Discover how incorporating Diversity, Equity, and Inclusion into your HR operations can reduce your Employment Practice Liability Insurance exposures. By embracing DEI objectives into your practices, policies, and procedures, your organization can create a workplace culture that is less susceptible to allegations of discrimination, sexual harassment, and other triggers for an EPLI claim.
When Diversity, Equity, and Inclusion goals are prioritized during employee hiring, promotion, evaluation, and development, better outcomes can be realized for retention. These activities are often the source of EPLI losses stemming from failure to promote, negligent evaluation, deprivation of career opportunities, and wrongful termination. The ability to craft and communicate a commitment and strategy with DEI benchmarks may have favorable impacts on EPLI premiums and reduce loss frequency and severity.
By the end of this session, you should be able to:
- Understand the definitions of Diversity, Equity, and Inclusion, how they are related but distinct focuses.
- Identify areas where DEI language can be introduced into employment-related documents.
- Establish a communication strategy to convey the organization's commitment to Diversity, Equity, and Inclusion to internal and external stakeholders.
