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One crucial detail to note with the research showing diversity improves company performance: Asians were categorized as diverse in these studies. But in all the

One crucial detail to note with the research showing diversity improves company performance: Asians were categorized as diverse in these studies. But in all the DEI initiatives I've seen, Asians were either non-diverse and in some they were "negative diversity" and treated even worse than whites. So there's a mismatched between the definitions of diversity used in research and used in DEI discrimination.

dontflyaway 4y ago
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esporx 4y ago
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- Manuel_D 4y ago
  All of your links are either paywalled studies, or lead to 404 pages, except for the first one. > The effect of shared ethnicity was even stronger, reducing an investment’s comparative success rate by 26.4% to 32.2%. Right, so any diversity of ethnicity - including Asians - was associated with this "diversity boost". > They find student performance most-improved when there was greater management diversity, And again, what was the criteria used to measure diversity? Did it count Asians as diverse? You keep citing excerpts from these studies, but don't include anything relevant to my comment: are Asians considered diverse or not? > Most of the sixteen reviews matching inclusion criteria demonstrated positive associations between diversity, quality and financial performance. Healthcare studies showed patients generally fare better when care was provided by more diverse teams. And for the third time are Asians considered diverse? That's the crux of the question that you continuously fail to answer. > Using data from the 1996 to 1997 National Organizations Survey, a national sample of for-profit business organizations, this article tests eight hypotheses derived from the value-in-diversity thesis. The results support seven of these hypotheses: racial diversity is associated with increased sales revenue, more customers, greater market share, and greater relative profits. And again, were Asians included in the definition of "racial diversity"?
  - hgielatan 4y ago
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    - Manuel_D 4y ago
      It matters because I pointed out the mismatch between Asians being considered diverse the the bulk of the diversity research, but not in DEI discrimination policies: https://news.ycombinator.com/item?id=34695045 https://news.ycombinator.com/item?id=34695045
      - hgielatan 4y ago
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    - Manuel_D 4y ago
      > Find it! You keep posing these questions, but refuse to do the work of arriving at the solution yourself, which you are entirely capable of doing. Go answer your own questions! I can't find it because most of your links are either broken or paywalled. Go post the excerpts that say "we define racial diversity as...". Here's an example of mismatch between one of your working links and our diversity policies: > To draw an example from this study, if all of the teachers in a given district were white, the Blau index would be 0, indicating perfect homogeneity. If 25 percent of the teachers were white, 25 percent were black, 25 percent were Latino/a, and 25 percent were Asian or Native American (grouped as “other” for my purposes here), then the Blau index would be 0.75, indicating the highest level of heterogeneity achievable in a situation with four categories. As the number of categories increases, the highest possible Blau score increases. By comparison, my company's diversity policies target equity. So Asian representation of 25% is not considered diverse, as they are only 6% of the population and thus 25% is nearly a 5x overrepresentation. > Why are you discriminating against Asians this blatantly and obviously? It's wild, how you think this is okay. I'm not! DEI policies are. But the research showing the benefits of diversity overwhelmingly do count Asians as diverse, hence the mismatch between the research and our DEI policies.
      - 4y ago
- dang 4y ago
  Using alt accounts to get around moderation restrictions is obviously a serious abuse, so I've banned this and related accounts. Please don't create accounts to break HN's rules with. https://news.ycombinator.com/newsguidelines.html https://news.ycombinator.com/newsguidelines.html
StabbyMcSwordfi 4y ago
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lostdawnking 4y ago
Ed: I'm just going to keep creating accounts and reposting this dang, you can remove it as much as you like but I will never stop. This is a false statement, and considering you have no clue what studies I'm citing, completely speculative. Here, I challenge you to be specific in your criticism: > Along all dimensions measured, the more similar the investment partners, the lower their investments’ performance. For example, the success rate of acquisitions and IPOs was 11.5% lower, on average, for investments by partners with shared school backgrounds than for those by partners from different schools. The effect of shared ethnicity was even stronger, reducing an investment’s comparative success rate by 26.4% to 32.2%. [0] > Increased diversity in the healthcare workforce helps reduce or eliminate racial health disparities, according to a 2014 meta-analysis of 25 studies. [1] > A large-scale study of all Texas schools reveals diversity’s impact in public education systems. They find student performance most-improved when there was greater management diversity, and a closer racial match (representation) between management and student. [2] > Most of the sixteen reviews matching inclusion criteria demonstrated positive associations between diversity, quality and financial performance. Healthcare studies showed patients generally fare better when care was provided by more diverse teams. Professional skills-focused studies generally find improvements to innovation, team communications and improved risk assessment. Financial performance also improved with increased diversity. A diversity-friendly environment was often identified as a key to avoiding frictions that come with change. [3] > Our latest report shows not only that the business case remains robust but also that the relationship between diversity on executive teams and the likelihood of financial outperformance has strengthened over time. These findings emerge from our largest data set so far, encompassing 15 countries and more than 1,000 large companies. By incorporating a “social listening” analysis of employee sentiment in online reviews, the report also provides new insights into how inclusion matters. It shows that companies should pay much greater attention to inclusion, even when they are relatively diverse. [4] > Using data from the 1996 to 1997 National Organizations Survey, a national sample of for-profit business organizations, this article tests eight hypotheses derived from the value-in-diversity thesis. The results support seven of these hypotheses: racial diversity is associated with increased sales revenue, more customers, greater market share, and greater relative profits. [5] [0] https://hbr.org/2018/07/the-other-diversity-dividend https://hbr.org/2018/07/the-other-diversity-dividend [1] https://www.ucdenver.edu/docs/librariesprovider68/default-do https://www.ucdenver.edu/docs/librariesprovider68/default-do... [2] https://academic.oup.com/jpart/article/15/4/615/991022 https://academic.oup.com/jpart/article/15/4/615/991022 [3] https://pubmed.ncbi.nlm.nih.gov/30765101/ https://pubmed.ncbi.nlm.nih.gov/30765101/ [4] https://www.mckinsey.com/featured-insights/diversity-and-inc https://www.mckinsey.com/featured-insights/diversity-and-inc... [5] https://journals.sagepub.com/doi/10.1177/000312240907400203 https://journals.sagepub.com/doi/10.1177/000312240907400203
TheEldenCasual 4y ago
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deleted 4y ago
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Spllatty 4y ago
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dontflyaway 4y ago

