There is a reason for blinded peer review - not surprising that LLMs (like humans) take into account all indicators unless told otherwise or even better, prevented from doing so. There are some more interesting nuances in the paper; i hope we can move beyond discussing the trivial headlines soon.

In the same way that we could not strictly say that x% of a student's grade is attributable to how hard they study (because for each individual factors also matter)? Just trying to figure out whether that's an (appropriate) critique of how we talk about stat models generally, or genetics specific?)

For someone really unfamiliar with the topic - what's the difference?

🙏 Many thanks ...
... to my wonderful co-authors: Victoria Opara, Ditte Barnoth, Miki Weselowska, and Sayeh Yousefi, the many authors of original studies who responded to our questions and many others who helped along the way! [8/8]
#Diversity #TeamPerformance #Leadership #MetaAnalysis #OpenScience

📖 Read the Full Study

Dive deeper into our findings in the Journal of Business and Psychology (rdcu.be/dSpUM) or check out the Open Access preprint (osf.io/nscd4). Explore the dataset in our interactive web app (lukaswallrich.shinyapps.io/diversity_me...) [7/8]

📚 So what? Improving Diversity Measurement & Research

Current diversity measures are often superficial or inconsistent with theory. Most research overlooks non-linear relationships and lacks context. We need more nuanced research to understand when and how diversity can deliver its promise. [6/8]

💡 So What? Rethinking the Business Case

Diversity alone doesn’t universally increase performance - so simple claims can cause disappointment. Instead, diversity needs culture shifts, and other reasons to diversify should be valued (e.g., equity, stakeholder demands, access to top talent). [5/8]

🌍 Culture Matters

Diversity shows more positive associations in countries with lower power distance and greater individualism—suggesting that inclusive leadership may improve diversity outcomes. [4/8]

🧠 Good for Innovation & Creativity
The association between team diversity and performance is stronger in complex, creative tasks, especially in R&D settings where diverse perspectives can fuel innovation. [3/8]

🔍 Weak Average Relationships

While some individual studies show strong associations, the average effects are small (and below our specific Smallest Effect Size of Interest). Overall, diversity explains less than 1% of performance variance. [2/8]

Indeed! Just came across the R codebook package yesterday, which can provide a strong starting point (and be super-helpful when you need to make sense of un-FAIR data)

Just curious: how up to date is that 96%? I believe I have seen it for a while and wonder if we might at least be moving in the right direction?