Many business ethicists, activists, analysts, and corporate leaders claim that businesses are obligated to promote diversity for the sake of justice. Many also say—good news!—that diversity promotes the bottom line. We do need not choose between social justice and profits. This paper splashes some cold water on the attempt to mate these two claims. On the contrary, I argue, there is philosophical tension between arguments which say diversity is a matter of justice and (empirically sound) arguments which (...) say diversity promotes performance. Further, the kinds of interventions these distinct arguments suggest are different. Things get worse when we examine the theory and empirical evidence about how diversity affects group performance. The kind of diversity which promotes justice and the kind which promotes the bottom line are distinct—and the two can be at odds. (shrink)

There has been a surge of recent interest in sociocultural diversity in machine learning research. Currently, however, there is a gap between discussions of measures and benefits of diversity in machine learning, on the one hand, and the broader research on the underlying concepts of diversity and the precise mechanisms of its functional benefits, on the other. This gap is problematic because diversity is not a monolithic concept. Rather, different concepts of diversity are based on (...) distinct rationales that should inform how we measure diversity in a given context. Similarly, the lack of specificity about the precise mechanisms underpinning diversity’s potential benefits can result in uninformative generalities, invalid experimental designs, and illicit interpretations of findings. In this work, we draw on research in philosophy, psychology, and social and organizational sciences to make three contributions: First, we introduce a taxonomy of different diversity concepts from philosophy of science, and explicate the distinct epistemic and political rationales underlying these concepts. Second, we provide an overview of mechanisms by which diversity can benefit group performance. Third, we situate these taxonomies of concepts and mechanisms in the lifecycle of sociotechnical machine learning systems and make a case for their usefulness in fair and accountable machine learning. We do so by illustrating how they clarify the discourse around diversity in the context of machine learning systems, promote the formulation of more precise research questions about diversity’s impact, and provide conceptual tools to further advance research and practice. (shrink)

This is my translation of Gadamer's 1990 lecture "The Diversity of Languages and Understanding of the World." "In his lecture, Gadamer presents his views of language and world in a distinctively hermeneutical key. For example, he emphasizes language as that which 'belongs to conversation.' That is, language as conversation helps to bring about understanding and involves the play of dialogical exchange. 'Language is not proposition and judgment; rather, it is what it is, only when it is question and answer.' (...) Language involves another; it is on-the-way [unterwegs] to another. In fact, when addressing his question—what does world mean—Gadamer clarifies that humans and world are intimately connected; the world is that in which we are 'in the midst' and 'understanding is understanding oneself in the world.' But we are also in-the-world with others, and understanding ourselves in the world, means to understand ourselves with others. Gadamer goes so far as to say that our self-understanding as achieved in relation to others, as well as our understanding of others, should be taken in a moral and political sense. That is, the other is not there as merely a means to our ends or to exploit. Rather, 'the other indicates a principal limit to our self-love and self-centeredness. This is a general moral problem. It is also a political problem.' He goes on to emphasize the difficult task of achieving genuine solidarity with those from different cultures. Such a task requires language as conversation, the back-and-forth of dialogical exchange in which we come to understand the other and the other comes to understand us. Again and again, Gadamer underscores the task that each of has in light of our pluralistic world “to learn to bridge and reconcile the distances and differences between us and that means that we respect, look after, care for the other, and give one other a new hearing.” In contrast with the story of the Tower of Babel in which the people sought a pseudo-unity or 'oneness' driven by a will to dominate, Gadamer embraces both cultural and linguistic diversity and warns against reducing these multiple horizons 'by any special contrivance of unity [Einheitsmechanik].' He encourages us to seek out the open spaces that arise in our interactions with one another, to resist the levelling of language that information technology tends toward, and to 'cultivate language in its most distinctive possibilities.' In our present age of disinformation warfare, which threatens democracies worldwide and is a direct challenge to truth and the possibility of a meaningful dialogue with others, we would do well to linger with Gadamer’s hermeneutical and ethical insights and contemplate how we might bring these insights to bear on the global and political crises that we face today—Russia’s war of aggression against Ukraine, our climate catastrophe, and ever new forms of technical sophistry and disinformation that seek to erode our trust in truth, reality, and language itself.". (shrink)

Philosophers of science have argued that epistemic diversity is an asset for the production of scientific knowledge, guarding against the effects of biases, among other advantages. The growing privatization of scientific research, on the contrary, has raised important concerns for philosophers of science, especially with respect to the growing sources of biases in research that it seems to promote. Recently, Holman and Bruner ( 2017 ) have shown, using a modified version of Zollman ( 2010 ) social network model, (...) that an industrial selection bias can emerge in a scientific community, without corrupting any individual scientist, if the community is epistemically diverse. In this paper, we examine the strength of industrial selection using a reinforcement learning model, which simulates the process of industrial decision-making when allocating funding to scientific projects. Contrary to Holman and Bruner’s model, in which the probability of success of the agents when performing an action is given a priori, in our model the industry learns about the success rate of individual scientists and updates the probability of success on each round. The results of our simulations show that even without previous knowledge of the probability of success of an individual scientist, the industry is still able to disrupt scientific consensus. In fact, the more epistemically diverse the scientific community, the easier it is for the industry to move scientific consensus to the opposite conclusion. Interestingly, our model also shows that having a random funding agent seems to effectively counteract industrial selection bias. Accordingly, we consider the random allocation of funding for research projects as a strategy to counteract industrial selection bias, avoiding commercial exploitation of epistemically diverse communities. (shrink)

This chapter contains section titled: Introduction Emergence of the Stability‐Diversity—Complexity Debate Mathematization of Ecological Stability The End of the Consensus Contextualization and Classification of Ecological Stability Measures of Ecological Diversity and Complexity Evaluating Stability‐Diversity—Complexity Relationships Acknowledgments References Further Reading.

