Spotlight on Flex Archives - Diversity & Flexibility Alliance

Spotlight on Flex – Lisa Hansen

The Spotlight on Flex showcases professionals from member organizations who exemplify personal and professional success while working a flexible schedule. Their stories illustrate the long-term benefits that flexible schedules offer to both individuals and organizations.

For May 2018, we are pleased to share insights from Lisa Hansen, Partner, Lathrop & Gage (Kansas City, MO).  

Diversity & Flexibility Alliance: How have you made flexibility a priority and a success through your schedule?

Lisa Hansen: I was previously at another firm and then came to Lathrop & Gage as a lateral associate in 1998. I was working a full time schedule at the time, but once I came back from my first maternity leave, I switched to a 75% reduced hours schedule in 2002. I wanted to continue practicing, but I knew a full time schedule was not going to work for my needs with a newborn at home. I also knew I didn’t want to limit myself to certain days in or out of the office. I wanted the flexibility to leave the office when I needed to – without any questions asked. The firm was very supportive of my “ask” even though there weren’t many other flex attorneys at the firm at the time.

My schedule has shifted slightly over the years as my kids have gotten older. But I’ve always come into the office every day, and I’ve left when I needed to in order to be present for other obligations. I made partner while working reduced hours in 2015, and I’ve remained on this flex schedule ever since.

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Spotlight on Flex – Anita Agajanian

The Spotlight on Flex showcases professionals from member organizations who exemplify personal and professional success while working a flexible schedule. Their stories illustrate the long-term benefits that flexible schedules offer to both individuals and organizations.

For April 2018, we are pleased to share insights from Anita Agajanian, Partner, DLA Piper (Boston, MA).  

Anita AgajanianDiversity & Flexibility Alliance: How have you made flexibility a priority and a success through your schedule?

Anita Agajanian: I came to the Boston office of DLA Piper as a new lateral partner. I had been at the main office of another Boston firm for years prior to my move. It was a leap of faith to come to DLA Piper because it was such a different type of law firm than what I was used to. The Boston office had only been established two years at that point and was, at the time, one of the firm’s smaller locations. I decided to make that leap though, because I believed in DLA Piper’s commitment to its real estate practice and the firm’s national and global reach. As a young partner, I knew I could have a broader practice at a firm like DLA Piper.

When I first started here, I was working full time. But after I had my first child 11 years ago, I knew I wanted to switch to a reduced hours schedule. The firm is, and always has been, very supportive of attorneys to work flexibly – they are quite transparent about it. DLA Piper has policies in place and encourages attorneys to utilize them. I had a lot of confidence when I approached the idea to work a reduced hours schedule because I knew the firm was committed to it. It was really more of a personal question about what would work for me, rather than what would work for the firm. I wasn’t concerned about the reaction to my change in schedule because I knew everyone would be supportive.

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Spotlight on Flex – Lori Mihalich-Levin and Dr. Cindy Kelley

The Spotlight on Flex showcases professionals from member organizations who exemplify personal and professional success while working a flexible schedule. Their stories illustrate the long-term benefits that flexible schedules offer to both individuals and organizations.

This month’s Spotlight on Flex features our 2018 Flex Success® Award Honorees, Lori Mihalich-Levin and her client, Dr. Cindy Kelley. The Flex Success® Award recognizes partners at Alliance member organizations who have achieved a high level of success while working a reduced hours schedule as well as a client who has been integral to making workplace flexibility so successful. We wanted our members to have the chance to get to know this year’s Honorees a little earlier, and we are looking forward to formally presenting their awards at our rescheduled Annual Conference on September 27, 2018 in Washington, DC.

Lori focuses her practice on Medicare reimbursement counseling, with a special focus on Medicare graduate medical education (GME) payments to teaching hospitals. She represents academic medical centers, teaching hospitals, community hospitals, and health systems, as well as a broad array of other health care organizations.

