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With 17 offices, from New York to Los Angeles and Seattle to Orlando, we live and work in communities all over the U.S., collaborating across locations, disciplines and even borders. Our experienced, highly ranked lawyers serve businesses wherever they are and wherever they want to go.

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Pro Bono

Am Law 100 firm with practices in Business, Digital Assets and Data Management, Intellectual Property, Labor & Employment, Litigation and Tax.

Home | BakerHostetler

Nationwide CTA Injunction Is Back in Effect. What Happens Now?

Alexander Reid Quoted About OpenAI in New York Times and Bloomberg’s ‘Money Stuff’ Newsletter

Robb Adkins, Rachel Ofori Publish Article on White-Collar Defense After Catastrophic Incidents

Fifth Circuit Strikes Down CTA Injunction, FinCEN Extends Deadline to Jan. 13, 2025

<strong>Experienced, Invested, Effective</strong>

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Our attorneys partner with organizations of all types in all industries to better understand what DE&amp;I in the workplace means and how to successfully approach every client’s unique workforce. Doing so is not only right but also critical for recruitment and retention, marketplace positioning, and long-term vitality and growth. When a workforce is well aligned with successfully executed DE&amp;I goals and initiatives, employees are engaged, have a strong sense of belonging, are valued, and are contributing at their highest potential. Furthermore, an inclusive culture that encourages diverse ideas allows for better outcomes, more unique and thoughtful solutions to challenges, and better alignment – all resulting in happier clients and customers, equating to stronger profits.

Having a successful DE&amp;I program requires clearly defining and addressing all relevant DE&amp;I issues, designing and implementing DE&amp;I initiatives that can really make an impact, measuring the efficacy of those initiatives, and effectively handling internal complaints and investigations. The interrelated yet separate tenets of DE&amp;I bring value to an organization.

We help clients on a range of matters, drawing on the considerable expertise of our attorneys to assist employers with planning, prioritizing, executing, surveying, training, and auditing pay and assessments. Whether it’s a question of staying in compliance with evolving federal, state and local law and policy; deepening DE&amp;I efforts for a more welcoming and productive workforce; developing strategies to prevent litigation on issues like discrimination or #MeToo; or managing the challenges of existing litigation, we leverage our experience and dedication to best serve our clients.

Employers of all sizes come to us for guidance on the following:

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Reviewing existing policies, practices and statistics regarding recruitment, retention, performance evaluations, pay and promotional decisions to identify areas of opportunity for change, and to ensure employee retention

Preparing proactive strategies to enhance DE&amp;I programs

Developing internal policies and communication with respect to both their DE&amp;I programs and current relevant social justice issues affecting workplaces

Creating processes and procedures around obtaining data

Assisting with compliance regarding the Dodd-Frank Act, EEO and OFCCP regulations, and affirmative action obligations

Conducting risk-reduction audits and developing compliant processes and approaches to handling lessons learned from employment claims

Providing education, training, and leadership development

Developing strategies for crisis mitigation and handling of internal and external communications

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Joyce Ackerbaum Cox

Joseph C. Devine

Todd H. Lebowitz

Caroline M. Landt

Diversity, Equity and Inclusion Counseling

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