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Individual success, opportunities and possibilities often hinge on decision-making power that sits with other people and sometimes those decisions are made not through the lens of talent and potential but instead through bias and preference.
Opening a bank or investment account — or even securing employment in a racism-free workplace — is out of reach for many Black Americans.
Unconscious bias can impact an organization’s hiring practices and overall company culture — and unfair habits may be intensifying under the isolation of quarantine.
In the first episode of the five-part documentary series, we look at how disparities in net worth and mortgage discrimination impact Black home ownership — and why it's impossible to close the gaps without attacking systemic racism.
This five-part series is a comprehensive effort to explain the racial discrimination Black Americans face in our financial system.
Racial and gender representation increased in most areas of the company, including among senior management, according to data from the bank.
The initiative is part of a broader push to compel workforce transparency at companies that have made explicit statements of support for equality.
Among the quarter of American employees still working at home because of the pandemic, a majority were in jobs such as computer science, legal and finance.
By 2022, boards with at least nine directors would have to include three or more minority members, the California Assembly said.
As employers grapple with creating more diverse and inclusive workplaces, bringing awareness to how microaggressions ostracize their employees is a critical step.
As many as a half-dozen companies, including Wells Fargo and Delta Air Lines, have said they’ve adopted workforce quotas in recent months.
Black women have it the hardest in corporate America, and it will be even more difficult for them to overcome systemic barriers to advancement in a pandemic, according to Facebook chief operating officer Sheryl Sandberg.
Other Black women who’ve made it to the highest levels of their fields say Harris will strengthen conversations about workplace diversity in the U.S.
Only 7% of white workers agree that racial inequity exists in their workplace, compared with 35% of Black respondents, according to a report by the Society for Human Resource Management
Industry leaders comment on what needs to be done in the financial realm to increase diversity.
Addressing racial issues in the workplace starts with having conversations about race at work. Companies can promote listening, encourage discussion and set goals to facilitate those conversations.
Director of Business Development at EisnerAmper Brigette Lumpkins discusses how it felt to be seen as a diversity hire at Lehman Brothers and Barclays.
Companies now have wider legal authority to terminate employees protesting unfair workplace conditions.
White workers in U.S. retail and food-service industries are more likely to get regular shift work than other employees, according to a recent study.
Adidas human resources chief Karen Parkin resigned following criticism from Black employees who said the German sportswear giant has done too little to promote diversity.
