Top Law Firms for Equality | 2018
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A Broken Bargain: Full Report
A BROKEN BARGAIN Discrimination, Fewer Bene!ts and More Taxes for LGBT Workers Full Report June 2013 National Center for TRANSGENDER EQUALITY With a foreword by Authors Partners This report was authored by: This report was developed in partnership with: 2 Movement Advancement Project Freedom to Work The Movement Advancement Project (MAP) is an Freedom to Work is a national organization dedicated independent think tank that provides rigorous research, to the notion that all Americans deserve the freedom insight and analysis that help speed equality for LGBT to build a successful career without fear of harassment people. MAP works collaboratively with LGBT organizations, or discrimination because of their sexual orientation advocates and funders, providing information, analysis and or gender identity. For more information, visit resources that help coordinate and strengthen their e!orts www.freedomtowork.org. for maximum impact. MAP also conducts policy research to inform the public and policymakers about the legal and National Partnership for Women & Families policy needs of LGBT people and their families. For more The National Partnership for Women & Families works to information, visit www.lgbtmap.org. promote fairness in the workplace, reproductive health and rights, access to quality a!ordable health care, Center for American Progress and policies that help women and men meet the dual The Center for American Progress (CAP) is a think tank demands of work and family. For more information, visit dedicated to improving the lives of Americans through www.nationalpartnership.org. ideas and action. CAP combines bold policy ideas with a modern communications platform to help shape the National Center for Transgender Equality national debate. -
Sexual Orientation and Gender Identity Report on Good Practices
The Business Case for Diversity in the Workplace: sexual orientation and gender identity Report on good practices Contract n° JUST/2014/RDIS/PR/EQUA/0117 Written by: Lisa van Beek Alessandra Cancedda Carlien Scheele Date: 26 September 2016 Justice and Consumers EUROPEAN COMMISSION Directorate-General for Justice and Consumers Unit D3 – Non discrimination policies and Roma coordination European Commission B-1049 Brussels EUROPEAN COMMISSION The Business Case for Diversity in the Workplace: sexual orientation and gender identity Report on good practices Directorate-General for Justice and Consumers EU Consumer Programme 2016 Europe Direct is a service to help you find answers to your questions about the European Union. Freephone number (*): 00 800 6 7 8 9 10 11 (*) The information given is free, as are most calls (though some operators, phone boxes or hotels may charge you). LEGAL NOTICE This document has been prepared for the European Commission however it reflects the views only of the authors, and the Commission cannot be held responsible for any use which may be made of the information contained therein. More information on the European Union is available on the Internet (http://europa.eu). Luxembourg: Publications Office of the European Union, 2016 Numéro de projet: 2016.6410 Titre: The business case of diversity for enterprises, cities and regions with focus on sexual orientation and gender identity Version Numéro de Support/Volume ISBN DOI linguistique catalogue EN Paper/Volume_01 DS-04-16-814- 978-92-79- 10.2838/361589 PDF/Volume_01 EN-C 62186-4 10.2838/371 DS-04-16-814- 978-92-79- EN-N 62185-7 © European Union, 2016 Reproduction is authorised provided the source is acknowledged. -
2009 Corporate Equality Index Rating System
