Forbes contributors publish independent expert analyses and insights. Simone E. Morris reports on inclusive leadership for the workplace. When inclusive leadership efforts encounter unexpected ...

As a social species, humans are wired to feel valued and connected. The need for connection and belonging are only rivaled by our needs for food, water, shelter and physical safety. One of the ways to ...

Many microaggressions are subtle, but they can still harm marginalized employees and create a toxic work culture. Over the past few decades, companies have taken significant steps to improve workplace ...

In a 2023 speech, UN General Secretary António Guterres declared that the world is 300 years away from achieving gender equity—an outlook increasingly supported by evidence that progress for women ...

As artificial intelligence (AI) continues to reshape industries and transform workplaces, it’s imperative that organizations and leaders examine not only its impact on productivity, innovation and ...

We often talk about the impact of COVID-19 on workplaces during the height of the pandemic as if that impact is over. But it is far from over. In the U.S. alone, nearly 18 million people are grappling ...

Employers are increasingly focusing on DEI in the workplace in a variety of ways. Workplace DEI can take different forms but generally involves: Representation of individuals from varied backgrounds.

A new report finds DEI practices are becoming part of an overall strategy to future-proof business. To address the uncertainty that some men feel about their role in diversity and inclusion ...

The reason why diversity is so important for tech teams is because difference in opinions and life experience can lead to more innovative ideas, as well as ensure technology is developed with features ...

To counter the win-lose bias, leaders must talk about how competition and collaboration co-exist as success factors. Inclusive leaders can reduce the diversity vs. merit bias by moving toward ...

We’ve researched the experiences of transgender and non-binary people, particularly in the workplace, for much of the last ten years. Our original motivations remain: generate robust evidence. However ...