Our DEI Strategic Services group provides our clients with legal, strategic, and practical advice to make transformational changes in their organizations.
Diversity, equity, and inclusion (DEI) strategies have become essential to the success of any people-focused organization. Employees, clients, customers, and government regulators are setting new expectations for how these entities should use DEI principles to diversify their leadership, create belonging, reflect increasingly diverse communities, and live out their values in the public square.
Social and political discord often reveal immediate needs and systemic issues that expose organizations to legal and reputational risk. These are issues that will not be resolved with simple solutions, but often require a nuanced, strategic, long-term approach. Organizations of all sizes have made public commitments to broad-based DEI efforts, but many need guidance and sound advice to take their vision from conceptual to concrete. A successful DEI program has become a critical business imperative.
Drawing on the experience and skills of attorneys and subject matter experts across legal practices, Nixon Peabody has created a new cross-industry DEI Strategic Services group. We hope to help organizations address the full array of immediate and systemic challenges they may face. We work to strengthen an organization’s reputation with its talent and customers and, ideally, position it as a DEI model in the broader market.
While other firms can advise on the plain meaning and requirements of the law, our DEI Strategic Services group is designed to do more than merely help organizations state their aspirations or analyze their legal compliance. We can help clients wherever they are on their DEI journey—building programs from the ground up, responding effectively to rapid developments in their organizations, and proposing solutions for the long-term benefit of the organizations and their people.
Recently, we have advised clients on revamping their franchisee program to increase the diversity of applicants; developing DEI value statements, strategic plans, measurement tools, and formation of employee resource groups; diversifying their boards to align with state and NASDAQ requirements; and guiding companies’ compliance response to the federal government’s job posting and record-keeping requirements.
Our three-phase approach creates a framework to begin solving any DEI challenge.
We determine a DEI baseline by assessing where the organization is on its DEI journey. This initial phase may include:
We address DEI challenges by proposing immediate and long-term action items and best practices to address challenges revealed in the DEI Baseline analysis. This phase may include:
We establish an ongoing DEI frameworkto enable the organization to periodically self-monitor and review its progress toward its goals and build on those DEI successes. This phase may include: