Insights Archives - Diversity & Flexibility Alliance

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.

Join More than 50 Law Firms & Fortune 500 Companies As We Tackle the Issues of Diversity and Flexibility

This week, in an intriguing post, Facebook COO Sheryl Sandberg reflected on how far (and not so far) we have come in gender equality in the five years since her book, Lean In, was released. While she cautioned that we should be both “outraged and optimistic” about the battle for gender parity, she also wisely stated:

“There are reasons to be hopeful. The facts are on our side. We know that diverse teams are more productive. We know that when organizations have more women, especially in leadership, employee benefits are more generous and sexual harassment is less prevalent…We know that when fathers invest more in their families, their children are happier, healthier, and do better in school and professionally.”

We couldn’t agree more.

On Wednesday, March 21, executives, chairs, leaders and general counsel from more than 50 top law firms and Fortune 500 companies will gather here in Washington, DC to tackle the important issues of diversity and flexibility in our workplaces. Our 2018 annual conference Diversity + Flexibility = Embracing Change, will empower attendees to make the changes needed to build a more inclusive environment, develop flexibility and leave initiatives that support all employees, advance diverse individuals and improve the recruitment and retention of top talent.

With limited time and resources, busy professionals often find it hard to justify spending a day at a conference. However, our conference might just be worth the investment. In just one day, our conference attendees walk away with the most effective strategies for real results. In just that one day, attendees can build a network of dozens of senior level peers dedicated to advancing diversity and flexibility from across top ranking law firms and Fortune 500 companies.

Top five reasons anyone responsible for diversity and flexibility in an organization should not miss this conference:

  1. You’ll hear about diversity and flexibility best practices from top law firms like White & Case, Fried Frank, Akin Gump, Dentons, as well as corporations like Dell, Politico, Deloitte, Intel, Lockheed Martin, TV One and more;
  2. You’ll be the first to hear what is trending in law firm flexibility and leave initiatives as we release our 2017 Law Firm Flexibility Benchmarking Study results;
  3. You’ll learn about new cutting-edge data from Gallup about employee engagement and its role in the recruitment and retention of your future workforce;
  4. You’ll obtain first-hand advice and concrete tips from our KPMG women’s initiative case study;
  5. You’ll gain insights from General Counsel on how they are embracing change and the diversity commitment they expect from their outside counsel.

As we prepare for our conference we are reminded of the eloquent words of last year’s keynote speaker, John Veihmeyer, Retired Chairman of KPMG International. In his Linked In article about the day, John stated “Unless people in your organization think you see building an inclusive culture, that stimulates diversity, as fundamental to both the organization’s, and their success, it simply won’t be a priority.”

Why not make it a priority today?

Please register here.

 

 

 

These Forty-Four Firms Are Demonstrating Their Commitment to Gender Parity
in the Legal Industry

As we announced in our 2017 New Partner Report, there were 44 firms that promoted 50% or more women in this year’s new partner class. Congratulations to these firms for their commitment to gender parity and for developing a top quality leadership team.

  1. Arnold & Porter Kaye Scholer
  2. Baker Donelson
  3. Covington & Burling
  4. Cravath, Swaine & Moore
  5. Crowell & Moring
  6. Debevoise & Plimpton
  7. Dorsey & Whitney
  8. Drinker Biddle & Reath
  9. Epstein Becker & Green
  10. Eversheds Sutherland
  11. Fitzpatrick, Cella, Harper & Scinto
  12. Foley Hoag
  13. Fragomen, Del Rey, Bernsen & Loewy
  14. Goldberg Kohn
  15. Haynes and Boone
  16. Hughes Hubbard & Reed
  17. Hunton & Williams
  18. Husch Blackwell
  19. Jenner & Block
  20. Kramer Levin Naftalis & Frankel
  21. Kutak Rock
  22. LeClairRyan
  23. Littler Mendelson
  24. Locke Lord
  25. Loeb & Loeb
  26. McDermott Will & Emery
  27. Milbank, Tweed, Hadley & McCloy
  28. Miles & Stockbridge
  29. Miller & Chevalier
  30. Morrison & Foerster
  31. Nixon Peabody
  32. O’Melveny & Myers
  33. Parker Poe Adams & Bernstein
  34. Paul Hastings
  35. Pepper Hamilton
  36. Pillsbury Winthrop Shaw Pittman
  37. Quarles & Brady
  38. Schulte Roth & Zabel
  39. Steptoe & Johnson
  40. Van Ness Feldman
  41. Wachtell, Lipton, Rosen & Katz
  42. Weil, Gotshal & Manges
  43. Williams & Connolly
  44. Willkie Farr & Gallagher
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In Case You Missed It:
Dr. Lauren Rivera’s Fascinating Insights Into Social Class Bias in Hiring

 

Recently, we welcomed Lauren Rivera, Associate Professor of Management and Organizations at the Kellogg School of Management at Northwestern University and the author of Pedigree: How Elite Students Get Elite Jobs as our Signature Seminar Series presenter. Dr. Rivera shared her insights and advice on How On-Campus Recruiting and Cultural Fit Are Ruining Your Diversity and Recruitment Efforts.

In case you missed it…here are some highlights:

What Happened to the American Dream?

We like to think that America is the land of opportunity and anyone, no matter his or her background, social class, race or gender, can be successful if they work hard enough. However, research shows that social class in particular affects how far and how fast you’ll climb the economic ladder. Bottom line: From one generation to the next, Americans generally stay in the same social and economic class.

Bias in Recruitment is Damaging Your Diversity Efforts

Dr. Rivera spent a decade investigating the recruiting and hiring practices of professional services firms and law firms and came to the conclusion that elite students from wealthy, upper middle class families are most likely to get the elite jobs, regardless of achievement. Additionally, it was clear that the hiring practices of these firms were detrimental to diversity efforts and ultimately the financial wellbeing of the firms.

Three Factors Harming Your Diversity & Recruitment Efforts

  1. By limiting your recruitment efforts to on-campus recruitment at elite universities, the game is rigged towards students with high parental income and education at the most expensive institutions. You are therefore completely missing top students at less elite universities who may be just as qualified but often are from lower income families. Interestingly, at many firms, hires from the most elite schools are not staying long term, and therefore, are costing firms more money in recruiting and training costs.
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We’re Part of Your Team

With the New Year just six weeks away, you’re undoubtedly beginning to make your plans for 2018 and developing a strategy for the advancement of your diversity and flexibility initiatives. As you begin to map out your plans, we hope you’ll remember that you have the Alliance to turn to for support. Consider us part of your team. Whether you’re a Diversity & Inclusion professional with increased responsibilities and a decreasing budget, or a human resources executive tasked with bias training, we can help. We can serve as your trusted advisor and, if you’re a member, we encourage you to schedule your Strategic Planning Session soon.

Maybe you’d like to see more women in leadership or you’re wondering why so few professionals are using your flex policy. Our Policy Reviews are one of our most popular Member Benefits and we can help you to identify what’s working and what’s not. If you’ve participated in our Law Firm Benchmarking Study in the past, make sure you make some time to review where your firm stands in comparison to your competitors and where you can improve.

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Happy National Flex Day!
Does your Organization Have a Unique Business Case for Flexibility?

Today is The Fifth Annual National Flex Day and organizations like Working Mother and One Million For Work Flexibility (1MFWF) are celebrating by sharing stories about individuals who have successfully implemented flexible work schedules and reaped countless benefits. (Tune in to their webinar on the State of National Flex from 2-3 pm ET today). Additionally, we feature a Spotlight on Flex each month which highlights a professional who is successfully working a flexible schedule.

There’s no doubt that people with flexible schedules are generally happier and more content with their careers, and they’re also often higher performing, more productive, and more engaged. From an organizational standpoint, you gain improved productivity, commitment, recruitment, retention and, in many cases, cost savings.

Bottom line: When implemented correctly, flexibility is a win-win for all.

A flexible work policy is no longer a perk, it’s now a business imperative. If your company or firm does not have a formal flexible work policy, or if you have one that’s rarely used, it’s time to reboot. The first and most important step in creating or revising your flex policy is to develop your organization’s unique business case for flexibility. This is the foundation for all aspects of your flexibility initiative –from communication to implementation, management, usage and tracking. It is also an essential element of your organization’s evolution towards a culture that truly values and embraces flexibility.

Five Factors to Consider When Creating Your Organization’s Unique Business Case for Flexibility

1. Employee Satisfaction and Tenure

Non-Stigmatized flexible work policies can increase satisfaction and tenure among all employees. Whether it’s to take care of a child or an ailing parent, to avoid tedious traffic, or to pursue a new interest, everyone needs flexibility at some point in their career. Meeting the needs of a diverse workforce will allow your organization to retain its valuable employees and thrive and prosper into the future.

