Diversity & Inclusion

Managers need more thoughtful and effective data collection practices to advance DEI in their organizations.

Managers can learn to recognize specious claims of victimhood by employees called out for engaging in discrimination.

Many organizations keep spinning their wheels with sensitivity training. There’s a better way to address systemic bias.

The authors suggest five actions leaders can take to support and protect reproductive freedom for their employees.

This issue of MIT SMR focuses on customer relationships and their connection to innovation and value.

Recent surveys support the creation of a national paid family leave insurance system to keep caregivers in the workforce.

Analysis shows that women in senior leadership are largely stuck in support functions, not moving into key operating roles.

New research offers leaders insights into how they can enhance inclusion at an actionable level in the workplace.

Many companies are just going through the motions of recruiting more diverse board members. That needs to change.

An excerpt from Daisy Auger-Domínguez’s new book Inclusion Revolution offers strategies for building diversity in the organization.

To build resilience into DEI initiatives, companies must invest in programs that support underrepresented employees.

Trailblazers have the power to lead change. Organizations should embrace and amplify these anomalous employees.

If more women are to be promoted into leadership posts in the financial services industry, a cultural change is needed.

Fostering a sense of belonging among employees can help organizations improve retention and performance.

A new model for developing diversity, equity, and inclusion in the organization can increase employee satisfaction.

In a Q&A, author and consultant Ruchika Tulshyan discusses her work toward opening the lens of inclusion for leaders.

New research identifies three focus areas for leaders who want to bring more justice and joy to their organizations.

When political strife threatens workplace relationships, managers can take specific actions to help maintain civility.

Leaders and their employees must partner to achieve equity and access for both in-person and remote employees.

When leaders recognize the perspectives of overlooked populations, it opens up opportunities for innovation and change.