CORPORATE EQUALITY INDEX 09A Report Card on Lesbian, Gay, Bisexual and Transgender Equality in Corporate America Human Rights Campaign Foundation 1640 Rhode Island Ave., N.W., Washington, D.C. 20036 phone 202/628-4160 TTY 202/216-1572 fax 866/369-3348 website www.hrc.org/workplace e-mail [email protected] The Human Rights Campaign Foundation believes that all Americans should have the opportunity to care for their families, earn a living, serve their country and live open, honest and safe lives at home, at work and in their community. Through pioneering research, advocacy and education, the HRC Foundation pursues practices and policies that support and protect lesbian, gay, bisexual and transgender individuals and their families in education, healthcare, corporate, public and private organizations across the country. The HRC Foundation also provides accurate, timely research and information vital to the LGBT community, straight allies and policymakers on a wide range of issues, including: family law, senior health and housing, parenting, schools, workplace policies and law, religion, civil unions, marriage, adoption, financial planning and healthcare. Our programs, which include the Workplace Project, the Religion and Faith Program, the Coming Out Project, the Family Project, Youth and Campus Outreach and the Center for the Study of Equality, are possible through the generous gifts of individual donors and corporate and private philanthropic foundations. Contributions to the HRC Foundation are tax-deductible to the fullest extent of the law. See www.hrc.org for more. © 2008 by the Human Rights Campaign Foundation. The HRC Foundation grants permission for the reproduction and redistribution of this publication only when reproduced in its entirety and distributed free of charge. -
Transgender-Inclusive Health Care Coverage and the Corporate Equality Index
Transgender-Inclusive Health Care Coverage and the Corporate Equality Index www.hrc.org/transbenefits 1 CEI 2O12 TRANSGENDER-INCLUSIVE HEALTH CARE coVERAGE Contents 3 Introduction 4 Gender Identity and Gender Transition-Related Health Care: Understanding This Condition 6 The CEI Criteria and Transgender-Inclusive Health Care Coverage 6 Baseline Coverage for Credit 7 More Comprehensive Coverage for Workforce 9 Businesses That Offer Atleast One Transgender-Inclusive Heath Care Coverage Plan 10 Understanding Your Plan: Examining Exclusions, Eliminating Them and Affirming Coverage 10 Insurance Exclusions 11 Negotiating Coverage: Tools for Success 11 Standards of Care: World Professional Association for Transgender Health (WPATH) 12 Questions for Insurance Carriers – Affirming Coverage and Adherence to WPATH 13 Ensuring Coverage of Specific Services 14 FAQ: Transgender-Inclusive Health Care Coverage 14 What do I need to know for my “elevator pitch” with leadership to get the coverage at my employer? Can you summarize it in five points? 14 Why should we be covering this. Isn’t it a choice to change genders? 14 Are these cosmetic surgeries? We don’t cover those. 15 What types of services and procedures are medically necessary parts of sex reassignment? 15 Won’t these changes to our plans be very expensive? 15 Our insurance carrier representative has told us that few if any plans ever cover services for sex reassignment. Is this true? 15 What carriers are administering plans with coverage of sex reassignment surgeries and procedures? 16 We never list out every treatment that is covered by our plan. Why do we need to explicitly state coverage here? 17 Which other employers are currently offering transgende-inclusive health plans? 17 We are self-insured. -
US PE Lending League Tables
US PE Lending League Tables Q1 2020 Contents Credits & Contact PitchBook Data, Inc. Introduction 3 John Gabbert Founder, CEO Adley Bowden Vice President, US region 4-7 Market Development & Analysis PE deals 8-10 Content Aria Nikkhoui Data Analyst II Debt 11-12 Madison Bond Senior Research Associate, Debt Industry 13-14 Bhushan Artani Research Associate, Debt Keenan Durham Data Set Team Law firms 15 Lead, Debt Contact PitchBook Research [email protected] Cover design by Kelilah King Click here for PitchBook’s report methodologies. Introduction The US PE Lending League Tables are not only one of our PDF with similar interactive online rankings only. As a few younger editions of quarterly publications, but also they technical kinks remain to be worked out, we are currently represent a unique perspective on the credit markets. still producing the PDF edition of Lending League Tables They also can proffer a pulse on private lending’s health only. overall; for example, tallies have grown considerably more interesting in light of the pandemic that began to impact As always, we welcome your feedback, so do not hesitate transactional volume toward the end of Q1 2020. Future to reach out to [email protected]. editions will offer good indicators of where activity was able to stay most resilient as volatility surged. In addition, at the start of this year, we launched our Garrett James Black first-ever interactive league tables. We are focusing Senior Manager, Custom Research on gathering user feedback and associated data on & Publishing performance -
