Articles Discussing Workplace Diversity.

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.

A federal district court has entered a nationwide preliminary injunction stopping the administration from enforcing Executive Order (EO) 13950 – Combating Race and Sex Stereotyping. Santa Cruz Lesbian and Gay Cmty. Ctr., et al. v. Trump, No. 5:20-cv-07741-BLF (N.D. Cal. Dec. 23, 2020).

On December 22, 2020, the U.S. District Court for the Northern District of California issued a nationwide preliminary injunction banning the enforcement of Executive Order 13950, which seeks to prohibit purported “stereotyping” and “scapegoating” based on race and sex in workplace trainings provided by federal government contractors, or by

In this podcast, we tackle three intriguing Diversity, Equity & Inclusion questions. 2020 has been a tumultuous year where DE&I programming has grown by leaps and bounds in corporate cultures around the world. We discuss the hiccups that might have tripped up your past DE&I efforts, and explore avenues

On December 1, 2020, the Nasdaq Stock Market LLC filed a proposal with the U.S. Securities and Exchange Commission (SEC) to establish a new rule that would require diversity on corporate boards of directors and transparency regarding the composition of boards.

Littler’s Dionysia Johnson-Massie and Detrachia “Tray” André join Alyesha Asghar Dotson to discuss the rising popularity of facilitated workplace discussions about race (also known as “Courageous Conversations”) as an invaluable diversity, equity, and inclusion tool.  

Many major corporations have issued public statements of commitment to aggressively increase representation of African Americans in the workforce, particularly at the leadership and management levels. In response, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP), which is responsible for regulating and enforcing federal contractors’ non-discrimination and affirmative action obligations, has notified several of those companies of its concern that their commitments portend use of race-based selection processes.

On September 22, the president issued an Executive Order on Combating Race and Sex Stereotyping, which prohibits certain types of diversity trainings for federal employees and federal contractors. The Order prohibits federal contractors from using “any workplace training that inculcates in its employees any form of race or sex stereotyping or any form of race or sex scapegoating.” The prohibition on these types of training applies to any training that would ascribe “character traits, values, moral and ethical codes, privileges, status, or beliefs to a race or sex.”

Littler’s David Goldstein and James Paretti join Alyesha Asghar Dotson to talk about President Trump’s Executive Order, “Combating Race and Sex Stereotyping,” which curbs the discussion of certain topics from diversity and inclusion training provided by federal contractors and grantees.  

A workplace where employees believe they can speak up candidly with ideas, questions, and concerns, and even make mistakes without fear of reprisal or adverse repercussions, contributes to inclusivity and can improve performance.

On September 4, 2020, Russell Vought, the director of the Office of Management and Budget (OMB), issued an agency-wide memo regarding diversity and inclusion training in the federal workforce.

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