In recent years, there has been an increasing emphasis in the corporate, academic, and government worlds for “DEI”–Diversity, Equity, and Inclusion–programs. In efforts to increase the diversity of their workforces and other stakeholders, these entities have established DEI departments, training, report cards, and other initiatives to push the effort forward.
- How effective are these programs, really?
- What efforts have been successful (and which have not), and why?
- Can successful programs be easily replicated, or are the reasons for the success confounded with entity-specific attributes?
- How strong is the evidence that a diverse workforce is a “better” (whatever that means) workforce?
To get the discussion started, below are two links to two “Freakonomics” podcasts–with transcripts if you would prefer to read–and skip to the relevant bits–rather than to listen. As with most of the Freakonomics episodes, the associated web pages include links to the academic research cited during the discussion.
I recall reading some similar-themed articles in the NY Times and the Washington Post, but can’t put my hands on them at the moment. I’ll post them later if I have the time.