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.
Evaluators can be nudged to make less biased decisions in hiring and other contexts.
Sean Fath, Richard P. Larrick, Jack B. Soll, and Susan Zhu
Early analysis suggests that three networking behaviors can drive inclusion in organizations.
Rob Cross, Kevin Oakes, and Connor Cross
Companies have a unique opportunity to rebuild employees’ social connections when they return to in-person work.
Jeffrey Sanchez-Burks and Maxim Sytch
A dedicated team can help maximize the utility — and competitive advantage — of automation systems.
Thomas H. Davenport and Gina Schaefer
New hires are at risk of losing the subtly communicated knowledge shared through in-person work.
It benefits both workers and companies when leaders proactively support employees’ mental health and wellness.
Ben Laker and Thomas Roulet
Leaders can take proactive steps to make workers feel more comfortable about going back to in-person work.
Liz Fosslien and Mollie West-Duffy
Digital collaboration tools don’t just facilitate knowledge sharing — they reveal who knows what.