It reduces the odds of dismissing qualified female candidates simply because men come to mind first.

Even well-intentioned firms were biased in practice.

It’s not complicated: Gender diversity is a competitive advantage — and a moral imperative.

Better diversity programs can't happen until we all (speaking mostly to myself, here) get comfortable talking about diversity. How do you walk the line between being aware (and owning) one's privilege, and being one of those "more-woke-than-thou" types. The HBR, who might know a thing or two about privilege, have some thoughts on the subject of talking about diversity.

It's no secret that changing your gender ratios starts by making sure there are women in the pipeline. But how do you make that happen? It may not be enough to say the language in your job postings is "balanced." Instead, consider changing the "requirements" section to "We anticipate using skills like these to be successful" to encourage more women to apply.

Yet another case study of an organization deciding to get serious about their diversity issues and actually moving the needle. How?! Start with data, but then also (and here's the magic part) have the will to make changes based on the data. Crazy, right?

In case you don't feel prepared, here's HBR's guide to Corporate Social Justice.

A state-by-state analysis of where companies should recruit — now that employees can work from anywhere.