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    Understanding the Intersection of Employment Law and Culture: Driving Systemic Cultural Change and Minimizing Risk

    Date: May 16, 2024, 12:00pm
    Christina M. Reger, Esq., Founder LOUTEL Law
    Brookside Country Club
    Members/Non Profits: $30 and Non Members $40
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    These are challenging times for employers, and HR professionals in particular.  It is difficult to find talent, and even harder to keep people.  Employees are vocal about their concerns, issues, and expectations when it comes to their place of employment. They want a workplace where they feel valued, respected, heard, and included, and where policies and procedures are fair. Moreover, they want to be free of environments of harassment, discrimination, and retaliation.  It is critical to sustainability, competitive advantage, and enterprise performance that HR leaders take a proactive, strategic approach to these issues.  Without such an approach, addressing employee and workplace issues can be disruptive, difficult, and time-consuming for an organization internally, not to mention the external impact to enterprise brand. But where do you start? With so many competing priorities and potential legal landmines, and a need to focus on culture and diversity, equity, and inclusion, it can seem overwhelming. How do you proactively address the myriad of needs of all employees, create a culture of equity, belonging, and trust, and  ensure that all legal requirements are met? In this interactive, engaging, discussion-based session, we will use real-world scenarios/case studies to discuss how to: (i) ensure your employment practices are both compliant with the law, and equitably applied; (ii) utilize a data-driven approach to understand employee experience and identify areas of risk; and (iii) create a culture that is free from workplace misconduct and focused on building diversity, equity, and inclusion to impact business performance.


    1. Understand how and why employment law and culture intersect.
    2. Apply a legal lens to cultural/DEI issues and apply a culture/DEI lens to legal issues.
    3. Create an approach to proactively address both employment law and culture/DEI issues to prevent future risk and maximize business performance.

    Submitted for 1 HRCI and SHRM credits.