Paolo Gaudiano

Meet Grace Liu, a high school student transforming mental health support for underrepresented youth through innovative initiatives, technology, AI and Indigenous culture.

Women are the largest historically underappreciated group for organizations. Making them more included yields great financial benefits and a positive impact on all groups

Leaders can leverage DEI to manage their “people health” similarly to the way they manage their organization’s finances.

Leaders can leverage DEI to manage their “people health” similarly to the way they manage their organization’s finances.

Our findings reveal a stark disparity between the levels of inclusion of women and men. Women are more likely to be disrespected and less supported in career and growth.

Three co-founders join forces to launch Expectant Media, which elevates and strengthens Black-owned media companies, while creating value for the advertising community.

This blog introduces a simple but compelling way to estimate the financial value of inclusion for any organization.

Inconsistent definitions in DEI hinder progress. We propose simple definitions: inclusion is what you do, equity is what you want, diversity is what you get.

A new international educational program engages children in robotics activities to encourage broader youth participation in STEM.

The recent backlash against DEI is an opportunity for the field of DEI to analyze its approach and to look for ways to improve.

The RTO debate often focuses narrowly on employee productivity. Taking a broader view can lead to superior economic results and greater diversity.

The European Parliament has approved a law establishing gender quotas for publicly traded company boards. Historical data demonstrate the effectiveness of national quotas in raising the number of women on corporate boards.

Most arguments in favor of Diversity, Equity and Inclusion initiatives are grounded either in “the business case for DEI” or in an appeal to fairness. This blog explains in very simple terms why DEI should be the most important strategic focus of every business leader.

This blog series introduces a better and more meaningful way to set and track diversity goals at a more granular level. This blog introduces the approach; the second blog describes how to collect meaningful data across seven areas; the third blog describes the multiple benefits of the approach.

This blog series introduces a better and more meaningful way to set and track diversity goals at a more granular level. The first blog introduced the approach; this blog describes how to collect meaningful data across seven areas; the third blog describes the multiple benefits of the approach.

This blog series introduces a better and more meaningful way to set and track diversity goals at a more granular level. The first blog introduced the approach; the second blog described how to collect meaningful data across seven areas; this blog describes the multiple benefits of the approach.

The public’s perception of safety in Harlem is inaccurate, but reliable data can change this misperception. Similarly, perceptions about underprivileged groups within companies are often inaccurate. Companies can benefit from collecting and sharing more data about diversity, equity and inclusion.

The 2020 murder of George Floyd sparked calls for greater diversity across corporate America. Two years later, little has changed and support for corporate DEI is eroding. The Cavu Group CEO Leslie Short offers advice for creating and sustaining more diverse, equitable and inclusive organizations.

Unconscious bias training is the most common type of corporate DEI initiative, but its effectiveness has been questioned. This article introduces the concept of “organizational biases” and shows why these biases are much more likely to impact organizations than unconscious biases.

Recent surveys have shown that young people are interested in companies that support diversity, equity and inclusion (DEI). This blog highlights four high school students who have created initiatives that will help ensure greater DEI in the workplace of the future.