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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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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

February 23, 2017
Law 360

Michelle Phillips Comments on the Trump Administration Rescinding Directives for Transgender Students

February 23, 2017

Michelle Phillips comments on the Trump administration rescinding a directive allowing transgender students to use the bathroom of their choice, and its impact on EEOC enforcement strategies of transgender rights in the workplace in "Trump's Trans Bathroom Access U-Turn May Not Slow EEOC," published by Law360. Read More

February 16, 2017
Bloomberg BNA

Michelle Phillips Discusses LGBT Protection Rights Under the Trump Administration

February 16, 2017

Michelle Phillips discusses bathroom access rights of transgender students under the Trump administration in "Will Trump Administration Retreat on LGBT Protections?" published by Bloomberg BNA. Subscription may be required to view article Read More

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