Insights Archives - Diversity & Flexibility Alliance

Are You Walking The Talk on Flexibility?

Tips for Managing a Team When You’re Working a Flexible Schedule

This article by Manar Morales was published on ThriveGlobal.com on November 29, 2018.

It’s one of the most important traits found in good leaders. They lead by example. Never is this more important than when the leader is working a flexible schedule. The fact is there are certain behaviors that are necessary to successfully working a flexible schedule. And, if you’re managing a team while working a flexible schedule, it’s your responsibility to model these behaviors to interrupt flex stigma and unconscious bias, and set the tone for the rest of your team.

 

Laying the Foundation for the Business Case

As a former employment litigator, an adjunct professor and now as the President & CEO of the Diversity & Flexibility Alliance, I have advised and coached hundreds of individuals and organizations on flex-related issues during my twenty-plus-year career. In every case, the success or failure of a flexibility initiative has depended on the actions, commitment and support of leadership. Leaders must begin by laying the foundation for the business case for flexibility. It’s essential that they communicate with all employees that the flex initiative is a business imperative and essential for the recruitment and retention of top talent.

 

Embracing the Cultural Shift

For a flexible work initiative to be successful and to benefit all employees, leaders need to guide a shift in organizational culture to one that sincerely supports and embraces flexibility. Research shows that while many organizations offer a flexible schedule, only a small percentage of the workforce take advantage of the policies. Education and training on flexibility can help close this gap between policy and practice and help to shift the culture of an organization

 

Trust in Your Team is Paramount

While leaders play a pivotal role in ensuring the success of the flex initiative, the responsibility should be shared with the entire team and leaders must be able to trust their team. As Dell’s Global Director of Human Resources, Mohammed “Mo” Chahdi, explains, “In a flexible work environment, leaders must make a conscious decision to trust their team members and to hold them accountable for their outcomes, rather than trying to control them on a day to day basis.” Dell has demonstrated a clear commitment to flexibility as a key component of its culture and their leadership team has led the initiative by working remotely and modeling the behaviors that give it legitimacy.

 

Leading By Example

So how can leaders “walk the talk” on flexibility? Once they have laid the foundation for the flexibility initiative, there are five key flexible work behaviors leaders should model:

  1. Maintain Visibility

There is often an assumption that being productive equates with being in the office, despite the fact that there are just as many distractions in the office as there are outside of it. Professionals who work remotely need to take proactive steps to counteract this misperception by maintaining their presence and their visibility. Be strategic and take advantage of the days you are physically present to develop relationships, participate in events and spend one-on-one time with colleagues.

 

  1. Communicate Proactively

Stay in touch with your team members, keep tabs on all projects and respond to emails and phone calls in a timely manner. Keep in mind, however, that being responsive is not enough. Professionals who work remotely have to be especially proactive with their communications. Supervisors must be more intentional about sharing timely feedback (to avoid the “out of sight, out of mind” tendency) and should be sensitive to the method of delivery of feedback.

 

  1. Be Transparent but Seemless

As a leader working a flexible schedule, it’s important to be accessible. Your team should know how to reach you and should feel comfortable contacting you. Clearly communicate your office hours and make sure you are accessible when you say you are. Make sure someone on your team knows where you are and how to reach you at all appropriate times. Be as transparent as possible about your schedule as it provides your team members with affirmation of their own flexible schedules.

 

  1. Leverage Technology

Make sure you are leveraging all available technologies that enable real-time communication such as chat and messaging features. Additionally, video conferencing should be utilized as often as possible to get face-to-face with your team and create “water cooler moments.” Schedule sharing technologies are useful for sharing real-time availability. While these technologies may seem simple, they can make a meaningful difference in communicating with your team.

 

  1. Be Adaptable

We like to call it “flexible flexibility.” It’s important that you are open to shifting your schedule when needed to fit the needs of your team or clients. Being flexible implies some give and take. In the context of working remotely, this includes demonstrating a willingness to adjust when you need to physically be in the office. It does not, however, mean accepting repeated submission of your schedule to false urgencies or stigmatized views of working outside of the office. To avoid rigidity either way, clearly communicate organizational expectations and work priorities.

 

As Mo Chahdi says “You have to be collaborative and efficient with people you can’t see, and as a leader you have to model this effective collaboration.” Clearly, this new way of collaborating is evolving into a new and improved workplace culture that can reap huge benefits for individuals as well as organizations.

