For parents and caregivers, the workday doesn’t end with their last email or the final second of their shift. In this study, we’ll examine the attitudes and challenges working caregivers face alongside ways employers can better support their employees’ family duties. We’ll also share creative ways to improve employee retention and explore the impacts of new regulations regarding childcare and other types of caregiver leave.

Businesses have historically benefited from the efficiency of conformity. Employees are all given the same rules, schedules, and work styles to follow while directed by their employers to think differently in the quest for innovation. For people with autism spectrum disorder, dyslexia, ADHD, and other neurodiverse conditions, securing and holding jobs with such a uniform structure can be a struggle, yet they may excel at pattern recognition, memory, creativity, and other desirable skills. All Kinds of Minds will investigate how workplaces can better adapt to the needs of neurodiverse workers and embrace alternative workplace philosophies with the flexibility that attracts and retains a broad range of talents and perspectives.

Person-first, s/he, they and Latine. What language do communities truly prefer when they describe themselves? It can be a difficult question to pose without forcing your employees to singularly represent a broad and diverse community perspective. Our latest study goes in depth to examine the commonalities, differences and preferences in language that community members themselves use to describe their identities and experiences.

In 2024, we will have surveyed and analyzed thousands of data points and been trusted with collecting the personal stories of just as many individuals. It’s all in the name of progress, but we can’t determine the path forward without taking a closer look at where we’ve been. In our Annual Review, we revisit questions from past studies to create a new report segmenting responses of those from BIPOC, LGBTQ+, aging, disabled, neurodiverse and other communities. Using this segmentation, we are able to track and benchmark the changes year over year that create inclusion and feelings of belonging — or not — in the workplace.