Spotlight on flex Archives - Diversity & Flexibility Alliance

Spotlight on Flex – Ann Rives

Our 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 2019, we are pleased to share insights from Ann Rives Associate, Crowell & Moring (Washington, DC).

Diversity & Flexibility Alliance: How have you made flexibility a priority and a success with your career? How has the firm supported this?

Ann Rives: I was a rising third year associate when I lateraled to the antitrust group at Crowell and Moring in 2008. I was working full time, but went on maternity leave with my first child in December 2009. Crowell has a Balanced Hours policy that allowed me to return on a reduced schedule, and when I returned to work, I came back at a 60% reduced hours schedule. This was still relatively uncommon at the time, but coupled with the leave policy, Crowell has always shown its support of flexible work and its people.

But life happens, and when my son turned one, my husband’s new job required him to travel four days a week. We knew one of us needed a more stable schedule to be present for our son, and it was going to be me. I left the firm, but the antitrust group leaders and the firm made it clear that the door would always be open if I wanted to come back – even just to work on special projects. As hard as it was to leave in 2010, it was a great feeling to know I had a place to come back to at this caliber of a firm with amazing colleagues.

I made it a point to stay in contact after I left, and once my second child entered pre-school in 2013, I reached out to see if I could work on special projects for the antitrust group. The partners and the firm were incredibly receptive; we discussed what type of work I wanted, how many hours I could give, and how we could make it all work together.

Our agreed upon arrangement (and current flex schedule) is I’m an associate and bill an hourly rate with no annual requirement – it’s bill as you go, and I work primarily from home. The work ebbs and flows, and I bill anywhere between 7 – 20 hours a week. As lawyers, we’re trained to work on tight deadlines. But if you plan ahead and think about the work in the pipeline, there are things that can be pulled out of the “need it now” lane and reassigned to “non-urgent, but essential” lane instead. I focus on the latter items – complex research with high attention to detail work – and I love it!

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Spotlight on Flex – Jay Kugler DeYoung

Our 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 March 2019, we are pleased to share insights from Jay Kugler DeYoung, Principal, Fish & Richardson (Boston, MA).

Diversity & Flexibility Alliance: How have you made flexibility a priority and a success with your career? How has the firm supported this?

Jay Kugler DeYoung: Before I came to Fish & Richardson in 2002, I worked for two years at a general practice firm. I wanted to focus on biotechnology prosecution, and I was happy to move to Fish & Richardson when the opportunity presented itself. I joined Fish as a full time associate, and in 2008 I came up for partner – just as I had my first child. I made partner that year and came back on a reduced hours schedule after my daughter was born. I have an hour long commute each way, and I wanted to be home to see my child and eat dinner together as a family. I moved to an 80% reduced hours schedule that consisted of coming into the office each day from 9:30 am – 5:30 pm. I telecommuted as necessary too, and I’ve never looked back.

The firm has never pressured me to go back to full time, in fact, I believe the firm sees flexibility as a win/win for everyone. I chose to reduce my hours because I wanted be involved with firm activities around associate mentoring, training, evaluation, and advancement. Over the years, I’ve expanded my internal involvement to include partner evaluation and advancement too. Internal community building and professional development are both really important to me, and if I were working full time, I wouldn’t be able to give 100% to my substantive work, professional development activities, or being a mom. Flex has been a decision that’s really worked because I’m happier, have less pressure to bill hours, can devote the time I want to client development, and am able to spend quality time with my family.

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Spotlight on Flex – Andrea Brockway

Our 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 2019, we are pleased to share insights from Andrea BrockwayCounsel, Saul Ewing Arnstein & Lehr (Philadelphia, PA).

Diversity & Flexibility Alliance: How have you made flexibility a priority and a success with your career? How has the firm supported this?

