Our latest report with Emtrain provides a novel cross-sectional analysis of our combined DEI and workplace culture datasets. Our analysis of data from 22,000 employees across industries reveals that inclusion, respect, bias, and sexual harassment are closely linked. These findings present a challenge for organizations that tend to manage harassment, inclusion, and respect in different functional silos. We offer strategic recommendations for implementing an integrated, metrics-driven, legally relevant, and inclusive approach to building a culture that will attract, engage and retain top talent. Read the report here.

Our study, conducted with partners in the medical field, is the first of its kind to examine the experiences and policies specific to pregnancy and maternity leave among women cardiologists. In our study of 323 women cardiologists, nearly 75% reported at least one potential violation of their maternity leave rights under the Family and Medical Leave Act (FMLA), including being asked to take on extra service to frontload hours prior to taking leave. Women cardiologists also reported high levels of pregnancy complications, as well as adverse effects on their physical health, finances, and career advancement. Read the full article in the Journal of the American College of Cardiology.

The Center for WorkLife Law is pleased to welcome Erin Frawley, who is joining our team as the Education Equity Program Manager. Erin will be working alongside the Director of the Center’s Pregnant Scholar Initiative to promote change on college campuses to support pregnant and parenting students.

Metrics are crucial to realizing true progress on Diversity, Equity, and Inclusion (DEI). Our new White Paper and accompanying article in the Harvard Business Review Magazine provide organizations with a roadmap for building best-practice, data-driven DEI initiatives while controlling for legal risk.

The Center for WorkLife Law is pleased to welcome Asma Ghani as our new Research Associate. Asma has a background in Social Psychology and her research expertise lies in examining how multiple social identities and systems of oppression overlap to create multilayered inequity and how best to mitigate that inequity. Working with the research team, Asma will be running a series of experiments with companies designed to reduce bias in hiring, performance evaluations, and access to career-enhancing opportunities.

Read our latest article in the Harvard Business Review on “What It’s Like to Be a Woman of Color in Architecture” with data from our study of gender and racial bias in the architecture profession.

WorkLife Law is honored to be featured in the New York Times Opinion 2021 Holiday Gift Giving Guide amongst this list of amazing organizations united in their missions to help mothers during these trying times.

Read Work Life Law Director Joan C. William’s op-ed in Politico highlighting the financial hardship many middle-income workers are experiencing due a lack of workplace flexibility that is becoming increasingly available to higher-income workers. The piece discusses the long-term implications of blanket return-to-office policies for gender and racial equality as well as employer and government policies that can make a difference.

We found an elephant in the room: white men are having a different experience than all other groups in architecture workplaces. Women of color reported the worst experiences overall, with white women and men of color falling in between. Read the full report here. 

The problem is real, but so is the solution. Our report includes Bias Interrupters toolkits for interrupting bias in hiring, assignments, performance evaluations, meetings, family leave and workplace flexibility.

Legal rights for lactating workers are important – for maternal and child health, health equity, family economic security, and the fair treatment of women in the workplace. This policy advocacy toolkit has everything you need from model statutory language to messaging and strategy tips.