More than ever, organizations are feeling the pressure to disclose information from all sides – consumers, employees and regulators
Underlying this trend toward organizational transparency is a desire from stakeholders for accountability and meaningful change. But while transparency is undoubtedly a tool to achieving this, organizations will need to back information disclosure with effective governance
In this episode, Blair Robinson (Partner, New York) and Lorren Martin (Senior Associate, London) discuss how financial institutions are navigating issues around IDE on both sides of the Atlantic and globally, with Rachel Farr, Senior Knowledge Lawyer.
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Employee handbooks are at the top of employers’ key priorities.
Why? The NLRB’s recent decision in Stericycle adopted a retroactive “employee friendly” standard for workplace rules, including those often included in handbooks. In addition, the new year often rings in new laws requiring changes to workplace policies often included in handbooks. And, the US Supreme
In first-of-its-kind legislation, under SB 54, California will require venture capital companies to collect and report diversity data from portfolio company founders as soon as March 1, 2025. The new Fair Investment Practices by Investment Advisers law intends to increase transparency regarding the diversity of founding teams receiving venture funds from covered entities
While the US Supreme Court’s June 27 decision striking down race-conscious admissions programs at Harvard and the University of North Carolina does not directly apply to private employers, the decision will reverberate and impact corporate ID&E programs as a practical matter.
Striking down the affirmative action programs at Harvard and UNC, the Court ruled that both programs violate the Equal Protection Clause of the Fourteenth Amendment. In so doing, the Court effectively overturned the 2003 ruling in Grutter v. Bollinger, in which it said race could be considered as a factor in the admissions process because universities had a compelling interest in maintaining diverse campuses.
In his concurring opinion, Justice Clarence Thomas called the programs “rudderless, race-based preferences designed to ensure a particular racial mix in the entering classes.” Both policies “fly in the face of our colorblind Constitution and our nation’s equality ideal,” he added.
In a dissenting opinion, Justice Ketanji Brown Jackson, the Court’s first Black female justice, said: “With let-them-eat-cake obliviousness, today, the majority pulls the ripcord and announces ‘colorblindness for all’ by legal fiat. But deeming race irrelevant in law does not make it so in life.”Continue Reading ID&E in the Workplace After the Supreme Court Guts Affirmative Action in Higher Education
Special thanks to co-presenters Elizabeth Ebersole, Barbara Klementz, Dionna Shear, Amanda Cohen, Benjamin Ho, Jennifer Bernardo, Kaitlin Thompson, Marredia Crawford (Director, ID&E, Americas), Goli Rahimi, Paul Evans, Monica Kurnatowska and Blair Robinson.
Our team is busy advising multinational companies on employment law issues surrounding workplace inclusion, diversity
Special thanks to co-presenter, Monica Kurnatowska.
The trend in increased pay equity-related reporting requirements for employers is just one reason more organizations are conducting pay equity audits to identify and correct pay variations between employees who perform similar work. The recently adopted EU Pay Transparency Directive (read more here) is one more law
Special thanks to co-presenter, Marredia Crawford.
It’s common practice for companies to collect diversity data and use it to assist in analyzing the concrete benefits of current inclusion, diversity and equity (ID&E) efforts in the workplace, and for recalibrating ID&E goals. However, collecting and managing diversity data can be fraught with risk.
In this
Special thanks to co-presenter, Jennifer Bernardo.
With a surge in layoffs taking place over the past year, many of those originally hired to diversify the workplace have been impacted, and studies show that inclusion, diversity and equity (ID&E) professionals have been affected by layoffs at a higher rate than others. The harm? Other than
