News & Analysis

Although not widespread, ordinances prohibiting discrimination based on natural hairstyles and textures are not completely foreign to Florida.

A divided Supreme Court held that the First Amendment’s free speech protection bars Colorado from requiring a website designer to create expressive designs that convey messages with which the designer disagrees.

This article identifies and offers some predictions regarding the implications of the decision for employers in higher education, private employers with voluntary IE&D programs, and government contractors subject to affirmative action requirements.

On May 12, 2023, Lexington became the fourth city in Kentucky to protect hairstyles under its local anti-discrimination ordinances.

Governor Ron DeSantis has signed Senate Bill (SB) 266, officially prohibiting the state’s public colleges and universities from spending state or federal money on programs or campus activities that advocate for Diversity, Equity, and Inclusion (DEI).

The U.S. Court of Appeals for the Second Circuit has rejected an employee’s claim that he was unlawfully discriminated against based on religion after he refused to attend mandatory LGBTQ anti-discrimination trainings.

Florida’s most recent anti-“WOKE” legislation places diversity-related work and diversity-focused positions on state campuses under threat.

The short answer is no, and there is often confusion between an Affirmative Action Plan, or AAP, and more general and voluntary IE&D initiatives.

Minnesota has now joined at least 19 other states in enacting a CROWN Act, which stands for “Creating a Respectful and Open World for Natural Hair.”

In the past few years, the global trend towards prioritizing inclusion, equity, and diversity (IE&D) has inspired and challenged employers in every industry.