While the effect of culture on finance and management has been well documented in the literature, it is unclear whether and by which channel(s) ethnic diversity affects corporate social responsibility (CSR). Integrating social identity theory and neo-institutional theory, we investigate the ethnic diversity–CSR relation and explore potential mechanisms and boundary conditions. Based on the distribution of ethnic groups across different regions in China, We find that ethnic diversity negatively affects firms’ CSR performance. We document that social trust (...) mediates the negative ethnic diversity–CSR relationship, and linguistic diversity strengthens and marketization mitigates this relation. The results are robust for potential endogeneity and alternative measures of ethnic diversity and CSR performance. Our study highlights the impact of ethnic diversity on corporate behaviors, and provides practical and ethical implications on CSR promotion. (shrink)

Journals have been described as “duty bearers” of upholding fundamental ethical principles that are essential for maintaining the ethical integrity of newly generated and disseminated knowledge. To play our part, we evaluated diversity and inclusion in the leadership and management of global and international health journals. We developed Journal Diversity Index (JDI) to measure three parameters of diversity and representation (gender, geographic, socioeconomic status). Relevant information regarding editorial board members of systematically screened journals was sequentially extracted and (...) job titles were categorized into five editorial roles. Chi-squared test was utilized to study associations between gender and geographic distribution of editors along with the Medline indexing of the journal and its impact factor. Out of 43 journals included, 62.7% were published from two high-income countries. Women comprised 44% of the total editors. Among all the editorial board members, we did not find any information suggesting the representation of non-binary and transgender individuals. Furthermore, 68.2% of editors were based in high-income countries with 67.3% of the editors belonging to the Global North. This disparity in geographic region and socioeconomic level was observed across all five editorial roles. Among all women editors, more than 70% worked in non-Medline and non-impact factor journals. Only two journals scored “excellent” on JDI. Despite the continuous evolution of the definition of global health ethics, marginalized individuals, and their perspectives remain underrepresented in this field. Thus, we call for swift action regarding the decentralization and redistribution of global and international health journal editorial boards. (shrink)

What is it for art-critical conversation to be productively and appropriately responsive to a work of fine art? Broadly, contemporary work on the nature and purpose of aesthetic discourse tends to prioritize one of two poles: the need for agreement in judgement and/or sensibility, and the flourishing of individuality through aesthetic response. I propose that these alternatives each express the legacy of Kantian and Schillerian thought, respectively. Furthermore, I argue that a favourable approach is available if we look to Friedrich (...) Hölderlin’s way of characterizing the kind of communication that can occur between friends. This is a framework that binds together a plurality of perspectives and voices with what it is for one’s individuality to flourish in and through aesthetic response. Drawing on Hölderlin’s thought, I submit Diversity-in-Unity as a norm on art-critical conversation. In art criticism, individual perspectives need to be reciprocally shaped in new and surprising ways. (shrink)

Gender representation in academic and professional settings is crucial for diversity and inclusivity. Editorial boards of scholarly journals shape research priorities, influencing global knowledge flow. In obstetrics and gynecology, with a focus on women’s health, board composition is of particular significance. This paper explores gender representation in international obstetrics and gynecology journal editorial boards, addressing potential disparities. The study adopts a cross-sectional design, analyzing the gender composition of editorial boards in global obstetrics and gynecology journals. A comprehensive search strategy (...) identified relevant journals, using databases and manual searches. Inclusion criteria ensured journals’ language of use and disciplinary scope within obstetrics and gynecology. Ethical considerations prioritized privacy and confidentiality, with data extracted systematically. Genderize.io aided in gender determination of the board members. At the time of writing, among 1175 editorial members from 20 journals, 44.8% are females. Representation varies across roles: editor-in-chief (27.27% female), deputy/executive positions (43.33% female), senior/specialized positions (50.66% female), wider/general positions (45.89% female), nonacademic positions (36% female), external academic positions (19.56% female), honorary/founding positions (33.33% female), and administrative positions (31.03% female). This study contributes a comprehensive analysis of gender representation in obstetrics and gynecology journal editorial boards. Persistent disparities across roles underscore the need for targeted interventions to foster diversity and equity. Ethical considerations emphasize the importance of addressing these disparities for social justice and research integrity. Recommendations to guide journals in fostering inclusive editorial practices, contributing to a more equitable landscape in obstetrics and gynecology research. (shrink)

Examining the effect of hedge fund activism on gender diversity, we find that the number of female directors decreases after a firm is targeted by hedge fund activism. Using the employment history data from BoardEx, we find that activist hedge funds are more likely to appoint people with finance backgrounds to the boards of target firms. And the newly appointed finance background directors are almost all male because of the lack of diversity in the finance industry. The lack (...) of gender diversity of the hedge funds’ networks and the lack of qualified female directors in the local area also help explain the impact of hedge fund activism on gender diversity on the board. (shrink)

In the Australian state of Victoria, legislation allowing voluntary assisted dying (VAD) passed through parliament in November 2017. There was then an eighteen-month period before the start date for patient access to VAD, referred to as the “implementation period.” The implementation period was intended to allow time for the relevant government department and affected organizations to develop processes before the Act came into effect in June 2019. This qualitative interview study investigates the perspectives of a multidisciplinary sample of twelve clinicians (...) from a single metropolitan hospital during this implementation period. Maximum variation sampling was utilized to ensure breadth across discipline (medical, nursing, allied health), speciality, and stated level of support for the VAD legislation. Four key themes were identified from the interview data: preparing for the unknown, ethical diversity within the organization, building a respectful culture, and concerns about the inability of the legislated approach to capture clinical nuances. Overall, these clinicians’ workplace experiences during the implementation period were shaped by the ethical diversity within their organization and a sense of uncertainty about how the VAD legislation would integrate with the practical realities of their clinical setting. The concept of “ethical diversity” could be a useful one for supporting staff in an organization during a VAD implementation period. (shrink)

This article evaluates communicative approaches to responsibility within the Strawsonian tradition. These approaches consider reactive attitudes to be forms of moral address and consider responsiveness to moral address a condition on responsible agency. The article consists of a critical and a positive part. In the first part, I identify a risk for these theories. They often provide an overly narrow account of how we can communicate with others about perceived moral disregard. I argue that, when read this way, a conversational (...) approach has implausible implications and falls prey to a familiar objection to Strawsonian theory: it would incorporate social injustices inherent to our responsibility practices. In particular, it would affirm ableist attitudes towards autistic individuals, by exempting them as moral agents on the basis of irrelevant criteria. In the second part, I propose an inclusive reading of the communicative approach. This inclusive account steers clear of ableism towards autistic individuals and accommodates diversity. Although it is also derived from our practices and psychologies, it does not incorporate the biases and injustices that are part of those practices, and instead it provides us with a means to criticize them. (shrink)

