In the contemporary corporate and institutional landscape, diversity, equity, and inclusion (DEI) programs are heralded as moral imperatives and strategic advantages. Every major corporation, university, and government body has, by now, embraced the mantra: “Diversity is our strength.” On its face, this principle is not only morally defensible but pragmatically sensible—different perspectives can enhance problem-solving, innovation, and cultural relevance. Yet, beneath the surface of these well-intentioned initiatives lies a perilous assumption: that diversity can—or should—be achieved irrespective of merit. When diversity is pursued in isolation from excellence, DEI transforms from a tool for justice into a mechanism of discrimination.