Women experience greater between-colleague violence from male perpetrators at work than men

The proportion of women at a firm increases after a violent episode against women because they hire more women to prevent future violence

All between-colleague violence is perpetrated by men

Male perpetrators are less likely to be employed one year later when their victim is a man, compared to when their victim is a woman

Mentoring minority workers costs more than mentoring majority workers because they require special mentors and more mentoring time

Minority workers are less likely to apply for or accept jobs at organizations without mentoring, so it is an additional cost for hiring minority workers

Minority workers need more mentoring than majority workers, so it costs more for firms

Because there are fewer minority workers, it is more cost effective for employers to figure out how to mentor majority workers than it is for minority workers

the fraction of women on the board causes higher firm value

the fraction of women on the board and firm value is positively related

the percentage of female employees predicts a higher firm value

the fraction of ethnic and racial minority board members is negatively correlated with firm value

Cost of capital

Productivity

Cost of labor

Price of output

Researchers ask people to submit applications to jobs; they study whether applicants with Muslim-sounding names get fewer callbacks than people with Australian-sounding names

Researchers work with an organization to see how their recruiters respond to applications for a position from white vs. non-white applicants

Researchers send fake resumes to employers; they vary whether the resume includes information about being part of a religious university organization

Researchers get data from an organization about their prior hiring practices; they study whether men and women are hired at different rates

overall there is no significant relationship between gender diversity and firm performance

that a higher percentage of female directors hurt cause firms, especially well-governed firms, to generate less profits 

gender quotas for board directors can positively affect firm value because women have better attendance records 

there is a negative correlation between gender diversity and firm performance and that this is driven by well-governed firms

Homophily slows learning which hinders group performance

Diversity hinders group performance by increasing information asymmetries

Diversity helps team performance because everyone knows the same things

Diversity slows initial learning but increases learning in the long run

Diversity does not affect team production

Diversity is bad for team production

There are countervailing effects that may lead diversity to improve or hinder team production

Diversity is good for team production

no significant relationships between the fraction of women or minorities on the board and firm value

that a higher fraction of women or minorities on the board leads to higher firm value

that a lower fraction of women or minorities on the board diminishes firm value

significant positive relationships between the fraction of women or minorities on the board and firm value

Price of output

Cost of labor

Cost of capital

Productivity