In this paper, I argue in favor of a structural turn in social contract theory. More precisely, I argue that dealing with the complex and dynamic nature of the social world requires an emphasis on social structures greater than what contractarians often consider. I take structures to be the dynamic and non-random networks of interdependence among all active components that shape society. I also constrain my focus to a growing body of literature on diversity that explores plausible contractarian alternatives (...) given the complexity of modern societies. I argue that shifting weight from diversity to structures in theorizing alternative contractarian frameworks would be an improvement. (shrink)

Previous simulation models have found positive effects of cognitive diversity on group performance, but have not explored effects of diversity in demographics (e.g., gender, ethnicity). In this paper, we present an agent-based model that captures two empirically supported hypotheses about how demographic diversity can improve group performance. The results of our simulations suggest that, even when social identities are not associated with distinctive task-related cognitive resources, demographic diversity can, in certain circumstances, benefit collective performance by counteracting (...) two types of conformity that can arise in homogeneous groups: those relating to group-based trust and those connected to normative expectations towards in-groups. (shrink)

The Hong and Page ‘diversity trumps ability’ result has been used to argue for the more general claim that a diverse set of agents is epistemically superior to a comparable group of experts. Here we extend Hong and Page’s model to landscapes of different degrees of randomness and demonstrate the sensitivity of the ‘diversity trumps ability’ result. This analysis offers a more nuanced picture of how diversity, ability, and expertise may relate. Although models of this sort can (...) indeed be suggestive for diversity policies, we advise against interpreting such results overly broadly. (shrink)

Discussions of why corporations should cultivate a diverse workforce emphasize justice- and profit-based reasons. This paper defends a distinct third rationale of legitimacy-based reasons for diversity. I articulate and defend the _market power account_ of firm legitimacy, which holds that private firms, much like governmental institutions, have a moral obligation to justify the power they exercise over stakeholder groups when those groups lack meaningful rights of exit from their relationship with the firm. Firms can discharge this obligation by incorporating (...) _moral diversity_ into managerial teams that decide company policy. Moral diversity confers both epistemic and moral advantages onto teams tasked with solving complex problems that impact disparate stakeholder groups. These advantages confer proceduralist legitimacy onto implemented policies, giving impacted groups reason to accept those policies, even when those groups find those policies objectionable on other grounds. (shrink)

Background Increasing social pluralism adds to the already existing variety of heterogeneous moral perspectives on good care, health, and quality of life. Pluralism in social identities is also connected to health and care disparities for minoritized patient (i.e. care receiver) populations, and to specific diversity-related moral challenges of healthcare professionals and organizations that aim to deliver diversity-responsive care in an inclusive work environment. Clinical ethics support (CES) services and instruments may help with adequately responding to these diversity-related (...) moral challenges. However, although various CES instruments exist to support healthcare professionals with dealing well with morally challenging situations in healthcare, current tools do not address challenges specifically related to moral pluralism and intersectional aspects of diversity and social justice issues. This article describes the content and developmental process of a novel CES instrument called the Diversity Compass. This instrument was designed with and for healthcare professionals to dialogically address and reflect on moral challenges related to intersectional aspects of diversity and social justice issues that they experience in daily practice. Methods We used a participatory development design to develop the Diversity Compass at a large long-term care organization in a major city in the Netherlands. Over a period of thirteen months, we conducted seven focus groups with healthcare professionals and peer-experts, carried out five expert interviews, and facilitated four meetings with a community of practice consisting of various healthcare professionals who developed and tested preliminary versions of the instrument throughout three cycles of iterative co-creation. Results The Diversity Compass is a practical, dialogical CES instrument that is designed as a small booklet and includes an eight-step deliberation method, as well as a guideline with seven recommendations to support professionals with engaging in dialogue when they are confronted with diversity-related moral challenges. The seven recommendations are key components in working toward creating an inclusive and safe space for dialogue to occur. Conclusions The Diversity Compass seeks to support healthcare professionals and organizations in their efforts to facilitate awareness, moral learning and joint reflection on moral challenges related to diversity and social justice issues. It is the first dialogical CES instrument that specifically acknowledges the role of social location in shaping moral perspectives or experiences with systemic injustices. However, to make healthcare more just, an instrument like the Diversity Compass is not enough on its own. In addition to the Diversity Compass, a systemic and structural approach to social justice issues in healthcare organizations is needed in order to foster a more inclusive, safe and diversity-responsive care and work environment in health care organizations. (shrink)

Is it true that insistence on autonomy and diversity weakens social cohesion, or that striving for justice, equity and equality undermines individual freedom? A long tradition has seen the common good as the social order in which individuals and groups can best strive for perfection. Liberal societies insist that this perfecting must not be done at the cost of others or by restricting the right to such a striving only to some and not granting it also to others. However, (...) in a time of growing social and cultural diversity and inequality the traditional tensions between individual freedom and social responsibility have increased to a point where the binding forces of our societies seem to be exhausted. How much individuality and what kinds of diversity are we ready to accept? How much autonomy and diversity are possible without destroying social cohesion and human solidarity? And how much social commonality is necessary to be able to live an autonomous life and do justice to diversity? (shrink)

According to the diversity-beats-ability theorem, groups of diverse problem solvers can outperform groups of high-ability problem solvers. We argue that the model introduced by Lu Hong and Scott Page is inadequate for exploring the trade-off between diversity and ability. This is because the model employs an impoverished implementation of the problem-solving task. We present a new version of the model which captures the role of ‘ability’ in a meaningful way, and use it to explore the trade-offs between (...) class='Hi'>diversity and ability in scientific problem solving. (shrink)

