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It’s no secret that a diverse and inclusive workplace has become critical for success. Clients, investors and talent are increasingly attracted to companies with socially responsible values and progressive workplace polices – with good reason. Diversity and inclusion have been linked to innovation, financial results and employee engagement.

Yet many organizations have long struggled to create impactful diversity and inclusion programs, particularly when it comes to increasing diversity at senior levels. While there is no silver bullet to eliminate bias, you can advance your diversity and inclusion program by making it a core component of your corporate culture and implementing practical strategies to update your initiative.

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The value of robust internal reporting procedures was underscored this week when the SEC publicized it’s largest-ever whistleblower awards. On March 19, the SEC issued a press release announcing that three individuals will get more than $83 million for providing information to the agency to help bring a case.

Continue Reading Best Practices For An Effective Whistleblower / Internal Reporting Program In The US

The use of mandatory employment arbitration agreements has long been the subject of debate, but the controversy has intensified since the inception of the #MeToo movement. Some legislators believe that mandatory arbitration of sexual harassment claims silences harassment victims and perpetuates harassment.

Continue Reading #MeToo Breaks Silence, Legislators Follow: Arbitration Agreements

On the heels of the Second Circuit’s decision that sexual orientation discrimination violates Title VII, advocates for LGBTQ rights scored another victory in federal court. On March 7, 2018, the Sixth Circuit unanimously ruled in EEOC v. R.G. & G.R. Harris Funeral Homes, Inc. that discrimination on the basis of transgender and transitioning status violates Title VII’s prohibition on sex-based discrimination.

Continue Reading Another Federal Court Victory For LGBTQ Rights–The Sixth Circuit Follows The Lead Of The Second And The Seventh Circuits

On February 26, 2018, the Second Circuit became the second federal appellate court to rule that sexual orientation discrimination is prohibited by Title VII of the Civil Rights Act of 1964, following the Seventh Circuit’s April 2017 decision in Hively v. Ivy Tech Community College, which reached the same conclusion.

Continue Reading Diverging From The DOJ, The Second Circuit Rules That Sexual Orientation Discrimination Is Prohibited By Title VII