 

Contact Manar Morales for more guidance on flexible work initiatives and how to find your own flex success.

 

 

 

 

 

 

In Case You Missed It:
Our 2018 Flex Advisor Workshop

Take Our 10 Question Quiz to See if Your Organization Needs Some Help with Its Flexible Work Initiative

Last week on National Flex Day we held our highly-anticipated annual Flex Advisor Workshop for those responsible for the day-to-day administration of a flexible work program. The one-hour webinar provided the Alliance’s valuable guidance on successfully developing, implementing and managing a flexible work initiative. In case you missed it, individuals from Member Organizations can view the webinar here.

Maybe you’re not sure if your organization’s flex policy is successful or not. Take our 10 Question quiz, and if you can’t confidently answer yes to all ten questions, it might be time to have a strategy call with our team for some guidance.

Not a member, not a problem! We’re happy to have a 30-minute introductory call with you to get you started on the right foot. Just let us know.

 

  1. Have you explored specifically WHY your organization wants to establish flexible work options?
  2. Have you mapped out your organization’s unique business case for flexibility?
  3. Have you considered the role flexibility currently plays and will play in the near future to close the impending leadership gap?
  4. Have you identified champions or leaders who are clearly communicating the importance of flexibility within your organization?
  5. Have you studied your attrition statistics and other exit data?
  6. Do all of your employees feel 100% comfortable using the flex policy?
  7. Do you have a written flex policy and is it accessible to everyone?
  8. Are you regularly measuring the success of your program, tracking usage and monitoring patterns in who is working flexibly and who is not?
  9. Are you holding mid-level managers accountable for the success of the program?
  10. Are you celebrating flex successes and otherwise encouraging usage?

 

Need some advice or just want to tweak your flexibility policy, let us know. We’re here to help. Contact Manar Morales to set up a call today.

Getting to Know Our Conference Speakers –
Stacia Jones

We’re just one week away!

We are so excited to have an amazing line-up of prominent leaders and trailblazers speaking at our 2018 Annual Conference Diversity + Flexibility = Embracing Change next Thursday, September 27.  We have been introducing these dynamic and engaging speakers during the past few months and sharing their diversity and flexibility insights here on our blog. We asked our speakers to answer a few questions about themselves, their approach to their career, and their lives. This week’s “Getting To Know Our Conference Speakers” post highlights Stacia Marie Jones, Esq., Associate General Counsel & Chief Diversity & Inclusion Officer at
Abercrombie & Fitch.

Diversity & Flexibility Alliance: What’s the most important message you hope attendees will learn from your panel?

Stacia Jones: The most important message is that to effectively and meaningfully push the needle on diversity in law firms, in-house legal teams must first decide that diversity is important and to then work with law firms that share those same values.

DFA: When the next generation learns about the #MeToo movement what do you hope has changed? 

SJ: That there is no longer a need for the movement because this behavior will not be tolerated.

DFA: What was the most meaningful piece of leadership advice you received? 

SJ: Lead with passion and compassion, in a caring manner that does not alienate or disenfranchise others.

DFA: Who has had the most influence on your career?

SJ: I don’t know that I can name one person, as many individuals have had significant, lasting influences on my career.

DFA: How do you recharge? 

SJ: Spending time with my family and getting in some alone time.

DFA: Where and when are you most content?  

SJ: At home and at church.

DFA: What do you know now that you wish you knew then?  

SJ: Most things work out and that overthinking matters causes undue anxiety and stress that usually does not make matters better. 

DFA: How do you pay it forward? 

SJ: Having a positive influence over colleagues on my team and on those who aspire professionally to have a similar career path.  Working with teenagers at church on professional development.

DFA: What can we be doing to create more inclusive organizations?  

SJ: Ensuring that everyone understands the importance of diversity and the positive impact that inclusivity has on employees. By cultivating an inclusive environment, it encourages everyone to be their whole selves.

It’s not too late to register for next week!

Join us next Thursday, September 27th to hear Stacia’s panel “Making Change Happen from the Outside-In: The Power of Client Persuasion.” Stacia will join other leading in-house counsel to discuss the importance of diverse teams and inclusive cultures, both internally and externally, and the role they are playing to make change happen from the outside-in with their law firms and other vendors.