There can be no doubt that discrimination based on sex, race, ethnicity, religion or beliefs should not be tolerated in academia. Surprisingly, however, in recent years, policies of Diversity, Inclusion and Equity(DIE), officially introduced to counteract discrimination, have increasingly led to quite the opposite result: the exclusion of individuals who do not share a radical 'woke' ideology on identity politics (feminism, other gender activisms, critical race theory, etc.), and to the suppression of the academic freedom to discuss such dogmas. (...) This subversion of academia ― disguised Trojan-horse style as universal human rights advocacy ― is unacceptable because academia must be politically neutral and protect freedom of speech, a cornerstone of professional scholarly activity without which universities as we know them will slowly but surely suffocate. Our purpose here is to put together some particularly illustrative cases of such repression in a single book, testifying to a ubiquitous trend within western culture, irreducible to a few isolated complaints. The essays contained here illustrate the abuse of power, censorship and witch-hunts at many universities and research centres in the name of DIE. List of coauthors in alphabetical order: Dorian Abbot, Tomonori Agoh, Gerhard Amendt, Ivar Arpi, David Benatar, Peter Boghossian, Civitas Research Team, David Díaz Pardo de Vera, Pedro Domingos, Janice Fiamengo, Étienne Forest, Jorge Gibert Galassi, Norman Goldstuck, José L. González Quirós, Lawrence M. Krauss, Patrick LaBelle, Martín López Corredoira, Heather Mac Donald, Martin Malmgren, Erik. J. Olsson, Jordan Peterson, Constantin Polychronakos, Philip C. Salzman, Alessandro Strumia, Tom Todd, Andrei Yafaev. (shrink)

It is well known that AI-based language technology—large language models, machine translation systems, multilingual dictionaries, and corpora—is currently limited to three percent of the world’s most widely spoken, financially and politically backed languages. In response, recent efforts have sought to address the “digital language divide” by extending the reach of large language models to “underserved languages.” We show how some of these efforts tend to produce flawed solutions that adhere to a hard-wired representational preference for certain languages, which we call (...) language modeling bias. Language modeling bias is a specific and under-studied form of linguistic bias were language technology by design favors certain languages, dialects, or sociolects with respect to others. We show that language modeling bias can result in systems that, while being precise regarding languages and cultures of dominant powers, are limited in the expression of socio-culturally relevant notions of other communities. We further argue that at the root of this problem lies a systematic tendency of technology developer communities to apply a simplistic understanding of diversity which does not do justice to the more profound differences that languages, and ultimately the communities that speak them, embody. Drawing on the concept of epistemic injustice, we point to the broader ethico-political implications and show how it can lead not only to a disregard for valuable aspects of diversity but also to an under-representation of the needs of marginalized language communities. Finally, we present an alternative socio-technical approach that is designed to tackle some of the analyzed problems. (shrink)

Cultural diversity and globalization bring about a tension between universal ethics and local values and norms. Simultaneously, the current globalization and the existence of an increasingly interconnected world seem to require a common ground to promote dialog, peace, and a more humane world. This article is the introduction to a special issue of the Journal of Business Ethics regarding these problems. We highlight five topics, which intertwine the eight papers of this issue. The first is whether moral diversity (...) in different cultures is a plausible argument for moral relativism. The second focuses on the possibility of finding shared values and virtues worldwide. The third topic deals with convectional universalistic ethical theories in a global world and the problems they present. Fourth, we consider the traditional natural moral law approach in the context of a global world. The last topic is about human rights, as a practical proposal for introducing universal standards in business. (shrink)

BackgroundBioethics can play an important role in addressing diversity both in and outside of academia, setting precedents for meaningful contributions to public discourse, research, teaching, training, and policy development. However, in order to do so, these conversations also need to reflect on the issue of diversity within the field of bioethics across the globe. This study aims to examine current gender representation and diversity at medical ethics and humanities institutes in Germany, the German-speaking areas of Switzerland, and (...) Austria.MethodsA total of forty-nine medical ethics and humanities institutes from Germany (n=42), the German-speaking areas of Switzerland (n=5), and Austria (n=2) were included in the study. Institutes websites were reviewed in the first week of March 2021 and the details of each staff member listed on the website recorded.ResultsOverall, a total of 964 staff members were identified at the forty-nine German-speaking medical ethics and humanities institutes. Just over half (530/964; 55%) of all staff were female. There were significant differences between gender in some staff positions: 64.6 per cent (31/48) of directors were male (χ2(1)=4.1, P=.04); 62.7 per cent (84/134) of student assistants were female (χ2(1)=8.6, P=.003); and 83.7 per cent (77/92) of administrative staff were female (χ2(1)=41.8, P<.001). There were no significant differences between staff gender for researchers and lecturers, or associated researchers. In addition, 65.5 per cent (19/29) of researchers and lecturers who had a professor title were male, but the difference between genders was not found to be significant. However, significantly more of the researchers and lecturers who had completed a habilitation were male (75.8% (25/33); χ2(1)=8.8, P=.003). When comparing the institute director’s gender presentation with staff gender presentation, it was found that male-led institutes had 53.4 per cent (286/536) female staff overall but had 52.7 per cent (136/258) male researchers and lecturers. However, the difference between genders were not found to be significant. On the other hand, female-led institutes had significantly more female staff overall (59.9% (223/372); χ2(1)=14.7, P<.001) and also significantly more female researchers and lecturers (58.9% (119/202; χ2(1)=6.4, P=.01).ConclusionsThere has been a significant push to address gender diversity in German-speaking academia, and this study finds overall good gender parity in medical ethics and humanities institutes. However, there has not been a similar openness to discussing issues of systemic racism or how other forms of inequality affect academic diversity. Taking diversity seriously requires opening up conversations around intersectionality, including difficult conversations around race and cultural background that have long been taboo in German-speaking countries. (shrink)

A concept of diversity is an understanding of what makes a group diverse that may be applicable in a variety of contexts. We distinguish three diversity concepts, show that each can be found in discussions of diversity in science, and explain how they tend to be associated with distinct epistemic and ethical rationales. Yet philosophical literature on diversity among scientists has given little attention to distinct concepts of diversity. This is significant because the unappreciated existence (...) of multiple diversity concepts can generate unclarity about the meaning of “diversity,” lead to problematic inferences from empirical research, and obscure complex ethical-epistemic questions about how to define diversity in specific cases. We illustrate some ethical-epistemic implications of our proposal by reference to an example of deliberative mini-publics on human tissue biobanking. (shrink)

