• Posts by Punam Rogers
    Partner

    Punam’s practice focuses on Business Immigration law and Diversity, Equity & Inclusion.  On the immigration front, Punam works with U.S. employers of all sizes, from start-up to large multi-national organizations, seeking ...

As Pride Month draws to a close, employers should focus on how to create a more inclusive workplace throughout the year.

Yesterday, my son and his friends were talking through a song they were recording, as I heard him say, “today is Juneteenth, we should put a line in our song about it.” I thought, wow…that’s really awesome. However, another friend responded, “wait, I know we have today off, but what really is Juneteenth anyway?” Of course, that was my cue to chime in with a short history lesson.

Most companies invest time, energy, and money in marketing strategies to attract and retain their clients or customers. Companies spend significant resources on market research that tells them how to do this best. Organizations train, incentivize, reward, and promote employees who do this well. Companies often revise and upgrade strategies based on customer reviews and feedback. Most industries have considerable data analytics to help them maintain a competitive edge. However, emerging data reveals that most employers do not invest meaningfully in understanding their own employees’ experiences to minimize attrition.

President Biden’s nominee for the United States Supreme Court, Judge Ketanji Brown Jackson, begins her Senate confirmation hearing today. It marks a historic moment for our country.  If she is confirmed, Judge Jackson will be the first Black woman, the sixth woman, and the third Black justice to be on the Supreme Court.  For nearly two centuries, the Court's bench consisted exclusively of white men - of the 120 Supreme Court Justices since its creation, 115 have been men and 117 have been white.   

Building a diverse workforce has become a key business strategy, especially in today’s fast-paced, global marketplace. But, making profound shifts in the makeup of a workforce cannot be achieved overnight. There is also no one-size-fits-all approach to achieving a diverse workplace, but one key strategy is to examine how your current workforce feels.  Yes, feels. Marketing is about how a product or service makes you feel.  And, your employees are your best marketing tool. 

Like most of you, 2021 has been sort of surreal. After more than a year of some hybrid form of working from home with your “pod” of people (family, friends, or some combination thereof), where our collective 24/7 life cycle consisted of wake, eat, work, yell at your kids/friends/pets, maybe shower, binge watch a show, maybe exercise, maybe drink, and then repeat in some similar order again … and again.  The light at the end of the COVID tunnel seemed elusive, and for some it still is.   

Mother’s Day is a day to celebrate all the moms, especially those who have managed through an unprecedented year as CEO of their families. Most days we are tired, beaten down emotionally and physically, feeling overworked and underappreciated. As COVID-19 continues to take a toll on daily life, schools, childcare, healthcare, workplaces, and the economy, are employers really doing enough to support women?

As we emerge from the COVID-19 pandemic, it is clear we are living at the crossroads of a historical moment; at the precipice of a time where the political, social, economic, technological, and cultural fabric of society is being bluntly examined and challenged. We the people, our businesses, and communities can no longer simply ignore the lack of diversity, equity, inclusion, and belonging within our institutions. As a US Business in 2021, we are in a unique position to hold transformative power to change and contribute to a more open, diverse, and inclusive workplace and society.

Diversity, equity, and inclusion has been the bedrock of our firm since we opened over 75 years ago. As we like to say, it is in our DNA. We believe that to foster diverse leadership and urge diversity of thought, we must do what we can to advance the conversation about diversity, equity, inclusion, accessibility, and belonging in the workplace and the communities in which our workplaces thrive. Through our blog, we share our insights from the perspective of both an employer and employee, regarding emerging issues that affect diverse leaders and workforces. We hope you enjoy our tidbits of legal and practical information, wisdom, and humor. Thanks for joining the conversation!

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