My impression is that the mechanism is that racial/gender/etc diversity proxies for some amount of viewpoint diversity, and it's the viewpoint diversity which is improving outcomes. Assuming I'm correct on that point, my strong suspicion is that a lot of DEI programs in the US are not resulting in much more diverse hiring than their peer groups while simultaneously limiting viewpoint diversity pretty considerably (or if they're not limiting the viewpoint diversity of the people they hire, they're limiting the willingness of those people to express diverse views--probably a combination of the two).
I'm also vaguely of the impression that at least some research is finding DEI initiatives to be neutral or perhaps even counter-productive, but I'm having a hard time finding those papers--if this is jogging anyone's memory, I would appreciate links.
Just… stop. DEI works when well executed. Accept that.
If you want to police DEI initiatives to ensure they’re properly implemented, go for it, but the constant aversion to a so thoroughly researched concept is bordering on flat earther level conspiracy.
throwaway894345|3 years ago
I'm also vaguely of the impression that at least some research is finding DEI initiatives to be neutral or perhaps even counter-productive, but I'm having a hard time finding those papers--if this is jogging anyone's memory, I would appreciate links.
SpeedilyDamage|3 years ago
If you want to police DEI initiatives to ensure they’re properly implemented, go for it, but the constant aversion to a so thoroughly researched concept is bordering on flat earther level conspiracy.