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esporx 4y ago

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Manuel_D 4y ago
All of your links are either paywalled studies, or lead to 404 pages, except for the first one. > The effect of shared ethnicity was even stronger, reducing an investment’s comparative success rate by 26.4% to 32.2%. Right, so any diversity of ethnicity - including Asians - was associated with this "diversity boost". > They find student performance most-improved when there was greater management diversity, And again, what was the criteria used to measure diversity? Did it count Asians as diverse? You keep citing excerpts from these studies, but don't include anything relevant to my comment: are Asians considered diverse or not? > Most of the sixteen reviews matching inclusion criteria demonstrated positive associations between diversity, quality and financial performance. Healthcare studies showed patients generally fare better when care was provided by more diverse teams. And for the third time are Asians considered diverse? That's the crux of the question that you continuously fail to answer. > Using data from the 1996 to 1997 National Organizations Survey, a national sample of for-profit business organizations, this article tests eight hypotheses derived from the value-in-diversity thesis. The results support seven of these hypotheses: racial diversity is associated with increased sales revenue, more customers, greater market share, and greater relative profits. And again, were Asians included in the definition of "racial diversity"?
- hgielatan 4y ago
  [flagged]
  - Manuel_D 4y ago
    It matters because I pointed out the mismatch between Asians being considered diverse the the bulk of the diversity research, but not in DEI discrimination policies: https://news.ycombinator.com/item?id=34695045 https://news.ycombinator.com/item?id=34695045
    - hgielatan 4y ago
      [flagged]
  - Manuel_D 4y ago
    > Find it! You keep posing these questions, but refuse to do the work of arriving at the solution yourself, which you are entirely capable of doing. Go answer your own questions! I can't find it because most of your links are either broken or paywalled. Go post the excerpts that say "we define racial diversity as...". Here's an example of mismatch between one of your working links and our diversity policies: > To draw an example from this study, if all of the teachers in a given district were white, the Blau index would be 0, indicating perfect homogeneity. If 25 percent of the teachers were white, 25 percent were black, 25 percent were Latino/a, and 25 percent were Asian or Native American (grouped as “other” for my purposes here), then the Blau index would be 0.75, indicating the highest level of heterogeneity achievable in a situation with four categories. As the number of categories increases, the highest possible Blau score increases. By comparison, my company's diversity policies target equity. So Asian representation of 25% is not considered diverse, as they are only 6% of the population and thus 25% is nearly a 5x overrepresentation. > Why are you discriminating against Asians this blatantly and obviously? It's wild, how you think this is okay. I'm not! DEI policies are. But the research showing the benefits of diversity overwhelmingly do count Asians as diverse, hence the mismatch between the research and our DEI policies.
    - 4y ago
dang 4y ago
Using alt accounts to get around moderation restrictions is obviously a serious abuse, so I've banned this and related accounts. Please don't create accounts to break HN's rules with. https://news.ycombinator.com/newsguidelines.html https://news.ycombinator.com/newsguidelines.html

