Implementing Metrics-Based DEI Programs Post-SFFA: Navigating an Evolving Regulatory Landscape, Meeting Company Goals
Recording of a 90-minute CLE video webinar with Q&A
This CLE webinar will provide a road map for employment law attorneys and in-house counsel on how to best create and implement diversity, equity, and inclusion (DEI) programs in light of the U.S. Supreme Court's recent Students for Fair Admissions decision and the political firestorm that ensued. The panel will discuss how to create a program that aligns with the company's values and goals while incorporating compliance metrics within the scope of EEOC guidance and emerging state and federal rules.
Outline
- Current status of DEI
- Students for Fair Admissions
- Evolving state legislation
- DEI initial internal assessment
- DEI goal setting
- Defining outcomes with timelines
- Measuring progress
- Accountable parties
- DEI framework
- Using emerging research and data to build DEI initiatives
- Key components of an effective DEI policy
- Taking into account future company growth
- Mitigating litigation risks
- Practitioner takeaways
Benefits
The panel will discuss these and other key topics:
- What effect may SFFA and the current political climate, including evolving state legislation, have on DEI program development? What considerations should counsel and their clients keep in mind when developing a compliant DEI program?
- When developing a DEI program, how should companies identify the issues related to DEI imbalances that need to be addressed?
- What data-driven metrics should employers use for establishing and measuring the effect of DEI programs?
- How will the development of a DEI program affect other internal processes such as recruiting, retention, and leadership advancement?
Faculty
Jennifer Jackman
Partner
Ice Miller
Ms. Jackman is an experienced counselor to employers on all aspects of employment from hiring to discharge, including... | Read More
Ms. Jackman is an experienced counselor to employers on all aspects of employment from hiring to discharge, including misclassification, executive agreements, pay equity and transparency, FMLA and paid leave laws, restrictive covenants, avoiding discrimination claims, due diligence audits, fair labor standards, disability accommodations, performance improvement plans, termination, severance agreements and preparing multi-jurisdictional employee handbooks. Jen is also a seasoned litigator representing employers in state and federal courts throughout the U.S. Ms. Jackman routinely conducts investigations into complaints of harassment and discrimination. She also regularly provides management and staff training on a comprehensive range of employment-related issues, including anti-harassment, managing remote employees, sensitivity, diversity and inclusion, dealing with difficult employees and hiring practices
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Dawn Siler-Nixon
Partner
FordHarrison
Ms. Siler-Nixon has spent two decades partnering with her clients to help guide and direct their employment decisions... | Read More
Ms. Siler-Nixon has spent two decades partnering with her clients to help guide and direct their employment decisions to avoid the time and expense of litigation, and creating and executing a strategy to defend them through trial should the need arise. She uses depth of knowledge and expertise to ensure that clients exceed their DEI goals, while avoiding legal landmines. Ms. Siler-Nixon has extensive experience handling ADAAA and FMLA claims and has successfully litigated multiple plaintiff age discrimination claims in state and federal court. As a Certified Diversity Executive, Ms. Siler-Nixon routinely provides DEI advice, training and workshops designed to allow employees to recognize and combat their biases and create safe spaces where employees can bring their full selves to work and engage in courageous conversations across differences.
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Punam Singh Rogers
Partner; Co-Chair Diversity, Equity & Inclusion Practice Group
Constangy Brooks Smith & Prophete
Ms. Rogers partners with employers—both large and small—to review, develop, and implement diversity, equity... | Read More
Ms. Rogers partners with employers—both large and small—to review, develop, and implement diversity, equity and inclusion programs that will enable each business to achieve maximum performance. She assists employers in strengthening morale among team members and building confidence with customers, vendors, and the public at large. Ms. Rogers’ team has deep DEI auditing capabilities and are able to pinpoint areas for improvement in organizations’ operations where diversity, equity, and inclusion can be utilized as a competitive advantage. Putting DEI initiatives in place does not only provide an opportunity to significantly decrease litigation exposure, it can also help provide an advantage over competitors to increase the perspective and performance of an organization’s most valuable asset—its employees. Ms. Rogers is a frequent speaker on DEI matters.
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