Within the weeks and months following the U.S. Supreme Courtroom’s higher-education affirmative motion ruling in College students for Truthful Admissions v. Harvard School (SFFA), affirmative motion opponents have initiated actions past the scope of the Courtroom’s holding and challenged company variety, fairness and inclusion (DEI) packages.
In an article written for New York Law Journal, employment companions Richard Kidd, Greg Demers and litigation & enforcement counsel Renai Rodney look at how utilizing exact and considerate language in communication about DEI initiatives can take the proverbial bullseye off an organization.
The staff provided 5 examples of how this performs out in observe, figuring out high-risk and low-risk options in 5 frequent eventualities: metrics-driven DEI efforts; grant and fellowship packages; affinity teams; hiring and promotion; and insurance policies and coaching.
Given the evolving litigation panorama, Richard, Greg, and Renai famous “it’s crucial that firm counsel totally vet any new insurance policies, trainings, and different broadly disseminated DEI communications to reduce threat whereas advancing their employer’s mission.”
