Diversity management practices have a significant impact on the health of African-American women employees in healthcare.

A statistical analysis reveals a major flaw in using “value surveys” to measure culture quantitatively.

A major reason that women are underrepresented in leadership positions is because of masculine bias that has been built into organizational systems.

Amir Shoham uses gendered language marking to demonstrate that global microfinance institutions are targeting services to women in most need.

Artificial intelligence is helping companies monitor gender based discrimination. This may be a quick fix to a bigger problem.

Diversity in the C-suite can challenge groupthink and facilitate innovation.

How does freeing banks from geographic regulations help fuel corporate innovation?

What can the roots of language tell us about gender inequality in business?

Corporate sponsorship of Pride Month, often seen in the form of rainbow logos or Pride-themed merchandise, has caught the attention of many in recent years—for better or worse.

This research introduces a more accurate time-varying depreciation rate and studies the effect of time-varying depreciation on R&D investment demand.

Leora Eisenstadt warns that the kinds of data that employers can track should be safeguarded by law, to both protect employees’ privacy and limit employers’ liability.

Whistleblowers are disadvantaged when they apply for jobs. Many whistleblowers experience retaliation twofold—once, at their place of employment after they initially blow the whistle, and, second, on the job market for any subsequent employment.

 In his 1965 opinion refusing to vacate the convictions of Richard and Mildred Loving.

How can we protect whistleblowers when new employers may see them as disloyal troublemakers?

Suppressed Anger, Retaliation Doctrine, and Workplace Culture is an interdisciplinary piece combining legal analysis with organizational behavior/psychology research.