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As we commemorate Women’s History Month, one issue that is top of mind for many employers is the increased focus on the gender pay gap. As a management-side labor and employment attorney, I have witnessed the importance of implementing effective strategies to achieve pay equity and reduce the risk of noncompliance with the evolving legal landscape of pay equity laws.
The safety and health infrastructure that employers have implemented in response to COVID should be the foundation for efforts to limit the spread of infectious disease in workplaces in the future. (Photo: kite_rin/Adobe Stock) It has been just over two years since the Centers for Disease Control and Prevention (CDC) confirmed the first domestic case of COVID-19.
(L-R) Muskat, Mahony & Devine Attorneys Mike Muskat, Michelle Mahony, Corey Devine, Mariah Berry, and Nicole Su. Courtesy Photos It has been just over two years since the Centers for Disease Control and Prevention (CDC) confirmed the first domestic case of COVID-19. Seventy-eight million novel coronavirus cases and nearly a million deaths later, to say that the pandemic upended our lives is an understatement.
There has been a spotlight on diversity and inclusion efforts in the legal profession over the last several years. Clients are requiring that law firms make a concerted effort to have the racial demographics of their attorneys more closely reflect the country’s population. The biggest impediment to achieving true diversity, though, does not lie in a failure to recruit diverse attorneys. The failure is in retaining diverse attorneys.
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