Andrea Brockway: I started at the firm as a full-time litigation associate in 2008 after graduating from Temple Law School. In late 2010, I switched to a reduced hours schedule after the birth of my first child. The firm had a formal flex policy in place when I asked to reduce my hours, and my request was approved. Since switching to flex eight years ago, I’m now the proud mother of four children and have maintained a successful litigation practice representing clients in higher education and white collar criminal defense. The firm and my colleagues have always been supportive of my flexible work arrangement because they trust I’m going to complete the work and do it well.As a litigator, my work and deadlines vary day to day, but I try to block off Fridays to focus on my family. Even though the nature of litigation doesn’t always fit that schedule, my flex hours enable me to decline non-essential meetings scheduled on Fridays. My coworkers understand because they know I’ll always attend to my work commitments on time.

When it comes to flex, it’s not just the reduced hours, but it’s also the flexible work environment that’s been helpful for me. The firm has been very supportive of me working remotely where feasible. This locational flexibility allows me to save on commute time and also affords me the ability to work before/after traditional office hours.

I make flex a priority through communication and organization. All of my commitments are calendared – whether it’s a court deadline or bringing Valentine’s Day treats to my pre-schooler’s classroom. Everything is scheduled, and I’m available via my cell phone or email. I recently started using an app called iTimeKeep to help me stay organized and on top of my commitments. It’s been extremely beneficial for my time management and prioritizing tasks throughout the day.

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Spotlight on Flex – Molly Senger

Our 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 2019, we are pleased to share insights from Molly Senger, Of Counsel, Gibson Dunn (Washington, DC).

Diversity & Flexibility Alliance: How have you made flexibility a priority and a success with your career? How has the firm supported this?

Molly Senger: I came to Gibson Dunn in 2011 as a third year associate after I completed a clerkship with the Honorable John D. Bates at the US District Court for the District of Columbia. I started full time, but after I had my son in January 2016, I came back from maternity leave to a 70% reduced hours schedule. The only formalized aspect of my flex schedule is my reduced hours target; what I’ve learned is you have to be flexible with your time and each day is different. I’m generally in the office every day, but my hours vary depending on what’s happening in the matters I’m working on at the time. I’ve had months in which I’ve had an arbitration and far exceeded full-time hours. But I’ve also had months in which my matters have been relatively quiet, and I’ve been able to take advantage of my flex schedule.

One thing I try to keep in mind with my flex schedule is something one of my mentors told me; “it’s unlikely you’ll find a perfect balance every day, but if you strive for it, you can find the balance you want over the long-term.” Once I started working flex, I made it a priority to be more comfortable saying “no.” I enjoy my work and give 110% to all my matters, and I want to say “yes” to a lot of things. But having been in the position of saying “yes” to too many things, I’ve learned to get over the guilt of saying “no” and figure out the right balance of what I can handle at work while also having time for family, friends, and everything else in life.

Thankfully, Gibson Dunn provides a supportive and easy learning environment for flex. I can change my reduced hours percentage at any time, and the firm does an annual true-up when I exceed my agreed-upon hours. More importantly, my colleagues and the partners I work with have helped me become more comfortable finding the right balance for me. When a partner comes to me with a new matter that I’d love to help with but I’m stretched too thin, I’m upfront about my reasons for saying “no.” I remind them to ask me again when the next new matter arises, and they do! Learning that partners understand and trust the reasons behind your “no” – and that they will come to you again – has made the process of saying “no” much easier.

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Spotlight on Flex – Adie Olson

Our 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 November 2018, we are pleased to share insights from Adie Olson, PartnerQuarles & Brady (Chicago, IL).

Diversity & Flexibility Alliance: How have you made flexibility a priority and a success within your career? How has the firm supported this?

Adie Olson: Law is actually my second career, but my legal career has come full circle with Quarles & Brady. I was a special education teacher and worked with kids with severe emotional and behavioral issues for five years. I loved teaching, but law was always in the back of my mind. I attended Marquette University Law School as an evening student and started as an associate at Quarles & Brady right after graduation in 2003.

I didn’t think I was interested in working at a large law firm, but an adjunct law professor who worked at Quarles, encouraged me to apply for their summer associate program. The firm broke down any stereotypes I had of “big law” at the time; people were really nice, and they had families and lives outside of the office. I knew it was the right place for me, especially as I started my full-time, legal career with them with a six-week old baby at home!

