News & Analysis

It is critical to evaluate the type of data the business intends to collect, how it intends to use the data and compliance risks such as biometric privacy laws. It is also important to consider possible risks of unintended uses.

Employers considering nationwide policies should take into account a broad range of issues, including business operations, employee relations, and state and local requirements.

Globally, one billion people identify as neurodivergent. Retaining this talent pool may require modifications to the work environment.

The starting point is the ability to reframe the issue of conflict: develop an “attitude of resolution” that views conflict as an opportunity to solve a problem rather than as a confrontation to be avoided.

Power harassment is essentially bullying in the workplace and is not necessarily tied to a specific protected category.

To maintain a diverse workforce and encourage women to remain at work, employers need to find better ways to support them by addressing the challenges women may face in negotiating the demands of their professional and personal lives.

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.

Many studies on human behavior and the effects of stress at work point toward an opportunity to engage employees through two simple concepts: TRUST and CARE.

Employers using algorithmic decision-making tools in their recruiting, hiring, and review of applicants and employees should take careful note of the EEOC’s position as to where these tools may run afoul of the ADA.

Along with messaging about appropriate behavior, emphasis should be placed on how to navigate conversations about hot button issues.