Roundup: Affirmative Action and DEI; Why Employees Quit; Chicago Ordinance on Bodily Autonomy and Criminal History; Drug Testing and Legal Cannabis; NJ Temporary Bill of Rights

While recent court decisions get headlines, the reality is that organizations are making great progress in understanding the business and practical advantages of having a diverse workforce. And most are committed to continuing efforts to hire, train, and promote people no matter what they look like, believe, or whom they love.

Here are some more great suggestions on how to keep your DEI initiatives and business thriving regardless of court cases on affirmative action.

Talk to your friendly employment attorney at the first sign of problems. Even better, don't start by asking what you should do; ask them what they think is really going on. They've probably seen it before. Then keep asking questions until you both feel comfortable you understand the problem.

It's almost never about what it's about.

Chicago's new employment ordinances on bodily autonomy and criminal history are based on privacy considerations. Following them will not only keep employers compliant in Chicago, they're solid practices to find and keep great workers and stay out of trouble with gender discrimination claims.

My take is that the only time you want to drug test employees is if they are operating dangerous machinery including any form of transportation or regularly use weapons. Otherwise, it usually doesn't make sense. Here's a great explanation of Minnesota's new laws on testing for cannabis.

The New Jersey Temporary Worker Bill of Rights definitely applies if the staffing agency is based in New Jersey—even if the worker is assigned work outside the state. But what about the reverse?