A Data-Driven Approach to Winning the War for Talent During the Great Resignation

March 15, 2022

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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.


New Journal Article: Childbearing Among Women Cardiologists: The Interface of Experience, Impact, and the Law

March 14, 2022


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.


WorkLife Law Welcomes New Education Equity Program Manager

February 15, 2022

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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.


WorkLife Law Welcomes New Research Associate

February 12, 2022

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.


Op-ed: How the Return to Office Work Is Impoverishing the Middle Class

December 14, 2021

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.



New Report: The Elephant in the (Well-Designed) Room: An Investigation into Bias in the Architecture Profession

December 6, 2021

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.


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