StabbyMcSwordfi 4y ago

[flagged]

lostdawnking 4y ago

Ed: I'm just going to keep creating accounts and reposting this dang, you can remove it as much as you like but I will never stop. This is a false statement, and considering you have no clue what studies I'm citing, completely speculative. Here, I challenge you to be specific in your criticism: > Along all dimensions measured, the more similar the investment partners, the lower their investments’ performance. For example, the success rate of acquisitions and IPOs was 11.5% lower, on average, for investments by partners with shared school backgrounds than for those by partners from different schools. The effect of shared ethnicity was even stronger, reducing an investment’s comparative success rate by 26.4% to 32.2%. [0] > Increased diversity in the healthcare workforce helps reduce or eliminate racial health disparities, according to a 2014 meta-analysis of 25 studies. [1] > A large-scale study of all Texas schools reveals diversity’s impact in public education systems. They find student performance most-improved when there was greater management diversity, and a closer racial match (representation) between management and student. [2] > Most of the sixteen reviews matching inclusion criteria demonstrated positive associations between diversity, quality and financial performance. Healthcare studies showed patients generally fare better when care was provided by more diverse teams. Professional skills-focused studies generally find improvements to innovation, team communications and improved risk assessment. Financial performance also improved with increased diversity. A diversity-friendly environment was often identified as a key to avoiding frictions that come with change. [3] > Our latest report shows not only that the business case remains robust but also that the relationship between diversity on executive teams and the likelihood of financial outperformance has strengthened over time. These findings emerge from our largest data set so far, encompassing 15 countries and more than 1,000 large companies. By incorporating a “social listening” analysis of employee sentiment in online reviews, the report also provides new insights into how inclusion matters. It shows that companies should pay much greater attention to inclusion, even when they are relatively diverse. [4] > Using data from the 1996 to 1997 National Organizations Survey, a national sample of for-profit business organizations, this article tests eight hypotheses derived from the value-in-diversity thesis. The results support seven of these hypotheses: racial diversity is associated with increased sales revenue, more customers, greater market share, and greater relative profits. [5] [0] https://hbr.org/2018/07/the-other-diversity-dividend https://hbr.org/2018/07/the-other-diversity-dividend [1] https://www.ucdenver.edu/docs/librariesprovider68/default-do https://www.ucdenver.edu/docs/librariesprovider68/default-do... [2] https://academic.oup.com/jpart/article/15/4/615/991022 https://academic.oup.com/jpart/article/15/4/615/991022 [3] https://pubmed.ncbi.nlm.nih.gov/30765101/ https://pubmed.ncbi.nlm.nih.gov/30765101/ [4] https://www.mckinsey.com/featured-insights/diversity-and-inc https://www.mckinsey.com/featured-insights/diversity-and-inc... [5] https://journals.sagepub.com/doi/10.1177/000312240907400203 https://journals.sagepub.com/doi/10.1177/000312240907400203

TheEldenCasual 4y ago

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deleted 4y ago

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Spllatty 4y ago

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