The Difference: How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies

By Scott E. Page. 2007

2,133 citations recorded by the source corpus.

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Citations in the corpus

Algorithmic Decision Making and the Cost of Fairness (2017, background): “For example, when universities admit students, they often aim to select the best group, not simply the best individual candidates, and may thus decide to deviate from a single-threshold rule in order to create diverse communities with varied perspectives and backgrounds [32].”
Duality in Diversity: How Intrapersonal and Interpersonal Cultural Heterogeneity Relate to Firm Performance (2019, background): “The positive effects of heterogeneity on creativity and problem solving are often assumed to emerge from the combination of disparate beliefs that are otherwise distributed across individuals (Page, 2007).”
Identity and in-group/out-group differentiation in work and giving behaviors: Experimental evidence (2009, background): “…behavior in the context of social, ethnic, and religious organizations, as well as desirable diversity and variety (e.g., Eckel and Grossman, 2005; Page, 2007) However, identity is also the basis for discrimination and hatred, exclusion, enmity, sports riots, national and religious wars, ethnic…”
Entrepreneurial intention: antecedents to entrepreneurial behavior in the U.S.A. and Turkey (2016, unknown): “Page, S. E. (2007).”
The Measure and Mismeasure of Fairness: A Critical Review of Fair Machine Learning (2018, background): “For example, in banking, one might improve the long-run distribution of wealth by setting different lending standards for different groups; and in education, a diverse student body may yield benefits for all students (Page, 2008), similarly justifying group-specific standards.”
An Economic Model of Friendship: Homophily, Minorities and Segregation (2007, unknown): “25For a discussion see Page (2007).”
Research literature on women of color in undergraduate engineering education: A systematic thematic synthesis (2020, background): “institutions have sought to recruit WOC into their engineering programs in response to a call from the National Academy of Engineering to diversify engineering (Wulf, 2002) or from industry's demand for creative solutions from a strong, diversified workforce (Gibbs, 2014; Page, 2007).”
MOVING THE CROWD AT THREADLESS (2010, background): “Page (2007) extends Surowiecki’s work on crowd wisdom to make a more sophisticated claim about diversity in problem-solving environments in general.”
Diversity in the person, diversity in the group: Challenges of identity complexity for social perception and social interaction (2009, background): “Individuals with a more complex sense of self may be better able to offer diverse cognitive skills and knowledge in a group task environment, and it is this cognitive diversity that lies at the heart of the benefits of team diversity for group performance (Page, 2007).”
Using Large Language Models to Simulate Multiple Humans and Replicate Human Subject Studies (2022, result): “Similar findings have been reported across an array of domains (Page, 2007; Surowiecki, 2004).”