Articles Discussing Workplace Diversity.

As a follow-up to last week’s podcast about a proposed law to ban private companies from delivering diversity or discrimination-prevention training that inflicts any “guilt,” “anguish,” or “discomfort” due to historic wrongs, this episode explores the implications for employers.

Littler Principal Cindy-Ann Thomas and her guests, Lori A. Brown,

As we enter the third year of the pandemic, change continues to be the one constant for employers. On this episode of The Year Ahead series, we focus on DEI in the workplace, identifying the common misconceptions and mistakes organizations may make when approaching diversity, equity and inclusion and offering best practices to ensure equitable representation and treatment in all areas of the organization. 

In the last decade, organizations of varied industries and sizes have heightened their focus on diversity, equity, and inclusion (DEI) initiatives and, since 2020, DEI has become a top priority. COVID-19 pandemic realities, racial and social justice movements, changes in federal, state, or local laws, and generational shifts have increasingly brought DEI to the forefront.

“Death by a thousand cuts.” This is what microaggressions feel like to the impacted individual. Dr. Derald Wing Sue, a Columbia University professor and pioneer in the field of cross-cultural studies defines microaggressions as “brief and commonplace daily verbal, behavioral, and environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial slights and insults to the target person or group.”

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.” 

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.