Articles Discussing Workplace Diversity.

Executive Summary: Maintaining a diverse workforce is increasingly necessary for companies to be successful and competitive in the global marketplace. But what happens when diversity, equity and inclusion initiatives collide head on with an employer’s obligation to accommodate an employee’s religious beliefs? Employers are facing this and other dilemmas with increasing frequency, as they build and strengthen their efforts towards a diverse and equitable workplace, by supporting and celebrating all cultures, backgrounds, beliefs, and religions. In the wake of the U.S. Supreme Court’s decision in Bostock v. Clayton County recognizing that LGBTQ+ employees are protected by Title VII of the Civil Rights Act of 1964, employers are increasingly being placed in the difficult position of weighing often diametrically opposed rights. Religious freedom or LGBTQ+ rights; how do you choose? It’s simple; you don’t.

A properly structured and implemented Affinity Group (AKA Employee Resource Group) is a powerful tool in an employer’s Diversity Equity & Inclusion tool belt. But, unwary employers may risk violating the National Labor Relations Act if they bargain with an Affinity Group. In this month’s podcast, Alyesha Asghar Dotson

It’s 2021 and so many rules of the game have changed. Employers are facing increasing scrutiny on the Diversity Equity & Inclusion front. Some want to get ahead of it, and make sure their DEI programs are current and relevant. 

Kimberly Doud of Littler’s Orlando office, Chelsea Lewis of Littler’s Miami office, and Kameron Miller of Littler’s Charleston office present episode one of the Allied Behavior podcast series. Allied Behavior is focused on cultivating conscious conversations about inclusion, equity, diversity, and allyship in a corporate environment. In this episode,

An effective way to increase diversity hiring is to require diverse candidate slates for interviewing. Such slates include at least two diverse or women candidates in the pool of finalists. Employers should take heed, however, because there are limits to which a recruiter or a staffing agency can go

On December 1, 2020, Nasdaq filed a proposed rule with the U.S. Securities and Exchange Commission (SEC) that would require certain Nasdaq-listed companies to have at least two diverse directors (according to self-reported gender, race, and sexual orientation) or explain why the company has not been able to meet the

As more and more employers take steps to improve Diversity, Equity, and Inclusion in the workplace, there’s an increasing demand to know if those measures are successful. In this podcast, Alyesha Dotson, Littler Shareholder, discusses ways in which employers can track progress in their DE&I efforts without tripping over

Littler Principal Cindy-Ann Thomas and her special guest, author and Professor of Sociology at Washington University in St. Louis, Adia Harvey Wingfield, explore:

President Joseph R. Biden Jr.’s flurry of executive actions upon his inauguration into office signals diversity, equity, and inclusion (DE&I) as a significant area of focus for the administration. As of January 26, 2021, President Biden has signed a total of more than 40 executive orders and actions aimed at

With 2020 firmly behind us, let’s cast our minds forward into what our Diversity Equity & Inclusion journey might look like in 2021. If you are an employer thinking about what you can do to take your DE&I goals to the next level in 2021, you are not alone.

Littler Principal Cindy-Ann Thomas, Littler’s new Chief Inclusion, Equity and Diversity Officer Paul E. Bateman, and incoming Chief Equity Officer for the City of Baltimore Dana P. Moore provide an enlightening – and inspiring! – look at this new seat in the C-Suite.

In this podcast, Cindy-Ann and her

President Biden signed a flurry of executive orders on January 20, 2021, his first day in office, a number of which rescinded or revised the prior administration’s executive orders and policies with regard to equity in the workplace.

With a large portion of the manufacturing workforce reaching age 55 and older, and with the challenges the COVID-19 pandemic brought in 2020, the industry has been confronted with a shortage of interested and skilled applicants. 

On October 27, we sent a client alert regarding the September 22 Executive Order on Combating Race and Sex Stereotyping, which prohibited certain diversity training programs for federal employees and contractors. On December 22, a federal judge issued a nationwide injunction blocking the government from enforcing the Order.