Which type of evidence assesses the effectiveness of diversity using data?

• A. Testimonial Evidence
• B. Diversity
• C. Empirical Evidence
• D. Double Marginality

Answer: (C)

Evaluating whether diversity efforts actually work relies on data-driven findings, which is empirical evidence. This kind of evidence comes from systematic observation and measurement, then analysis of the resulting data. In practice, you’d examine concrete metrics—representation and hiring/promotion rates by group, retention, pay equity, performance outcomes, and climate survey results—to see whether diversity initiatives produce measurable improvements over time or across units. Personal stories or anecdotes (testimonials) can illustrate experiences but they don’t provide the broad, generalizable pattern that data can reveal. The term diversity isn’t a type of evidence, and double marginality is a sociological concept about intersecting disadvantages, not a method for evaluating programs. So using data-driven outcomes is how you assess effectiveness, which is what empirical evidence captures.