While diversity and inclusion in the workplace are worthy goals in and of themselves, workplace diversity is good for business for a number of reasons, including enhanced employee engagement and retention, improved company reputation, and more creative business planning and problem-solving, all of which can lead to greater productivity and profitability. In addition to yielding improved business results, taking appropriate steps to create a diverse and inclusive workforce—and ensuring that employees are treated fairly in terms of opportunities and rewards—reflects and aligns with the prioritization of these important values in today's society.

Many businesses are committed to creating a diverse, equitable, and inclusive workplace. However, it can be difficult to identify the measures a business can and should take to meet its equal employment opportunity and diversity objectives while complying with the law. Just recently, the Department of Labor issued notices to several companies that publicly pledged to take measures to increase diversity in the workplace, alleging that the measures may be discriminatory and constitute illegal affirmative action plans. This type of scrutiny from the Department of Labor underscores the importance of carefully considering the legal implications of plans to increase diversity, equity, and inclusion (DEI) in the workplace. With the legal landscape understood, there are a number of steps that businesses can take to achieve their DEI goals.

In order to assist businesses to understand the legal framework, assess the current state of their diversity and inclusion efforts, develop a plan to make progress toward their DEI goals, and implement action items, Wilson Sonsini and its technology subsidiary, SixFifty, have developed an automated and customizable Diversity, Equity, and Inclusion Solution. The Solution includes an automated Assessment and Action Plan that walks companies through a number of questions designed to help them evaluate the status of their DEI efforts and identify potential areas for improvement. The Assessment also provides clear action items to help guide companies' efforts with respect to each consideration and provides links to sources and other tools that Wilson Sonsini's employment lawyers have created, such as a customizable diversity, equity, and inclusion vision statement, anti-discrimination policy, candidate evaluation form, exit interview questionnaire, and affinity group policy.

The Assessment and Action Plan is divided into three phases that build upon each other and is designed for companies at all stages of their DEI initiatives.

• Phase I is for companies that are in the early stages of building a DEI program. It covers foundational issues such as creating a DEI leadership team, establishing a DEI vision statement, setting DEI goals, and making a plan to accomplish those goals.
• Phase II is designed for companies that have the foundations of their DEI program in place and are looking to strengthen and customize their program to better meet the needs of their workforce. It includes additional questions about creating a mentorship program and reducing bias in hiring and promotion practices.
• Phase III is intended for companies that want to evaluate a mature DEI program, identify potential areas for improvement, and take clear steps to address those issues.

The Diversity, Equity, and Inclusion Solution leverages SixFifty's automation platform to efficiently and cost-effectively deliver Wilson Sonsini's employment expertise to help companies make progress with their DEI initiatives. SixFifty and Wilson Sonsini will keep the Solution up to date as the legal landscape evolves over time.

To schedule a demo to see the Solution, click here and select an appointment time. To learn more about the Solution, visit https://www.sixfifty.com/solutions/hr/diversity/ or watch this short video. To address specific diversity, equity, and inclusion issues in the workplace, please contact Wilson Sonsini at Diversity@wsgr.com.