Lori has worked a 60% reduced hours schedule while representing hospitals, academic medical centers, medical schools and health systems as a Partner in Dentons Healthcare Practice since August 2015 in Washington, DC. In just two years, she was able to bring in 20 new clients to the firm and build a premier practice around legal issues related to graduate medical education. Her reduced hours schedule has allowed her to care for her two small children, while also building Mindful Return, LLC, a personal business that assists new parents in their transition back to work from parental leave, and writing a book Back to Work After Baby: How to Plan and Navigate a Mindful Return from Maternity Leave. She is also the Chair of the firm’s Flexibility and Parental Leave Task Force, part of its Women LEAD initiative, where she champions the success of diverse attorneys and has been instrumental in updating the firm’s parental leave policies.

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Spotlight on Flex – Rebecca Springer

The Spotlight on Flex showcases professionals from member organizations who exemplify personal and professional success while working a flexible schedule. Their stories illustrate the long-term benefits that flexible schedules offer to both individuals and organizations.

For February 2018, we are pleased to share insights from Rebecca Springer, Partner, Crowell & Moring  (Washington, DC). 

Diversity & Flexibility Alliance: How have you made flexibility a priority and a success through your schedule?

Rebecca Springer: I started at Crowell & Moring as a first year associate after I graduated from law school. I knew I wanted to be in DC, and I knew I wanted to focus on labor and employment law. However, I also started at the firm thinking I would stay for a few years, make enough money to pay off my student loans, grow my legal experience, and then leave to figure out what I really wanted to do! No one was more surprised than I was when the firm turned out to be a great place for me to build a career. I’ve been fortunate to work at a great firm, with great people, do really interesting work, and have a fulfilling career, all the while being able to get married, have a family, and enjoy other outside interests like performing in a local singing group.

While I was mid-career, I thought about leaving because I wasn’t sure if I wanted to stay on the partner track. At the time, I thought the only alternative was to leave the firm and pursue something else. I talked with my practice group leaders, and they made it clear they wanted me to stay – my trajectory didn’t have to be a traditional path to partnership. They asked me what I wanted, and what I thought would be a realistic career path in order to stay; they let me know I was valued from the start. So for the past 10 years, I’ve worked reduced hours (ranging between 75% – 85%), and while working this flex schedule, I became a partner in January 2018.

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Spotlight on Flex – Danielle Katzir

The Spotlight on Flex showcases professionals from member organizations who exemplify personal and professional success while working a flexible schedule. Their stories illustrate the long-term benefits that flexible schedules offer to both individuals and organizations.

For January 2018, we are pleased to share insights from Danielle Katzir, Partner, Gibson Dunn (Los Angeles, CA). 

Diversity & Flexibility Alliance: How have you made flexibility a priority and a success through your schedule?

Danielle Katzir: I think it comes down to flex is not a one size fits all – not for the individual or the job – and flex isn’t static over the course of your career. I’ve been on some type of flex time arrangement for seven years now, but my targeted hours have varied, as needed, to best meet my needs and goals, those of the firm, and my clients. When my kids were younger, I wanted to spend more time at home with them working remotely. Now with three active toddlers, many mornings I can’t wait to jump in the car to clear my head, and I’m in the office every day. Flex is a two way street – it’s best if you’re as flexible with the job as you want the job to be with you. It’s about creatively defining flexibility and frequently looking at it from a more macro level; it’s not necessarily how predictable my day, week, or month is. Our industry often lacks this kind of certainty. It’s more about asking myself, “What do I want to achieve, professionally and personally, this quarter or year? The next 3-5 years?” Start at that point and backwards-engineer the workload to make those goals achievable in a timeframe that works for you. Be willing to revisit and re-evaluate that plan frequently.

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Spotlight on Flex – Indira Sharma

The Spotlight on Flex showcases professionals from member organizations who exemplify personal and professional success while working a flexible schedule. Their stories illustrate the long-term benefits that flexible schedules offer to both individuals and organizations.

This month, we are pleased to share insights from Indira Sharma, Counsel and Chair of the Diversity & Inclusion Committee, Saul Ewing Arnstein & Lehr LLP (Baltimore, MD).

Diversity & Flexibility Alliance: How have you made flexibility a priority and a success through your schedule?

Indira Sharma: I started working at Saul Ewing right after I graduated from law school in 2006 and was on a full time schedule from 2006-2010. After I had my first child at the end of 2009, I returned to work reduced hours at 65 percent for about a year before transitioning to 70 percent reduced hours. I don’t have a set schedule; as it is with the practice of law, it just depends on the day. Instead of focusing on what days I’m in the office or not, I focus on making myself available. When there’s extra time, I spend it taking care of more things at home for my family and the community.

