abbiebe89

(same person, different account)

Yeah, probably. Would depend on what "bad" meant here, and what specifically "science" was showing.

The key thing though is that I want to help people, and I want others to want to help people. If DEI wasn't it, we'd find something else to help people with, but DEI is helping, so let's figure out how it works and put more effort into the effective aspects of DEI and less effort into the ineffective aspects of DEI.

Criticizing the concept of DEI is spouting bigotry, and it's anti-fact.

And no, you cannot support the concept of DEI and remain on this site without resorting to the tricks I've had to. I'm not perfect, but this site has shown its ugly side these past few days, as a number of anti-DEI posts have been getting traction.

(still one person, not artificial topic interest generation)

Rgr that re: links. HN is a terrible, terrible platform implementation, for many reasons. It was not meant for this kind of discussion.

But what I'm still not getting here is any justifiable reason for why "this study includes Asian people" is a problem. Maybe DEI has a problem where Asian folks don't get evenly represented on both sides of the measurements, but you'll have to show that's specifically happening in each study I've cited, as well as any others I might cite, in order for that to be valid criticism. Further, you'd have to demonstrate that it totally negates the positive effects found, as that's not a given either.

Edit: UC Denver (and this one is a really good resource): https://www.ucdenver.edu/docs/librariesprovider68/default-do...

(still same person from before)

> Who is arguing that DEI is ineffective when properly implemented (what does "properly implemented" even mean, concretely?).

Nearly everyone in the comments here, are you blind?

> Where are the metanalyses that show concretely that DEI programs are effective?

Here's one that took all of 5 seconds to Google:

> Results from 65 studies (N = 8465) revealed sizable effects on affective‐based, cognitive‐based, and skill‐based outcomes as well as interesting boundary conditions for these effects on affective‐based outcomes. This study provides practical value to human resources managers and trainers wishing to implement diversity training within organizations as well as interesting theoretical advances for researchers. Practitioners have quantitative evidence that diversity training changes affective‐based, cognitive‐based, and skill‐based trainee outcomes. [0]

[0] https://www.researchgate.net/publication/263597048_A_meta-an...

(still same person, let's keep it rolling)

I don't care if dang agrees/disagrees in this case. This is too important, and the voices spouting bigotry on this site need to be challenged, even if it's wildly unpopular.

In the past, the bans came from simulating activity on the discussion, which I have made clear this time that all accounts roll up to one person.