Getting to Know Our Conference Speakers –
Traci Schweikert

We are so excited to have an amazing line-up of prominent leaders and trailblazers speaking at our 2018 Annual Conference Diversity + Flexibility = Embracing Change on Thursday, September 27.  We’ll be introducing these dynamic and engaging speakers throughout the summer and sharing their diversity and flexibility insights here on our blog. We’ve asked our speakers to answer a few questions about themselves, their approach to their career, and their lives. This week’s “Getting To Know Our Conference Speakers” post highlights Traci Schweikert, Vice President of Human Resources at Politico.

Diversity & Flexibility Alliance: What’s the most important message you hope attendees will learn from your panel?

Traci Schweikert: Flexibility is a crucial part of creating a more inclusive workplace. If we continue to lean on policies, programs and benefits that were in place when we first entered the workforce years ago, we aren’t moving forward to create a more welcoming environment.

DFA: When the next generation learns about the #MeToo movement what do you hope has changed?

TS: That women and men will insist on the workplace culture we all deserve.  No one should ever suffer thinking that they have to ‘pay their dues’ by accepting uncivil or inappropriate behavior from co-workers or leaders.

DFA: What was the most meaningful piece of leadership advice you received? Who has had the most influence on your career?

TS: I have had the benefit of working for and with many excellent leaders who offered me opportunities to stretch.  Once the Global CFO of an organization I was working for told me to never apologize for the choices I needed to make as a working mom.  She explained that those choices needed to be a normal part of the workday, not the exceptions of a few.

DFA: How do you recharge? Where and when are you most content?

TS: Time to read feels like a luxury.  I am most content sitting on the couch reading while my boys sit close reading as well.

DFA: What do you know now that you wish you knew then?

TS: I spent too many years trying to create true work-life balance.  What I know now is we all find our rhythm. We pick important moments at work and at home and let the smaller moments go.  I have also learned to lean on my many support systems to help maintain that rhythm.

DFA: How do you pay it forward?

TS: As an executive, my job is to remove obstacles that prevent my team’s good ideas from sprouting.  I pay it forward by magnifying their voices and negotiating for the resources and organizational support they need to make those ideas real.

DFA: What can we be doing to create more inclusive organizations?

TS: Inclusion happens when each of us steps outside our familiar and commits to one truly new conversation or experience.  We can’t wait for someone else to provide us with an opportunity for diversity or inclusion.  We need to seek it out.

 

Join us for our Annual Conference on Thursday, September 27th and learn how Traci and her fellow panelists are transforming their organizations’ cultures through diversity and flexibility. Their panel, Making Change Happen from the Inside-Out: Industry Leaders Shaping the Organizational Culture, will run from 2:00 – 3:00 pm.

Getting to Know Our Conference Speakers –
Tammy Wincup

We are so excited to have an amazing line-up of prominent leaders and trailblazers speaking at our 2018 Annual Conference Diversity + Flexibility = Embracing Change on Thursday, September 27.  We’ll be introducing these dynamic and engaging speakers throughout the summer and sharing their diversity and flexibility insights here on our blog. We’ve asked our speakers to answer a few questions about themselves, their approach to their career, and their lives. This week’s “Getting To Know Our Conference Speakers” post highlights Tammy Wincup, Chief Operating Officer at EVERFI.

Diversity & Flexibility Alliance: What’s the most important message you hope attendees will learn from your panel?

Tammy Wincup: The issues of diversity, inclusion, and flexibility are not taboo topics for just a few on the fringes of our organizations.  We must make them population level discussions even if we make mistakes.

DFA: When the next generation learns about the #MeToo movement what do you hope has changed?

TW: It took such courage for the first survivors to speak out.  But it will take the energy and commitment of all of us – each generation – to keep the recognition that work must not be a place of intimidation and fear.

DFA: What can we be doing to create more inclusive organizations?

TW: We must acknowledge that creating an inclusive organization is a daily journey.  As leaders we need to model it with actions large and small, and then we need to give the organization the support to create a culture that spreads it, over and over again, person by person.  It’s a journey, not an end-game.

DFA: Who has had the most influence on your career?

TW: Reed Hastings, founder and CEO of Netflix and Facebook board member. Netflix is Reed’s second company, and he is super honest about what mistakes he made the first time and how he is conscious of those everyday. He is also a huge believer in education reform and puts his time and resources into our industry as well. He has been a great role model to many of us.

DFA: How do you recharge?  Where and when are you most content?

TW: A good tough hike, a cup of tea, and a great novel that makes you ignore the rest of the world.

