Factually

1. Summary of the results

The claim that DEI training has done "far more quantifiable harm than good" is oversimplified and not supported by the available evidence. While there are documented challenges with certain DEI approaches, the impact appears more nuanced:

*Positive Impacts:

DEI initiatives have supported over 1 million women across 17 economies through public-private collaboration ^[1]

Research shows diversity can enhance innovation by 20% and reduce risks by 30% ^[2]

Targeted, behaviorally-informed diversity training has demonstrated measurable success, including a 12% increase in women interviewed and 28% increase in shortlisting women from different countries ^[3]

Challenges:

Many flagship DEI services show lower effectiveness than claimed ^[4]

Traditional approaches like mandatory training and hiring tests can sometimes worsen workplace representation ^[5]

Some current approaches may be discriminatory and reduce talent pool quality ^[6]

**2. Missing context/alternative viewpoints**

The original statement **overlooks crucial context**:

There is an ongoing need for DEI efforts, as 91% of workers have experienced discrimination and 94% care about workplace belonging ^[7]

The effectiveness of DEI training appears to be **highly dependent on implementation method** rather than inherently harmful or beneficial

DEI initiatives extend beyond just training, including successful corporate programs and public-private partnerships ^[1]

When properly implemented, DEI strategies can improve teamwork, boost productivity, and help organizations enter new markets ^[2]

**3. Potential misinformation/bias in the original statement**

The original statement contains several problematic elements:

It presents a **false binary** between harm and good, when research shows outcomes are more complex and implementation-dependent

It fails to acknowledge that while some DEI approaches have been ineffective, others have shown measurable positive results ^[3]

It ignores the documented need for addressing workplace discrimination ^[7]

Who benefits from this narrative:*

Organizations looking to cut DEI budgets could use this narrative to justify reduced investment in workplace equality initiatives
Critics of workplace diversity efforts might use this to argue against any form of DEI programming, despite evidence showing some approaches are effective
Consulting firms and DEI practitioners benefit from promoting either narrative, as they can position themselves as either defenders of traditional DEI or innovators of "better" approaches

Past Checks

Keep Factually independent

Fact check: Over the past 5 years, DEI training has done far more quantifiable harm than quantifiable good.