On Demand

Drafting and Implementing LGBTQ+ Inclusive Law Firm Policies and Procedures

1h 30m

Created on July 20, 2021





Historically, law firms - like most employers - have relied on outdated ideas of gender and sexuality in employment policies and procedures, from parental leave to dress codes and beyond. Growing awareness about the issues that LGBTQ+ individuals and their families face have led many employers to make changes to their internal policies, and increased statutory protections (which vary widely by state) have made this shift mandatory. However, creating inclusive policies requires knowledge that many law firm leaders lack. This program, taught by a panel of attorneys from Brown Rudnick and Squire Patton Boggs who have all worked on inclusive law firm policies, will provide attorneys with a crash course on best practices and procedures when creating and implementing LGBTQ+ inclusive law firm policies. 

The program will begin by providing background on LGBTQ+ inclusive language with respect to gender and sexuality, and a brief overview of how inclusive policies have evolved over the years. The program will cover recent changes in the legal market, the risks that law firms face as employers, and how implementing LGBTQ+ inclusive policies and procedures can help law firms avoid these risks. Finally, the program will delve into some federal and state-specific employment laws which impact the implementation of LGBTQ+ inclusive policies. This will also include a discussion of best practices for law firms with multi-state offices. 

This program will benefit any lawyer seeking to educate themselves about the latest issues in LGBTQ+ inclusion. It will be particularly valuable for law firm leaders and attorneys involved in setting their law firm's policies and practices. 

Learning Objectives: 

  1. Review the issues facing LGBTQ+ individuals and lawyers so as to make the legal environment more inclusive of LGBTQ+ attorneys and clients 

  2. Manage expectations of LGBTQ+ lawyers, clients, and corporations looking for diverse representation

  3. Prepare to handle the changing legal landscape and expectations of LGBTQ+ lawyers, clients, and corporations looking for diverse representation

  4. Identify risks to legal businesses arising from insufficient understanding of LGBTQ+ issues and the related evolving legal landscape

  5. Discuss specific best practices and ideas for improving legal workplace policies for including LGBTQ+ lawyers and other employees

  6. Implement policies and practices for improving the legal workplace and complying with relevant laws that are inclusive of LGBTQ+ employees

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