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  Creating and Managing a Diverse Workforce.Fisher & Phillips, LLP - March 03, 2009 For several years, employers in various industries ranging from high tech to agriculture have known that they face a potential labor shortage. Not only do employers need to add hundreds of thousands of jobs in the coming years, they also will need to fill existing positions each year due to the retirement of baby boomers and normal attrition. The labor shortage will be particularly acute in the area of skilled labor. Report Link Diversity Training - Is It Really Effective?Ogletree Deakins - April 01, 2008 With all the recent discussion about whether diversity training is actually effective, it is no wonder that some decisionmakers are feeling embarrassed to even approach the subject. The discussion has been raging for some time, but received major attention when a recent Washington Post article suggested that diversity training fails to accomplish its goals. The author reported that the number of women in management dropped by 7.5% following mandated company-wide diversity training. The number of African American men, Asians, and Latinos each also fell between 10 and 12% following diversity training. Report Link David K. Haase Comments on Legal Hazards of Diversity Policies.Littler Mendelson, P.C. - January 29, 2008 As workplace diversity policies become more standard, employers are increasingly being faced with legal challenges in their attempts to develop diverse workforces. In his article, "The Legal Pitfalls of Diversity Policies," Littler Mendelson's David Haase writes that, although diversity policies are becoming more common, "There is little legal authority directly addressing the issues such policies raise." Courts have heard claims of "reverse discrimination" and addressed policies that clash with religious viewpoints. Mr. Haase recommends including language in policies that indicates "a desire to make opportunities available to people of all backgrounds," and suggests employers make a case-by-case determination of how to respond to an employee's need for religious accommodation. Ultimately, says Mr. Haase, "It seems likely that more litigation will provide further guidance regarding these issues." Report Link Diversity, Affinity Groups and Religion: Balancing the Law with the Interests of Diverse Employee GroupsLittler Mendelson, P.C. - January 19, 2006 The benefits of corporate diversity initiatives continue to be clear, but legal challenges do arise. However, in Moranski v. General Motors Corp., Civil Action No. 05-1803 (7th Cir. 2005), the Seventh Circuit supported private employers seeking to define the types of groups that are eligible for "affinity group" status under a diversity initiative. The court held that denying a religious group status as an affinity group under the company's diversity program did not constitute religious discrimination in violation of Title VII because the program specifically excluded all groups that promote or advocate particular religious or political positions, including atheists, agnostics and secular humanists. Employers should use the Moranski case to evaluate where they stand in regard to their own affinity groups and to help gauge the legality of their diversity initiatives.
Report Link Boston OMS David Casey on the Diversity Imperative.Littler Mendelson, P.C. - October 20, 2005 The question facing forward-thinking retail executives today is not, “Should corporate diversity be encouraged?” it’s, “How should corporate diversity be encouraged?”
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