Gender

Useful findings from a range of new academic studies.

Attitudes about women in leadership have improved since 1965. But there are still major differences in how men and women perceive evaluation, standards, and opportunity today.

A new study finds that people often actively avoid seeking additional information when it might complicate their decision or create moral discomfort.

A study of nearly 2,000 FTSE-100 board directors reveals a striking paradox.

Simple explanations about how salaries are determined may significantly reduce the gender gap.

A new study uncovers the different ways they approach costs, benefits, and goals.

New insights from academia, consultancies, and other sources to help your company make informed decisions.

Many leaders follow a “hero’s journey” that leaves them with new skills, relationships, commitment to work, and desire to improve systems for the next generation.

Collaborations with two multinational companies revealed a simple intervention that can improve managers’ fairness through the process.

A new study found the small mark can have gendered implications—but not the way you might suspect.

Simply hiring more women doesn’t solve the problem.

If your organization is smart about performance management, workplace diversity will happen organically.

And what companies can do to create more equitable and responsive reporting systems.

Strategies to subvert, counter, or sidestep assumptions and biases that may pose barriers to advancement.

A minor process change had major ramifications for who got hired—and how managers felt about HR’s involvement.

A U.S. supermarket chain considers how to respond to demands from an “anti-woke” shareholder.

Three ways to craft initiatives tailored to your company’s context, needs, and strategy.

They need to earn more “experience capital”—the knowledge, skills, and wisdom that can be gained only on the job.

What has—and hasn’t—changed in the legal landscape.

To fairly reward talent in all its forms, companies need to remove barriers that prevent people’s potential and contributions from being recognized.