Diversity & Inclusion

Neuroinclusion efforts at large employers offer proof that neurodivergent employees can deliver big business benefits.

Societal, democratic, and economic norms are being severely tested by the edicts pouring out of the White House.

As businesses face pressure to roll back DEI initiatives, maintaining inclusive workplaces matters more than ever.

What will possibilities such as elimination of federal support for climate efforts mean to your business?

Schedules can impose a high cost on workers and organizations. Leaders need to rethink what a schedule can be.

On the Me, Myself, and AI podcast, Special Olympics CEO Mary Davis explains the opportunities AI raises for people with intellectual disabilities.

A study uncovers how taking a strategic approach to diversity, equity, and inclusion can boost financial performance.

More than three out of four employed people surveyed want their companies to recommit to DEI, not retreat.

Partnering with motivated colleagues and community members can advance efforts to build more diverse teams.

Taking a strengths-based approach to individual development and team-building can boost innovation and inclusion.

Identify and address ageism to avoid disconnects with employees and customers and find new business opportunities.

Which allyship actions will help your organization the most? This three-part framework can help you decide.

Leaders can promote more inclusive product design by asking a simple set of questions about potential target markets.

Social, cognitive, emotional, and physical/sensory neuroinclusion are needed for employees to flourish in the workplace.

Proper name pronunciation is a simple, accessible practice that can promote inclusion and belonging in the workplace.

Stock market reactions to the appointment of Black CEOs reflects both positive sentiment and negative biases.

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.