How Diversity Makes Us Smarter – Not! Scientific American has been polluted by the same junk science that pervades our Universities’ politically correct cultural Marxist social science and humanities departments. Entire generations are being indoctrinated with falsehoods, in much more devious ways then communist Soviet Union and China were ever capable of.
Increasing gender diversity on corporate boards leads to declines in financial performance: the evidence
From time to time we refer to five longitudinal studies which show that increasing gender diversity on boards leads to declines in corporate financial performance. The studies are referred to in a number of posts, and have been included in a number of our documents. But we thought it might be useful to prepare a short briefing paper with details of the five studies and their full Abstracts, it’s here. 
- Our public challenge of Laura Carstensen, EHRC Commissioner – FOI request |
- White men and lack of diversity ruined Google & Apple
- If we ‘need’ more women in boardrooms, do we ‘need’ more white sprinters in the Olympics 100 metres final?
- Punish more Asian and White Students – demands Eric Holder
- IQ tests prohibited for job requirement, mandatory at death row
- Scientific American’s table shows how Switzerland, Germany, Austria suffer from serious gender gap in Math and Computer Science, while engineering powerhouses Kyrgyzstan and Saudi Arabia are on the forefront with more female then male
- Note that women are hopelessly outcompeted by men in tennis, snooker, chess and, yes, cooking.
- The Bell Curve shows clearly how IQ is the most solidly researched issue in Psychology. Highly recommended book!
Campaign for Merit in Business, which was launched early in 2012, has made a remarkable impact in a relatively short time. We’ve proven beyond all reasonable doubt that the ‘glass ceiling’ is a baseless conspiracy theory. Through exposing as fantasies, lies, delusions and myths, the arguments which said that increasing gender diversity in the boardroom (‘GDITB’) will improve corporate financial performance, we’ve destroyed the long-vaunted ‘business case’ for GDITB. We continue to publicise five longitudinal studies, all of which show that GDITB leads to declines in corporate financial performance. What else would we expect when businesses aren’t free to select the best people for their boards, regardless of gender? Proponents are left with little other than misrepresenting correlation as causation in pursuit of their social engineering programmes.
The Conservative-led coalition no longer challenges our assertion that the impact of GDITB on UK plc will inevitably be a negative one. And yet it continues to actively pursue GDITB. 
We’ve put in FoI requests seeking evidence for the government’s previous claims that putting more women on boards will lead to performance improvement. None has ever been forthcoming. This hasn’t stopped the government from continuing to threaten legislated gender quotas for FTSE100 boards if they haven’t achieved female representation on their boards by 2015. In fact, they’re going further. We know from a recent report that next in the firing line will be the FTSE350, and that gender parity on boards is the longer-term goal. 6
- Mike Buchanan on a panel discussing ‘women in the workplace’ on London Live TV
- Our public challenges of high-profile proponents of ‘improved’ gender diversity in boardrooms
- TV and radio appearances
- Why most people at the top of major companies are men: Dr Catherine Hakim’s ‘Preference Theory’ (2000)
- Why you should sell any FTSE350 shares you own – NOW
- Anti-feminist campaign targets German gender quota proposal
has been utterly polluted by political correctness ,
with articles like:
Where are the data?
Global figures on diversity in the science and engineering workforce are hard to come by, but what we know is not flattering
How women and men fare in doctoral studies around the world
In a diverse team, the best ideas are more likely to rise to the top
To change the equation, start changing the perception
Gender and culture influence research on a fundamental level
There is no formula for bringing diversity to the workplace or classroom, but new research that deepens our understanding of how diversity operates suggests some modestly successful strategies
Being around people who are different from us makes us more creative, more diligent and harder-working
Networked technology and social media are enabling outsiders to gather and crunch data
How a researcher’s background can determine her mission