Businesses’ human resources practices, government relationships and community impact have become increasingly significant factors in determining how they are perceived by investors, customers and lenders.

Companies are accustomed to complying with local, state and federal labor and employment laws and regulations. Now they face an imperative to go beyond those statutory requirements to demonstrate a broader commitment to diversity, equity and inclusion. As a national law firm, Fox Rothschild is committed to the principles of equal opportunity regardless of race, color, religion, sex, national origin, age or disability, and to cultural engagement, within our firm, within the legal profession and in the communities where we live and work.

A broad range of issues beyond matters of diversity and equity pose social risk to companies on multiple fronts. They include workplace safety, social dynamics that affect demand for a company’s products or services and geopolitical factors beyond a business’ control.

Fox Rothschild helps clients evaluate and manage their risk by developing practical employment policies and procedures to address it. We advise on disclosure and reporting, as well as managing social risk up and down the supply chain. Our ESG practice includes labor and employment attorneys with authoritative knowledge of proactive labor relations practices, workplace health and safety, and human resources issues such as diversity and inclusion, workplace culture, sexual harassment, gender and racial equity in board and corporate leadership and pay equity.

We help clients assess and manage risk related to:

• Employee well-being, pay equity and fairness
• Diversity and inclusion in the workplace
• Workplace health and safety
• Talent management practices
• Sexual harassment prevention policies and practices
• Suppliers’ records on social and employment issues
• Data privacy and security practices involving customer and employee information
• International human rights and labor standards involving the business and its suppliers, including prevention of forced labor, human trafficking and child labor, generally keyed to international standards or laws
• The business’ relationship with and impact on stakeholders and the communities in which it operates
• Employee and customer relations issues
• Involvement in international conflict zones, or use of “conflict minerals”
• Relocation or displacement of communities as a result of business operations