The argument was that businesses that had already embraced diversity in the c-suite were more successful than their conventional counterparts. It didn’t translate because most of the companies that supposedly “embraced DEIB” only did so as window dressing and didn’t actually change their culture.
Inverted causation? Companies with good inclusive professional culture, an eye for talent, know how to find undervalued labor, and promote based on talent do well. As a result, they had diverse staff at high levels.
Hiring diverse staff at high levels, however, doesn't get you the other 4 things.
