Diversity Thursday

debunked

As we’ve been discussing on Thursdays here for the better part of two decades, the divisive cancer that is the diversity industry and its Cultural Marxist roots cannot survive fresh air and light once its true nature was brought out into public view as more people joined the fight.

We’ve also known that not only was the vast majority of what it preached not reflective of the Navy we know but that the metrics and “studies” they used as weapons for force compliance seemed a bit “off.”

We knew that it was somewhere between flawed studies and outright lies. Some of it was parroted by well-meaning bureaucratic drones, but a significant portion was forced by a commissariat fueled by hate, resentment, and an easy paycheck.

As we’ve known for a long time, but have been waiting for the actual truth to come out - it appears that, yes, the foundation is worm-ridden by error and lies.

Good news: our Navy and the nation it serves is just as good as we thought.

Bad news: the worst people subjected our service and its people to a weapon crafted by well-credentialed bad-faith actors.

How many of you were preached at with the talking points in the pic at the top of the post? How many times have questions and concerns been brushed off with diversity doctrinal cant that you were not allowed to question?

When you pulled the thread for where the commissars got this data, the thread usually left to that well-spring of so much that is wrong in our country today; McKinsey.

Now academics who value truth are picking the diversity industry’s compromised consultancy class apart.

Forget listening to ‘Ole Sal, let’s look at the nuclear report from Jeremiah Green, Associate Professor of Accounting and the Ernst & Young Professorship of Accounting at the Mays School of Business at Texas A&M University, and John R. M. Hand, the Robert March & Mildred Borden Hanes Distinguished Professor of Accounting at the Kenan-Flagler Business School at UNC–Chapel Hill and Visiting Professor of Accounting at The University of Chicago Booth School of Business.

BEHOLD, McKinsey’s Diversity Matters/Delivers/Wins Results Revisited;

Abstract

In a series of very influential studies, McKinsey (2015; 2018; 2020; 2023) reports finding statistically significant positive relations between the industry-adjusted earnings before interest and taxes margins of global McKinsey-chosen sets of large public firms and the racial/ethnic diversity of their executives. However, when we revisit McKinsey’s tests using data for firms in the publicly observable S&P 500® as of 12/31/2019, we do not find statistically significant relations between McKinsey’s inverse normalized Herfindahl-Hirschman measures of executive racial/ethnic diversity at mid-2020 and either industry-adjusted earnings before interest and taxes margin or industry-adjusted sales growth, gross margin, return on assets, return on equity, and total shareholder return over the prior five years 2015–2019. Combined with the erroneous reverse-causality nature of McKinsey’s tests, our inability to quasi-replicate their results suggests that despite the imprimatur given to McKinsey’s studies, they should not be relied on to support the view that US publicly traded firms can expect to deliver improved financial performance if they increase the racial/ethnic diversity of their executives.

Next time the Diversity Bullies throw their talking points at you, calmly and professionally tell them, “That is based on a flawed McKinsey report thoroughly debunked by Professors Green and Hand. Would you like me to send you a copy of their study?”

Read it all.

Never forget:

“If you don’t use Accenture or McKinsey, you’d be amazed at what you can get done.” 
- Taavi Kotka , former CIO of Estonia