As part of the many Executive Orders signed his first day in office, President Biden formalized is administration’s commitment to protecting the rights of the LGBTQ+ community by signing an Executive Order on Preventing and Combating Discrimination on the Basis of Gender Identity or Sexual Orientation.  The Order states:

Every person should be treated with respect and dignity and should be able to live without fear, no matter who they are or whom they love.

Building on the groundbreaking U.S. Supreme Court decision of Bostock v. Clayton County, Georgia, President Biden has ordered all federal agencies to review” all existing orders, regulations, guidance documents, policies, programs, or other agency actions” that prohibits sex discrimination, including any that relate to the agency’s own compliance with such statutes or regulations and to develop a plan to

revise, suspend, or rescind such agency actions, or promulgate new agency actions, as necessary to fully implement statutes that prohibit sex discrimination . . . .

This Executive Order, in addition to his Executive Order On Advancing Racial Equity and Support for Underserved Communities Through the Federal Government are no doubt only the first set of actions we will see from this Administration in furtherance of diversity and inclusion.

As always, stay tuned for more!

Tags: Bostock v. Clayton County, EO 13950, Executive Order on Advancing Racial Equity, Executive Order on Preventing and Combating Discrimination on the Basis of Gender Identity and Sexual Orientation, Georgia, President Biden
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Photo of Laura A. Mitchell Laura A. Mitchell

As co-leader of the firm’s ESG group, Laura Mitchell partners with her clients to evaluate, set, achieve and monitor their organizational culture and human capital goals. She focuses her practice on data analytics, including pay equity and other employee analytics, working side-by-side with…

As co-leader of the firm’s ESG group, Laura Mitchell partners with her clients to evaluate, set, achieve and monitor their organizational culture and human capital goals. She focuses her practice on data analytics, including pay equity and other employee analytics, working side-by-side with employers to build programs that benefit employees and create a stable, high-functioning workplace. Understanding that an inclusive, values-based culture provides a crucial competitive advantage in the modern workplace, Laura enjoys counseling companies on the development of proactive and equitable pay and diversity practices.

In Laura’s version of the reimagined workplace, attention to human capital issues, especially DEI and pay equity, would be the rule rather than the exception nationwide and she works with companies across all industries—both new and well-established multi-national organizations of all sizes—to realize this vision for her clients’ ongoing success. She helps clients understand all issues across the spectrum of their journey, helping to establish regular analyses as well as counseling organizations on implementation and compliance obligations, where applicable. Committed to putting her clients’ organizational goals first and foremost, Laura views herself as an extension of her clients’ team, responsible for providing proactive guidance and engaging in transparent, ongoing communication.

Laura also represents companies in OFCCP matters, preparing for and defending OFCCP audits, and counseling employers on issues stemming from OFCCP regulations. She personally oversees the development of hundreds of Affirmative Action Plans for clients each year and is intimately involved in the defense of OFCCP audits. Her approach to compliance is one of facilitation and conciliation while simultaneously advocating in the best interests of her clients.

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