Cultural diversity is an increasingly important phenomenon that affects not only social and political harmony but also the cohesion and efficiency of organisations. The problems that firms have with regard to managing cultural diversity have been abundantly studied in recent decades from the perspectives of management theory and moral philosophy, but there are still open questions that require deeper reflection and broader empirical analysis. Managing cultural diversity in organisations is of prime importance because it involves harmonising different (...) values, beliefs, credos and customs, and, in essence, human identity. Taking into consideration these cultural differences and harmonising them is a human rights issue and a central dimension of corporate social responsibility. Here we are going to focus on theoretical reflection about the ideas that lie behind corporate policies and organisational initiatives that deal with cultural diversity. The aim of our paper is twofold: to present a critical reflection on the ideology of tolerance, and propose an ideology of respect for dealing with cultural diversity. We start by presenting the plurality of interpretations of the concept of ideology, and justify its applicability to the field of cultural diversity. We then reflect on the differences between “tolerance” and “respect” and identifying the practical implications for managing cultural diversity. And finally, we propose a culture of respect that goes beyond tolerance and complements and legitimizes the “business case” perspective for managing cultural diversity in companies. The ideology of respect is based on the Kantian tradition and on the discursive approach where rational dialogue and argumentation are considered the legitimate process for creating a culture of intercultural respect. From this theoretical discussion of the key philosophical concepts we can suggest some general principles for managing cultural diversity in organisations. (shrink)

This study examines the impact of board diversity on firms’ corporate social responsibility performance. Using seven different measures of board diversity across 1,489 U.S. firms from 1999 to 2011, the study finds that board diversity is positively associated with CSR performance. Board diversity is associated with a greater number of areas in which CSR is strong and a fewer number of areas in which CSR is a concern. These findings support the stakeholder theory and are consistent (...) with the view that board diversity enhances firms’ ability to satisfy the needs of their broader groups of stakeholders. We find that gender, tenure, and expertise diversities seem to be the driving factors of firms’ CSR activities. Furthermore, we find that board diversity significantly increases CSR performance by increasing CSR strengths and reducing CSR concerns for firms producing consumer-oriented products and firms operating in more competitive industries. Our results remain robust using different measures of CSR performance, different estimation methods, and different samples. (shrink)

Groups are viewpoint diverse when their members think about the same problem in different ways. There exists a multi-disciplinary literature arguing that viewpoint diversity improves a group's epistemic outcomes. But within that literature, the concept of a viewpoint goes unanalyzed. This paper builds on work by the political philosopher Gerald Gaus to develop an analysis of a problem-specific viewpoint. It considers two cases where viewpoint diversity improves decision-making quality. In the first case, group members all share criteria for (...) evaluating solutions to their problem, such that all agree on which solution is “best” when they find it. In the second case, group members do not share these criteria because the evaluation of solutions is essentially contestable. Although the existing evidence is not decisive, we have reason to believe that viewpoint diversity, when properly harnessed, improves epistemic outcomes in both cases. (shrink)

In 2018 Academic Placement Data and Analysis ran a survey of doctoral students and recent graduates on the topics of diversity and inclusivity in collaboration with the Graduate Student Council and Data Task Force of the American Philosophical Association. We submitted a preliminary report in Fall 2018 that describes the origins and procedure of the survey [1]. This is our final report on the survey. We first discuss the demographic profile of our survey participants and compare it to the (...) United States general population, its doctoral students, and APA membership, finding several areas of underrepresentation (i.e. gender, race/ethnicity, socioeconomic, and veteran status). We then discuss the results of questions regarding diversity and inclusivity. We find, for instance, that participant comfort in philosophy depends on gender, sexuality, race/ethnicity, disability, and language status and that participants most often mentioned the theme of diversity when asked how philosophy could be more inclusive. Finally, we discuss the results of questions related to graduate program and placement. We find, for example, that underrepresented graduates are both less likely to recommend their graduate program to others and less likely to prefer an academic job. We close by making some recommendations for the APA and for the discipline based on our findings. (shrink)

Functional diversity holds the promise of understanding ecosystems in ways unattainable by taxonomic diversity studies. Underlying this promise is the intuition that investigating the diversity of what organisms actually do—i.e. their functional traits—within ecosystems will generate more reliable insights into the ways these ecosystems behave, compared to considering only species diversity. But this promise also rests on several conceptual and methodological—i.e. epistemic—assumptions that cut across various theories and domains of ecology. These assumptions should be clearly addressed, (...) notably for the sake of an effective comparison and integration across domains, and for assessing whether or not to use functional diversity approaches for developing ecological management strategies. The objective of this contribution is to identify and critically analyze the most salient of these assumptions. To this aim, we provide an “epistemic roadmap” that pinpoints these assumptions along a set of historical, conceptual, empirical, theoretical, and normative dimensions. (shrink)

The under-representation of women on boards is a heavily discussed topic—not only in Germany. Based on critical mass theory and with the help of a hand-collected panel dataset of 151 listed German firms for the years 2000–2005, we explore whether the link between gender diversity and firm performance follows a U-shape. Controlling for reversed causality, we find evidence for gender diversity to at first negatively affect firm performance and—only after a “critical mass” of about 30 % women has (...) been reached—to be associated with higher firm performance than completely male boards. Given our sample firms, the critical mass of 30 % women translates into an absolute number of about three women on the board and hence supports recent studies on a corresponding “magic number” of women in the boardroom. (shrink)

