How Organizations Can Demonstrate Dedication to DE&I Year-Round

The evolution of today's global workforce, coupled with ongoing legislation tied to discrimination in the workplace, has introduced a host of new challenges for employees and business leaders alike. People — inside and outside your organization — are likely looking for signs of a genuine commitment to diversity, equity and inclusion (DE&I). Most leaders acknowledge HR's critical role in ensuring the right policies are in place to prevent discrimination against employees based on sexual orientation, gender identity or other types of discrimination. Given the significant financial implications of failing to protect or directly violating workers' rights, it's also something finance leaders are prioritizing. Join us to get critical insights and potential strategies you can use to reach your DE&I goals, including: - Transgender and LGBTQ+ anti-discrimination policies, such as self-ID policies and the use of preferred or chosen names - CROWN acts that prohibit discrimination based on hair texture and protective hairstyles - Pay equity - Legislation updates and EEOC guidance on the use of artificial intelligence and machine learning to assess job applicants and employees