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EDGE and EDGEplus Standards Under U.S. Law

In today’s corporate landscape, fostering diversity, equity, and inclusion (DE&I) is paramount for creating a vibrant and equitable workplace environment. However, navigating the legal landscape surrounding DE&I initiatives can be complex and challenging. Recent decisions by the U.S. Supreme Court interpreting anti-discrimination laws have left some employers concerned about the limitations on their ability to effectively increase diversity in their workplaces.

Under Title VII of the Civil Rights Act of 1964, a U.S. employer with more than 15 employees may not discriminate on the basis of ”race, colour, national origin, religion or sex.” However, under current U.S. employment anti-discrimination law, there remain numerous steps that employers can take to increase the diversity of their workplaces. The essential requirement is that these steps not inappropriately preference individuals based on characteristics such as sex or race.

To provide clarity and assurance in navigating this complex landscape, Chai Feldblum, a former Commissioner of the Equal Employment Opportunity Commission in the U.S, has performed an independent third-party review of the EDGE and EDGEplus Standards to confirm that adherence to the standards are consistent with the current state of U.S. anti-discrimination law.

We are pleased to confirm that the EDGE and EDGEplus Standards offer a safe and effective approach to increasing diversity in the workplace within the guidelines of U.S. law. EDGE and EDGEplus Certification represents an attractive solution for U.S.-based employers because they offer a comprehensive set of useful and legally permissible actions to achieve DEI.

While the legal landscape in the U.S. surrounding DE&I initiatives may be challenging to navigate, with the assurance provided by the EDGE and EDGEplus Standards, employers can still take proactive steps to promote diversity in the workplace while remaining compliant with anti-discrimination laws.