Diversity, Equity & Inclusion Counseling

Overview

Experienced, Invested, Effective

Every employer, no matter the size or industry, must be proactive about addressing diversity, equity and inclusion (DE&I) in the workplace. Our attorneys partner with organizations of all types in all industries to better understand what DE&I in the workplace means and how to successfully approach every client’s unique workforce. Doing so is not only right but also critical for recruitment and retention, marketplace positioning, and long-term vitality and growth. When a workforce is well aligned with successfully executed DE&I goals and initiatives, employees are engaged, have a strong sense of belonging, are valued, and are contributing at their highest potential. Furthermore, an inclusive culture that encourages diverse ideas allows for better outcomes, more unique and thoughtful solutions to challenges, and better alignment – all resulting in happier clients and customers, equating to stronger profits.

Having a successful DE&I program requires clearly defining and addressing all relevant DE&I issues, designing and implementing DE&I initiatives that can really make an impact, measuring the efficacy of those initiatives, and effectively handling internal complaints and investigations. The interrelated yet separate tenets of DE&I bring value to an organization.

We help clients on a range of matters, drawing on the considerable expertise of our attorneys to assist employers with planning, prioritizing, executing, surveying, training, and auditing pay and assessments. Whether it’s a question of staying in compliance with evolving federal, state and local law and policy; deepening DE&I efforts for a more welcoming and productive workforce; developing strategies to prevent litigation on issues like discrimination or #MeToo; or managing the challenges of existing litigation, we leverage our experience and dedication to best serve our clients.

Employers of all sizes come to us for guidance on the following:

  • Developing specific DE&I goals
  • Reviewing existing policies, practices and statistics regarding recruitment, retention, performance evaluations, pay and promotional decisions to identify areas of opportunity for change, and to ensure employee retention
  • Conducting metric analysis and strategy
  • Preparing proactive strategies to enhance DE&I programs
  • Developing internal policies and communication with respect to both their DE&I programs and current relevant social justice issues affecting workplaces
  • Creating processes and procedures around obtaining data
  • Assisting with compliance regarding the Dodd-Frank Act, EEO and OFCCP regulations, and affirmative action obligations
  • Conducting risk-reduction audits and developing compliant processes and approaches to handling lessons learned from employment claims
  • Providing education, training, and leadership development
  • Developing strategies for crisis mitigation and handling of internal and external communications

Professionals

Name Title Office Email
Partner Orlando
Partner Atlanta
Partner Los Angeles
Partner Chicago
Partner Columbus
Partner Columbus
Partner Los Angeles
Counsel New York
Partner Washington, D.C.
Partner New York
Associate Columbus
Partner Houston
Partner San Francisco
Associate Houston
Counsel Orlando
Labor & Employment Attorney
Labor & Employment Attorney Columbus
Partner Cleveland
Associate Washington, D.C.
Associate Los Angeles
Associate Atlanta
Associate Los Angeles
Partner Denver
Partner Los Angeles
Partner New York
Associate Cleveland
Associate Atlanta

News

Key Contacts

Blog

In The Blogs

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Employment Law Spotlight
So Many NY Changes in 2022 – Employers Beware!
By Delores V. Chichi, Fanny A. Ferdman
May 2, 2022
New York employers must be aware of several important changes to employment laws that have already come into effect during 2022, those that have imminent effect (with deadlines just around the corner!), and those that are currently being...
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Employment Law Spotlight
You Think #MeToo Is Over? Think Again.
By Amanda Van Hoose Garofalo
February 15, 2022
On Feb. 10, 2022, the Senate passed HR 4445, which, upon President Joe Biden’s expected signature, will amend the Federal Arbitration Act to allow an individual who is alleging sexual harassment or a sexual assault to elect to bring their...
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Employment Law Spotlight
Sharply Divided En Banc 5th Circuit Opines on Salary Basis Requirement for Day Rate Employees Under the FLSA
By Paul M. Knettel, Peter J. Stuhldreher
September 13, 2021
In a 12-6 split decision, the en banc 5th Circuit Thursday evening released its ruling in Hewitt v. Helix Energy Solutions Group, Inc., Case No. 19-20023, addressing the issue of when an employee paid a daily rate can qualify for the...
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Employment Law Spotlight
New NYC Law Requires Two-Step Background Checks and Expands List of Pre-Adverse Action Factors
By Todd H. Lebowitz
July 26, 2021
The New York City Fair Chance Act (FCA) amendments expand protections for individuals with a criminal record and impose new obligations on employers that conduct background checks. The changes take effect July 29, 2021. The amendments...
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Employment Law Spotlight
Colorado Joins Coalition of States Expanding Antidiscrimination Laws to Include Protections for Gender Identity and Gender Expression
By Jacob A. Bruner, Nathan A. Schacht
June 7, 2021
On May 20, 2021, Colorado Gov. Jared Polis signed into law HB21-1108, known as the Gender Identity Expression Anti-Discrimination Act (the Act). In relevant part, the Act updates Colorado’s nondiscrimination provisions applicable to...
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