It was pure luck that when I started at Quarles, they were defending a special education class action law suit. I had the substantive background – maybe not the litigation skills (yet) – for a case full of educational acronyms and was able to hit the ground running. I never set out to be a litigator, but things happen for a reason. There is a serendipity aspect to it, but you also have to be open to opportunities that come your way.

I also believe every lawyer should start off as a litigator. You learn about all aspects of a transaction – what went right/wrong, you develop amazing people skills, and you learn how to be a fantastic lawyer. I can be a very intense person, so litigation brought out the best and worst in me at times. By the time I was a fourth year associate, three of my cases went to trial in one year, I was working long days, and I was pregnant with my second child. This was a turning point for me. My career, as exciting as it was, was not sustainable as-is. I knew I wanted to have more time to spend with my growing family.

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Spotlight on Flex – Mark Miller

Our 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 October 2018, we are pleased to share insights from Mark Miller, Partner, Norton Rose Fulbright (Houston, TX).

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

Mark Miller: I just celebrated my 31st year at the firm doing ERISA work. I’m based in the Houston office, but for the past six years I split part of the month with our New York office. In the fall of 2012, I was billing hour after hour, and while I was driving home one night, the song Behind Blue Eyes came on. I thought. “I just want to pause…” I didn’t want to change jobs or law firms; I just wanted a pause. I always envisioned myself with a one job, one firm legal career; I had great clients, I loved the firm, and I didn’t want to change that.

I wrote a memo to the managing partner explaining how grateful I was to do the work I was doing, how much I loved my job, appreciated my clients, and enjoyed working with my colleagues. But I also explained my intention to take a five month sabbatical (from April to September). I didn’t want to telecommute or go reduced hours; I wanted to see if I could really unplug from big law. I needed more than a vacation, and I didn’t want to quit. It would have been easy to change law firms, but it would have been the same cycle over and over. That’s what I was trying to break away from.

The managing partner asked about the precedence for my request. I told him there wasn’t one, but the firm had a maternity/paternity leave policy, and we supported people going to rehab. He took my memo into consideration, and a few days later my request was fully approved. Among the many things this experience taught me, it affirmed the fact that you need to ask for what you want. I was ready and willing to quit my job if I had to, and I’m thankful it didn’t come to that.

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Spotlight on Flex – Heidi B. (Goldstein) Friedman

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 August 2018, we are pleased to share insights from Heidi B. (Goldstein) Friedman, Partner at Thompson Hine (Cleveland, OH). 

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

Heidi (Goldstein) Friedman: There is a reason that I have been at Thompson Hine for 23 years. The firm has always supported my practice as well as my personal life and professional interests. I started flexing my schedule 18 years ago after I had my first child, who is now leaving for college! My initial flexible arrangement started with a slight reduction in overall billable hours, and although I focused on flexibility where I was able to grab it, my goal was to take every other Friday off with my newborn daughter to see what those mommy and me classes were all about. Over time and after I had my son three years later, I would aim to take one day off each week, and I also added some telecommuting to the mix. To me, the key was being able to work flexible hours in a flexible location. As my children grew, so did my practice, and my life circumstances also changed. I was suddenly a single parent and promoted to partner while trying to build a national practice that required quite a bit of travel. There is no doubt that my kids were my priority, and I had to be present in any way I could. At the same time, I wanted every client to feel like they were also a priority (and they are) and that I was honored to be a part of their team.

Even though my kids are older and require less attention (i.e., they don’t like being around me nearly as much!), I still want to remain engaged with them. Additionally, I have worked very hard to build a strong practice supporting large manufacturing companies on environmental, health and safety issues, so I still spend quite a bit of time on airplanes. Although I have now long been committed to the firm at full time plus, I continue to use flexibility as a way to be successful by telecommuting multiple days a week. My days fill up quickly with client meetings and travel but also with my kids’ activities and appointments. I try my best to never miss a soccer game or track meet for my son, and I definitely did not want to miss a single event during my daughter’s senior year

While my hours and schedule have changed over the years, my focus on making sure I also provide valuable and innovative client service delivery, has not. Flexibility lets me determine when and where I work without sacrificing responsiveness and service to my clients. At the end of the day, I want to be my best self for my clients and my family, and flexibility allows me to do this.

