3 ms·

This has been extensively studied. https://scholar.google.com/scholar?q=diversity+causing+better+outcomes&hl=en&as_sdt=0&as_vis=1&oi=scholart&sa=X&ved=0ahUKEwiA

This has been extensively studied. https://scholar.google.com/scholar?q=diversity+causing+better+outcomes&hl=en&as_sdt=0&as_vis=1&oi=scholart&sa=X&ved=0ahUKEwiA9ZSOneHVAhWpr1QKHQs6BtsQgQMIIzAA https://scholar.google.com/scholar?q=diversity+causing+bette...

SomeStupidPoint 9y ago
Could you point out specific articles? There seems to be a lot about learners, evolution, and theory on that page, but actual measurements seem sparse. (Only 2 in the first 10 are even on this topic.) One of the relevant links mentions: > Empirical research on whether and how diversity is actually related to work group functioning is limited, however, and the evidence is mixed, depending in part on what kinds of differences constitute the "diversity" in question (see Milliken and Martins, 1996; Pelled, 1996, for reviews). Researchers have examined the impact of diversity in identity group memberships, such as race and sex (e.g., Cox, 1993; Jackson and Ruderman, 1995); organizational group memberships, such as hierarchical position or organizational function (e.g., Bantel and Jackson, 1989; Ancona and Caldwell, 1992); and individual characteristics, such as idiosyncratic attitudes, values, and preferences (e.g., Hoffman, 1959; Meglino, Ravlin, and Adkins, 1989; Bochner and Hesketh, 1994). Although certain types of diversity appear to be beneficial, studies focused on race and gender have demonstrated both positive and negative outcomes (see Williams and O'Reilly, 1998, for review), suggesting that certain conditions may moderate these outcomes. To date, however, most scholars have only speculated as to what these conditions might be. As a result, consultants and managers interested in diversity have had to rely largely on some combination of common sense and good faith for the rationales they advance about why and how companies should address the issue. (The other relevant link is a book, which doesn't have an abstract in the same sense.)
- Blackthorn 9y ago
  I don't have the expertise to point out specifics that form the fundamental basis of the research, sorry.

SomeStupidPoint 9y ago

Could you point out specific articles? There seems to be a lot about learners, evolution, and theory on that page, but actual measurements seem sparse. (Only 2 in the first 10 are even on this topic.) One of the relevant links mentions: > Empirical research on whether and how diversity is actually related to work group functioning is limited, however, and the evidence is mixed, depending in part on what kinds of differences constitute the "diversity" in question (see Milliken and Martins, 1996; Pelled, 1996, for reviews). Researchers have examined the impact of diversity in identity group memberships, such as race and sex (e.g., Cox, 1993; Jackson and Ruderman, 1995); organizational group memberships, such as hierarchical position or organizational function (e.g., Bantel and Jackson, 1989; Ancona and Caldwell, 1992); and individual characteristics, such as idiosyncratic attitudes, values, and preferences (e.g., Hoffman, 1959; Meglino, Ravlin, and Adkins, 1989; Bochner and Hesketh, 1994). Although certain types of diversity appear to be beneficial, studies focused on race and gender have demonstrated both positive and negative outcomes (see Williams and O'Reilly, 1998, for review), suggesting that certain conditions may moderate these outcomes. To date, however, most scholars have only speculated as to what these conditions might be. As a result, consultants and managers interested in diversity have had to rely largely on some combination of common sense and good faith for the rationales they advance about why and how companies should address the issue. (The other relevant link is a book, which doesn't have an abstract in the same sense.)

Blackthorn 9y ago
I don't have the expertise to point out specifics that form the fundamental basis of the research, sorry.