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
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
Join us for a four-part webinar series as our US moderators welcome colleagues from around the globe to share the latest labor and employment law updates and trends. US-based multinational employers with business operations in Asia Pacific, Europe, the Middle East and Africa, and the Americas regions will hear directly from local practitioners on the
Join us for a four-part webinar series as our US moderators welcome colleagues from around the globe to share the latest labor and employment law updates and trends. US-based multinational employers with business operations in Europe, the Americas, the Middle East and Africa, and Asia Pacific regions will hear directly from local
On April 1, a state court judge in Los Angeles ruled that the California law (AB 979) mandating publicly traded companies include people from underrepresented communities on their boards violates the California Constitution. We initially reported on AB 979 here, noting that it was the first law of its kind in the US and was the second time California sought to mandate diversification of public company boards through legislation. In 2018, the first piece of California legislation (SB 826) aimed at increasing gender diversity; in 2020, AB 979 sought to increase diversity from underrepresented communities.
The 2020 law requires publicly held corporations headquartered in California to include at least one person on their boards from an underrepresented community by the end of last year, with additional appointments required in future years. People from underrepresented communities are defined as anyone who self-identifies as Black, African American, Hispanic, Latino, Asian, Pacific Islander, Native American, Native Hawaiian or Alaska Native, or who self-identifies as gay, lesbian, bisexual or transgender.
Under AB 979, the California Secretary of State must report annually on companies’ compliance with the law and may impose fines of $100,000 for an initial violation and $300,000 for each subsequent violation.
Baker McKenzie’s Mind the Gap report outlines the main barriers to I&D success and key actions that companies can take to further develop their I&D programs. In this episode of TMT Talk, Kate Alexander, Julia Wilson, and Paul Evans focus on the insights from a survey of 900 employment and I&D leaders, looking
Once again, Baker McKenzie attorneys, industry thought leaders and key clients from around the world convened (this time in New York) to answer this essential question: What is the future of work?
One consistent theme that permeated many of our discussions can be summed up as: Inclusion or Bust.
What does this mean?
It means that as global employers, we’re moving beyond a singular focus on diversity. As guest speaker Vernā Myers says,
Diversity is being invited to the party. Inclusion is being asked to dance.”
To truly reap the rich rewards of a diverse workplace, companies must invest generously and continuously in inclusion. Many senior business leaders predict that companies that don’t will be left behind and may actually cease to exist entirely in the not too distant future.
