Diversity and equality

White Americans still have twice as much retirement wealth as savers of color, research shows.

A recent study shed some light on how business owners from underserved communities are improving diversity efforts across the board.

On X, the social network he owns, Musk said "DEI must DIE," referring to the acronym for diversity policies.

More than half of employees feel that family-building benefits should come standard.

An HR expert discusses how organizations can diversify the talent pool to incorporate more women, and protect STEM fields at the same time.

Relevant skills, not a four-year degree, can make someone an ideal candidate for a role.

Women, minorities and non-corporate workers are still struggling to feel seen by their employers.

A tech expert explains how companies can make their DEI initiatives more impactful.

Median weekly earnings for women were $1,031 last year, or 83.8% of the typical amount that men were paid.

Pat Wadors discovered the power of drive and a diverse workforce by overcoming challenges of her own.

Employees are anxious that their names will reveal their race, gender or age and prevent them from getting a job.

Ryan Mayer, certified ADHD coach, shares how more employees can successfully reach their deadlines, regardless of whether they're neurotypical.

Experts from Different DEI and Kindercare break down how to build an inclusive office space for a diverse workforce.

Fixed medical indemnity plans represent an affordable option for low-wage and part-time employees.

Initiatives must transcend oversimplified narratives and work toward creating environments where all voices are acknowledged and valued.

Stand With Asian Americans is launching a new tool this week for people to make complaints about bias they've experienced at work.

Technology helps expand and streamline efforts to foster strong relationships among employees, which benefits the business as well.

FOLX is teaming up with Cigna, Evernorth and Blue Shield of California, offering primary and gender-affirming care for LGBTQ-identifying members.

Given its connection to employee satisfaction and performance, prioritizing benefits strategy can help manage the instability of growth.

More women have been able to take advantage of jobs that allow them to work remotely.