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