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Promoting diversity and inclusion in the workplace isn't just good practice; it's the law. Learn about the legal implications and how to foster a more inclusive environment in Texas with guidance from Chavez Law Firm. Our team is dedicated to helping businesses navigate the complexities of employment law to create a fair and equitable workplace for all employees. #DiversityInclusion #TexasLaw #WorkplaceRights #ChavezLaw

Big law firms are known for their gruelling workplace culture. So what's the best way to address the problem? And what are the barriers to that? UK 'magic circle' member Clifford Chance, which has major offices in Sydney and Perth, last week confirmed it had brought in former Sex Discrimination Commissioner Elizabeth Broderick's consultancy firm for a workplace review for undisclosed reasons. But lawyers observing the situation also told Laurel Henning that client confidentiality issues could be an obstacle for firms conducting internal culture reviews. Client-confidentiality requirements "may impact upon the depth of a workplace culture review due to what can (or cannot) be disclosed by a participant," said Dentons employment and safety partner Persephone Stuckey-Clarke. Meanwhile, Hannah Marshall of Good Company Law said the cut-throat nature of the legal industry means it is prone to workplace problems, particularly between older and younger generations. “The intense working environment in a traditional law firm can feed a toxic culture. Power structures, competition for clients and billable hours, and work intensity are generally all factors which would make a law firm cultural review particularly challenging,” she said. Read the full story below, and tell us how you think the culture of big law firms can be improved 👇

Fostering a respectful and healthy working environment and following employment law Fostering a respectful workplace environment is crucial for employee well-being, productivity, and overall organizational success. Here are some key points: 1. Respectful Communication: Encourage open dialogue, active listening, and empathy among colleagues. Respectful communication helps prevent misunderstandings, conflicts, and promotes a positive atmosphere. 2. Anti-Discrimination and Harassment Policies: Employers should have clear policies in place to address discrimination, harassment, and bullying. These policies protect employees’ rights and outline procedures for reporting incidents. 3. Equal Opportunities: Ensure equal opportunities for all employees regardless of their background, gender, race, religion, or disability. Fair treatment and unbiased decision-making are essential. 4. Dignity at Work: Employees have the right to be treated with dignity and respect. This includes fair treatment, reasonable workloads, and protection from offensive behavior. 5. Whistleblower Protection: Employees who report wrongdoing (such as unethical behavior or safety violations) should be protected from retaliation. Remember, fostering a respectful workplace benefits everyone and contributes to a healthier, more productive work environment. If you encounter any issues, familiarize yourself with your rights and seek guidance from HR or legal professionals. 6. Fire and Rehire’ Code of Practice (Effective from July 18, 2024): The Code of Practice (Dismissal and Re-engagement) Order 2024 has been approved for England, Wales, and Scotland. It makes the code of practice on ‘fire and rehire’ statutory. Employers must consider specific duties when contemplating ‘fire and rehire’ practices. Notably, failure to comply with the code may impact unfair dismissal claims, potentially leading to a 25% uplift in awards. 7. AI and Technology in Employment Law: AI and technology are emerging areas of legislation. The CIPD has created a dedicated legal resource for members, covering AI and technology in the workplace. 8. Race Harassment for Repeated Misnaming: A tribunal upheld a claim of race harassment when a manager repeatedly called an employee by the wrong name despite corrections. This case highlights the importance of respectful communication in the workplace. Additionally, there are ongoing discussions about enhanced protections for workers, clearer employment status definitions, and addressing exploitation within the changing nature of work. #HR #Employmentlaw #CIPD #Advocatepositvechange #respect #Healthyworkplace #Culture #Fosterengagement #Communication #Humanresources #Avoidexploitaion #Knowyourright #Peoplemangement

Creating a safe, respectful, and harassment-free workplace is not just good practice; it's a legal requirement under UK employment law. This essential guide Written by Marianne Wright highlights the critical steps employers must take to comply with the Equality Act 2010, including implementing anti-harassment policies, providing training, and fostering a culture of respect and inclusivity. Addressing harassment promptly and effectively is vital for protecting employees' mental health and maintaining a productive work environment. Let's unite in promoting a safer workplace for everyone. Read the full article here: https://lnkd.in/eUk7hSFA #WorkplaceHarassment #EqualityAct2010 #UKEmploymentLaw #MentalHealthAwareness #InclusiveCulture

