Gender

Women who demonstrate leadership behaviors and traits are less likely than men to identify as leaders.

New research shows that learning about hidden workplace inequities can shift perceptions of fair employment practices.

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

Robust appraisal systems make pay transparency an opportunity to improve performance rather than a compliance burden.

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

Three recent books on workplace sexism and racism highlight concrete actions leaders can take to support diversity.

Employers must recognize that women are 41% more likely to experience toxic culture in the workplace than men are.

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

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

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

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

Work assignments can be powerful tools to propel employees’ growth when assessed and used deliberately.

Organizational network analysis reveals more effective ways to be more inclusive of employees from marginalized groups.

People can take meaningful steps to become more effective allies for members of marginalized groups at work.

The data science management process, job moves for pay equity, and political concerns in M&As.

Female executives can command bigger pay increases than men by switching jobs.

New research on subtle gender bias highlights the anxiety underpinning biased behavior and suggests ways to defuse it.

Sponsors can play a role in growing and strengthening the pipeline of women leaders in organizations.

The most important factor in attracting and retaining women in the tech sector is having an inclusive workplace culture.

To show respect for individuality, leaders should support the use of personal pronouns in communication.