With only seven black head coaches in the Football Bowl Subdivision (FBS) and the Football Championship Subdivision (FCS) division I-A and the vast majority of division I-A players being Black, it is no wonder that the head of the Black Coaches and Administrators (BCA) group is frustrated.

African American women, just like all of us, are unique individuals and respond differently to different types of leadership.

Much of the business world operates on the mistaken notion that the lesbian, gay, bisexual and transgender (LGBT) community is comprised mainly of white males with higher incomes. But the reality is quite the opposite.

Though most studies suggest that women leaders are considered equally or more effective than their male counterparts, most women face more challenges in leadership, one that men typically don’t face— the burden that women bear from being too hard on themselves. And this burden bears down even heavier on minority women leaders, particularly African American women.

As the workforce becomes more globally diverse, more and more companies will have workers from every nationality, race, age group, religious background, and sexual orientation working side by side in the same office.

Although most American companies are making a sincere effort to welcome workforce diversity and create diverse workforces, hidden barriers like unintentional slights continue to distort the playing field for minorities.

A new study released by Catalyst, a corporate membership research and advisory organization working to expand opportunities for women and business, has found that companies with more women on their boards perform better than those with few or no women on their boards.

A new study by Duke University researchers has found that African-Americans are less likely than whites to receive end-of-life care from a hospice program, particularly for diseases other than cancer.

According to the American Association of Retired Persons (AARP) there are as many as 38 million Americans working as unpaid caregivers for ailing parents or other sick relatives. Most of these caregivers are women who give up full time paid work in favor of caring for ailing and sometimes terminal family members.

As more and more baby boomers remain in the workforce beyond the traditional retirement age and Generations X and Y continue to be a dominant and growing presence in the workforce, many employers struggle with the questions of how to help each group work effectively with each other.