It’s been trial and error to get to this point. At first I thought I would take a certain weekday off, but I realized it wasn’t realistic as a litigator. So when there are family commitments, I work around them just as I would work around a deposition schedule. There are times where I’ve had to bend for work and times when I’ve had to bend for my personal life – it just depends what’s more important at the moment.

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Spotlight on Flex – Wendy Sugg

The Spotlight on Flex showcases professionals from member organizations who exemplify personal and professional success while working a flexible schedule. Their stories illustrate the long-term benefits that flexible schedules offer to both individuals and organizations.

This month, we are pleased to share insights from Wendy Sugg, Counsel, Troutman Sanders (Orange County, CA).

Wendy SuggDiversity & Flexibility Alliance: How have you made flexibility a priority and a success through your schedule?

Wendy Sugg: I started working for a firm in New York, followed by a two-year clerkship for the Southern District of NY. There wasn’t a lot of flexibility in my schedule while in New York, but it was great training. I always knew I would come back to California – the idea of having to rent a car to get out of town was insane to me! I moved back here in 2003 and was a litigator at my first California firm for eight years. While there, I started doing a lot of employment litigation, and as I became more senior, I started thinking about specializing. It was a natural fit to stick with employment matters. I started looking for a full-service firm where I could continue to specialize, build a book of business, and have other departments to help with that too.

I found another firm that checked these boxes, and a year and a half later, I had my son. At the time, he had weekly medical appointments, and I wanted one day a week off in order to accommodate his needs and focus on his care. It was a great arrangement with my previous firm, and I started to build a good network and book of business. I was formally on a 75 percent, reduced hours schedule and came into the office four days a week.

I came to Troutman Sanders three years ago; they had no employment litigators or employment practice on the West Coast. It was another great opportunity to build my expertise and practice here. I was clear during the interview process that I wanted to continue working at a reduced hours schedule (now at 80 percent) because my son had just turned two, and we were still taking care of his medical needs. I felt comfortable asking for flexibility right from the start because it was what I needed. The firm had no issues with this, matched my salary, and brought me on as a direct lateral hire. In other words, instead of focusing on my schedule, we focused on developing a business and marketing plan. There wasn’t an employment attorney on board yet, and the firm had immediate business needs such as counseling clients and their employees during transition periods (such as post-merger or acquisitions).

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Spotlight on Flex – Sarah Kuehnel

The Spotlight on Flex showcases professionals from member organizations who exemplify personal and professional success while working a flexible schedule. Their stories illustrate the long-term benefits that flexible schedules offer to both individuals and organizations.

This month, we are pleased to share insights from Sarah Kuehnel, Associate, Ogletree Deakins, St. Louis, MO

Diversity & Flexibility Alliance: How have you made flexibility a priority and a success through your schedule?

Sarah Kuehnel: Flexibility has always been important to me because my husband has been in the military my entire career. As a second year associate at Ogletree, I first switched to a flex schedule in late 2010 because he was being deployed in January 2011. The firm was incredibly generous and let me adjust my schedule to a 50 percent reduced-hours target for the last two months of that year.

In 2011, my husband was selected for the Army Special Forces. We consciously decided that his career would take precedence since it had a tangible time limit (both from a physical and career development aspect). I was passionate about my career too, but with a limited amount of time, my husband had to advance in his career first. My original thought was to quit the firm since his career would require us to move and live in several different states over the next few years. I went to the managing shareholder to discuss my options. Rather than let me quit, Ogletree once again, was incredibly supportive, and agreed to let me work 100 percent remotely out of the St. Louis office on an hourly basis. Because the arrangement was a success, in 2014, I went to a 75 percent reduced-hours schedule. I now work at an 85 percent reduced-hours schedule – all the while continuing to work remotely for the St. Louis and now Tampa offices.

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Spotlight on Flex – Alan Bryan

The Spotlight on Flex showcases professionals from member organizations who exemplify personal and professional success while working a flexible schedule. Their stories illustrate the long-term benefits that flexible schedules offer to both individuals and organizations.

