DATE: Thu, May 19, 2022
TIME: 2:00pm EDT to 3:30pm EDT
Register for the webinar here
After registering, you will receive a confirmation email containing information about joining the webinar.
Request a recording here if you are unable to attend the live session.
In today’s world, diversity, equity, and inclusion (“DEI”) programs are not just nice-to-have HR initiatives or something to place on the company’s website. Studies demonstrate such programs can directly impact a company’s bottom line. Companies with a more diverse workplace and successful DEI programs are not just seen as a more desirable employer, they also outperform their competitors and achieve greater profits. Research shows diverse workforces typically produce greater innovations, generate higher profits, increase return on investments, reduce turnover, and enhance employee morale.
Employers seeking to diversify their workforces must be cautious of the potential legal risks that may arise and bring challenges to even the most well-meaning employer. This webinar discusses relevant legal framework applicable to DEI efforts. Specifically, we will discuss potential risks and best practices employers face when striving to diversify their workforces.
Alejandro will present for 60 minutes regarding the above topic. We devote the remainder of the time to Q&A and information regarding BASIC’s services. BASIC’s webinar is approved for 1.0 HRCI and 1.0 SHRM-CP advanced credits for HR professionals worldwide. Credits are for live attendance only.
Presented by Alejandro Pérez
Alejandro Pérez is an associate in the Phoenix, Arizona, office of Jackson Lewis P.C. His practice is devoted to representing management in a wide array of workplace law matters, from prevention and compliance issues to litigation. In his litigation practice, Alejandro defends employers in state and federal courts against discrimination, harassment, retaliation, wage and hour, and wrongful termination, and other claims arising out of the employment relationship. He also represents employers in disputes involving restrictive covenants, non-compete agreements, and employment agreements