The Clorox Company Earns Fourth Consecutive 100 Percent Rating on Human Rights Campaign's Corporate Equality Index
NEWS RELEASE The Clorox Company Earns Fourth Consecutive 100 Percent Rating on Human Rights Campaign's Corporate Equality Index 9/15/2009 OAKLAND, Calif., September 15, 2009 - The Clorox Company (NYSE:CLX) today announced its fourth consecutive year of earning a top rating of 100 percent on the Human Rights Campaign's Corporate Equality Index. The index, which was published on Sept. 14, is a nationally recognized measure of gay, lesbian, bisexual and transgender (GLBT) equality in the workplace. Commenting on this recognition, Clorox Chairman and CEO Don Knauss said, "At Clorox, we believe it doesn't matter if you're black or white, gay or straight, tall or short. What matters is the kind of human being you are - your character. Sexual orientation, gender identity, expression or characteristics are not differences that should matter except for the richness and diversity of thought and experience they bring to our company. If people are disenfranchised for these reasons - or any other - it limits the genius of an organization. That's why Clorox actively promotes an environment that celebrates diversity - that makes it comfortable and safe for each person to bring his or her whole self to work every day. We're pleased our rating on the Corporate Equality Index reflects this commitment." Clorox's 100 percent rating is a result of its policies supporting GLBT equality, such as a nondiscrimination policy that includes sexual orientation, gender identity or expression; benefits to employees with same-sex partners; and an employer-supported GLBT employee resource group. The company also supports key GLBT organizations such as Out & Equal Workplace Advocates. -
Moody's Again Receives Top Corporate Equality Index
News STEPHEN MAIRE MOODY'S AGAIN RECEIVES TOP CORPORATE Global Head of Investor Relations and Communications EQUALITY INDEX (CEI) SCORE 212.553.7424 [email protected] NEW YORK, NOVEMEBER 9, 2017 MICHAEL ADLER Senior Vice President Corporate Communications Moody’s Corporation (NYSE:MCO) announced today that it has received a top 212.553.4667 score on the Corporate Equality Index (CEI) ranking for the sixth consecutive year [email protected] for its commitment to equality in the workplace. The CEI is a national benchmarking survey and report on corporate policies and practices related to lesbian, gay, bisexual, transgender and queer (LGBTQ) workplace equality, administered by the Human Rights Campaign Foundation. “We are pleased to have once again been recognized by CEI, and we remain committed to advancing workplace equality and promoting a culture of inclusion for all Moody’s employees,” said Melanie Hughes, Senior Vice President and Chief Human Resources Officer at Moody’s. The top ranking recognizes Moody’s efforts in satisfying all of the CEI’s criteria and designates Moody’s as a “Best Place to Work for LGBT Equality”. The 2018 CEI evaluates LGBTQ-related policies and practices including non-discrimination workplace protections, domestic partner benefits, transgender-inclusive health care benefits, competency programs and public engagement with the LGBTQ community. Among Moody’s programs to promote workplace equality are its Lesbian, Gay, Bisexual, Transgender & Allies Employee Resource Group (ERG), which is active in a number of Moody’s offices worldwide. In addition, Moody’s Diversity and Inclusion team provides training and resources to the company’s workforce, including the “Conversations to Understand: Transgender Inclusion” program. -
Creating Inclusive Workplaces for LGBT Employees in India
