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On 4 September, Chief Justice John Roberts denied Station’s emergency request for a stay of a federal appeals court decision that ordered the company’s Red Rock Casino Resort Spa in Summerlin to comply with a National Labor Relations Board mandate and bargain in good faith with the union following a failed labour vote in late 2019. Roberts gave no explanation for the denial.

The NLRB ruled after the election that Red Rock took steps to prevent a fair union vote, and Red Rock sued in response, although the ruling was upheld by the US Court of Appeals for the District of Columbia last month. After the court denied a rehearing request on 6 August, it also subsequently denied Station’s request for a stay pending SCOTUS relief on 24 August.

Red Rock may still petition SCOTUS to hear the case, and the court could still choose to do so, but in the meantime the casino must comply with the NLRB ruling. The ruling requires the casino to recognise and bargain with the union upon request, post employee rights notices and other measures.

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Within this shared model, there was a clear preference for personalised interventions over generic ones. 

Tailored, behaviour-triggered messages were seen as more effective than generic warnings, but many participants simultaneously expressed mistrust towards operators collecting behavioural data.

Finally, the study found that these needs and preferences varied widely by product type. 

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“I think if you look at the regulators, sometimes I do feel sad to see that it is largely just men,” she says. “I’d like to see more women regulators in more senior positions.

“But I think the tide is turning. Our work is not done. That’s how I see it. We’ve got lots more to do, but I definitely think it’s moving in the right direction.”

Bright also warns against viewing DEI through a single global lens.