September 11, 2014, 1:00 p.m. – 2:00 p.m. (E.D.T.)
A multinational might proclaim “zero tolerance” for discrimination and harassment across its U.S. operations. But does it ignore sex harassment in its Dubai office? Does it tolerate mandatory retirement in its Berlin facility? And does it excuse blatant race and gender discrimination at its Tokyo subsidiary as “cultural differences”?
Equal employment opportunity compliance initiatives evolved in domestic American HR, and we Americans think of our U.S.-style EEO initiatives as world-leading. These days, U.S.-based multinationals push to align, across national borders, their human resources “offerings” that promote workplace equality?their HR policies, code of conduct provisions, training modules, and internal compliance audits. But directly exporting a homegrown American EEO initiative does not work. Fighting discrimination and harassment, and promoting diversity, across borders requires subtlety, nuance, strategy and finesse. Americans may even need to relax their fierce “zero tolerance” stance to account for different discrimination and harassment laws and attitudes overseas. For that matter, in many countries diversity is less of an imperative, demographically.
This session offers U.S. multinationals a toolkit for expanding and localizing U.S.-style EEO initiatives to work across worldwide operations. How can we adapt American-style EEO strategies and policies for global compliance initiatives? How can we impose rules against workplace discrimination and harassment abroad? How can we champion diversity internationally?
Please join Donald C. Dowling, Jr. of White & Case LLP for a discussion on the following topics:
- combating workplace discrimination across borders
- the special challenge of global age discrimination compliance
- the special challenge of global pay discrimination compliance
- combating workplace harassment across borders
- promoting workplace diversity across borders
Register now and don’t miss this important free briefing!