Practical Guidance is committed to amplifying diverse voices of attorneys across all differences, including gender and race. If you are interested in writing for Practical Guidance, please let us know...
Earlier this year, the U.S. Environmental Protection Agency (EPA) and U.S. Army Corps of Engineers published a final rule 1 to revise the definition of waters of the United States.
THIS ARTICLE DISCUSSES...
By: Cameron Kinvig , PRACTICAL GUIDANCE ENERGY & UTILITIES ATTORNEY EDITOR
This article provides you and your clients with an overview of the federal environmental regulation affecting the oil and...
Sustainability-Linked Loans Overview
Sustainability-linked loans are loans where the economic characteristics can vary depending on whether the borrower achieves ambitious, material, and quantifiable...
By: M. Shams Billah , BARNES & THORNBURG LLP, NEW YORK
This article discusses guidance for borrowers and private equity sponsors entering into private credit loans with nonbank lenders in the middle...
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Practical Guidance is committed to amplifying diverse voices of attorneys across all differences, including gender and race. If you are interested in writing for Practical Guidance, please let us know through this Author Interest Form.
THE LEXISNEXIS AFRICAN ANCESTRY NETWORK HAS announced the third group of 15 law students chosen to participate in the Lexis Nexis African Ancestry Network LexisNexis Rule of Law Foundation Fellowship Program. The Program, launched in 2021, furthers LexisNexis’ commitment to building a culture of inclusion and diversity at the company and eliminating systemic racism in legal systems.
The participants, selected from a large applicant pool representing all six law schools in the Historically Black Colleges and Universities Law School Consortium (HBCULSC), are:
This year, the program is taking a team-based approach, with each team of three students taking on one of five projects aimed at the elimination of systemic racism and the creation of greater equity and accessibility in the U.S. legal system. The topics are:
The fellows each receive $10,000 and spend nine months working on their projects, including participation in the annual Fellowship Innovation Retreat in Raleigh, N.C., where members of LexisNexis' product team assist with their use of LexisNexis products to bolster their projects. The fellows will present the results of their projects to LexisNexis executives, employees, HBCULSC deans and program sponsors at the annual LexisNexis Equity in the Law Symposium.
“We are striving to increase the representation of diverse legal practitioners in prestigious and lucrative fields of law by providing HBCU law school students with additional professional development, career support, and industry exposure to ensure their access to opportunities,” said Adonica Black, Director, Global Diversity and Inclusion at LexisNexis Legal & Professional. “This year our cross-departmental team of LexisNexis employees took a deep dive into the research published by the first two Fellowship cohorts and identified five specific areas of focus in which we believe we can make a meaningful impact.”
Also new this year is the availability of corporate sponsorship opportunities, enabling law firms and corporations to demonstrate their commitment to inclusion and diversity, gain access to diverse HBCU law school talent and help increase equity in the legal system. Reed Smith LLP is the first law firm to sponsor the program.
“Supporting talented and deserving law students at HBCUs with the resources to fulfill their potential is critically important in breaking down the systemic barriers that have denied opportunities to far too many,” said Reggie McGahee, Reed Smith’s global head of diverse recruiting. “Reed Smith’s support of the LexisNexis African Ancestry Network & LexisNexis Rule of Law Foundation Fellowship program is one example of how collaboration within the legal industry can provide the resources necessary to move the profession in the direction of inclusion, equality and equity. As a firm, and as members of the larger community, we remain committed to this worthy cause.”
The AAN is organized as an official network for employees of African descent at Reed Elsevier Lexis Nexis. The organization embraces corporate diversity initiatives aimed at improving the company’s competitiveness by increasing the representation, development, promotion, and retention of Black employees.
Corporations across the United States are evaluating how they manage diversity, equity and inclusion (DEI) policies in the workplace in light of the recent Supreme Court decision striking down affirmative action policies on the basis of race in education, (Students for Fair Admissions, Inc. v. President and Fellows of Harvard Coll., 143 S. Ct. 2141, 216 L. Ed. 2d 857 (2023).
The recent SCOTUS decision does not currently impact corporations, as they are legally prohibited from making employment decisions based solely on race and a broad set of demographic characteristics defined by the EEOC. Regardless, many companies are taking the opportunity to review their programming against legal requirements while restating their commitment to attracting and retaining truly diverse workforces and to creating inclusive cultures.
Practical Guidance has resources to help you manage compliance and litigation risk around affirmative action, affinity groups, and DEI policies. Below is a partial listing of such resources.
> 4 DEI RISKS TO CONSIDER AFTER HIGH COURT’S HARVARD RULING
> AFFIRMATIVE ACTION PROGRAMS AND DIVERSITY INITIATIVES: KEY CONSIDERATIONS
> AFFIRMATIVE ACTION PLANS VIDEO
> AFFIRMATIVE ACTION PLANS: OFCCP COMPLIANCE
> AFFINITY GROUPS IN THE WORKPLACE: MANAGING THE LEGAL RISKS
> WORKPLACE DIVERSITY, LGBTQ, AND RACIAL AND SOCIAL JUSTICE RESOURCE KIT
> DIVERSITY, EQUITY, AND INCLUSION (DEI) POLICY (WITH ACKNOWLEDGMENT)
> AND INCLUSION GUIDANCE: TRAINING PRESENTATION