Resource Library

In its Students for Fair Admissions (“SFFA”) v. Harvard and University of North Carolina decision, the US Supreme Court severely limited the use of race in the college admissions process (and only allows indirect use of race).

While the case directly applies only in the college admissions context, it will likely have effects on DEI/ESG efforts and employment law generally.

This sample non-discrimination policy includes (a) Equal Employment Opportunity Policy and Affirmative Action Plan; (b) Americans with Disabilities Act Policy Statement; and (c) Anti-Harassment Policy.

This is a sample Diversity Practices Questionnaire for vendors to complete as part of a Request for Proposal (RFP) or upon contracting.

The COVID-19 pandemic forever changed employer-employee relations and rendered conventional perspectives on where, when, and how work is performed antiquated. As the COVID-19 pandemic turns into an endemic, the workplace issues and operational initiatives that have consumed the corporate world’s attention are likewise shifting. This article discusses what has changed and key lessons learned along the way.

Learn about the Canadian Securities Administrators' year 8 report on trends on the percentage of women on boards and executive positions and the possible effects of ESG on those numbers.

This article discusses The Pregnant Workers Fairness Act (“PWFA”) which creates new rights to reasonable accommodation for employees and applicants who have physical or mental conditions arising from pregnancy, childbirth or related medical conditions. The PWFA expands accommodation rights for pregnant individuals to be more in line with -- and in some respects, more expansive than -- those provided to qualified individuals with disabilities under the Americans with Disabilities Act (ADA).

Recently more countries in the Asia-Pacific region have introduced gender quotas, or targets, to increase female participation on boards of listed companies. This article takes a look at the impact of these measures and the progress made so far.

This article discusses the Supreme Court's decision that colleges and universities may no longer consider race as part of the college admissions process, and the future effects it could have for private employers and corporate DEI initiatives.

What does the US Supreme Court's decision regarding the admission processes of Harvard University and the University of North Carolina mean for colleges and for employers?

This report shares leading practices for legal departments on how to engage their outside counsel most effectively with respect to setting DEI standards.