2. Less Employee Turnover – Lower Attrition Expenses

Improving retention improves quality of service. The longer an employee stays and gains experience and knowledge, the higher the quality of their work. Additionally, the longer employees stay, the less your organization has to spend on recruitment and training. If available, collect your organization’s data regarding replacement hiring and training costs, as well as statistics on who is leaving and when.

3. Improved Quality of Recruits

A successful flexibility initiative helps to improve recruitment efforts and bring in the top recruits who know that your firm or company has a growing reputation as a great place to work and have a life. You are able to cherry pick the best of the best talent.

4. Client Satisfaction

If your organization is a professional services or law firm with clients, have your clients complained about high turnover? Maintaining a consistent team of professionals who know your clients’ issues and needs is essential to client relations.

5. Gender Diversity

As we mentioned, flexibility policies benefit everyone and should be de-gendered, de-parented and de-stigmatized. This, however, does not diminish from the fact that flexibility can have an impact on an organization’s ability to attract, retain and advance women. A recent study on diversity by the Boston Consulting Group found that the number one most effective factor in a woman’s career success is a formal flexible work policy. Therefore, an important part of your business case for flexibility should include its role in the gender diversity of your organization – particularly in its leadership roles.

So on this Fifth Anniversary of National Flex Day, why not take a few minutes to review your flex policy and make sure that your unique business case for flex is strong, compelling and understood throughout your organization. Your goal is to demonstrate a true connection between flexibility and your organization’s performance and bottom-line.

Once you have your unique business case for flexibility you’ll be able to develop a plan to thoughtfully implement the policy. Let us know how we can help! Our Flex Success® Framework is a five-step proprietary process for developing a successful flexible work policy and we can help guide you through the process.

 

 

Enhance Your Work Life Control: Be Happy, Choose Your Responsibilities & Make Time for Yourself

This is the last in a series of seven blog posts featuring advice on our Seven Strategies for Flex Success®. Review the first six steps to remind yourself how you get to Step 7 and to help ensure your success while working flexibly:

  1. Define Your Success;
  2. Own Your Value;
  3. Activate Your Mindset;
  4. Create a Strong Personal Brand;
  5. Build Your Networks;
  6. Expand Your Business Development;
  7. Enhance your work-life control.

The first six strategies in our Seven Strategies for Flex Success® focus on getting your day to day flexible schedule in order to set yourself up for success in your career. It’s essential to acknowledge that this is not possible unless you can also find success and happiness outside of your career.

When launching a project at the office there are certain steps you take to ensure all responsibilities are assigned and all goals will be met. You negotiate and decide to which responsibilities you can add high impact and high value and which responsibilities you can delegate to others. You clearly articulate what is expected of your team and you make sure that your commitments are met. Ultimately you know that you can’t and shouldn’t do it all alone.

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Authenticity: An Essential Aspect of Leadership & Inclusion

This week we were grateful to have Ritu Bhasin of bhasin consulting inc. lead our first of three 2017 Leadership Symposium. Ritu is a globally-recognized expert on leadership and inclusion and is passionate about sharing her knowledge of “Authentic Leadership.”

Ritu’s explanations for why we behave in certain ways and how we can improve our relationships just by being more authentic to our true selves are eye-opening. She shares that authenticity is the foundation on which we build inclusion and therefore is essential to our success as individuals and as leaders. Here are some highlights from Ritu’s presentation for those of you who missed it.

Ritu’s “Authenticity Principle” focuses on the importance of Knowing Yourself, Embracing Yourself and Being Yourself. All three of these are key to success in your personal life, as well as your professional life, and help you to:

– Feel better about yourself;

– Find clarity, meaning and purpose in how you live, work and lead;

– Bring a spirit of authenticity to your interactions;

– Invite others to practice authenticity;

– Build more meaningful relationships;

– Help to create more empowered, engaged, innovative and inclusive organizations.

Ritu described “The Three Selves” or the three different ways we present ourselves:

The Authentic Self – how you would show up if there were no negative consequences for your actions.

The Adapted Self – how you show up when you willingly choose to alter your behavior from how your Authentic Self would act, to meet your needs and others’ needs.

The Performing Self – how you show up when you feel you don’t have a choice but to conform and mask who you are.

Read More

Do You Have the Mindset, Confidence & Grit to Truly Succeed?

This article by Manar Morales, President & CEO of the Diversity & Flexibility Alliance, was written for the Accounting & Financial Women’s Alliance.  Manar is honored to be speaking on “Mindset, Confidence & Grit: Positive Change for Positive Results” at the AFWA’s “Women Who Count Conference” at 2:15 pm on Saturday, October 28 at the Westin Alexandria, VA. Contact the AFWA for more information on registering.  