In lieu of an abstract, here is a brief excerpt of the content:524 BOOK REVIEWS Word is to interpret us" (189). That two-way response to the Word of God neatly summarizes William Hill's witness to us as theologian as well: to he the mediator between classical and contemporary idiomata in such a way as to enrich the deliverances of both, reminiscent of Matthew's commendation of the " disciple in the kingdom of Heaven [being] like a householder who brings out from (...) his storeroom new things as well as old" (13 :52). The excitement of this project will not he lost on students of theology confronted with novel theories periodically renewed. What makes William Hill a theologians' theologian is not only his conceptual clarity, hut his capacity to move among us as a fellow inquirer. Bereft of any need to kill off contenders to make room for his innovations, we rather find him recalling on every page how much he has learned from others and wishes to pass on to us. University of Notre Dame Notre Dame, Indiana DAVID B. BURRELL, c.s.c. The Diversity of Religions: A Christian Perspective. By J. A. D1NoIA, O.P. Washington, D.C.: The Catholic University of America Press, 1992. $29.95 (cloth), $17.95 (paper). For some time now the debate in the Christian theology of religions has centered around the question of ·the possibility of salvation for nonChristians. The answers to this question have often been placed in a threefold typology: exclusivism, inclusivism or pluralism. Exclusivists generally maintain that salvation is conditional on an explicit confession of faith in Jesus Christ, hence non-Christians are lost. Pluralists, on the other hand, maintain that salvation can he found in different religions in various ways, and that Christianity is one among many paths to the divine reality. Inclusivists agree that non-Christians may he saved, and if they are it may he through rather than despite their religion. Inclusivists differ from pluralists in believing that Christ is the constitutive cause of all salvation, even therefore the salvation of a non-Christian. DiNoia's hook claims to do two very significant things. First, to go beyond the three approaches and suggest a fresh way of dealing with the question. Second, in doing so, to create a new agenda for the Christian theology of religions. My verdict: he partly fails and partly succeeds, and both his failings and success are deeply instructive and profoundly illuminating. DiNoia's argument is advanced carefully and lucidly and is acces- BOOK REVIEWS 525 sihle to non-specialists. The bibliographic essay/notes related to each chapter indicate thorough research (with one exception) and are a pleasure to read. DiNoia (a Thomist with Barthian leanings) closely follows George Lindbeck's cultural-linguistic model of religion, arguing that the specific way of life, determined by the actual doctrines held, uniquely shapes and moulds the religious practitioner. The goal and means of the religious way are intrinsically related and cannot he separated. He then persuasively argues that the difficulty with pluralists and inclusivists is that they impose a soteriocentricism upon other religions where there may he none! In contrast, DiNoia maintains one cannot say anything about the meaning of another religion apart from specific and proper attention to the ways in which its doctrines regulate its practice and stipulate the goal to he achieved by that way of life. In Christianity, eternal fellowship with the blessed Trinity can be said to he the goal (salvation) which is carefully orchestrated in minute detail through the liturgical life of the community. To claim that other religions attain the same salvific goal is therefore problematic. DiNoia's argument creates a space for other religions to really disclose what they are about in their doctrines and practice, without a priori categorization, and this is to he welcomed. Hence, the necessity of dialogue as the proper location for disclosure of the "other". Dialogue thereby becomes central to a theology of religions. Only in this process can we ask the question as to whether and how these ways of life relate to Christianity. DiNoia allows for the possibility that doctrinal truth and good actions can he found in other religions, without compromising the cen· trality of the incarnation as constitutive... (shrink)

Whenever philosophers try to include a “diverse” — in the sense of not currently recognised as canon — philosophy x into their teaching and their research, they inevitably get asked: “What is x philosophy?” and “Is x philosophy really philosophy?”. -/- These metaphilosophical questions do not only arise with attempts to include “diverse” intellectual traditions, but also with attempts to include “diverse” thinkers, works, topics, and methods. First, they are asked to prove that x exists. Second, they are asked to (...) prove that x is really philosophy. To refer to the pattern of debates that these questions engender, call it conversational dynamics of diversity. (shrink)

This article offers a novel interpretation of Karl Popper’s influential yet controversial book, The Open Society and Its Enemies (1945). Popper, it argues, sheds light on a pivotal social and political question: How can we value genuine human plurality without succumbing to the illusion that enmity can be removed from the socio-political realm? What we find in Popper, I argue, is an “anti-utopian agonism,” that is, his conception of an open society harbors significant agonistic elements—a commitment to human plurality, an (...) endorsement of (some) social and political struggles, and an acute awareness of the tragic dimensions of political life. Simultaneously, Popper’s distinctive anti-utopianism makes an important contribution to agonistic theory on two fronts. First, his concept of “the strain of civilization” reveals a deeper notion of tragedy, which gives him the edge over the rather shallow notion of tragedy we find in the agonistic tradition. Secondly, he develops a tripartite notion of enmity, which is theoretically interesting and practically relevant. The aim of this article is not only to contribute to the scholarship on Popper and agonism but, first and foremost, to demonstrate how The Open Society still matters as an inspiring work that illuminates the practically relevant question of how to value diversity without illusions. (shrink)

Dominant paradigms in science foster integration of research findings, but at what cost? Forcing convergence requires centralizing decision-making authority, and risks reducing the diversity of methods and contributors, both of which are essential for the breakthrough ideas that advance science.

The chapter reflects systematically on matters of discrimination, diversity and inclusion in the context of businesses. Ethical questions about discrimination, diversity and inclusion typically come up in the context of hiring practices and workplace management. Discrimination against people based on irrelevant factors (e.g. skin color) is not only morally wrong, but also illegal. Nevertheless, it is up for debate how far companies should go in the active promotion of diversity and inclusion. The chapter provides a socio-historical context (...) to this question and presents three typical arguments in favor of more diversity and inclusion. (shrink)

In robustness analysis, hypotheses are supported to the extent that a result proves robust, and a result is robust to the extent that we detect it in diverse ways. But what precise sense of diversity is at work here? In this paper, I show that the formal explications of evidential diversity most often appealed to in work on robustness – which all draw in one way or another on probabilistic independence – fail to shed light on the notion (...) of diversity relevant to robustness analysis. I close by briefly outlining a promising alternative approach inspired by Horwich’s (1982) eliminative account of evidential diversity. (shrink)

abstractBiomedical research in the United States has contributed enormously to science and human health and is conducted in several thousand institutions that vary widely in their histories, missions, operations, size, and cultures. Though these institutional differences have important consequences for the research they conduct, the organizational taxonomy of US biomedical research has received scant systematic attention. Consequently, many observers and even participants are surprisingly unaware of important distinguishing attributes of these diverse institutions. This essay provides a high-level taxonomy of the (...) institutional ecosystem of US biomedical research; illustrates key features of the ecosystem through portraits of eight institutions of varying age, size, culture, and missions, each representing a much larger class exhibiting additional diversity; and suggests topics for future research into the research output of institutional types that will be required to develop novel approaches to improving the function of the ecosystem. (shrink)

