Diversity Lab’s Post

Ensuring a workplace that is inclusive isn't just about fostering diversity—it's about protecting your organization from potential legal challenges too. Here's why: 🔍 The Process: Individuals who believe their employment rights have been violated on the basis of disability can file a charge of discrimination with the EEOC. 💼 Mediation: Before a formal investigation, the EEOC may offer mediation, a voluntary and confidential process that aims to resolve disputes efficiently. ⚖️ Investigation: If mediation fails, the EEOC investigates the charge. If reasonable cause is found, efforts are made to resolve the charge. If unsuccessful, court action may follow. 📝 The "Right to Sue": If the EEOC finds no discrimination or if resolution attempts fail, a "right to sue" notice is issued, allowing the charging party to file a court action. Not interested in going through this process? Incorporating a robust disability inclusion plan helps mitigate legal risks. Take proactive steps today to create an inclusive workplace that benefits everyone involved. _____________________________________________ Let's build a future of inclusive workplaces together! #DisabilityInclusion #InclusiveWorkplace #LegalCompliance [ID: A grayscale picture of courtroom items on a wooden desk. In the furthest part of the desk you see an open book laying flat on its cover with the pages starting to flip open. A shiney metal legal scale with no weights, slightly blurred. In the front, you see a judge's dark wooden gavel resting upright. In the top right corder there is the Inclusive Pathways logo that depicts a drawing of a simple mountain peak with a snowcap, in light pink. The words Inclusive Pathways runs across the center of the mountain in gradient color from purple to a brighter pink.]

Law360 reports that over 90 law firms, including Freshfields Bruckhaus Deringer, agree to disability inclusion proposals. Diversity Lab, the company behind the Mansfield Rule certification — which aims to ensure more attorneys from historically underrepresented groups win leadership positions and consideration for development opportunities — is recommending 10 new actions that law firms and legal departments can take to promote inclusion for people with disabilities in the legal profession. More than 90 legal employers in the United States, United Kingdom and Canada have already agreed to implement one or more actions on the Disability Inclusion Commitments list. #internationalarbitration #investmentarbitration #disputeresolution #diversityinlaw #diversityandinclusion Freshfields Bruckhaus Deringer

Diversity Lab, the organization behind the Mansfield Rule certification, is recommending 10 new actions that law firms and legal departments can take to promote inclusion for people with disabilities in the legal profession. Sullivan and more than 90 legal employers in the United States, United Kingdom and Canada have agreed to implement actions on the Disability Inclusion Commitments list, Diversity Lab said. To learn more about what this means, check out the announcement: https://lnkd.in/dJd-kMUf #WhatsYourNext

Diversity Lab, the organization behind the Mansfield Rule certification, is recommending 10 new actions that law firms and legal departments can take to promote inclusion for people with disabilities in the legal profession. Sullivan and more than 90 legal employers in the United States, United Kingdom and Canada have agreed to implement actions on the Disability Inclusion Commitments list, Diversity Lab said. To learn more about what this means, check out the announcement: https://lnkd.in/ey7gumHW #WhatsYourNext

Diversity Lab, the organization behind the Mansfield Rule certification, is recommending 10 new actions that law firms and legal departments can take to promote inclusion for people with disabilities in the legal profession. Sullivan and more than 90 legal employers in the United States, United Kingdom and Canada have agreed to implement actions on the Disability Inclusion Commitments list, Diversity Lab said. To learn more about what this means, check out the announcement: https://lnkd.in/ew2nqSrQ #WhatsYourNext

Diversity Lab, the organization behind the Mansfield Rule certification, is recommending 10 new actions that law firms and legal departments can take to promote inclusion for people with disabilities in the legal profession. Sullivan and more than 90 legal employers in the United States, United Kingdom and Canada have agreed to implement actions on the Disability Inclusion Commitments list, Diversity Lab said. To learn more about what this means, check out the announcement: https://lnkd.in/gkPp4Cj9 #WhatsYourNext

Diversity Lab, the organization behind the Mansfield Rule certification, is recommending 10 new actions that law firms and legal departments can take to promote inclusion for people with disabilities in the legal profession. Sullivan and more than 90 legal employers in the United States, United Kingdom and Canada have agreed to implement actions on the Disability Inclusion Commitments list, Diversity Lab said. To learn more about what this means, check out the announcement: https://lnkd.in/e8rG8EMr #WhatsYourNext

Diversity Lab, the organization behind the Mansfield Rule certification, is recommending 10 new actions that law firms and legal departments can take to promote inclusion for people with disabilities in the legal profession. Sullivan and more than 90 legal employers in the United States, United Kingdom and Canada have agreed to implement actions on the Disability Inclusion Commitments list, Diversity Lab said. To learn more about what this means, check out the announcement: https://lnkd.in/ei6P9Epe #WhatsYourNext

Diversity Lab, the organization behind the Mansfield Rule certification, is recommending 10 new actions that law firms and legal departments can take to promote inclusion for people with disabilities in the legal profession. Sullivan and more than 90 legal employers in the United States, United Kingdom and Canada have agreed to implement actions on the Disability Inclusion Commitments list, Diversity Lab said. To learn more about what this means, check out the announcement: https://lnkd.in/eC_Ji-de #WhatsYourNext

I’m highlighting articles and authors in this month’s Legal Management magazine. I was excited to read the article by DeAnna Vaughan “Give the Gift of Inclusion This Holiday Season”. https://lnkd.in/gZJVwENv James Sanchez, LeanLaw’s customer success leader, is an authority on inclusion, especially for LGTBQ+ and mental health. He had this advice for law firms wanting to make their clients feel included: ✅ Establish a sliding scale approach - this makes legal services accessible to low-income folk who still face injustices and need assistance but can't afford it. ✅ Transgender specific - create an optional field during intake/consults where a client can provide their preferred name and pronouns, as well as an option to refer to them as such during court interactions, mediation, etc. Not all trans people are out, but there needs to be a sense of trust between client/professional, so having the option on whether or not the attorney can/should disclose their preferred name/pronouns in a hearing or something would be phenomenal (I know it was pretty impactful when I've had to go to court in the past). ✅ For mental health/accessibility, having multiple options for a client to access information or meetings is super helpful (like written vs voice recorded vs video format). I know for me it was extremely uncomfortable to have a virtual meeting with my camera on, and in other instances, I got the impression that an attorney didn't want to handle my case because I failed to give eye contact which may have conveyed dishonesty, but is in fact a factor of being autistic (eye contact can actually be physically painful for me at times). #legaltech #lawfirm #legaltechnology #legalservices #legalinnovation