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Are you aware of a study that is focused on (software) engineers?Sadly no :( - I'm fully aware that the studies in this field mostly focus on financial outcomes, and because they are commissioned by consulting/recruiting agencies, they are of course targeting the management group. That's one of the reasons I would love to see the numbers from Google's internal research.
As for this:
> Most anecdotes I've read about the benefits of diversity boil down to "if only we'd had a <minority> on the team [...]
I am not sure whether I should be offended or merely aghast. From the tone you used, it feels like you have witnessed something more akin box-ticking than strategy, cargo-culting over rationality. I know my reasons are different but I suspect they could be equally selfish.
1. In my experience, women who stay in tech tend to be pretty damn good. Even if we ignored all other factors, it would be rational from purely talent-acquisition point of view to target female engineers in hiring. In addition, women often have greater capacity for empathy and thus can become a force multiplier in practically any team.
2. Constructive arguments from different viewpoints can only make us stronger. Things I am blind to can be spotted by someone else. Things my usual peer group is blind to can be spotted by persons from different peer group(s). But most importantly - things that are obvious to people who share my background can be pointed out and questioned by people whose backgrounds are different.
The thing I, as an engineer, worry about is myopia.
> as a developer, my requirements are set by project managers (50% women in my experience)
That is an interesting observation. Do you think that is due to self-selection or external factors? Also: if PM roles can have a 50/50 gender split, does that mean that women are more likely to seek promotions that lead to PM type positions?
> Do developers in other companies or countries (Germany here) have wider responsibilities, and thus, diversity is more important?
I think it depends less on the country and more on the company [or national?] culture. In engineering driven organisations, definitely. In a rigid hierarchy with nothing-but-top-down approach, probably less so. But then again, in the light of what I know, the latter category should benefit from diversity in their upper management. Where else would the alternate viewpoints come from?
And finally, I'm going to pick this one up separately:
> Consequently, I don't find it intuitive that more diversity (of gender/ethnicity) would help my team.
I'm sorry for you. But also, I am glad that you brought this up. You have just highlighted that MY experience and view of diversity can be irrational or plain odd to someone from a different cultural environment. For that - thank you.