ability, effort and contribution, while recognising unequal opportunities to develop them.
Meritocracy aims to let people progress through relevant ability and effort rather than family connections or inherited status. A selection process can assess the skills needed for a role using transparent criteria: openly stated standards so applicants know what will be assessed.
People do not all begin with the same resources. Access to coaching, equipment and time can affect what a person has had the chance to demonstrate. Supporting opportunity can help more people develop and show their abilities. Merit need not mean examination grades alone.
Avoid claiming that every result proves exactly how hard someone worked. Explain both the basis for selection and any barriers that affect the opportunity to compete.
Worked example: A practical task with access to preparation
A youth design programme selects applicants through a practical task. It lends equipment and runs free introductory workshops before selection.
- The task assesses design skills relevant to the programme rather than family background.
- Loans and workshops reduce some barriers to developing and showing those skills.
- These measures do not make every applicant's starting point identical or guarantee selection.
Watch out for this
Meritocracy means everyone already has the same starting opportunities.
A merit-based system can still face unequal starting resources. Explain how access barriers can be reduced.
Check your understanding
Why might free equipment loans support a merit-based selection process?
- They guarantee everyone will achieve the same result.
- They help applicants with fewer resources develop and demonstrate the skills being assessed.
- They make skill irrelevant to selection.