Join us for our Annual Conference on Thursday, September 27th and learn how Tammy and her fellow panelists are transforming their organizations’ cultures through diversity and flexibility. Their panel, Making Change Happen from the Inside-Out: Industry Leaders Shaping the Organizational Culture, will run from 2:00 – 3:00 pm.

Are Your Organization’s Flexibility Goals Backed By Data?

There’s no doubt we live in a data-driven world. If you don’t have good data, you may not be making good decisions.

As an organization that collaborates with firms and corporations on diversity and flexibility initiatives, we at the Alliance always advise our members to gather data by tracking, monitoring and assessing their programs to ensure their ongoing success. If you don’t track and quantify, you’ll never know if your policy is meeting the needs of your employees and is successfully improving your bottom line. Success in the area of flexibility really translates to the recruitment and retention of engaged, fulfilled, effective and diverse talent.

We also take our own advice to heart. We couldn’t provide the advice that we do without backing it up with sound data. Over the last five years we’ve been able to advise our members on the challenges, opportunities and future trends in flexibility in the legal industry by surveying top US law firms. Initially, our benchmarking survey revolved around whether firms actually had a written flexibility policy. The survey has evolved to include expanded questions on different types of flexibility and leave policies offered and the types of employees, by race, gender, sexual orientation and position, who actually use the policy. For example, do attorneys on a partnership track feel comfortable telecommuting? Are those returning from caregiver leave provided support, tools and fair compensation? Does the firm use surveys, interviews, evaluations and pilot programs to ensure that the program is meeting the needs of its employees?

In particular, our survey seeks to help firms uncover and remove biases and thereby allows them to offer policies that can truly impact the success of their business. Firms that participate in our survey are able to benchmark themselves against others in the industry and uncover the gaps in their policies and its usage.

We recently released the results of our 2017 Law Firm Flexibility Benchmarking Survey. The survey, which is available in full to our members and participant firms, (the Executive Summary is available to everyone else) allows us to take a glimpse at the state of the legal industry and predict the most important trends we see moving forward.

From the data, we’re able to advise law firms on how they can lead the industry in recruitment and retention of top talent. Whether it’s through increasing the types of leave policies and expanding their reach, offering extra compensation and additional support following a leave, or simply creating a more inclusive environment that ensures a culture that embraces flexibility, firms that want to meet the needs of the workforce of the future need to be on top of the current trends.

Our Annual Conference on September 27 will highlight the latest research and trends in flexibility and provide attendees with the key steps to take to truly embrace flexibility and its benefits. Register to join us today.

Getting to Know Our Conference Speakers –
Dr. Cindy Kelley

We are so excited to have an amazing line-up of prominent leaders and trailblazers speaking at our 2018 Annual Conference Diversity + Flexibility = Embracing Change on Thursday, September 27.  We’ll be introducing these dynamic and engaging speakers throughout the summer and sharing their diversity and flexibility insights here on our blog. We’ve asked our speakers to answer a few questions about themselves, their approach to their career, and their lives. This week’s “Getting To Know Our Conference Speakers” post highlights Dr. Cindy Kelley, Vice President of Medical Education at Summa Health.

Diversity & Flexibility AllianceWhat was the most meaningful piece of leadership advice you received?

Dr. Cindy Kelley: The most meaningful piece of leadership advice I received was…Be vulnerable.  I had to learn this from my own experience, the power of vulnerability.  And when I started reading more leadership books, I learned that the successful leaders are the ones who aren’t afraid to be vulnerable.  As leaders, we need to understand how important it is to:
a. Recognize that we don’t know it all,
b. Be open, truly open, to all ideas and perspectives, and
c. Be able to admit when we’ve made a mistake.  If more leaders could be vulnerable and role model this kind of openness, we’d see growth and change happen so much faster.

DFA: How do you recharge?
CK: I recharge at home.  I live in northeast Ohio so my recharging rituals vary depending on the weather!  In the winter, I’m most content on my couch with a fire in the fireplace and a book in my hands.  In the summer, trade the couch for an outdoor lounge chair, and the fireplace for our pool.  Keep the book in my hand!  I also love a morning walk with my dog; even better when one of my kids joins me. And yoga.  Ah, yoga!
DFA: What do you know now that you wish you knew then?

