In light of the Trump Administration’s recent announcement that the Equal Employment Opportunity Commission (EEOC) will seek to drop and no longer prosecute cases of LGBTQ discrimination, many businesses and employers are left wondering how to navigate this significant shift. Understanding the potential impact of these changes is crucial for organizations committed to fostering inclusive workplaces and mitigating legal risks.
In this Q&A, we speak with Attorney Janet Swerdlow, partner at Los Angeles, California-based employer-side labor and employment law firm, Swerdlow Florence Sanchez Swerdlow & Wimmer, ALC, to gain her insights on what this development means for employers and explore practical steps businesses can take to uphold best practices in diversity, equity, and inclusion, regardless of federal enforcement priorities.
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| Millicent N. Sanchez | ext. 8203 | msanchez@swerdlowlaw.com |
| Janet I. Swerdlow | ext. 8202 | jswerdlow@swerdlowlaw.com |
| David A. Wimmer | ext. 8201 | dwimmer@swerdlowlaw.com |
| Allison Musante | ext. 8207 | amusante@swerdlowlaw.com |
| Meghan E. O’Kane | ext. 8204 | mokane@swerdlowlaw.com |
| Lori M. Yankelevits | ext. 8205 | lyankelevits@swerdlowlaw.com |
| Karen E. Rhodes | ext. 8206 | krhodes@swerdlowlaw.com |
| Julia Staudinger | ext. 8217 | jstaudinger@swerdlowlaw.com |
