Hello Kenneth - due to the type of work I do (business consulting/development), it comes up pretty often, and I actually have done DEI plans for DEI-specific businesses and for divisions of larger corporations. There is ample research showing that diverse teams perform better than non-diverse teams (regardless of their composition). Non-diversity legacy managers may well choose to select candidates to fulfill paper-based DEI quotas and will continue the process that amounts to covering their own asses and making their own life easier. A truly well-comprised and diverse team within different industries - with members chosen for abilities and DIVERSE ways of contributing to the team - will and has proven to outperform nondiverse teams. The most important aspect of diversity is neurodiversity. Other aspects such as "gender" and "skin color" (as opposed to race or ethnicity) are not important in the process. There's just a huge amount of management research that has proven many different "better" ways to get things done and work productively and efficiently together. 99.99% of it - totally ignored and disregarded.