Michelle King

With all the financial investment, time and attention put into advancing diversity, equity and inclusion (DEI) in corporations, it is crucial to understand who benefit...

Today, Jacinda Arden announced her resignation as New Zealand’s Prime Minister, citing burnout as one of the key reasons. But Ardern is not alone. A survey of 5000 women finds burnout has increased in the last 12 months and it is the main reason many women want to quit.

Five years after #MeToo, the impact is clear: The majority of women feel safer at work but male managers are more reluctant to hire, work with, or mentor women, making it more difficult for women to get ahead. To advance gender equality we need to tackle this backlash.

Despite ongoing efforts and activity towards gender equality, workplace gender equity remains elusive. New research clearly indicates backlash and resistance to workplace diversity, equity and inclusion (DEI) efforts—particularly from male managers. Here’s how to tackle resistance to DEI at work.

More than three-quarters of white employees consider themselves allies to women of color at work, yet less than half of these white allies speak out against bias or support women of color with their advancement. Find out how you can move beyond allyship and become a co-conspirator at work.

Younger generations are holding less progressive views when it comes to women in leadership, indicating gender equality won’t be achieved with the passing of time, as recent research findings reveal.

Why are women still taken less seriously than men when it comes to leadership?

Sara Alter, a Business Consultant for Mom Entrepreneurs and Founder of Moment Consulting, has worked with dozens of mom-owned businesses and knows how mothers can struggle to invest time and money in their ideas.

Madeleine Smithberg and Lizz Winstead, creators of The Daily Show, celebrate the show’s 25th year with an anniversary episode on the 19th of July.

Creating a workplace where employees feel psychological safe to be themselves is the starting point for valuing differences at work. Here is three ways to manage microaggressions at work.