Diversity & Inclusion

Deepa Purushothaman discusses the challenges women of color face in the workplace and ways everyone can champion equity.

To build diverse and inclusive business ecosystems, companies must move beyond performative allyship.

Allowing employees to work from home now and post-pandemic can benefit those with or without disabilities.

Vans’s Doug Palladini discusses how the future of work is playing out at the global sports lifestyle brand.

The story of the first Black woman granted a medical patent underscores the value of novel perspectives for innovation.

Stephanie Creary discusses the practices that underlie positive workplace diversity, equity, and inclusion outcomes.

Well-formulated performance feedback can dramatically improve relationships, job commitment, and employee engagement.

Workers’ creativity will provide job security — even as robots take on parts of their roles.

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

MIT SMR’s expert contributors weigh in on the skills and strategies managers should embrace in the year ahead.

Day Two of MIT SMR’s Work/22 symposium included discussions of workplace culture, good jobs, and employee development.

Day One of MIT SMR’s Work/22 symposium included discussions of employee activism, DEI best practices, and collaboration.

Business-led coalitions for local prosperity are a growing phenomenon capturing the attention of CEOs.

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

Coworking benefits for remote teams, sharing value for ecosystem success, and becoming a better workplace ally.

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

Kartik Hosanagar’s AI-powered startup aims to help new voices find their way into film and TV.

The financial industry’s use of ownership and board membership statistics to measure diversity is insufficient.

In artificial intelligence, race and gender too often generate a bias double whammy.

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