What surprises the most is the first assumption: that to have equal gender representation in finance is "the right thing." The second most shocking assumption is the implication that unequal gender representation is automatically a product of discrimination. Both of these assumptions need at least some evidence. Otherwise, we should imply that whenever there is a demographic disparity in representation within a team, the less represented gender should be automatically regarded as discriminated against by the HR, even when the HR is by far a female-dominated domain (https://study.com/blog/why-is-the-hr-profession-dominated-by-women.html).

In respect to one thing, the article is almost right: There is no positive ROI on the horizon for firms determined to create gender-equal represented teams. The only missing piece of the truth is that the ROI is actually negative. In fact, the more (bio-demographic) diverse the team, the lower the performance (https://hbr.org/2019/11/why-investors-react-negatively-to-companies-tha…). And this can also be very clearly seen in practice when we compare the MSCI Women Index to standard MSCI (https://www.msci.com/documents/10199/ee63066d-7b32-468a-8b3a-88560185f2…).

On the other hand, I would warmly suggest not to use private companies research to prove an argument, and to only rely on academic studies. We have seen in the past the disasters that private consulting companies may lead to, also when talking about misinformed research about diversity.