Compiled for LCLD Members and the Board of Directors every Wednesday, this digest is designed to brief you on the latest headlines about LCLD Members and organizations, as well as thought-provoking articles on diversity in the legal profession, talent development, mentoring, and leadership. Past issues of the Digest are also archived on the LCLD web site.
If you have questions about the Digest, articles you'd like to share, or if you would like to subscribe, please email Communications Manager Caitlin Puffenberger at firstname.lastname@example.org.
Accompanying its latest ad, LCLD Member corporation P&G released an interactive resource and racial bias and its impact on everyday life—from dining and shopping to education and the justice system. P&G
2. Big Business to Supreme Court: Defend LGBTQ People from Bias
- Over 200 corporations signed an amicus brief urging the Supreme Court to rule that federal civil rights law bans job discrimination on the basis of sexual orientation and gender identification. Forbes
- Thirty-six of the 206 corporations were LCLD Member organizations. LCLD
As more organizations look for ways to achieve pay equity, LCLD Member firms Littler Mendelson and Fisher & Phillips have created pay equity practice groups that provide compliance counseling and pay gap audits. The Daily Report
4. The Bias Barrier: Allyships, Inclusion, and Everyday Behaviors
- According to Deloitte’s 2019 Inclusion Survey, 92 percent of respondents consider themselves allies in the workplace, but only 29 percent actually speak up in the moment on behalf of themselves or their colleagues. Deloitte
- Dr. Terri Cooper, Chief Inclusion Officer for Deloitte U.S., discusses how inclusive cultures and allyship go hand in hand. Forbes
A recent study found that a single diversity training session did little to change the behavior of men or white employees overall; to see results, organizations need to provide a more comprehensive approach to D&I and track its impact. Harvard Business Review
Women with college degrees have edged out men in the workforce, yet they earn less than men for the same work and are significantly underrepresented in fields with high earning potential—and gaps are significantly larger for women of color. The New York Times