Equality

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

Lessons from the golden age of Black business can teach today’s leaders how to help Black entrepreneurs prosper.

The lack of transparency in corporate philanthropy doesn’t serve companies or their stakeholders.

A new mechanism — parity pills — aims to address pay inequities between high-level execs and rank-and-file workers.

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

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

Employees are demanding that companies engage in social issues. Leaders need to be ready to respond.

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

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

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

To meaningfully support Pride, companies need to focus on employees, customers, and the community.

Nudges for less-biased hiring, networking to drive inclusion, and defusing opposition to racial equity initiatives.

The pandemic has upended business. Let’s consider how managers should respond.

The Special Report in MIT SMR‘s Summer 2021 issue looks at how businesses can support a more inclusive workplace culture. Also in this issue: ways to communicate — and disagree — using candor and logic, business’s role in national emergencies, how volunteering helps workers’ skills, and changing the rules to suit turbulent times.

Knowing why racial equity initiatives provoke opposition can help you lead employees through change.

Businesses that pledged to support racial equity in 2020 must maintain their commitments to effecting change.

Supplier diversity initiatives can drive positive change, boost earnings, and build resilience.

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.

Collecting and analyzing the right employee data can help leaders build more equitable workplaces.