Explore and engage

Professor of Psychology at Stanford University, Dr. Tsai discusses her research on ideal affect and the cultural shaping of emotion. She explores how workplace perception and expectations impact inclusion for many, including those in the Asian community. Watch to better understand the concept of ideal affect and some of the biases that can surface for us all.

Best-selling writer, producer, and cultural critic, Rebecca Walker is author of One Big Happy Family: 18 Writers Talk About Open Adoption, Mixed Marriage, Polyamory, Househusbandry, Single Motherhood, and Other Realities of Truly Modern Love. She discusses the ways that the concept of family is evolving around the globe and how we can be more inclusive of families in all forms.

Co- Director of the Executive Program in Women’s Leadership and High-Potential Women Leaders Program at Stanford University, Dr. Deborah Gruenfeld discusses the ways that organizations can make the conversation around D&I and the workplace more inclusive of women. Dr. Gruenfeld highlights the inequities that can be found in the workplace and the opportunity to better support equality across all genders.

Dean of Social Science, W. E. B. Du Bois Professor at Harvard University, Dr. Bobo discusses the ways that organizations can make the conversation around D&I and the workplace more inclusive of the Black and African American community. Dr. Bobo also highlights how organizations can address stigmas and acts of hate and violence in the workplace.

Associate Professor of Sociology and Chicano/Latino Studies and the Co-Director of the Institute of Governmental Studies at UC Berkeley, Dr. G. Cristina Mora discusses the ways that organizations can make the conversation around D&I and the workplace more inclusive of the Hispanic and Latinx communities. Dr. Mora highlights the vast diversity within the community and the opportunity to better support employees.

Assistant Professor of Management at West Virginia University, Dr. Kayla Follmer discusses the ways that organizations can make the conversation around D&I and the workplace more inclusive of employees with mental health conditions. Dr. Follmer also highlights how managers and peers can show up in support of their colleagues.

Director of Marcus Autism Center at Emory University School of Medicine, Dr. Ami Klin discusses the ways that organizations can make the conversation around D&I and the workplace more inclusive of individuals who identify as neurodiverse, and specifically are on the autism spectrum. Dr. Klin also highlights the benefits of retaining employees who are on the autism spectrum, rather than only considering accommodations to be made.

Ignite 2021: Prof. Binna Kandola, Senior Partner and Co-Founder of Pearn Kandola joins Lindsay-Rae McIntyre, Microsoft Chief Diversity Officer, to discuss the ways the COVID pandemic has impacted our ability to cultivate inclusive workplaces and how leaders can help mitigate bias and microaggressions.

Professor at the University of Waikato, Dr. Linda Tuhiwai Smith discusses the ways that organizations can make the conversation around D&I and the workplace more inclusive of the Indigenous community. Dr. Smith also highlights stigmas and workplace policies that impact the community.

Build 2021: Kenji Yoshino, Chief Justice Earl Warren Professor of Constitutional Law at NYU, and Lindsay-Rae McIntyre, Microsoft Chief Diversity Officer, discuss the ways we cover in the workplace, how it impacts employee effectiveness, and what leaders can do about it.

NYU Stern School of Business Professor Dolly Chugh shares highlights from The Person You Mean to Be: How Good People Fight Bias, including the importance of being “good-ish” if we want to be inclusive, self-aware allies in the workplace.

Kenji Yoshino, Chief Justice Earl Warren Professor of Constitutional Law at NYU, examines the ways we cover in the workplace, and how covering demands can put undue pressure on those from marginalized communities.

UCLA and Columbia Law School Professor Kimberlé Crenshaw coined the term intersectionality to describe overlapping social identities. Learn how different types of inequities can compound, and how it can fuel bias and discrimination.

Dr. Stephanie J. Creary, Wharton School Assistant Professor, addresses the need to explore privilege and marginalization in the context of identity, and the importance of understanding our own identity as we work to include others.

Professor Binna Kandola, Senior Partner and Co-Founder of Pearn Kandola, discusses microaggressions and microaffirmations that can stem from biases, and how we can begin to address them in the workplace to minimize exclusion.

A growth mindset is an important foundation for D&I, as it emphasizes building understanding through intentional effort, making mistakes, and then applying learnings. Eduardo Briceño of Wiring Growth offers strategies for lifelong learning.

Dr. Michael Eric Dyson, Dr. Adrienne J. Keene, and Dr. Balmurli Natrajan provide perspectives on the global nature of the conversation about race in the workplace and share more about the interplay between race, ethnicity, and caste.

Chase Strangio, Deputy Director for Transgender Justice with the ACLU LGBT & HIV Project, discusses the evolution of how we think about gender in the workplace and explores how organizations can be more proactive in supporting employees.

