Inclusive Design and Accessibility in a Remote-Work World

 
According to the 2018 Bureau of Labor Statistics report, just over 19% of people with self-identified disabilities are employed. Succeeding in the workplace is not easy for employees with disabilities, who often face discrimination, especially in highly competitive industries such as tech and finance. They currently face even more challenges as we navigate a global pandemic, civil unrest and working remotely in large numbers.

This year we also celebrate the 30th anniversary of the Americans with Disabilities Act. The ADA paved the way for decades of incremental changes to the way buildings, businesses and laws accommodate people with a wide variety of disabilities. The law’s effect has been profound, but there’s still a lot of work to do.

This panel will focus on the current remote work reality and the increased need to incorporate inclusive design and accessibility into the workplace. Accessibility is about creating products that are usable by everyone. Inclusive design is a mindset that involves understanding user diversity. Neither is optional and must be part of your business ecosystem and managed/measured. It starts with people and is imperative as your organization builds an equitable and inclusive culture, and diverse pipeline of talent.

How to Measure Up: D&I Data Transparency and How to Effectively Manage the Legal Risk

 
Businesses – and their employees, prospective employees, clients, and investors – are increasingly focused on the importance of having a workforce that is diverse, equitable and inclusive. What risks, if any, do businesses need to consider in the collection, disclosure, and use of diversity, equity and inclusion (DEI) information? After describing the legal framework for assessing potential discrimination-related risks associated with DEI data, this panel will discuss best practices and pitfalls in navigating how to balance these risks with DEI strategic goals and other business considerations. The panel will also discuss whether businesses can and should protect against disclosure of DEI data, as a “trade secret” or otherwise.

MCCA/ Paul Hastings Case Studies Series: Strategies on How to Build a Diverse & Inclusive Work Culture

 
Collaboration and creating a diverse and inclusive workplace are key to talent retention, innovation and risk mitigation. In recent years, there were many noteworthy employee challenges in corporate America and around the world. Those events suggest that the world is changing and although there is growing division, many were finding strength in numbers and we saw employees standing united in protest demanding changes in their work culture and/or policies to reflect their collective values.

Thanks to the vision and leadership of Paul Hastings, MCCA partnered with Paul Hastings, its clients and our corporate members, to closely examine how corporations and its leaders are changing culture in their organizations. We examined three different industries across the country: pharmaceuticals (Boehringer Ingelheim), technology (Intel) and finance (Barclays), and will discuss the case studies’ findings and what it takes to create a diverse and inclusive work culture.

Show Me the Money: Origination Credit and Outside Counsel Engagement

 
Join us for a panel discussing on the important and rarely discussed component needed for the advancement of lawyers of color at law firms – Origination Credit. We will discuss the credit allocation process and some of the challenges that exist and how that specifically affects lawyers of color. Discussion will also focus on the meaning of origination credit, why it matters, and how corporate counsel can navigate and challenge compensation systems that are not aligned with the values of diversity, equity and inclusion.

Rise and Shine: Corporate America Wakes Up to Systemic Racism

 
After the recent high-profile deaths of Black Americans due to police use of force, discussions of systemic racism are now front and center in all organizations. CEOs worldwide and across industries have spoken out, expressing their horror and outrage, as well as their resolve to do more. Companies have announced significant financial commitments; others have referred to actions to be taken, and early movers have begun to announce or amplify business-related initiatives. Institutional investors, asset owners, asset managers, private equity fund limited partners and investor groups have also begun speaking out and considering action with respect to companies in their portfolios.

Many people found some of the statements released by companies in the wake of George Floyd’s murder by a police officer merely symbolic, empty and an attempt to appear “woke” without any real weight behind them.

The question for all is how to follow through on the sentiments expressed and drive positive change: what tools are available to address systemic racism and injustice and the threats they pose, and how can those tools be used?

Opportunity for Change: MCCA’S Annual General Counsel Survey Report

 
Since 1999, MCCA began tracking information about Fortune 500 general counsel and more broadly Fortune 1000 since 2004. This year’s report found that there is a slow but positive progression towards achieving more representation in the top general counsel roles. The number of female GCs and minority GCs increased in 2019 but they do not tell the complete story.

There is still a long way to go before Fortune 1000 GCs are representative of the US population. When, reviewing the data holistically, “Opportunity for Change” was quite low, meaning that when opportunities arose to increase representation, male GCs and white GCs were more likely to be chosen over women and minority candidates. The rate of change will increase only if female and minority GCs are promoted more often at the highest levels. This means that representation must also increase within the active attorney population. As previous survey editions have shown, once a female or minority candidate is awarded a GC position, the pool from which their successor is drawn becomes more diverse as well.

The panel will discuss missed opportunities for change, equalizing the active attorney population and strategies on how to increase representation at the top in the legal profession.