This study provides comprehensive evidence on the link between boardroom diversity and reduction of carbon emissions. Analyzing data from a sample of 344 UK-listed non-financial and unregulated firms over the period from 2005 to 2021, our findings indicate that task-oriented (i.e., tenure) and structural (i.e., insider/outsider) board diversity are important for reducing corporate carbon emissions while relational diversity does not appear to be useful. Furthermore, the study explores the role of external carbon governance, such as the Paris (...) Agreement, on firms with weaker internal governance structures. The findings reveal that external governance plays a critical role in curbing emissions when internal governance is not effective. Overall, our research offers valuable insights for management and regulatory bodies on the interplay between various governance mechanisms internal and external to a firm. This knowledge could guide them in determining the right mix and degree of diversity in the boardroom to achieve environmental goals. (shrink)

The world in the global age is characterized by a diversity of cultures, philosophies, religious traditions, and by a political landscape that increasingly features a multiplicity of powers or at least sides. Thus, an increasing amount of voices suggests the inevitability of multiculturalism, “intercultural philosophy,” religious dialogue, and political multilateralism. At the same time, however, the step from the fact of diversity to pluralism, that is the belief that diversity is a value, is frequently questioned. What is (...) missing in this debate on pluralism, however, is a genuine philosophy of diversity, that is, a philosophy that takes into account the fact of diversity without succumbing to either particularism or universalism. This essay will try to examine the metaphysical conditions for diversity in order to suggest a philosophical position that takes seriously the diversity of cultures, traditions, and positions, without denying their individual particularities and idiosyncracies, on the one hand, and yet allows the theorist to envision a philosophy that does justice to the postmodern predicament, on the other. (shrink)

This essay focuses on the growing disconnect between the diversity, equity, and inclusion (DEI) commitments of universities and their enrollment practices and considers the economic concerns buttressing this divergence. In response, this essay encourages universities—both administration and faculty—to reexamine the kinds of sacrifices necessary to recruit and support a student body that aligns with their DEI commitments.

The article is written on the basis of author’s paper at the panel discussion “How we un­derstand Russian philosophy” hold in the Institute of Philosophy, Russian Academy of Sciences. The article presents contemporary look on the problem based on the thesis of diversity as the central fundamental characteristic of the Russian philosophy. The di­versity must be acknowledged as the expression of it’s sovereignty opposed to the sole normative approach. Such kind of approach based on dogmatic Marxism had been spread (...) during Soviet period by authoritarian measures. The conception of diversity instead of Marxist oriented unification proposes variety of cognitive and hermeneutic means for knowing the treasury of Russian intellectual history. Another aspect of diversity includes multiplicity of languages used in philosophical texts besides proper Russian during the various periods. There are: Church Slavonic, Greek, Latin (XI–XVII centuries), French, English, German (XVIII–XX centuries) and various Slavic languages (XIX–XX centuries). Multiplicity of languages in Russian philosophical space could be explained mostly by political and censorial reasons. That multiplicity incorporates also high assortment of eth­nic groups that took part in the elaboration of various philosophical texts. It included Greeks, Ukrainians, Moldavians, Serbs etc. Many Russian thinkers had been exiled abroad or ought to leave home country to avoid political repressions: A.I. Herzen, M.A. Bakunin, P.A. Kropotkin, N.A. Berdyaev, S.L. Frank, S.L. Karsavin, S.N. Bulgakov and others. Therefore they created their writings in abroad. Needless to mark also that some Russian thinkers born in Russia, such as A. Koyre, A. Kozhev, I. Berlin, P. Sorokin, became famous Western philosophers in emigration. (shrink)

The study aims to explore the role of gender diversity in debt financing choices among Chinese listed firms. The study used the Chinese listed firm's data from 1991 to 2022 from the Chinese Stock Market return. The study used the fixed effect regression analysis and revealed that gender diversity positively affects debt financing among Chinese firms. Additionally, mass theory results suggested that at least three females on the board significantly influence firms. It served as the voice of gender (...) diversity to influence the board's decisions regarding debt financing. The study has several theoretical and practical implications. This study will enlighten the Chinese boardroom dynamics by reassuring them to add more females to diversity policies. It will benefit future studies on boardroom activities and debt financing in emerging economies. It will be practical guidance for the Chinese policymakers, governing authorities, and corporate executives. The study stresses the need for significant diversity on the board rather than one female presence on the board. Secondly, this study contradicts the stereotype perception that females are not making risky decisions. (shrink)

ExcerptGather three readers of Telos together in a room to speak about a controversial issue, and you’re likely to hear six opinions, each one forcefully expressed. After all, the journal has made a point of addressing the social and political challenges of modernity by cultivating the intellectual resources of discrete, often overlooked communities and traditions. This has placed the clash of divergent viewpoints, or “intellectual diversity,” at the core of its identity. Want to hear an anarchist argue with a (...) liberal about a Catholic conservative’s reading of the implications of Carl Schmitt for the neo-Confucian view of culture, nationhood, and globalization? A Telos conference is the place for you. Welcome—sit for a while and have some coffee (it’s Italian). (shrink)

This paper focuses on development of a composite diversity index that is appropriate for use in social reporting. Critics of currents methods argue that simplecounts of race or other attributes for measuring diversity are not sufficient for measuring the complexities of a diverse workplace. To address this criticism, broader and more appropriate diversity indices based on probability and multiple measures are demonstrated by applying quantitative models developed in biodiversity and political science research. US IPEDS data, available for (...) more than 4,500 higher education institutions, are used to demonstrate the model. The paper sets the stage for diversity reporting by describing selected reporting frameworks and relevant court rulings. (shrink)

