Allyship
An informed, consistent, and empathetic practice involving reflection, and re-learning past behaviors and approaches to constantly improve our self-awareness and adopt inclusive behaviors.
Allyship: Activating inclusion in the workplace
D&I and barriers to allyship
D&I and beyond shame and blame
D&I and relentless empathy
D&I and rhetorical deflection
Inclusion and allyship
Bias
Stereotypes, prejudices, or preferences that cause us to favor a person, thing, or group over another. They are implicit attitudes, behaviors, or words that we exhibit in our personal lives and in the workplace.
Micromessages & bias: Changing behaviors
Inclusion and bias
Inclusion in an evolving world
Covering
A behavior in which an individual, consciously or unconsciously, downplays a part of their known identity to blend into the mainstream. In workplaces, covering demands put undue pressure on those from marginalized communities.
Covering: Impacts on employee effectiveness and authenticity
Covering: Minimizing parts of yourself to fit in
Inclusion and covering
Empathy
To successfully increase diversity and strengthen inclusion, the ability to understand the feelings of another and the capacity to place oneself in another's position is key for leaders and coworkers in any workplace.
D&I and relentless empathy
D&I and rhetorical deflection
Employee Stories
Anything is possible when everyone is included. Discover stories told by Microsoft employees and illustrated by members of their communities, at Microsoft and around the world.
A commitment to service
Building something better
Data-driven dreams
Experiencing both sides
Finding euphoria
Good energy
Master of messiness
Origin story
Written in the sky
Global conversation
The conversation about diversity & inclusion varies from region to region and country to country. At Microsoft, we believe that we need to take a holistic, global approach to D&I that reflects those nuances and differences.
Inclusion Insights: AI and innovating an inclusive future
Inclusion Insights: Inclusive workforces for global Impact
Atlanta: Perspectives on D&I in the U.S.
Beijing: Perspectives on D&I in China
Dublin: Perspectives on D&I in Ireland
Hyderabad: Perspectives on D&I in India
London: Perspectives on D&I in the UK
Mountain View: Perspectives on D&I in the U.S.
Munich: Perspectives on D&I in Germany
Nairobi & Lagos: Perspectives on D&I in Kenya & Nigeria
São Paulo: Perspectives on D&I in Brazil
Singapore: Perspectives on D&I in Singapore
Sydney: Perspectives on D&I in Australia
Tel Aviv: Perspectives on D&I in Israel
Tokyo: Perspectives on D&I in Japan
The human, business and geopolitical case for D&I
Global opportunity for diversity & inclusion
Historical view of D&I
The global conversation on D&I
Growth mindset
Coined by Carol Dweck, a belief that our abilities can be developed through dedicated learning. Applied to D&I, it is about building understanding over time through intentional effort, making mistakes, and then applying learnings.
Growth mindset: Creating space for learning
D&I and barriers to allyship
D&I and beyond shame and blame
D&I and mindset
Identity
Distinguishing qualities, beliefs, and expressions that are specific to a person. It describes an individual’s comprehension of themselves as a discrete, separate entity.
Age: Generational inclusion
Disability: Increasing access and understanding
Faith: Conversations in the workplace
Families: Inclusion of families in all forms
Gender: Beyond the binary
Gender: Opportunity for women in the workplace
Identity: Understanding privilege and marginalization
Introduction to gender and sexual orientation
Mental Health: support in the workplace
Neurodiversity: autism and inclusion
Race & ethnicity: Black and African American community
Race & ethnicity: Ideal affect and the Asian community
Race & ethnicity: Indigenous community
Race & ethnicity: Hispanic and Latinx community
Race & ethnicity: The global conversation
Smithsonian Latino Center: History, culture, and impact
Inclusion opportunity
In a global marketplace, organizations have the opportunity to prioritize the representation and inclusion of members of marginalized communities, for the benefit of individuals, leaders, and the organization.
Human, business, and geopolitical
Storytelling that drives change: Sesame Workshop
Insights that drive change: Brookings Institution
How 2020 changed the D&I conversation
Pendo: Interrupting bias
Workday: Focused D&I teams can change culture
Valorem Reply: Amplifying under-represented voices for impact
CDW: D&I and talent management
KPMG: Accessibility levels the playing field
Blue Yonder: Company culture transformation
We must do the work
Global opportunity for diversity & inclusion
Microsoft’s opportunity with diversity & inclusion
Moral case and market case for D&I
Include 2021
Intersectionality
Coined by Kimberlé Crenshaw, the interconnected nature of social and political identities such as race, class, and gender as they apply to a given individual or group, which may create modes of discrimination and privilege.
Intersectionality: The impacts of intersecting identities
Privilege
Unearned set of advantages, entitlements, benefits granted to a particular person or group, exercised to the exclusion or detriment of others. Privilege may be experienced without awareness and exists across communities and identities.
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