Females’ pay inequity in tech industry needs more than ‘karma’ to be corrected
Menaka Fernando, Guest Column, San Francisco Examiner, October 16, 2014
FLSA Collective Action Notice Issues
Justin M. Swartz and Juno Turner, Labor & Employment Law, Section of Labor and Employment Law, American Bar Association, Winter 2013, Volume 41, Number 2
The Final Regulations to the ADA Amendments Act: Redefining What it Means to Be 'Disabled' Under the Act
Melissa E. Pierre-Louis, Employment Law Strategist, 2011
Recruiting Talent without Liability: Avoiding Conflicts and Disqualification in Lateral Hiring
Melissa E. Pierre-Louis, American Bar Association Midwinter Meeting, 2011
Employers Must Revisit Their Hiring Policies to Incorporate Ex-Offenders into the Workplace
Melissa Pierre-Louis, Section of Labor and Employment Law Flash, February 2010
The Disparate Impact of Criminal Screening Policies
Melissa E. Pierre-Louis, New York City Conference on Representing Employees, 2010
Impact Matters: How Lewis v. City of Chicago Saved the Timeliness of Disparate Impact Claims
Melissa E. Pierre-Louis, NELA Employee Advocate, 2010
EEOC Committee Reviews Workplace Diversity Issues
Justin Swartz and Rachel Bien, Section of Labor & Employment Law, American Bar Association, Vol. 35, Number 4, Summer 2007
Few doubt the merits of diversity in the workplace. Indeed, a host of organizational leaders from chief executive officers to top military brass have recently touted the importance of a diverse labor force. As a result, an entire industry has emerged, geared toward eradicating workplace inequality.
Many thoughtful ideas have made their way onto "best practices" lists that identify methods to increase the representation of historically underrepresented groups in corporations and firms.
Despite all of this attention, however, the challenge of actually achieving diversity remains. As Alexandra Kalev, Frank Dobbin, and Erin Kelly wrote in a recent article examining the effectiveness of employers' efforts to promote diversity, "We know a lot about the disease of workplace inequality, but not much about the cure." "Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies," 71 Am. Soc. Rev. 589, 590 (August 2006).
At the 2007 National Conference on Equal Employment Opportunity Law in Charleston, South Carolina, the Section's Equal Employment Opportunity Committee (EEOC) presented two panels that focused on efforts to increase diversity in private sector workplaces, including law firms. The consensus that emerged from both panels was clear: truly overcoming inequality in the workplace requires more than changing hearts and minds. It demands a structural, top-down approach with incentives for meeting concrete diversity goals.