Best Practices and Case Studies

Whether you're an employee looking for the right employer or an employer looking to improve policies, find out how to optimize your workplace experience.

Best Practices

I'm an Employee

Considering that most of us spend the vast majority of our lives at work, it's surprising that we don't put in nearly the same time and effort into finding the "right" employer as we might do in selecting a significant other. All joking aside, most of us probably spend more time evaluating the pros and cons of a car or other major purchases than we do in thoroughly evaluating a potential employer. Rather than simply relying on salary or a company's website alone, use these sample questions to make sure that you and your potential new employer are truly a match made in heaven.

Answer these employee questions to find the right employer >>

I'm an Employer

Our "best practices" focus on fairness and respect rather than rigid rules. Effective prevention and intervention requires a comprehensive approach that begins with unequivocal commitment from the top. In other words, employers must "talk the talk" and "walk and the walk." Remember, employee mistrust and disengagement is proportional to the gap between what is stated and what is practiced. Here are some tips to help close that gap.

Follow these guidelines to help close the gap >>

Share your best practices!

How has your team or company been able to effectively reduce unfairness in:

• Recruiting/hiring
• Employee development
• Evaluation and promotions
• Layoffs

Send your best practices at revealingbarriers@lpfi.org

Monthly Diversity Success Story!

If you have a success story or would like to highlight how individuals, Affinity Groups, or companies have successfully promoted diversity initiatives let us know at revealingbarriers@lpfi.org

"Ask the Expert" Case Study

It's Not Our Problem

"I'm a female partner at a law firm, one of very few female partners of color. It's obvious to me and about every other person, except my fellow partners, who mostly are Caucasian men, that our firm has had problems recruiting and retaining other lawyers of color, especially female lawyers of color. They think that women and people of color just don't want to be big firm lawyers and this isn't a problem isolated to our firm.

While it's true that other firms aren't doing well in this department either, I'd like our firm to do something about it. How do I get them on-board and how do I make this about more than just women or people of color?"

Read the experts' answers to "It's Not Our Problem"