In response to mounting pressure from all sides, employers are racing to implement robust diversity, equity, and inclusion (DEI) initiatives. Increasingly, they're placing a greater emphasis on establishing goals to address the underrepresentation of females and minorities in the workforce. Voluntary hiring and/or promotion goals are an effective diversity tool if properly implemented. When the goals are treated as quotas, however, employers will find themselves facing significant legal liability.

My law firm colleagues and I were recently discussing our workplace predictions for the future, and one of the trends we considered was the potential shift to more flexible schedules, including a four-day workweek. Turns out, we aren’t the only ones thinking about it. The topic is being discussed around the world!

Neurodiversity represents the inherent differences in neurological structure and function. The term encompasses neurocognitive differences such as autism, attention deficit hyperactivity disorder (ADHD), dyslexia, Tourette’s syndrome, anxiety, obsessive-compulsive disorder, depression, intellectual disability, and schizophrenia. Most governments don’t provide neurodiverse individuals with the support necessary to enter and remain in the workforce, but many multinational employers are becoming aware of the benefits of having a neurodiverse workplace.