Articles Discussing Workplace Diversity.

Despite best intentions, employers may be unknowingly setting themselves up for future lawsuits by improperly broadening diversity and inclusion initiatives.  Many employers are dedicating more resources than ever to improving their corporate culture by focusing on diversity and inclusion, particularly in light of recent events.  The intent for many

Ever since California enacted legislation in 2018 requiring a certain number of female board directors for publicly-held corporations with principal executive offices in California, board diversity continues to be a significant topic.  Maryland, Massachusetts, Colorado, Illinois, New York, Ohio, Washington, New Jersey, Michigan and Pennsylvania have introduced or passed legislation

As if you don’t have enough on your plate already. You just heard in the lunchroom that your Chief Diversity Officer is making a presentation to a trade group on the company’s workforce demographics. Should you care?

An often-overlooked area of data analytics is in a company’s diversity office. I

Construction has long been a difficult industry for women, minorities, and LGBTQ+ workers as old ideas are slow to fade. The situation is starting to change. Both employers and labor unions increasingly recognize the value of diversity and inclusion and implement programs and practices to encourage members of underrepresented groups to join the building trades.

Ever since California enacted legislation in 2018 requiring a certain number of female board directors for publicly-held corporations with principal executive offices in California, board diversity continues to be a significant topic. Maryland, Massachusetts, Colorado, Illinois, New York, Ohio, Washington, New Jersey, Michigan and Pennsylvania have introduced or passed legislation or resolutions related to board diversity. Likewise, in November 2019, the U.S. House of Representatives passed the “Improving Corporate Governance Through Diversity Act of 2019” (H.R. 5084) related to, among other things, board diversity.

Asha Santos, Shareholder in Littler’s Boston office, explains the purpose of bystander intervention training and the value of diversity and inclusion sessions in today’s workplace.

Shifting demographics threaten the ability of construction companies to staff projects. Many industry leaders identify worker shortages as a major problem and expect this issue to continue for the next several years. The share of employees in the industry aged 55 and older continues to increase. The next generation of workers, Generation Z, is significantly smaller than the generation of Baby Boomers that they will replace.

New board of directors appointments such as Indra Nooyi joining Amazon, Nikki Haley nominated by Boeing, and Michelle J. Howard as IBM’s latest director illustrate the accelerating trend of gender and minority diversity on corporate boards – an apt topic for Women’s History Month. And there are plentiful reasons for promoting board diversity.

Dear Littler: Our boss is really pushing for us to increase our number of diverse employees. I see his point—we are a predominantly white and male workforce, though we have more than 150 workers. My managers had a meeting to set some hiring targets and now we are evaluating some recruiting ideas. We are considering: (1) giving bonuses to managers who hire diverse candidates; (2) asking recruiters to send us only women and racial minorities; and (3) rolling out a Refer-A-Friend program with a small payment to employees who bring in diverse coworkers. What do you think? We want to choose options that will bring results.

For many of us, summer provides a natural break from the grind of life, with children on vacation from school and many of us taking time off from work to travel or spend time with friends and family. The lazy days of summer provide time to relax, reflect and recharge. We take time to reflect on our values and goals, and to consider what lies ahead, perhaps just over the next horizon. We are dedicated to ensuring that we are always on the right path. At FordHarrison, we are dedicated to ensuring that we are always on the right path. To do so, we implement the Three E’s: evaluate, educate and evolve.

For those organizations that don’t have a dedicated Diversity & Inclusion Officer, many continue to experiment with where to house their D&I efforts. HR? Legal? Operations? Which departments are driving diversity in most U.S. organizations today, and what are the opportunities and challenges associated with those choices?

After more than half a century of corporate diversity efforts – and notwithstanding the best of intentions – companies are still grappling with the ability to promote and retain females and people of color in their leadership ranks.

Littler’s Cindy-Ann Thomas and Gene Ryu are joined by client-guest Enidio Magel to discuss the first days of the Trump administration. The three address the effects of the fiery and divisive debates that made their way into workplaces across the country during our most recent election season, and explore the arising diversity challenges.

In this inaugural post to the Diversity & Inclusion podcast series, we discuss the importance of diversity and inclusion today for the organizations we counsel and how we help our clients with their diversity and inclusion efforts.