- Legislative and Legal Challenges to Diversity, Equity & Inclusion (DEI) and Affirmative Action. The 2024 elections, pending and recent U.S. Supreme Court rulings, including those limiting affirmative action policies in education, and shareholder activism could reshape DEI strategies. As a result, we’ll continue to see tension between challenges to and support of corporate DEI initiatives in 2025.
- Artificial Intelligence (AI) Bias Regulations. Laws aimed at preventing bias in AI recruitment tools may require businesses to rethink how they use technology in hiring and promotions to ensure fair treatment of all candidates.
- Racial Diversity in Corporate Governance in the U.S. and Abroad. New and expanding legal frameworks may mandate diversity on corporate boards in international markets, requiring a certain percentage of seats for racially diverse candidates, while such mandates in the United States may face ongoing scrutiny. This trend could be augmented with stricter diversity reporting requirements and enhanced Corporate Social Responsibility, compelling companies to disclose workforce and leadership diversity metrics and increase transparency in DEI efforts.
- Increased Debate About Expansion of Inclusion & Protections. Increased debate and action are expected regarding whether laws should evolve to strengthen some workplace protections related to religious accommodation, ageism, parental leave, LGBTQ+ rights, transgender rights, mental health, and neurodiversity. Workplace parental leave policies may continue to shift toward equal leave for all genders. The result: businesses may need to adjust policies to accommodate mental health and disability, including stricter accessibility standards for physical and digital spaces.
- Environmental Justice and DEI. Expect to see continued discussions around the link between DEI and environmental justice, particularly how climate change may disproportionately impact marginalized communities. Any changes in this area could influence corporate roles in climate mitigation efforts.
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Greenberg Traurig’s Diversity Initiative
From its inception, Greenberg Traurig has been committed to diversity, equity, and inclusion in the workplace. Greenberg Traurig is a uniquely empowering and diverse firm built on a foundation of fairness, equality, and authenticity. Through its Social, Racial, and Economic Justice Action Plan, the firm has committed $5 million over five years to help combat systemic racism and support impoverished communities. In addition, the firm’s efforts have been recognized through its Mansfield Rule 6.0 Certification Plus, administered by The Diversity Lab, and by local, national, and global publications and organizations including Chambers and Partners.
Labor & Employment | Diversity, Equity & Inclusion
Our practice includes a diverse team of lawyers who concentrate in employment counseling and the development and implementation of legally compliant Diversity, Equity, and Inclusion (DEI) programs that help foster positive employee relations. Such programs have included the development and use of innovative operating guides and job-aides; industry tailored dynamic trainings to each organizational level; employment compliance audits and employee engagement sessions with an emphasis on DEI. Our pragmatic approach to strengthening DEI focuses on helping clients to ensure transparency, objectivity, and consistency around pay, advancement, conduct, and performance standards and leadership and management that is inclusive in tone, bold in action, yet objective and legitimate in every decision-making process. Moreover, due to the heightened awareness of claims occasioned by recent public movements, we have the experience and track record to handle highly sensitive internal complaints and investigations, and to defend employment related claims of virtually any type, from routine single-plaintiff matters to high‐stakes systemic actions in virtually any jurisdiction, court, or arbitration forum, and/or government agency.