This Employment Law This Week® Monthly Rundown discusses the most important developments for employers in July 2019.
This episode includes:
Most professionals can look back to a time in their careers when a selfless individual provided them with guidance, encouragement, or advice. Usually, it was someone more experienced, who had seen and done much more than they had, who provided the needed direction. That small sacrifice, that gift of time and talent, ultimately had a profound impact on their professional journey.
Unfortunately, many people don’t have such a person in their lives. For marginalized members of society, including those dealing with homelessness or addiction, learning the basic skills necessary to find and retain a job is a formidable challenge, especially without help navigating topics like resume building, financial planning, and public speaking.
As part of its commitment to diversity and inclusion, leading business law firm Hall & Wilcox has launched its inaugural “Inclusion Series” events, with the first event featuring the Victorian Pride Centre and Stand Up Events.
Hall & Wilcox Managing Partner, Tony Macvean, commented that “the inclusion series is an opportunity for the firm to champion and support our diversity and inclusion agenda, as well as facilitating a conversation about diversity and inclusion issues amongst our people.
Leading business law firm Hall & Wilcox is pleased to be named as a finalist for the Workplace Flexibility Champion Award at the 2017 Hunter Diversity Awards.
The Workplace Flexibility Champion Award recognises an organisation that is putting into practice initiatives that allow all employees the opportunity to prosper and succeed through flexible work practices.
We previously reported that on June 9, 2015, six federal agencies (“Agencies”) subject to the Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010 (“Act”) issued much-anticipated joint final standards (“Final Standards”) in accordance with Section 342 of the Act for assessing the diversity policies and practices of the entities that they regulate (“Covered Entities”). See our earlier client advisory for an overview of the Final Standards which are divided into five general categories: (i) organizational commitment to diversity and inclusion, (ii) workforce profile and employment practices, (iii) procurement and business practices (or supplier diversity), (iv) practices to promote transparency of organizational diversity and inclusion, and (v) entities’ self-assessment.
By the Women’s Initiative Committees of Epstein Becker Green and Citrin Cooperman & Company
The question is often asked as to whether women’s initiative groups in the workplace have any true impact in terms of helping to advance women’s careers, serving to aid in the retention of women in the workplace or assisting in professional and business development. In a June 2013 American Bar Association Journal article, the question was asked again: “Do Women’s Initiatives Work?” Statistically, despite numerous strides, women continue to grapple with many hurdles to career advancement. That being said, where would we be without Women’s Initiatives?
On Friday, January 18, Arnstein’s Chicago office hosted a reception for the launching of the newly named Committee on Diversity & Inclusion. The reception was an opportunity to speak with committee members about the committee’s new mission statement, goals for the upcoming year and the 2013 charities that will be sponsored by the firm’s monthly “denim days.” Guests received a number of promotional gifts and also enjoyed delicious cupcakes made by Chicago Receptionist Seanette Thompson and Office Administrator Donna Johnson (visit their company’s website, www.shonnadonna.com).
There is a tidal wave of new legal developments that impact diversity, including the proposed Workplace Gender Equality Act 2011, changes to the ASX Corporate Governance Principles and Recommendations which have now come into effect and the first equal remuneration case under the Fair Work Act 2009 (Cth). read more…
Organizations contracting with federal financial agencies, and their contractors, will encounter new scrutiny of their diversity programs and accomplishments during 2011. A feature of the Dodd-Frank Wall Street Reform and Consumer Protection Act requires each agency to adopt procedures prescribing that a contractor shall ensure, to the maximum extent possible, the fair inclusion of women and minorities in the workforce of the contractor and, as applicable, subcontractors.