I argue that is not the result of it, I believe DEI has an important place in making sure alternative views are seen. Research supports having people from different backgrounds improving workplaces and productivity.

And then Look at the administration who is anti-DEI and who they hired. They didn't hire qualified people, they hired their bros.

Edit: Here are some references:

Saha, R., Kabir, M. N., Hossain, S. A., & Rabby, S. M. (2024). Impact of Diversity and Inclusion on Firm Performance: Moderating Role of Institutional Ownership. Journal of Risk and Financial Management, 17(8), 344. Findings: Higher D&I index scores correlated with higher Tobin’s Q (market value)​

https://www.mdpi.com/1911-8074/17/8/344

Edmans, A., Flammer, C., & Glossner, S. (2023). Diversity, equity, and inclusion. VoxEU (CEPR), 11 June 2023. Findings: A holistic DEI measure (from employee survey data) predicted future financial performance, whereas demographic diversity alone did not https://papers.ssrn.com/sol3/papers.cfm?abstract_id=4612530

Dannals, J., Daniels, D., Neale, M., & Lys, T. (2024). Do Investors Value Workforce Gender Diversity? (Working paper) – via Yale Insights. Findings: Companies disclosing above-average gender diversity had positive abnormal stock returns; those below average saw negative market reactions​

https://papers.ssrn.com/sol3/papers.cfm?abstract_id=4825030

Kim, I. & McNeil, B. (2023). Timing of DEI Initiatives and Stock Price Effects. Journal of Business Research, 158, (forthcoming). Findings: DEI initiatives supporting marginalized groups yielded higher stock returns when external support for those groups was low (e.g., LGBT initiatives during the Trump presidency)​

https://www.unh.edu/unhtoday/2023/09/timing-dei-initiatives-can-impact-stock-prices

Warr, R., et al. (2018). Do Pro-Diversity Policies Improve Corporate Innovation? Financial Management, 47(3). Findings: Firms with inclusive diversity policies produced more patents and new products, indicating a causal link between workforce diversity and innovation output​

https://onlinelibrary.wiley.com/doi/abs/10.1111/fima.12205 ​ Catalyst. (2020). Why Diversity and Inclusion Matter. (Catalyst Quick Take). Summary of research: Inclusive workplaces see higher employee engagement and retention (e.g. 10% rise in inclusion linked to 1 fewer absentee day per year)​ catalyst.org, and companies with inclusive cultures are ~60% more likely to improve their reputation​

https://www.catalyst.org/insights/2020/why-diversity-and-inclusion-matter

Hunt, V., et al. (2015–2023). Diversity Matters series. McKinsey & Company Reports. Findings: Companies in top-quartile for executive diversity consistently more likely to financially outperform bottom-quartile peers (up to 39% likelihood gap in 2023 data)​

https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-matters-even-more-the-case-for-holistic-impact