There can be no doubt that discrimination based on sex, race, ethnicity, religion or beliefs should not be tolerated in academia. Surprisingly, however, in recent years, policies of Diversity, Inclusion and Equity (DIE), officially introduced to counteract discrimination, have increasingly led to quite the opposite result: the exclusion of individuals who do not share a radical 'woke' ideology on identity politics (feminism, other gender activisms, critical race theory, etc.), and to the suppression of the academic freedom to discuss such (...) dogmas. This subversion of academia — disguised Trojan-horse style as universal human rights advocacy — is unacceptable because academia must be politically neutral and protect freedom of speech, a cornerstone of professional scholarly activity without which universities as we know them will slowly but surely suffocate. Our purpose here is to put together some particularly illustrative cases of such repression in a single book, testifying to a ubiquitous trend within western culture, irreducible to a few isolated complaints. The essays contained here illustrate the abuse of power, censorship and witch-hunts at many universities and research centres in the name of DIE. List of coauthors in alphabetical order: Dorian Abbot, Tomonori Agoh, Gerhard Amendt, Ivar Arpi, David Benatar, Peter Boghossian, Civitas Research Team, David Díaz Pardo de Vera, Pedro Domingos, Janice Fiamengo, Étienne Forest, Jorge Gibert Galassi, Norman Goldstuck, José L. González Quirós, Lawrence M. Krauss, Patrick LaBelle, Martín López Corredoira, Heather Mac Donald, Martin Malmgren, Jordan Peterson, Constantin Polychronakos, Erik. J. Olsson, Philip C. Salzman, Alessandro Strumia, Tom Todd, Andrei Yafaev. (shrink)

This collection of essays by major scholars analyze the religious diversity in Chinese religion, bringing together topics from traditional and contemporary contexts and Chinese religions' encounters with Western religion.

Lena Grezella widmet sich mit ihrem Buch der Utopie eines Diversity Managements in Organisationen des Jahres 2035 in Deutschland. In ihrem Text entwirft sie ein wünschenswertes Zukunftsbild, das mögliche und wahrscheinliche gesellschaftliche Entwicklungen in ihre umfassenden Betrachtungen einbezieht. Die Autorin greift im Rahmen eines qualitativen Forschungsdesigns auf Sachverständigenwissen zurück, um Erkenntnisse über das organisationale Diversity Management der Zukunft zu gewinnen. In den Ergebnissen beschreibt sie Veränderungen für organisationales Handeln und den Umgang mit Vielfalt bis in das Jahr 2035, (...) aus denen sich neue Handlungsfelder für das Diversity Management in Deutschland ergeben. Dabei zeigt die Autorin Vorstellungen über die zukünftige strukturelle Verankerung von Diversity Management sowie die Verantwortlichkeit für diversitybezogene Maßnahmen auf. Damit entwickelt sie ein zukunftsorientiertes Verständnis von Diversity Management und stellt die Merkmale vor, die organisationalen Umgang mit Vielfalt zukünftig ausmachen sollten. Die Autorin Lena Grezella arbeitet in einer Unternehmensberatung, die sich mit Projekt- und Prozessmanagement beschäftigt. Sie engagiert sich dort für soziale Nachhaltigkeit und interkulturelle Kompetenz. Nach ihrem Bachelorabschluss in Betriebswirtschaft und Wirtschaftspsychologie absolvierte sie einen Masterabschluss in Nachhaltigkeit und Systemischem Management, mit Schwerpunkt Diversity Management. (shrink)

Background Diversity in Institutional Review Board (IRB) membership is important for both intrinsic and instrumental reasons, including fairness, promoting trust, improving decision quality, and responding to systemic racism. Yet U.S. IRBs remain racially and ethnically homogeneous, even as gender diversity has improved. Little is known about IRB chairpersons’ perspectives on membership diversity and barriers to increasing it, as well as current institutional efforts to promote diversity, equity, and inclusion (DEI) within IRB membership.Methods We surveyed IRB chairpersons (...) leading U.S. boards registered with the Office for Human Research Protections. Here, we focus exclusively on responses from a subset of 388 chairpersons of IRBs at universities and academic medical centers (AMCs).Results Board chairs were predominantly white and evenly split between men and women. Only about half reported that their boards had at least one member who is Black or African American (51%), Asian (56%), or Hispanic (48%), with 85% of university/AMC boards comprised entirely (15%) or mostly (70%) of white members. Most IRB chairpersons (64%) reported satisfaction with the current diversity of their membership. Participants largely agreed that considering diversity in the selection of IRB members is important (91%), including to improve the quality of IRB deliberation (80%), with an emphasis on racial/ethnic (85%) and gender diversity (74%). Most participants (80%) reported some type of active DEI effort regarding board membership at their university/AMC and just over half (57%) expressed satisfaction with these efforts.Conclusions Our national survey found that although university/AMC IRB chairpersons report valuing diversity in board membership, it may be lacking in key areas. Going forward, it will be important to specify clear reasons for diversity in the IRB context, as well to establish targets for acceptable levels of board diversity and to match DEI efforts to those targets. (shrink)

The central claim is that the same global forces enabling the recognition of slavery in Modern philosophy also produce the invisibility of contemporary slavery. The essay shows how global capitalism restructures both philosophical knowledge and labor, expanding the canon while obscuring ongoing exploitation. It concludes that diversity operates as a productive contradiction, opening the canon while limiting critique of the system that sustains it.

Workforce diversity has received increasing amounts of attention from academics and practitioners alike. In this article, we examine the empirical association between a firm’s workforce diversity and the degree of religiosity of the firm’s management by investigating their unidirectional and endogenous effects. Employing a large and extensive U.S. sample of firms from the years 1991–2010, we find a positive association between a measure of the firm’s commitment to diversity and the religiosity of the firm’s management after controlling (...) for various firm characteristics. In addition, after controlling for endogeneity with the dynamic panel generalized method of moment, we still find a positive association between the firm’s diversity and management’s religiosity. We interpret these results as supportive of the religious motivation explanation that views the firm as a human community and considers religion as a factor that influences managers to more positively embrace diversity. Our results, however, provide no support for the resource-constraint hypothesis that views the firm as a nexus of contracts and sees managers as aiming to maximize shareholder returns under resource constraints that force them to invest only in projects that have a positive net present value and reject diversity initiatives since these do not have a positive NPV. (shrink)