"In a time when India is seeing a lot of positive changes that will shape the future of its LGBTQ citizens, Community Business has come out with a splendid guide which is not only comprehensive, but also deals with issues that are very specific to India in a well researched manner. Today, in 2012, it is very essential for corporates based in India to come out of the illusion that they have no LGBTQ employees on board, and create a positive environment for them to come out in. I definitely suggest every Corporate HR, Talent Acquisition, and D&I team should read the 'Creating Inclusive Workplaces for LGBT Employees in India' resource guide while shaping policies that help create a more inclusive and supportive work environment for all.” Tushar M, Operations Head (India) Equal India Alliance For more information on Equal India Alliance go to: www.equalindiaalliance.org Creating Inclusive “The business case for LGBT inclusion in India is real and gaining momentum. India plays an increasingly vital role in our global economy. Creating safe and equal workplaces is essential for both its LGBT employees and India’s continued Workplaces for economic success. Community Business’ LGBT Resource Guide for India provides an invaluable tool for businesses in India to stay competitive on the global stage – and be leaders for positive change there.” LGBT Employees Selisse Berry, Founding Executive Director Out & Equal Workplace Advocates For more information on Out & Equal Workplace Advocates go to: www.OutandEqual.org in India “Stonewall has been working for gay people’s equality since 1989. Our Diversity Champions programme works with the employers of over ten million people globally improving the working environment for LGB people. -
Law Firm Climate Change Scorecard 2 Table of Contents
OCTOBER 2020 THE 2020 LAW FIRM CLIMATE CHANGE SCORECARD CLIMATE SCORES FOR VAULT 100 LAW FIRMS 1 CLIMATE SCORE FIRMS Cozen O’Connor Sheppard, Mullin, Richter & Hampton A Schulte Ross & Zabel Wilson Sonsini Goodrich & Rosati Arent Fox Irell & Manella Cooley Littler Mendelson Davis Wright Tremaine Mintz, Levin, Cohn, Ferris, Glovsky, & Popeo Drinker Biddle & Reath Pepper Hamilton B Fenwick & West Seyfarth Shaw Fish & Richardson WilmerHale Goodwin Procter Winston & Strawn Ballard Spahr Kramer Levin Naftalis & Frankel Bryan Cave Leighton Paisner McDermott Will & Emery Debevoise & Plimpton Nixon Peabody Duane Morris Proskauer Rose Foley Hoag Quinn Emmanuel Urquhart & Sullivan C Fox Rothschild Williams & Connolly Fried, Frank, Harris, Shriver & Jacobson Willkie Farr & Gallagher Kilpatrick Townsend & Stockton Alston & Bird Katten Muchin Rosenman Arnold & Porter Kaye Scholer Kellogg, Hansen, Todd, Figel, & Frederick Blank Rome Locke Lord Boies Schiller Flexner Mayer Brown Cadwalader, Wickersham & Taft Morgan, Lewis & Bockius Cahill Gordon & Rendell Morrison & Foerster Cleary Gottlieb Steen & Hamilton Norton Rose Fulbright Covington & Burling O’Melveny & Myers Crowell & Moring Orrick Herrington & Sutcliffe Davis Polk & Wardwell Paul Hastings Dechert Perkins Coie D Dentons Pillsbury Winthrop Shaw Pittman DLA Piper Reed Smith Foley & Lardner Ropes & Gray Greenberg Traurig Steptoe & Johnson Haynes and Boone Susman Godfrey Holland & Knight Troutman Sanders Hughes Hubbard & Reed Venable Jenner & Block Wachtell, Lipton, Rosen, & Katz Jones Day Weil, -
Pro Bono Matters
NYL PB Matters 06 Spg2 4/21/06 6:28 PM Page 1 PRO BONO MATTERS SPRING 2006 NYLPI and Kasowitz Benson Win Compensation for Young Person with Learning Disabilities NYLPI and Kasowitz, Benson, Torres & Department of Education (DOE) to listen to Friedman LLP won a significant compen- her pleas. Her son was struggling with his satory award from the New York City disability and failing in school. His negative Department of Education on experiences had taught him to fear academic behalf of Alexander James, a NYLPI environments, further impairing his educa- young man with learning dis- SPECIAL tion. The DOE’s specialists diagnosed him abilities. He will now be able ED as mentally retarded, claiming Alexander to obtain the educational sup- was not capable of advancing in an academ- port he needs to graduate with a high school ic setting. Ms. James knew otherwise, but diploma. could not convince the bureaucracy. Cheryl James, Alexander’s mother, spent “Nobody believed me,” she recalled. “I just four frustrating years trying to get the went running around in circles…running to the school, on the phone, going to meetings.” After years of frustration, Ms. James finally connected with Pamela Hux-Singh, a special education advocate, and Kim Sweet, NYLPI Associate General Counsel and Coordinator of the Education Program. Sweet and Hux- Singh helped Ms. James build a case that Alexander could succeed academically with the intensive support of a residential school. They had him evaluated by a group of inde- pendent experts who agreed with that assessment. ALEXANDER AND CHERYL JAMES AT THE KOLBOURNE SCHOOL (CONTINUED ON PAGE 4) Inside: Pro Bono Models: Bingham McCutchen Partners with Law & Society Award Luncheon 3 Say Yes to Education to Support Harlem Families Associate Matters 4 Pro Bono Models will be a regular series school. -
