The job prospects of minority applicants who alter their names or experiences reveal some discouraging truths about workplace diversity efforts.

Resume whitening by PoC.

Work done by women pays less because women do it, research shows.

Pay them as much as men!

‘Discrimination is still a reality’ says co-author after two-year study reveals a much higher rate of interest in ‘whitened’ names for black and Asian Americans

How much harder do you have to work as a woman, or as a gay man, to get the same jobs and promotions as a straight man?

I want to talk about diversity recruitment. I’m on all kinds of listservs for librarians and academics of color and I’m frequently on Twitter and the like; and I’m constantly gett…

Six ways to counter unhelpful objections.

Howard University fights to join the tech boom

It's 2015. Technology companies are feeling enormous pressure to hire more diverse employees. In an effort to increase these diversity metrics, they decide to do the unthinkable: they lower their hiring bar. However, since diversity is still a relatively new thing in the industry, hiring managers are unfamiliar with what a diverse candidate even looks like. This is what leads to their fatal mistake. They accidentally hire...a zombie.  This zombie is the worst possible zombie a tech company can imagine. Instead of killing people and eating brains, this zombie underperforms and kills the morale of its teammates. The "bad employee" virus spreads through the company like wildfire and soon, everyone is doing nothing of value. The engineering team starts putting out a prolific amount of low-quality code. Bugs are increasing exponentially. Users are having issues and no one is solving them. The platform is hemorrhaging customers by the minute.   The company's value plummets and finally, the worst part of the worst-case scenario happens: the company goes under and is forced to merge with the Canadian government to become a public service. But it doesn't stop there. The tech industry starts collapsing, and another bust is upon us. Companies fall, one after the other, and even the impenetrable brogrammer castle that is Uber is not spared this deadly virus. Marc Andreessen would be tweeting about how this wasn't the result of a bubble, but he, too, has been infected and his account is eerily quiet.  Much like the first dot-com crash, the highways are all empty. Twitter is silent, and the tech industry is completely out of unicorns to blog incessantly about. All because one tech company chose to lower the bar in the name of diversity.

Over the past several months, a handful of Incluseumers have been reflecting on and unifying three topics that are usually treated as separate–the perception of museums as public white spaces, acti…

“I’m worried about my company becoming too dude-ish,” the founder said. “How do I hire more women engineers?” I gladly took that call. A leader's job is to build the team with as few blind spots as possible ("diverse by construction"), then guide them to their potential. The founder who called me worries that in the competitive war for talent his startup might be ignoring, or worse yet, repelling a meaningful set of candidates.

Startups and consultants are rushing into the diversity-training business claiming they can wipe out the scourge of unconscious bias in the workplace. Companies are willing to pay millions to give it a try -- even though no one knows for sure yet whether any of it actually makes workforces more diverse.