For years, we’ve been making the case that diversity and inclusion are worthwhile goals for any business, not just because they are feel-good goals, but because they are sound business goals. Not only do inclusive policies bring in new perspectives and broaden the pool of talented individuals available to your organization, they also help you connect with an increasingly diverse national and international market, where women, minorities and other previously under-represented

Unconscious bias is one of the most daunting challenges facing proponents of diversity and inclusion. We’ve come a long way from the days of blatant stereotypes permeating the recruitment process, let alone the days of intentional and outright policies against hiring people based on race, ethnicity, gender, religion, etc. And while it’s certainly not the case that conscious discriminatory stereotypes don’t exist, the bigger problem is often the subconscious views recruiters h

The gender pay gap—the difference between median male and female yearly earnings when looking at full-time, year-round workers—is one of the most recognizable impacts of gender discrimination. There are many reasons given for this gap, from women choosing to take breaks from their careers to focus on family, to women being disproportionately employed in low-earning jobs relative to men (who have traditionally been disproportionately represented in professional and managerial

Workplace discrimination remains a significant problem for a large segment of the workplace, according to recent data. Regardless of policies that may be in place to prevent gender discrimination, the fact that many women perceive discriminatory behavior towards women in the workplace should cause concern for business leaders. With women making up close to 47 percent of the workforce, businesses risk alienating and missing out on potential star employees if their workplaces a