It’s Time for Data-First Diversity, Equity, and Inclusion
Fortune | Roland Fryer
Harvard professor Roland Fryer explains that corporate DEI programs have zero average impact and can even have a negative impact. Instead, Fryer proposes a three step, data-driven approach—1) understand disparities, 2) fix the root causes of bias, and 3) evaluate.
“Our intuition for how to decrease race and gender disparities in the workplace has failed us for decades. It’s time to stop guessing and start using the scientific method… More corporate leaders should be trying to solve diversity challenges in the same way they solve problems in every other aspect of their business: through intelligent use of data, rigorous hypothesis testing, and honest inference about what is working.”