I'm reticent to attach specific numbers and targets for improving diversity. It is then too easy to stop when the goals/targets are reached, or too easy to give

I'm reticent to attach specific numbers and targets for improving diversity. It is then too easy to stop when the goals/targets are reached, or too easy to give up if we keep moving the goalpost when each milestone is achieved. It doesn't help the cause at all to misappropriate data as the quotes in this article do, either. Claiming that it makes "business sense" to improve gender diversity because the startups with women executives in the study didn't fail ignores the most likely explanation: most startup don't have female executives, so most failures would happen to startups that don't have women executives. It would take a vastly different study to show that the participation of women in the business caused their successes, or that the lack of women in a business causes its failure. Why should we work to improve diversity then? Because it's the right thing to do.