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Corporate Diversity Counseling

Strong diversity and inclusion performance is a business imperative. Among other factors, U.S. demographic changes are resulting in significantly more diverse workforces, government agencies are intensifying anti-discrimination enforcement efforts, and 24-hour global communications have created new risks that could devastate corporate reputations and severely damage brands.

Overview

Our Corporate Diversity Counseling attorneys are frequently called upon to advise the nation’s largest and mid-sized companies as well as government agencies on complex issues involving diversity, inclusion, employment law, public policy, government relations and community outreach.

On a daily basis, we counsel clients on developing and implementing effective diversity strategies that protect the corporate brand and reputation, expand business opportunities, and create a competitive advantage by strengthening relationships with customers, employees, stockholders, regulators and the general public. In addition, our attorneys advise clients facing reputation-damaging allegations of serious race, gender and other forms of discrimination and harassment.

The attorneys in our Corporate Diversity Counseling practice bring to bear unique experience advising CEOs, General Counsel, and other senior executives of Fortune 500 companies, leaders of other complex organizations, as well as Federal and local government agency heads, in connection with:

  • Legal vulnerability assessments that examine current disputes and controversies; internal complaint processes; and employment discrimination, harassment, and retaliation claims;
  • Preventive practices, such as reviews of HR policies and practices and workforce demographic trends to identify potential disparate impacts on protected classes;
  • D&I Diagnostic Assessments that help clients (a) understand and benchmark their D&I performance, and (b) formulate plans to enhance company-wide D&I;
  • Reviews of D&I in corporate governance, workforce, and supplier and business partner relationships, to enhance D&I programs, performance and profile;
  • Proactive crisis prevention and mitigation strategies and long-term solutions to avoid or limit financial, business, and management disruptions and reputation damage; and
  • D&I community outreach efforts, including women and civil rights groups, government relations, strategic communications, corporate image, and targeted philanthropy.
     

The Team

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May 11, 2017

Diversity, Inclusion and Training: What Does This Look Like for the Workforce of the Future?

May 11, 2017

Corporate Diversity and Inclusion (“D&I”) programs have evolved from the concern of a few forward-thinking corporations over 25 years ago, to a mainstream business imperative today. Rapid U.S. population demographic changes are remaking the workforce. Companies large and small are already facing the reality of overwhelmingly diverse... Read More

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May 5, 2017
Jackson Lewis

Weldon Latham and James Botana Author "Diversity, Inclusion and Training: What does this Look Like for the Workforce of the Future?"

May 5, 2017

Weldon Latham and James Botana author "Diversity, Inclusion and Training:  What does this Look Like for the  Workforce of the Future?" Read More

May 1, 2017
Jackson Lewis

Jackson Lewis’ Commitment to Diversity and Inclusion Recognized by PepsiCo

May 1, 2017

WHITE PLAINS, NY (May 1, 2017) Jackson Lewis P.C., one of the country’s preeminent workplace law firms, was honored for its outstanding diversity and inclusion performance by PepsiCo, Inc. at the company’s recent Outside Counsel Diversity Recognition Day at PepsiCo’s headquarters in Purchase, NY. “We are honored to be recognized as an... Read More

March 1, 2017
SHRM

Michelle Phillips and Mariah McGrogan Comment on the DOJ and DOE Rescinding Gender Identity Bathroom Guidance

March 1, 2017

Michelle Phillips and Mariah McGrogan comment on reversals concerning transgender students under Title IX in "Federal Departments' Withdrawal of Gender Identity Guidance Doesn’t Change EEOC's Position," published by SHRM. Subscription may be required to view article Read More

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