Diversity & Inclusion

An excerpt from Malia C. Lazu’s book From Intention to Impact explores the power of trust-based group dialogue.

VMware’s 10-year DEI effort set it up for long-term success. Three best practices for culture change were key.

Community colleges can be a valuable source of neurodivergent talent — a largely untapped pool in a tight labor market.

Small changes in how companies attract, recruit, and onboard new hires can deliver big diversity dividends.

Leaders can apply four strategies to facilitate thorny workplace conversations about identity, diversity, and justice.

Learn how caste, a South Asian system of socioeconomic stratification, shapes organizations and interactions in the workplace.

Only by creating an equitable environment and supporting diverse populations in navigating it can we sustain diversity.

Some workplace policies, practices, and interactions can make confident performers start to doubt their own competence.

A presenter at an MIT SMR symposium answers questions about using skills, not degrees, as the benchmark for hiring.

Facing opposition, businesses are backtracking on DEI commitments, but they should reconsider.

The U.S. Supreme Court decision banning affirmative action in college admissions will also reduce workplace diversity.

A presenter at an MIT SMR symposium answers questions on how gender, age, and race can affect career advancement.

The authors share evidence-based interventions to help foster better remote work practices for employees with ADHD.

The full video of an MIT SMR symposium looks at how the pandemic has changed the way we work.

Research reveals the factors managers can change to more equitably position women and people of color for career success.

In this Q&A, Amy Ihlen of ADP discusses how connected cultures enhance engagement and inclusion.

Business leaders should see themselves as change agents with a key role in fostering diversity, equity, and inclusion.

Companies can expand their talent pools by creating a supportive work environment for people who are neurodivergent.

Formerly incarcerated people represent an underutilized talent pool that can help employers address workforce shortages.

The CARE model is a road map for increasing diversity among organizations’ board members and assessing boards’ impact.