In a significant move supporting diversity and inclusion, Massachusetts Attorney General Andrea Joy Campbell, alongside a coalition of 16 attorneys general, has issued guidance affirming the legality and importance of Diversity, Equity, Inclusion, and Accessibility (DEIA) initiatives in the workplace. This collective effort aims to assist businesses, nonprofits, and other organizations in understanding that DEIA policies are not only lawful but also essential for creating thriving, compliant workplaces.
This development is particularly encouraging for the thousands of employers who partner with HBCUConnect.com to source diverse talent. The guidance emphasizes that well-designed DEIA initiatives are consistent with federal and state laws, and they play a crucial role in fostering environments where all employees have the opportunity to succeed. By promoting diverse and inclusive workforces, organizations can enhance their competitiveness, resilience, and overall performance.
Attorney General Campbell's leadership in this area underscores a commitment to counteract any confusion stemming from recent federal actions that may mislabel lawful DEIA practices as discriminatory. The guidance clarifies that such initiatives are distinct from unlawful preferences in hiring and promotion, and that promoting diversity, equity, inclusion, and accessibility remains a lawful and beneficial practice for private sector organizations.
Employers and Potential Hires are encouraged to review the full press release to gain a comprehensive understanding of the guidance and its implications for their DEIA efforts. Continuing to prioritize and implement these initiatives not only aligns with legal standards but also contributes to building a more dynamic and equitable workforce.
For immediate release:
2/13/2025
Office of the Attorney General
BOSTON — Massachusetts Attorney General Andrea Joy Campbell has co-led a coalition of 16 attorneys general in issuing guidance to help businesses, nonprofits, and other organizations understand the viability and importance of diversity, equity, inclusion, and accessibility (DEIA) policies and practices in creating and maintaining legally compliant and thriving workplaces.
The guidance comes in response to concerns from employers following a Trump Administration Executive Order that purportedly targets “illegal DEI and DEIA policies.” Importantly, the coalition’s guidance informs companies that efforts to seek and support diverse, equitable, inclusive, and accessible workplaces are not illegal, and the federal government cannot prohibit these efforts in the private sector through Executive Order.
“The President’s Order is an attempt to bully employers into eliminating lawful policies that we know reduce complaints of illegal discrimination, increase a company’s bottom line, and improve workforce culture and consumer experience,”
Diversity, Equity, Inclusion, and Accessibility Initiatives are Consistent with Federal and State Law
For decades, state and federal courts have consistently recognized that DEIA policies do not amount to impermissible discrimination. In fact, employment discrimination laws generally require employers to pay attention to the impact their policies and practices have on different groups in order to avoid and limit liability for unlawful conduct.
Diversity, Equity, Inclusion, and Accessibility Initiatives Help Businesses Prevent Workplace Discrimination
Over the last five years, more than 285,000 discrimination complaints were filed by employees in the coalition’s states alone, more than 4,700 of which were filed in Massachusetts.
Diversity, Equity, Inclusion, and Accessibility Initiatives Foster Inclusive Recruiting, Hiring, and Retention Practices
A study by a top U.S. research firm found that companies in the top quartile for diversity were 35% more likely to have financial gains above their respective industry counterparts.
Best practices for recruitment and hiring include:
- Prioritizing widescale recruitment efforts to attract a larger pool of applicants from a variety of backgrounds.
- Using panel interviews to eliminate bias.
- Setting standardized criteria for evaluating candidates based on skills and experience.
- Ensuring accessible recruitment and hiring practices.
Statements of Support:
James E. Rooney, President & CEO of the Greater Boston Chamber of Commerce:
“The Chamber appreciates the Attorney General’s guidance as the Commonwealth’s employers strive to create economic opportunity for all of its residents.”
Brooke Thomson, President & CEO of Associated Industries of Massachusetts:
“Companies that prioritize a culture of diversity and equity are more dynamic, competitive, innovative, and resilient.”
Rahsaan D. Hall, President & CEO of The Urban League of Eastern Massachusetts:
“Diversity Equity and Inclusion policies exist to create opportunities for professionals to be considered on merit.”
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For the complete press release and detailed guidance, please visit:
Full Press Release
Posted By: Will Moss
Saturday, February 22nd 2025 at 3:25AM
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