This month, we are pleased to share insights from Alan Bryan, Senior Associate General Counsel for Legal Operations & Outside Counsel Management, Walmart Stores (Bentonville, AR).

Alan BryanDiversity & Flexibility Alliance: How have you made flexibility a priority and a success through your career? How has Walmart supported this?

Alan Bryan:  I started at what was then Arkansas’s largest law firm as a general litigator where I was eventually made partner. I got engaged about eight years into my career and explored transferring to my firm’s Fayetteville’s office since my fiancée (now wife) was originally from there. I eventually relocated, and that move also caused me to reflect on where I was going in my career.

Even when I made partner, I realized my next chance for leadership at the firm (chairing a committee or being a section leader) was a long way off. I knew what I really wanted was to lead and influence people, and I had to think about what my long term options were. The firm, among other things, did not offer leadership opportunities for junior partners. Even in law school, I had always been interested in working in-house, and Fayetteville is roughly 25 miles south of Bentonville (where Walmart is headquartered). An opportunity presented itself, and I started working at Walmart managing litigation in July 2011. In May 2013, I was asked to lead all of the company’s outside law firms. Since then, I’ve also taken on the role of managing several of the legal department’s initiatives for its Legal Operations group.

In terms of flexibility, many organizations have what’s stated, but that doesn’t always correlate to the reality of what’s expected – time is finite, and time is money. That was certainly the case at my law firm – what was said wasn’t always what happened. I knew Walmart fully supported flexibility and the idea that you can manage how and where you work at the same time.   You have to find a place where you can secure what you want and get to where you want to be on your own terms.

My wife is a neo-natal intensive care nurse and primarily works the night shift. We had our first child within the first year I started at Walmart and our second child a year and a half later. The company understands I’m the only available caregiver in the mornings, and sometimes I have to shift when I arrive into the office to accommodate my kids’ schedules.

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Spotlight on Flex – Anne Marie Pisano

 

The Spotlight on Flex showcases professionals from member organizations who exemplify personal and professional success while working a flexible schedule. Their stories illustrate the long-term benefits that flexible schedules offer to both individuals and organizations.

This month, we are pleased to share insights from Anne Marie Pisano, Principal at Goldberg Kohn, in Chicago, IL

Anne Marie PisanoDiversity & Flexibility Alliance: How have you made flexibility a priority and a success through your career?

Anne Marie Pisano:  Goldberg Kohn is a one office firm based in Chicago, and I started here as a summer associate and then as a first year associate after graduation. My husband and I are very passionate about pursuing our careers while at the same time being completely committed to each other. When an amazing professional opportunity presented itself for him in DC, we knew we had to take it. I was a mid-level associate at the time, pregnant with our first child, and I really loved working at Goldberg – I didn’t know what my options were. I spoke with the chairperson of the commercial finance practice group, and he told me that even if I moved to DC, he and the firm didn’t want to lose me as an associate. It was incredible, and we worked together to create a telecommuting arrangement. I would work the same amount of hours, for the same compensation, and have the same expectations as any other full time, Chicago-based associate – I would just be based in the DC-metro area. It was a very organic arrangement; I would come to Chicago when deals closed and to meet with clients as I deemed necessary.

This arrangement started over 14 years ago. What I love about Goldberg Kohn is that over the years, my family and professional situation has evolved, and my flex arrangement has evolved to match my needs as well. When I started telecommuting, technology was not what it is today, and during my first maternity leave, there was a desire to push our tech options forward. This was not just for me but for other attorneys at GK who wanted to leave the office in the evening to spend time with their families and log back into the system later, if necessary. The firm made the investment to make this happen, and I had complete, remote access to the firm’s system. I was able to recreate my entire office desktop at home, and it’s been a win for all attorneys since then.

After I had my second child, I realized that in addition to telecommuting, I wanted to work reduced hours. Without question, the firm supported my request, and we agreed on a flex schedule where I would work 80 percent. In fact, I made principal (we are a single-tier partnership), while telecommuting and working reduced hours! We stayed in the DC area for 12 years, and two years ago, we moved to Pennsylvania (where my husband and I grew up) to be closer to family. Now that my third child is in school full time, I returned to working full time. I’ll go into the office in Chicago about once a month for two/three days at a time, but I still telecommute about 95 percent of the time.

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