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 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.
- The evolution of DEI practices
- How have current events impacted DEI?
- Where are we today?
- DEI internal audit
- Why is this important?
- Who should conduct the audit/assessment?
- What should be evaluated?
- DEI goal setting
- What does it mean to define outcomes with timelines?
- How to measure progress?
- Who is accountable?
- DEI framework
- How to use emerging research and data to build DEI initiatives
- What are the key components of an effective DEI policy?
- Can you build agile and future-proof DEI programs?
- How to mitigate litigation risks
- Inclusive communication best practices
- Why is this important?
- 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?
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
Ms. Jackson currently serves as SVP and Chief Diversity Officer at Zuora (NYSE: ZUO), the world's leading subscription management platform. After beginning her career nearly 20 years ago as a finance lawyer and then as an international policy advisor with the U.S. Public Company Accounting Oversight Board, Ms. Jackson was recruited into diversity work by activist and U.S. politician Stacey Abrams. Since 2007, Valerie has successfully built and led inclusive people and culture initiatives in billion dollar law firms and software companies.Close
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
Ms. Lorenzo focuses her practice on advising, coaching and enabling Chief Legal Officers (CLOs) and legal leadership teams to understand and adapt to change in the legal profession. She is the Research and Insights Director for the Chief Legal Officer Program, a program committed to helping CLOs and legal leaders to get, and stay, ahead of the challenges and changes in business. Ms. Lorenzo is responsible for producing the Take Note publication, a bi-monthly publication for legal leaders, and hosts the legal track of Deloitte’s Resilient podcast. She also facilitates interactive workshops for legal leaders and leadership teams on legal department transformation. Prior to joining Deloitte, Ms. Lorenzo was the Program Director for a nonprofit organization focused on diversity, equity and inclusion in the legal profession and in that role was responsible for driving strategic design and program growth for the organization and leading its data and external partnership strategies.Close
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
Ms. Rogers partners with employers—both large and small—to review, develop, and implement diversity, equity and inclusion programs that will enable each business to achieve maximum performance. She assists employers in strengthening morale among team members and building confidence with customers, vendors, and the public at large. Ms. Rogers’ team has deep DEI auditing capabilities and are able to pinpoint areas for improvement in organizations’ operations where diversity, equity, and inclusion can be utilized as a competitive advantage. Putting DEI initiatives in place does not only provide an opportunity to significantly decrease litigation exposure, it can also help provide an advantage over competitors to increase the perspective and performance of an organization’s most valuable asset—its employees. Ms. Rogers is a frequent speaker on DEI matters.Close