How should companies be navigating the complexity and the legal landscape around diversity, equity & inclusion?

How should companies navigate the increasingly complex legallandscape around diversity, equity, and inclusion (DEI)? In this episode ofClarity, Natalie Runyon speaks with David Glasgow, Executive Director of theMeltzer Center for Diversity, Inclusion, and Belonging at NYU School of Law,about what DEI programs remain legally permissible and where organizations facegreater legal risk. The discussion explores the impact of recent political andlegal developments, including executive actions, litigation, and increasedscrutiny of workplace DEI initiatives. David Glasgow outlines a practicalframework for assessing risk, helping companies distinguish between legallysafer inclusion efforts and programs that may attract legal challenges.

The conversation also examines how organizations can balancelegal compliance with their commitment to creating fair and inclusiveworkplaces. Topics include employee resource groups, hiring and promotionpractices, diversity targets, communications risks, and the evolving languagesurrounding DEI. While companies may differ in their approaches, the discussionemphasizes that efforts to promote fairness, equal opportunity, and belongingremain important—and that organizations should take a proactive, thoughtfulapproach rather than retreating from the work altogether.

3 reasons to listen:

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1. Gain a clearer understanding of the current DEIlegal landscape, including which workplace initiatives are generally consideredlower risk and which may face greater scrutiny.

2. Learn practical frameworks for assessing DEIprograms, including approaches to hiring, promotion, employee resource groups,targets, and workplace communications.

3. Understand how organizations can balance legalrisk with business goals, while continuing to foster workplaces built onfairness, equal opportunity, and inclusion.

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Listen for practical guidance on navigating today’s complex DEI legal landscape.