Charlotte McClain-Nhlapo, Global Disability Advisor for the World Bank Group, describes the spectrum of identities within the disability community and explains why organizations and individuals need to explore this diversity.

Rev. Mark Fowler, CEO for Tanenbaum, and Dalia Mogahed, Director of Research at the Institute for Social Policy and Understanding, discuss how including faith as part of the diversity and inclusion conversation can strengthen overall workplace culture.

With an increasing number of generations in the workplace at once, Dr. Ken Dychtwald, psychologist and gerontologist, explores the tensions this puts on inclusion and the need for greater awareness and nuance in addressing age biases.

Making this more than just a moment and embracing the opportunity for D&I in our organizations. Insights from Dr. Tanya Hernández, Professor of Law at Fordham University. Prof. Kenji Yoshino, Professor of Constitutional Law at NYU. Dr. Balmurli Natrajan, Professor of Anthropology and Social Justice, William Paterson University.

What it means to commit to a D&I journey, Microsoft’s focus on allyship, and the global opportunity to strengthen our culture of inclusion. Perspectives from Lindsay-Rae McIntyre, Microsoft Chief Diversity Officer, and Diana Navas-Rosette, Director of D&I Strategy Innovation and Partnerships.

Growth mindset is a start, but what does it really take to fuel meaningful change in the space of diversity & inclusion? Gain insights from both inside and outside of Microsoft: Lindsay-Rae McIntyre, Kenji Yoshino, Dr. Tanya Hernández, Dr. Balmurli Natrajan, and Diana Navas-Rosette.

What the market gives, it can take away, and the market opportunity with D&I. Kenji Yoshino, Chief Justice Earl Warren Professor of Constitutional Law at NYU, on doux commerce and the importance of identifying where the commitment to D&I is coming from.

Dr. Balmurli Natrajan’s assessment of the history of modern D&I and multiculturalism as professor of Anthropology and Social Justice, William Paterson University, and faculty at Azim Premji University.

Understanding what prevents us from being effective allies. Diana Navas-Rosette, Director of Microsoft D&I Strategy Innovation and Partnerships, outlines common barriers to allyship.

Engage with care, don’t assume, and be accountable. Lindsay-Rae McIntyre, Microsoft Chief Diversity Officer, speaks to how leaders can exercise relentless empathy in a time of crisis.

Creating the space for dialogue supports systemic-cultural change. Diana Navas-Rosette, Director of Microsoft D&I Strategy Innovation and Partnerships, on an approach to allyship that shifts us away from shame and blame.

It’s not just a U.S. conversation. Lindsay-Rae McIntyre, Microsoft Chief Diversity Officer, emphasizes the global nature of the conversation around D&I.

Ford Foundation President Darren Walker and Microsoft CEO Satya Nadella explore the opportunity for organizations to take a holistic approach to diversity & inclusion. They are joined by Lindsay-Rae McIntyre, CVP & Chief Diversity Officer; Nick Parker, CVP, Global Partner Solutions; and Fred Humphries, CVP, US Government Affairs.

Microsoft CMO Chris Capossela hosts Sesame Workshop’s Sherrie Westin and Kay Wilson Stallings as they reflect on the power of storytelling, Sesame’s history, and Sesame’s work on difficult topics related to diversity.

CHROs Kathleen Hogan, Microsoft; Ellyne Shook, Accenture; Peter Fasolo Johnson & Johnson; and Rhonda Morris, Chevron discuss what it means to be HR executives leading on diversity & inclusion work with empathy, accountability, and sustainability.

Microsoft President Brad Smith is joined by General John R. Allen, President of the Brookings Institution, and Dr. Camille M. Busette, Senior Fellow at Brookings, as they share how Brookings is using their research approach and insights to inform its focus on race and inequity.

In advance of the 2022 opening of the Molina Family Latino Gallery, the forerunner to the National Museum of the American Latino, Director of the Smithsonian Latino Center, Eduardo Díaz discusses why a historical and social understanding of the Hispanic and Latinx community is necessary for organizations to create more inclusive workplaces.

Learn how Blue Yonder created an environment of inclusion and strengthened its culture by creating a Diversity, Inclusion, Value, and Equality (DIVE) Council.

See how CDW applies a holistic approach to diversity and inclusion by focusing on inclusion and equitable outcomes throughout its talent process.

Discover how KPMG built an accessible database for Blind Citizens of Australia (BCA) with Microsoft Dynamics 365.

Pendo created a culture of awareness by successfully engaging employees in diversity, equality, and inclusion at the beginning of the hiring process.

By focusing on allyships and creating an environment of openness, Valorem Reply exemplifies how knowing better leads to doing better.

Workday is building value, inclusion, belonging, and equity (VIBE) through the creation of an employee-driven Accelerator Team program.