“Progress belongs to the Askers; the smarter the question, the lesser the guessing.”― Aniekee Tochukwu Ezekiel
Asking smart and tough questions until we get answers― that work is what we do. We know that diversity, inclusion, leadership, unconscious bias, cognitive differences, multiple intelligences, emotional intelligence, and other such human dynamics are complex and constantly changing. We apply the Nextions Next Question–Next Connection–Next Action model to design interdisciplinary studies to break down the complexities so that we can help you think smarter and lead better in your workplace.
See our latest research below or search for specific topics.
Women have been talking for decades about the realities of consistently being interrupted by men when they speak in the workplace; however, the focus on men interrupting women at work has recently intensified to a point where new vocabulary is deliberately sarcastic, not to disrespect or demean, but to highlight the frustration that the interruptive behavior continues to engender.
The story of women of color in the legal profession is multi-layered and deeply rooted in the broader societal issues related to racial, ethnic, and gender equality that have existed in the United States since this country’s inception.
The 2008 political campaigns have given us a tremendous opportunity to celebrate and leverage the diversity of talented leaders who are willing and eager to serve this country.
Three different workplaces. Three different situations. Three different human beings. Yet, the common thread of gay and lesbian lawyers being marginalized in the workplace is illustrative of an all-too-common phenomenon.
Do racial categories enable diversity or do they limit diversity’s full expression?
There is a growing disconnect between the last two generations of women lawyers, a development that is most apparent in large firms.
The study, Visible Invisibility: Women of Color in Law Firms, explores the experiences of these women. And what it shows is not pretty.
Eighty-one percent of minority women quit private law firms within five years because they get shunted into dead-end jobs and aren’t welcomed the way other new employees are, according to an American Bar Association report.
Regardless of how accomplished a woman may be, she cannot climb—much less reach the top of—the leadership ladder unless she spends a certain amount of years in her work environment. Nowhere is this more painfully obvious than with women of color in law firms.