CK: I know this but I’m still trying to do it!  And that is, fight the urge to always be in the next place doing the next thing.  My daughters are the best ones at reminding me how important it is to be fully engaged in what I am doing right now.  My 8 year old even gently puts her hands on either side of my head, turns it so I’m looking directly at her and says, “Mom, you need to look at me,” when she knows I’m only half-listening to her.  Kids know.

DFA: What can we be doing to create more inclusive organizations?

CK: I think creating more inclusive organizations begins with a few basic things. First, we need to listen.  Listen to each other, to people that don’t look like us/talk like us/dress like us.  We need to listen for and find the places where we overlap:  our values, needs, wants. Those are the same no matter what other differences we might have.  Next, when we are ready to talk, we need to change the words we use.  We need to use kinder words, and words that are free from bias and judgement.  That’s hard.  Not because we want to use hurtful language, but because we’ve learned this language over time from powerful influences all around us.  But we can change the dialogue and I believe that is where real change begins.  Lastly, we need to show up.  To meetings, town halls, events.  If you are lucky enough to be in a leadership role, you have the obligation to use your time, your most valuable asset, to make the world a better place.

 

Join us for our Annual Conference on September 27th as Dr. Kelley accepts the Flex Success Award with Dentons Partner Lori Mihalich-Levin and shares how together they have been able to create a successful relationship that supports flexibility and advances inclusive cultures.

Getting to Know Our Conference Speakers –
Sarah Alexander Goldfrank

We are so excited to have an amazing line-up of prominent leaders and trailblazers speaking at our 2018 Annual Conference Diversity + Flexibility = Embracing Change on Thursday, September 27.  We’ll be introducing these dynamic and engaging speakers throughout the summer and sharing their diversity and flexibility insights here on our blog. We’ve asked our speakers to answer a few questions about themselves, their approach to their career, and their lives. This week’s “Getting To Know Our Conference Speakers” post highlights Sarah Alexander Goldfrank, Senior Vice President & Deputy General Counsel in the Legal Department at Fannie Mae.

Diversity & Flexibility AllianceWhat was the most meaningful piece of leadership advice you received?

Sarah Alexander Goldfrank: From Frances Frei (Harvard Business School), “Leadership, at its core, is about making other people better as a result of your presence—and making sure that the impact lasts in your absence.”

DFA: How do you pay it forward?

SAG: By being an active mentor, sponsor, and cheerleader.

DFA: What can we be doing to create more inclusive organizations?

SAG: It all begins at the individual level – the relationships we foster and develop, the connections we make, the bonds and trust we build, the barriers we breakdown. Those individual, human connections are the foundation of an inclusive organization.

Join us on September 27th to hear Sarah’s panel “Making Change Happen from the Outside-In: The Power of Client Persuasion.” Sarah will join other leading in-house counsel to discuss the importance of diverse teams and inclusive cultures, both internally and externally, and the role they are playing to make change happen from the outside-in with their law firms and other vendors.

Getting to Know Our Conference Speakers –
Lori Mihalich-Levin

We are so excited to have an amazing line-up of prominent leaders and trailblazers speaking at our 2018 Annual Conference Diversity + Flexibility = Embracing Change on Thursday, September 27.  We’ll be introducing these dynamic and engaging speakers throughout the summer and sharing their diversity and flexibility insights here on our blog. We’ve asked our speakers to answer a few questions about themselves, their approach to their career, and their lives. Our first “Getting To Know Our Conference Speakers” post highlights Lori Mihalich-Levin, Partner at Dentons.

Diversity & Flexibility Alliance: What’s the most important message you hope attendees will learn from your presentation?

Lori Mihalich-Levin: That there are law firms that are committed to creativity when it comes to flexible arrangements, and that these arrangements can play a huge role in retaining talent.  There are also clients that are extremely supportive of flexibility, and it’s quite possible to have stellar client relationships and a flexible schedule.

DFA: What was the most meaningful piece of leadership advice you received?

LM-L: Recognize your worth, value, and what you bring to the table.  For example, you know all those skills you’re gaining in parenthood?  They are, in fact, useful in the workplace, too!

DFA: How do you recharge? Where and when are you most content?

LM-L: I recharge every day in two key ways.  In the morning, before breakfast, I do 15 minutes of yoga and meditation on the dining room floor.  Yes, I’m sometimes interrupted (and climbed on!) by my kids, but I keep at it.  And after work, I recharge by turning off all electronics between 5 and 8pm to really be present with my husband and two boys.  I am most content when my day includes both meaningful connections with people I care deeply about and some alone time.

