Matthew Ziebarth

Matthew Headshot.jpg

Matthew Ziebarth

$0.00

Matt is a third-year law student at the University of Denver Sturm College of Law pursuing a J.D. Matt is originally from Minnesota, and attended Concordia College Moorhead where he graduated with a Bachelors of Arts Degree in Accounting. Prior to attending law school, Matt worked as a financial analyst at Cargill and as an Internal Auditor at Target.

In addition to serving as a contributor to Race to the Bottom, Matt is also the Business Editor for the Transportation Law Journal, a member of the Business Law Society, and a peer mentee. Between his first and second years of law school, Matt served as a Brownstein Summer Fellow at Black Creek Group where he worked with the in-house team. The following summer, Matt worked at Pricewaterhousecoopers (PwC) as a summer associate in the International Tax Services (ITS) group working on taxation of business structuring.

Matt is interested in all areas of corporate law, but has a special interest in mergers and acquisitions, and tax law. Outside of law school, Matt loves enjoying time with friends, playing hockey, watching sports, and skiing on the weekends. He also loves exploring new restaurants around Denver, and finding new spots to study.

Add To Cart
Featured
Evolving the Rooney Rule: Identifying the Rooney Rule’s Potential Impact on Corporate Board Diversity

The National Football League (“NFL”) implemented the Rooney Rule for hiring head coaches in 2003. (Julie Goldsmith Reiser, Lori Nishiura Mackenzie, Bloomberg Law). The Rooney Rule requires any NFL franchise interviewing candidates for head coaching positions to interview at least one minority candidate or be subject to a $500,000 fine. Id. When the Rooney Rule was first implemented, it appeared to be successful in achieving its goal of increasing the number of diverse head coaches in the NFL. Id. However, statistics now show otherwise…

Moving from Words to Actions: What is Social Justice Due Diligence and How Does it Add Value to the Investor?

The tumultuous events of 2020 and 2021, most notably the COVID-19 pandemic and the global outcry for racial justice, have created new challenges and opportunities for diversity and inclusion. (Kenji Yoshino and Fenimore Fisher, Bloomberg Law). Many companies are grappling with the concept of privilege for the first time. These companies are also rethinking the financial rationale behind engaging in the work of educating about privilege and diverse experiences and are struggling to transform good ideas into practical outcomes. Id. While kind words and acknowledgment of privilege serve as a discussion launch point, the question becomes: what can corporations do in practice to advance social justice and diversity in order to add value to the investor? . . .

Facebook Maximizes Profits, Shareholders Demand Transparency

Facebook has once again found itself in the crosshairs of public discourse after a whistleblower was interviewed on “60 Minutes”. Frances Haugen (“Haugen”) is a former product manager at Facebook for the civic disinformation team. (Matt Levine, Bloomberg Law). Haugen shared in the interview that she was increasingly concerned with Facebook’s decision-making processes, which consistently choose profit over the public good. Id. Senators on a U.S. Senate subcommittee heard more than three hours of testimony from Haugen in which she provided specific examples of the impact of misinformation on teenagers’ mental health, and a lack of accountability on events in the United States. (Cecilia Kang, New York Times). Haugen brought internal documents and spoke candidly about the deliberate efforts Facebook makes to keep people, including children, hooked on their services. Id. She further said Facebook had hidden disturbing research about how teenagers felt emotionally worse about themselves after using its products, which include the popular social media app Instagram, and how Facebook was willing to use hateful content on its site to keep users hooked on its products. Id. . .