Core Triangle Consulting Vice President Rae Vann authored an HR Daily Advisor article about developing a legally defensible, metrics-driven workplace diversity, equity, and inclusion (DEI) program. Vann describes what this type of DEI program looks like and why it is worth investing in, as well as how to plan a robust program and avoid any associated risks. Read the article.
Core Triangle Consulting Vice President Rae Vann was quoted in a Tampa Bay Business Journal article inquiring if collegiate institutions can require COVID-19 vaccinations for students and staff. “We all need to be very cautious because we’re all in uncharted territory with Covid-19, both the infections and the vaccines,” said Vann. “We’re operating under an emergency use authorization. So, the law really is still fairly untested, [regarding] whether, and to what extent, universities can mandate a vaccination that is not approved by the [U.S. Food and Drug Administration]. “It may be ultimately more effective and practical for colleges and universities
There is a strong and well-documented business case for workplace diversity, which has grown even more compelling over the last several months. Indeed, given a renewed national focus on social justice issues and a growing expectation that organizations will work harder to prevent discrimination and remove artificial barriers to opportunities for all, now is an especially good time for organizations to build greater structure, discipline, and intentionality around their diversity, equity, and inclusion (DEI) efforts.
Core Triangle Consulting Vice President Rae T. Vann was quoted in a Bloomberg Law article examining the practice of workplace law since the beginning of the COVID-19 pandemic. Vann told the publication that employers’ concerns early in the pandemic primarily related to disability law, worker leave, and illness at work, and the focus has now shifted to vaccine-related issues. She added that racial justice has been a high priority for companies during the past year, and she is working with employers to “to really re-commit ourselves to looking at these issues, and to make sure that we’re not passive bystanders