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Newsletter Week 34

October 2, 2019

LinkedIn’s #PlusOnePledge is a small, real step individuals can take to make their networks more open and inclusive. Not a silver bullet, though. Plus, the academic evidence for inclusion and how it translates to workplace practices. As the developed world ages, we must figure out how to effectively engage older workers. Finally, D&I is increasingly part of the curriculum in MBA programs. Leading academics share what works.

Newsletter Week 33

September 25, 2019

Ditching your performance reviews can actually increase bias. Use these tips to make your reviews better instead. Also, can asking for advice rather than feedback make executives more receptive to D&I conversations? A tool for explaining and exploring gender identity. Finally, allyship, in the words of six international executives from Netflix

Newsletter Week 32

September 18, 2019

How do we make family leave inclusive of all kinds of families and caregiving needs? Also, new research finds that people think diversity is good...but for your team, not mine. Investors do care about gender diversity, and reward a company through a stock bump, says a new study from Stanford. Tips for getting access to academic databases for free. Finally, an executive-ready article about why inclusion is as important as diversity, if not more so.

Newsletter Week 31

September 11, 2019

This week: Nokia found a pay gap. Then they fixed it. Plus, being “fat” at work is hard work. New research explores the lived experience of “fatness,” how people cope, and how companies can help. “We blew it,” says Forbes, about their “Most Innovative Leaders” list that included 99 men and one woman. Finally, a guide to September 11, plus a fact-based look at terrorism around the world.

Newsletter Week 30

September 4, 2019

There’s a passion for passion at work. But is our perception of passion biased? Also, sisterhood only goes so far. Women of color report being uncomfortable taking some kinds of emotional risks with white women at work, even at “inclusive” workplaces. AI for HR? Not quite yet. Key problems still block the way, including limited data and how to explain “black-box” decisions to the humans in the process. Finally, an inspiring story about one man’s journey from a life sentence to a hot tech startup.

Newsletter Week 29

August 28, 2019

Members of under-represented groups can experience a sense of “linked fate”—the belief that what happens to one member of their group affects them personally. This presents both pitfalls and opportunities for recruiters trying to increase their pipeline of candidates from under-represented backgrounds. Also, in the "not really news" category, employees don’t like icebreakers. Some icebreaker questions can also be uncomfortable for people from diverse backgrounds, especially when they are too soon or too personal. My advice? Ditch icebreakers in favor of more meaningful ways to build team connections, like volunteering together. August 26 was Women’s Equality Day, so we revisit some readable yet research-based articles on how to promote gender equality in the workplace.

Newsletter Week 28

August 21, 2019

CEOs affirm their responsibilities to customers, employees, suppliers and communities as well as shareholders. Diversity and inclusion is officially part of the 300-word statement, which would have been unthinkable even ten years ago. Activism made it happen. In research, multinational companies have different strategies for promoting LGBTQ rights. Which one does your company use? Finally, stay up-to-date on the upcoming Jewish holiday season, and check out an awesome resource on supporting diversity of religion while you’re at it.

Newsletter Week 26

August 7, 2019

LGBT employees find work-life balance hard to achieve. An IPO can actually create barriers for women in a high-growth company. And how to make sure that your diversity program doesn't die when your D&I champion leaves.