Diversity matters
Diversity matters
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多样性很重要
DOI：
10.7710/1093-7374.1648
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发表时间：
2019
期刊：
影响因子：
0.6
通讯作者：
M. Durrani
中科院分区：
文献类型：
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作者：
M. Durrani
我们的“多样性问题”研究考察了多样性水平（定义为大公司领导层中女性比例更高，种族/民族构成更混合）与公司财务业绩（以2010-2013年平均息税前利润衡量）之间的关系。该研究基于财务数据和领导人口统计数据，这些数据来自英国，加拿大，拉丁美洲和美国的数百家组织和数千名高管。数据集的大小允许统计上显著的结果，并且该分析是我们所知道的第一个衡量多样性和绩效之间的关系在增加盈利能力方面有多大价值的分析。分析发现，更多样化的领导层与更好的财务业绩之间存在统计学上的显著关系。在性别多样性排名前四分之一的公司中，财务回报高于全国行业中位数的可能性高出15%。种族/民族多样性排名前四分之一的公司，其财务回报率高于全国行业中位数的可能性要高出30%。在性别和种族/种族方面都处于最后四分之一的公司在统计上比数据集中的平均公司更不可能实现高于平均水平的财务回报（也就是说，它们不仅不领先，而且落后）。结果因国家和行业而异。例如，在美国，管理团队和董事会中性别和种族/种族多样性高出10%的公司的息税前利润高出1.1%;在英国，具有相同多样性水平的公司的息税前利润高出5.8%。此外，同一行业和同一国家的公司业绩不平等意味着多样性是一种竞争差异化因素，将市场份额转移到更多样化的公司。
Our “Diversity Matters” research looked at the relationship between the level of diversity (defined as a greater share of women and a more mixed ethnic/racial composition in the leadership of large companies) and company financial performance (measured as average EBIT 2010–2013). The research is based on financial data and leadership demographics compiled for this purpose from hundreds of organisations and thousands of executives in the United Kingdom, Canada, Latin America, and the United States. The size of the dataset allows for results that are statistically significant and the analysis is the first that we are aware of that measures how much the relationship between diversity and performance is worth in terms of increased profitability. The analysis found a statistically significant relationship between a more diverse leadership and better financial performance. The companies in the top quartile of gender diversity were 15 percent more likely to have financial returns that were above their national industry median. Companies in the top quartile of racial/ethnic diversity were 30 percent more likely to have financial returns above their national industry median. Companies in the bottom quartile for both gender and ethnicity/race were statistically less likely to achieve above-average financial returns than the average companies in the dataset (that is, they were not just not leading, they were lagging). The results varied by country and industry. Companies with 10 percent higher gender and ethnic/racial diversity on management teams and boards in the US, for instance, had EBIT that was 1.1 percent higher; in the UK, companies with the same diversity level had EBIT that was 5.8 percent higher. Moreover, the unequal performance across companies in the same industry and same country implies that diversity is a competitive differentiator that shifts market share towards more diverse companies.