[SpeedilyDamage]

> It's the civil rights movement in reverse.

Is it?

Here's what MLK has written:

> “Whenever the issue of compensatory treatment for the Negro is raised, some of our friends recoil in horror. The Negro should be granted equality, they agree; but he should ask nothing more. On the surface, this appears reasonable, but it is not realistic.”

> “A society that has done something special against the Negro for hundreds of years must now do something special for the Negro.”

> “A section of the white population, perceiving Negro pressure for change, misconstrues it as a demand for privileges rather than as a desperate quest for existence. The ensuing white backlash intimidates government officials who are already too timorous.”

DEI initiatives, when executed correctly, show substantially and consistently superior outcomes for the people and organizations who implement them. You will see more, and more successful, DEI initiatives for the rest of your life, because they work. Companies who are successful will tend to be companies who execute DEI initiatives well (I can post many high quality sources if folks are interested).

It's completely fair to criticize bad implementations of DEI, and we all know there are a lot of those, but to throw the baby out with the bath water here would be a mistake, and not one corporations will make willingly. You'd have to be pretty militant and aggressive with the law in order to stop companies from pursuing a win/win like DEI.

[Manuel_D]

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.

[lostdawnking]

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

[1] https://www.ucdenver.edu/docs/librariesprovider68/default-do...

[2] https://academic.oup.com/jpart/article/15/4/615/991022

[3] https://pubmed.ncbi.nlm.nih.gov/30765101/

[4] https://www.mckinsey.com/featured-insights/diversity-and-inc...

[5] https://journals.sagepub.com/doi/10.1177/000312240907400203

[bushbaba]

DEI programs exist to avoid lawsuits. As we saw during layoffs, many companies used the downsize opportunities to cut their DEI investment.

DEI has been proven to benefit white woman the most. Not sure I’d call that a success for black American socio economic uplift.

[lflfofodpld]

Lmao your argument is "real DEI has never been tried"

[anonymouskimmer]

Real DEI is tried. But everyone complains about the sucky implementations.

Here's an equity implementation that seemed to work: https://www.corporatecomplianceinsights.com/how-successful-d...

> Schulman realized he had to do something about the large gap between the lower-paid employees and the rest of the company. “Imagine asking people to double down on serving customers when they’re more financially stressed than ever before, when they don’t even have healthcare benefits,” he told Insider. So PayPal raised wages for lower-level workers by about 7 percent – not a huge amount, but enough to ease money worries – and gave them restricted stock units so they could share in PayPal’s success. The company also covered more healthcare costs, cutting the amount lower-level employees contribute by around 58 percent.

> Employee turnover has been cut in half

Here is a diversity initiative enacted politically: https://www.hrdive.com/news/virginia-outlaws-hair-discrimina...

> Discrimination based on hair texture, type and hairstyles such as braids, locks and twists will be illegal in Virginia starting July 1. Gov. Ralph Northam signed a bill on March 4 that “clarifies” that when the law bans discrimination “on the basis of race,” that includes “traits historically associated with race, including hair texture, hair type, and protective hairstyles such as braids, locks, and twists.”

I'm sure I could fine more examples if I didn't have a meeting in 5 minutes.

[sva_]

> (I can post many high quality sources if folks are interested)

Well, don't tease us like that?