The problem is how to measure that skill. For example, I've known very skilled individuals who switched over to my industry later in life. They neither had past experience, nor strong technical abilities when I first met them. But what they did bring to the table was the ability to learn quickly, and after investing in them, they were capable of delivering fantastic results. Furthermore, even early on, they brought their experiences from other industries with them, breaking up the group think that would have formed without them.

Some companies believe the most skilled people are the ones who have demonstrated certain technical abilities. Under this form of meritocracy, the companies delude themselves into thinking they've hired the most skilled people, but they haven't.

The inclusive meritocracy in the article solves that problem by expanding the definition of skilled, and by investing in a more diverse group of individuals. This results in more (in number) skilled people at the end of the investment.