Drug and Medical Device Litigation Seminar 2019
Drug and Medical Device Litigation Ensuring Excellence in Defending Life Sciences Companies In addition to our usual first-rate, cutting- edge presentations, we will offer something new! Witness a trial reenactment of a famous immigration case, Chy Lung v. Freeman, 92 U.S. 275 (1876), as a special diversity and inclusion presentation. The cast will feature a prominent federal judge as well as members of the DRI Drug and Medical Device Committee Steering Committee. All attendees will receive general/professional practice CLE credit or diversity and inclusion CLE credit in the relevant states. May 16–17, 2019 Renaissance Washington, D.C., Downtown Hotel Washington, D.C. lease join us in our nation’s beautiful capital for the 2019 Drug and Medical Device Seminar. This seminar Pwill provide more opportunities than ever to network with in-house counsel, leading pharmaceutical and medical device lawyers, and friends old and new. You will also hear an FDA insider’s views regarding issues facing the industry and top appellate attorneys’ thoughts regarding recent and relevant decisions affecting how we defend our clients. These and other top-notch programs make this seminar the “go-to” event year after year for practitioners in the pharmaceutical and medical device defense arena. Register today! Sheila S. Boston Sara J. Gourley Program Chair Committee Chair Erik W. Snapp Gail Rodgers Program Vice Chair Committee Vice Chair Ted J. McDonald III Law Institute PRESENTED BY DRI’s Drug and Medical Device Committee THIS SEMINAR BROCHURE IS SPONSORED BY Register online now at dri.org or complete the form in the back. -
Class & Group Actions 2018
ICLG The International Comparative Legal Guide to: Class & Group Actions 2018 10th Edition A practical cross-border insight into class and group actions work Published by Global Legal Group, in association with CDR, with contributions from: Arnold & Porter Kaye Scholer LLP J. Sagar Associates Baker Botts L.L.P. Josh and Mak International Blake, Cassels & Graydon LLP Lin & Partners Attorneys-at-Law Clayton Utz Linklaters LLP Cliffe Dekker Hofmeyr Mori Hamada & Matsumoto Clifford Chance Munari Cavani Studio Legale De Brauw Blackstone Westbroek N.V. Norton Rose Fulbright Drinker Biddle & Reath LLP Russell McVeagh Eversheds Sutherland Ltd. Squire Patton Boggs Fangda Partners Yigal Arnon & Co. The International Comparative Legal Guide to: Class & Group Actions 2018 General Chapters: 1 EU Developments in Relation to Collective Redress – Alison Brown, Arnold & Porter Kaye Scholer LLP 1 2 International Class Action Settlements in the Netherlands since Converium – Contributing Editors Jan de Bie Leuveling Tjeenk & Dennis Horeman, De Brauw Blackstone Westbroek N.V. 5 Ian Dodds-Smith & Alison Brown, Arnold & Porter 3 Deal or No Deal? Increased Judicial Scrutiny of Class Action Settlements in the U.S. – Kaye Scholer LLP Bradley J. Andreozzi, Drinker Biddle & Reath LLP 13 Sales Director Florjan Osmani Country Question and Answer Chapters: Account Director Oliver Smith Sales Support Manager 4 Australia Clayton Utz: Colin Loveday & Andrew Morrison 18 Toni Hayward Editor 5 Belgium Linklaters LLP: Joost Verlinden & Michiel Vanwynsberghe 26 Caroline Collingwood Senior Editors Suzie Levy, Rachel Williams 6 Canada Blake, Cassels & Graydon LLP: Jill Lawrie & Daniel Szirmak 31 Chief Operating Officer Dror Levy 7 China Fangda Partners: Frank Li & Rebecca Lu 38 Group Consulting Editor Alan Falach 8 England & Wales Arnold & Porter Kaye Scholer LLP: Alison Brown & Ian Dodds-Smith 45 Publisher Rory Smith Published by 9 France Squire Patton Boggs: Carole Sportes & Valérie Ravit 55 Global Legal Group Ltd.