EMBRACING DIVERSITY IN THE LEGAL DEPARTMENT 💗   Embracing diversity in the Legal Department is not just a matter of compliance; it's a strategic imperative that drives innovation, fosters inclusivity, and enhances overall performance. In today's globalized world, legal teams must reflect the diverse perspectives and experiences of the clients and communities they serve. Diversity in the Legal Department brings a multitude of benefits. Different backgrounds, cultures, and viewpoints enrich the decision-making process, leading to more creative solutions and better outcomes for clients. A diverse team is better equipped to understand and address the unique legal needs of a diverse client base, enhancing client satisfaction and loyalty. Embracing diversity promotes a culture of inclusion where every team member feels valued, respected, and empowered to contribute their unique talents and insights. This not only boosts morale and employee engagement but also attracts top talent from diverse backgrounds, strengthening the department's capabilities and competitiveness. 𝗧𝗼 𝗲𝗺𝗯𝗿𝗮𝗰𝗲 𝗱𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆 𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲𝗹𝘆, 𝘁𝗵𝗲 𝗟𝗲𝗴𝗮𝗹 𝗗𝗲𝗽𝗮𝗿𝘁𝗺𝗲𝗻𝘁 𝗺𝘂𝘀𝘁 𝗶𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁 𝘁𝗵𝗲 𝗮𝗰𝘁𝗶𝗼𝗻𝘀 𝗜 𝘀𝗵𝗮𝗿𝗲 𝘄𝗶𝘁𝗵 𝘆𝗼𝘂 𝗶𝗻 𝘁𝗵𝗲 𝗳𝗼𝗹𝗹𝗼𝘄𝗶𝗻𝗴 𝗰𝗮𝗿𝗼𝘂𝘀𝗲𝗹. By embracing diversity, the Legal Department can position itself as a leader in promoting social justice and equality while driving positive change within the organization and the broader legal profession. Ultimately, diversity is a fundamental pillar of success in today's dynamic legal landscape.   How do you embrace diversity? Share with us! #diversity #legaldepartment #initiatives

As companies face increasing obligations and regulations over workplace safety, we should expect more reviews of workplace operations and culture. How are law firm reviews different? I take a look in my latest for Capital Brief. For law firms, Hannah Marshall of Good Company Law points out that power structures, competition for clients and billable hours, and work intensity could make a law firm cultural review particularly challenging. For any review to be effective, as Vince Rogers of Lander & Rogers told me, an organisation needs a full picture of the workplace. But as Persephone Stuckey-Clarke of Dentons told me, client-law firm confidentiality is certainly an extra consideration and potentially a hurdle for those wishing to give feedback on practice and culture. 👇

Welcome to the Positive Quarter of the Internet. Here’s a daily plan for HR Professionals to take a proactive stance in preparation of the Worker Protection (Amendment of Equality Act 2010) Act 2023 scheduled to become law in October 2024. Each weekday we attempt to unravel the sometimes-complex world of employment law and human resources. Today is Motivation Monday. Worker Protection (Amendment of Equality Act 2010) Act 2023 is a significant piece of legislation aimed at preventing sexual harassment in the workplace. Here are some key points about the Act: 1.   Employer Duty to Prevent Sexual Harassment: Employers are now required to take reasonable steps to prevent sexual harassment of their employees during the course of employment. This duty extends to addressing unwanted conduct of a sexual nature. 2.   Enforcement and Compensation Uplift: If an employment tribunal finds a contravention of the employer’s duty to prevent sexual harassment, it can enforce this as an unlawful act under the Equality Act 2006. The tribunal may also order compensation uplift in addition to the compensation amount determined under section 124 of the Equality Act 2010. 3.   Online Mediation Using Zoom: To address workplace issues, including sexual harassment, employers can consider online mediation using platforms like Zoom and downloading and coupling with the Global Mediation Solutions app which offers a secure, anonymous and confidential platform for resolving allegations of sexual harassment before more formal action ensues. Online mediation provides a confidential and safe space for employees to raise concerns and seek resolution before matters escalate to a tribunal claim. It’s an efficient and cost-effective way to address workplace disputes. Remember, fostering an inclusive culture and promoting psychological safety are essential steps for employers. Encouraging employees to speak up and providing clear channels for raising concerns can contribute to a healthier work environment. That’s all for today’s briefing. Thank you for reading. See you in a couple of days as I’m taking a short break, — Andrew #GlobalMediationSolutions #ProgressThroughTechnology

Employment Eye, our round up of employment law developments and what they mean for employers, is now live. In this edition we look at: - The new law on sexual harassment in the workplace - Navigating Hybrid Working and Office Returns - Fire and Re-hire practices Read the full report here > https://lnkd.in/ecTaxVwh #employementlaw #hybridworking

In the realm of employment law, this powerful quote reminds us of our collective responsibility to stand up against workplace injustices. Discrimination, harassment, and unfair treatment have no place in our work environments. 🚫 As individuals, we hold the power to initiate change and advocate for a fair, respectful, and inclusive workplace. Silence and inaction can perpetuate the cycle of injustice, making us complicit. Let's be the voice of change and take action against workplace discrimination. Together, we can create a safer, more equitable space for all employees.✊ Are you ready to stand up for what's right? Contact Cramer Law Group for guidance on how to address employment injustices and protect your rights. ⚖️ Cramer Law Group

By promoting an inclusive culture and seeking diversity in talent, there is an opportunity to create more opportunities, solutions, and valued partnerships, that spark growth, and creativity in legal practices