How to make a strong positive impact when starting a new job as general counsel? Find practical tips and strategies shared by experienced in-house counsel and condensed by ACC in this toolkit. Nine checklists that distill insight from general counsel, from acing your first 90 days to developing your leadership and business skills and retaining talent on your team.
President Joe Biden issued an executive order on Oct. 30, 2023 addressing the use of artificial intelligence by the government and employers.
Employers must take note that this action imposes new policies and affects civil rights issues and employment opportunities. This article provides an overview of the EO’s eight guiding principles.
This resource provides a list of acceptable and unacceptable questions for interviewing potential employees.
This multi-jurisdictional guide covers common issues in environmental, social and governance law.
Topics covered include principal sources of ESG pressure, integration of ESG into business operations, and the impact of COVID-19.
This article discusses the UK Financial Conduct Authority (FCA) and the Prudential Regulation Authority (PRA) publishing proposed new regulatory requirements for improving diversity and inclusion in Financial Services.
Meaningful, effective, and enduring diversity, equity, and inclusion (DEI) initiatives require an organization-specific approach. Learn about how inclusive leadership, structural changes, and psychological safety are critical to the success of DEI initiatives.
This is a sample Diversity Practices Questionnaire for vendors to complete as part of a Request for Proposal (RFP) or upon contracting.
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.
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.
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?