 

You have a top-notch degree. You’re smart. You’re a hard worker. You know where you want your career to go. But do you have the right mindset to succeed professionally in your organization? Do you have enough confidence in your skills to earn respect and a path to leadership? Do you have the grit and resiliency to overcome barriers?

Many of us are competent, but we lack the true confidence to excel. In fact, research shows that of the thousands of thoughts that run through our minds each day, up to 80% of them are negative. We have to train ourselves to have a positive mindset and fight off the negative thoughts. We also have to learn to stay true to ourselves and not allow other’s opinions and perceptions to influence our goals. By learning how to develop the right mindset, build confidence and maintain grit, we can acquire the traits needed to face difficult situations and grow professionally and personally. It’s so important to learn these skills that can affect all aspects of career development from performance to networking to self-advocacy, and beyond.

So many of the critical steps in career development depend upon your mindset, confidence and grit. When you are defining your success and mapping out your ideal path, it’s essential that you are confident you can reach your goals. It’s critical that these goals include what success looks like to you in the three main areas of your life: home, career and world. I like to call it a “360 approach to life” and it should outline what makes you happy and how you will create significance in these three areas.

When considering what makes you unique and qualified for the next step in your career you have to own your value and be able to advocate for yourself. Additionally, when obstacles do arise in your career path, you must apply a growth mindset and see the challenges as temporary setbacks and potential opportunities for growth. Remember, the only way to create a strong reputation is to believe in yourself and perceive yourself as you’d like others to perceive you. Finally, in most professions, networks, advisors, mentors and sponsors are essential to career success and these individuals can only be supportive if you are confident in your own skills and project that confidence to others.

Whether you’re new to the profession or a seasoned employee, there’s always room to evaluate where you are and where you want to be. Do you need help harnessing your confidence, mindset and grit? Ask yourself these questions:

1 Do my positive thoughts outweigh my negative thoughts?

2. Is there a gap between my thoughts and my actions?

3. Am I being truly authentic (to myself and my goals)?

4. Do I have a growth mindset?

5. Do I take criticism personally?

6. What does success look like for me?

7. Does my vision set me up for happiness in all areas of my life?

8. Are other people’s opinions influencing my goals too much?

9. Do I truly believe in my strengths and abilities?

10. Do I take risks in my career?

11. Am I surrounding myself with positive and supportive peers and co-workers?

12. Am I taking care of myself (nutritionally, physically and emotionally)?

 

Join Manar on October 28 at the AFWA “Women Who Count” conference to learn how to harness your confidence, mindset and grit.

 

 

 

Is Your Flex Policy Equal Opportunity?

We talk frequently about the myriad benefits of having a flexible work policy. It can be a win-win situation when individuals gain work-life control, clients maintain team consistency, and organizations reduce attrition and thereby retain top talent and reduce recruitment and training costs. Recruiters have traditionally tried to entice prospective employees with promises of flex schedules and family-life balance. It’s always been an assumption that women want flexible work schedules so they can maintain their career while also having and raising children.

 

What About Men?

However, in 2017, millennials are becoming new parents and more men are expecting flexible work schedules and paternity leave to have more work-life control and to spend more time with their children. In fact, according to the Families and Work Institute, millennial fathers are now spending twice as many hours per week with their children as their fathers spent with them in the late 70s and early 80s. Research from the Minority Corporate Counsel Association shows that even those millennials who are not parents cite flexibility as a critical factor in workplace satisfaction.

 

It’s important to remember that while it is the millennials who have made flexible schedules more of a demand, all generations of men want flexible work schedules like reduced hours and telecommuting. A study by Ernst & Young showed that, in fact, “Gen Xers” are the generation of men most likely to walk away from a job where flexibility is not available. The Harvard Business Review has also reported that 87% of Baby Boomer men believe work flexibility is important.

 

It’s increasingly clear that firms and corporations with strong, non-stigmatized, non-gender-specific, flexible work policies will be the most successful at recruiting top talent – both men and women.  Recently Alliance member, Winston & Strawn, erased all reference to gender in its parental leave policy, allowing both men and women to take 20 weeks of leave after having or adopting a baby. (Bravo Winston!)

 

Moving forward, firms and corporations aiming to recruit top talent will need to use their flexible work policies as a recruitment tool for both men and women. This will not only reduce gender bias related to flex schedules but will also send the message that the organization cares about and invests equally in its employees, regardless of gender.

 

Contact us  for more information about how flexible work policies can help your organization attract and retain top talent.

 

We are here to help!