Diversity improves performance, particularly when an organization’s most senior leadership is a collaborative and decidedly diverse team.
By putting their stamp on diversity initiatives as part of a proactive, robust strategy, CEOs can help their business leaders drive change from the top down.
Global chip maker Intel reached the halfway mark last month in its plan to achieve full representation of women and underrepresented minorities in its U.S. workforce by 2020 through funding, training, hiring and retention.
Even the color of people's clothing can affect perceptions of gender diversity, new research shows.
Have prospects for women business leaders improved, worsened, or stayed the same over the last decade? The answer is all of the above depending on what measures one looks at.
On November 17th, in cities around the country, leaders will participate in a “National Conversation on Board Diversity.” This annual event, led by 2020 Women on Boards, is running a national campaign to increase the percentage of women on U.S. company boards to 20% or greater by 2020.
Gay rights have come a long way in the past decade, to the point where the leaders of some of the world's best-known brands are open about their sexuality.
AT&T CEO Randall Stephenson has delivered a rare and passionate address about race relations to the telecom giant's employees, calling on them to more openly discuss tensions he said were "ripping apart the very fabric of our communities."
Should female CEOs be worried about skewed gender perceptions and a double standard when it comes to their performance or that of their company? It appears so.
More than a quarter of female CEOs became targets of shareholder activism over a recent 10-year period, providing further evidence that men still enjoy a smoother run at the top, according to a new study.