Articles Discussing Workplace Diversity.

Executive Summary: Title III of the Americans with Disabilities Act (ADA) prohibits disability discrimination in places of public accommodation, which includes businesses (including transit) that are open to the public – like shopping malls, restaurants, movie theaters, medical offices, recreational facilities, airlines, etc.

There are many employee referral strategies out there, and the newest among them is leveraging the employee referral bonus program to build diversity. Such programs offer special – sometimes higher – bonuses to current employees for the referral of candidates from traditionally underrepresented communities. In this podcast, Alyesha Asghar

As companies focus on workforce inclusion, equity, and diversity (IE&D), they are under increasing pressure to assure that the membership of their boards reflects these values.

Vendor or supplier diversity programs can be a powerful tool in a company’s Inclusion, Equity & Diversity toolbelt. But, like any tool, such programs can cause more harm than good if they are implemented haphazardly. In this podcast, Alyesha Asghar Dotson discusses the history, benefits, and challenges of implementing

Nexsen Pruet is pleased to announce that the firm is participating in the Mansfield Rule 5.0 Certification process, which is aimed at evaluating and boosting diversity and inclusion in law firm leadership positions.

Executive Summary: As noted by John Edler Robison, author of Look Me in the Eye (a memoir detailing his life with Asperger syndrome and savant abilities), “neurodiversity is the idea that neurological differences like autism and [attention deficit hyperactivity disorder (“ADHD”)] are the result of normal, natural variation in human genome” and are “not the result of disease or injury.” 

All the way back in 2018, California passed Senate Bill 826 requiring publicly-held corporations with principal executive offices in California to have a certain number of females on their board of directors. Similarly, in 2020, Assembly Bill 979 was passed which required publicly held corporations headquartered in California to diversify

Executive Summary: During President Biden’s first 100 days in office and beyond, the Administration has taken a number of actions aimed at promoting diversity and inclusion and addressing disparities for LGBTQ+ Americans across the country. Below is an update on the Administration’s key actions in furtherance of this policy.

Watershed events in recent years like the resurgence of Black Lives Matter and #MeToo have galvanized organizations to step up their commitments in the Diversity, Equity and Inclusion space to gauge the “cultural temperature.” The persisting pandemic has raised the stakes. Accordingly, many companies seeking a roadmap for these

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