DFA: What do you know now that you wish you knew then?

LM-L: That my career would turn out just fine, without my knowing every detail in advance.  I want to tell the 5th grade me who checked a huge book out of the library on various careers, read it cover to cover, and insisted she decide on one, that she should go outside and play!

DFA: How do you pay it forward?

LM-L: I pay it forward by committing to helping new parents navigate the rocky terrain of those early years of working parenthood.  I do this not only through the Mindful Return program I founded, but by intentionally connecting with and mentoring new parent colleagues at my office.

DFA: What can we be doing to create more inclusive organizations?

LM-L: We can relax our grip on the belief that there is one, and only one, “way it’s done.”  Being open to creative approaches makes an organization more appealing to those who may not “fit the mold.”

Join us on September 27th as Lori accepts our 2018 Flex Success Award with her client, Dr. Cindy Kelley of Summa Health, and shares her insights and advice on achieving flex success while providing excellent client services and achieving partnership. 

Honoring the Flex Trailblazers

Note: This post was first published on March 14, 2018 on 1 Million For Work Flexibility’s blog. 1MFWF is the first national initiative bringing people together to create a collective voice in support of work flexibility, and the Alliance is a supporting organization. Thank you to 1MFWF for allowing us to share our news about our 2018 Flex Impact Awards!

As an organization that collaborates with corporations and professional services firms on the development, implementation and management of their flexible work initiatives, we are thrilled when a company goes above what is required by law and beyond what is the norm in their industry. Each year at our annual conference we honor the corporations and firms that we believe are setting the trends in flexibility and truly impacting the workforce.

This year, we have selected tech giant Dell and international law firms Fried, Frank, Harris, Shriver & Jacobson LLP and White & Case LLP as our 2018 Flex Impact Award honorees for their initiatives that we believe are poised to have a significant impact on the culture of workplace flexibility. All three of these organizations have demonstrated their willingness to invest in their employees and lead their industries with more progressive approaches to flexible work and leave policies. Each of these initiatives is aimed at better meeting the needs of a new generation of employees, while also positively impacting inclusion, recruitment and retention of top talent.

We will be honoring Dell for its worldwide flexible work initiative, Connected Workplace, which has enabled the corporation to increase employee engagement and retention, conserve natural resources and energy, cut back on real estate expenses and reduce transportation pollution. This initiative encourages all eligible employees to choose where and when they work and provides the technology needed for team collaboration and flexibility training. Additionally employees have access to a resource group, called Conexus, that helps remote team members connect to share best practices, network and develop camaraderie. Dell’s Executive Leadership team has led the initiative by working remotely themselves and emphasizing flexibility as a key component of the company’s culture and integral part of its business strategy.

Fried Frank will be honored for its full-pay, “on-ramping” policy, which allows employees returning from parental leave to gradually return to full-time over a six-month period. Caregivers are thereby allowed to slowly ease their way back into work after leave by working a 75 percent schedule while receiving full compensation. By committing to a relatively small financial investment in its employees who are new parents, Fried Frank has been able to retain employees who might otherwise have been overwhelmed with the stress of full-time work and parenthood.

White & Case will be honored for its new gender-neutral parental leave policy that eliminates the primary and secondary caregiver designation and is also offered to both attorneys and staff. The firm’s policy allows all parents to take 12 weeks of leave any time within 12 months following the birth, adoption or foster placement of a child. By extending the same benefits to attorneys and staff members, no matter the level or position, White & Case has been able to foster a more inclusive environment and demonstrate its commitment to supporting all of its employees.

The 2018 Flex Impact Awards will be presented at the Diversity & Flexibility Alliance’s annual conference Diversity + Flexibility = Embracing Change on March 21, 2018 in Washington, DC. The conference is an interactive, one-day event delivering the latest trends, cutting-edge research and best practices in diversity and flexibility and attracts professionals from all industries. Our conference is designed to provide attendees with the opportunity to hear expert insights and first-hand perspectives from top-level executives and acquire concrete strategies to implement real change in their organizations.

More information and registration for the conference are available here.

Manar Morales is the President & CEO of The Diversity & Flexibility Alliance, and a national thought leader on women’s leadership, diversity, and workplace flexibility. The Diversity & Flexibility Alliance, a 1MFWF supporter, is a think tank dedicated to providing practical solutions that increase organizational effectiveness and create high performance cultures through diversity and flexibility.