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Implementing Metrics-Based Diversity, Equity, and Inclusion Programs: Recruiting, Retention, and Leadership Advancement

Recording of a 90-minute CLE video webinar with Q&A

This program is included with the Strafford CLE Pass. Click for more information.
This program is included with the Strafford All-Access Pass. Click for more information.

Conducted on Wednesday, June 1, 2022

Recorded event now available

or call 1-800-926-7926

This CLE course will provide a road map for employment law attorneys and in-house counsel on how to best create and implement diversity, equity, and inclusion (DEI) programs that align with the company's values and also incorporate compliance metrics within the scope of EEOC guidance and emerging state and federal rules.


There is no "one size" fits all DEI policy. Rather, today's DEI programs incorporate key strategic principles that are based on data-driven emerging research. The panel will discuss how to create an effective DEI practice that is not a "check the box" approach, but rather one that incorporates compliance metrics based on industry benchmarks. To do this, businesses must first assess where they currently stand. An internal audit of their current workplace systems provides insights on a company's starting point so they can set realistic intentions for future goals and outcomes.

Once goals are set, then the employer can develop a customized agile DEI framework that is applied to all parts of the business. An agile DEI program strives toward balancing a business' core values, labor market trends, employee demographic data, evolving industry standards, and emerging legal compliance rules, that not only meet today's marketplace demands but also keep pace with the future of our workplaces. The panel will discuss how to clearly calibrate where a business may be today with where they want to be in one to five years. An organization's DEI mission cannot be achieved overnight--it is a long-term investment that requires strategic engagement by all levels of an organization in order to succeed.

Labor market research shows that in less than five years, there will be more jobs than available domestic workers. The "Great Resignation" has further perpetuated this phenomenon. That means employers will have to rely on recruiting beyond just our borders to fill key positions. Therefore, while many employer DEI programs have historically focused on race and gender, it is equally important today to broaden efforts to promote diversity to include age, ethnicity, religion, disability, immigration status, gender identity, and sexual orientation. To do this effectively will require businesses to focus on the intersectionality of labor market trends, immigration, and DEI efforts.

If a DEI policy is not carefully crafted and implemented, it can lead to expensive lawsuits that can irreparably harm brand reputation. Learn litigation prevention strategies by applying DEI risk mitigation principles. Workplace harassment and other DEI education/training are foundational to litigation prevention but must comply with evolving federal and state employment laws and be coupled with actionable and measurable goals with an eye toward accountability and transparency.

A DEI policy must also be carefully communicated with clear and inclusive language. An organization can have well-meaning DEI programs, but if it does not incorporate inclusive communication best practices, it can negatively impact recruiting, hiring, and retention. Learn how to ensure your company's communication practices meet today's marketplace language test and also align with the company's mission, values, and goals.

Whether your organization has already invested in DEI programming, or this has just been added to your job description, you will learn how to institute strategic best practices in order to implement a legally compliant DEI engagement that champions a diverse and inclusive workforce to meet today's labor market.

Listen as our panel discusses best practices for creating the metrics of a well-balanced and compliant DEI program.



  1. The evolution of DEI practices
    1. How have current events impacted DEI?
    2. Where are we today?
  2. DEI internal audit
    1. Why is this important?
    2. Who should conduct the audit/assessment?
    3. What should be evaluated?
  3. DEI goal setting
    1. What does it mean to define outcomes with timelines?
    2. How to measure progress?
    3. Who is accountable?
  4. DEI framework
    1. How to use emerging research and data to build DEI initiatives
    2. What are the key components of an effective DEI policy?
    3. Can you build agile and future-proof DEI programs?
    4. How to mitigate litigation risks
  5. Inclusive communication best practices
    1. Why is this important?
    2. What is Inclusive language?


The panel will discuss these and other key topics:

  • How should companies identify the issues related to diversity, equity, and inclusion imbalances?
  • What can companies do in recruiting, retention, and leadership advancement when crafting DEI programs?
  • What type of targets can employers consider when establishing metrics for DEI programs?


Jackson, Valerie2
Valerie Jackson

SVP and Chief Diversity Officer

Ms. Jackson currently serves as SVP and Chief Diversity Officer at Zuora (NYSE: ZUO), the world's leading...  |  Read More

Lorenzo, Lori
Lori Lorenzo

Research & Insights Director, Chief Legal Officer Program

Ms. Lorenzo focuses her practice on advising, coaching and enabling Chief Legal Officers (CLOs) and legal leadership...  |  Read More

Rogers, Punam
Punam Singh Rogers

Partner; Co-Chair Diversity, Equity & Inclusion Practice Group
Constangy Brooks Smith & Prophete

Ms. Rogers partners with employers—both large and small—to review, develop, and implement diversity, equity...  |  Read More

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