The firm did not have a formal policy when I first broached the subject of working flex 18 years ago. It was more of a “you get what you negotiate” process. I had medical issues with both of my pregnancies, and my practice group leader never hesitated to give me the time I needed. Thompson Hine has always been immensely supportive with a “family first” mentality and culture, and my reduced hours schedule was never a detriment to my professional development. During my second pregnancy, my doctor ordered three months of mandatory bed rest and I could not work at all; yet shortly after my son was born, I made partner. That was close to 16 years ago, and this is just one of the many reasons why I have stayed with the firm for 23 years!

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Spotlight on Flex – Kelsey Morris

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 July 2018, we are pleased to share insights from Kelsey Morris, Associate, Akin Gump Strauss Hauer & Feld (Irvine, CA)

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

Kelsey Morris: Right after law school, I started at Akin Gump’s LA office, and I was there from 2011-2015. I left to complete a one year, federal clerkship with the US District Court for the Central District of California. My daughter was born right at the end of my clerkship in 2016. At this point, I was at a crossroads in my career – I knew I wanted to continue practicing and spend the most time I could with my daughter while she was young. I just didn’t see a path forward at big law that would meet those needs at the time. I decided to start teaching legal writing at USC law school and took on projects as an independent contractor to keep up my legal practice. I was doing this for about five months when a former colleague from Akin Gump called and asked if I would join the litigation practice in the firm’s Irvine, CA office. My daughter was almost a year old, and I had a clearer vision of how I wanted to practice law and how much time I wanted to be available for my family versus work. I knew I wanted to come back and how I wanted to come back.

Akin Gump, and particularly the partners in Irvine, graciously worked with me to find the right arrangement. This year, I am working at a 60% reduced hours schedule and come into the office at least three days a week. It may not be a traditional schedule, but I make sure I’m fully present when I’m here, and I’m logged in and available remotely the rest of the week.

My flex success doesn’t just originate with me – without the practical support and understanding of my colleagues in Irvine, this wouldn’t work. For my part, though, I think success comes from mentally committing to my schedule. I was fortunate to have worked for senior women who were on flex schedules when I first started at the firm, and they were open with me about what flex looked like for them. I learned that for the sake of yourself and your work, you have to commit to your flex schedule – whatever that may look like. Someone on a 60% reduced hours schedule can’t take on the same case load as someone working at 100% and then still only work 60%. It doesn’t work that way. You have to communicate your schedule from the beginning and mentally note that you took a pay cut for the reduced hours. When you take on too much, you’re doing a disservice to yourself, the firm, and your clients. You also confuse your colleagues because they won’t know how much work they can and should be giving you. When you make a commitment to flex, you make it fairer for everybody.

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Spotlight on Flex – Michelle Humes

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 June 2018, we are pleased to share insights from Michelle Humes, Partner, Shutts & Bowen (Orlando, FL). 

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

Michelle Humes: Since I can remember (I think I was about seven years old), I always wanted to be a lawyer – my grandfather and uncle are both lawyers. But while in college, I started to have some doubts and wasn’t sure if I wanted to continue school for another three years. I was also worried about being able to balance working as an attorney and eventually having a family. So after college, I took a year off, and through a series of events, ended up working as an assistant at a law firm. I had wanted to be a lawyer, and here I was working at a law firm. I felt like it was fate’s way of telling me to go to law school. Since I was already working in the legal field, I decided to keep working while going to school. I started at Shutts & Bowen as the assistant to the Practice Group Leader (PGL) of the Construction Litigation Group in July 2006. In August 2006, I started in the evening law student program at Barry University; I continued to work full time and went to school at night for three years. In 2009, the firm created a summer associate position for me in the Orlando office. That fall I switched to the full-time program, graduated, and took the bar in July 2010. I started working at the firm in August that same year

At the time the economy was terrible, and the Orlando office didn’t have any summer associates or new hires. But right away, because of my history with the firm, and with the support of the Construction Litigation Group’s PGL, Shutts demonstrated its commitment to me and my career by hiring me as a contract associate. After a full year, they were able to switch me to a traditional associate position. I worked in the Construction Litigation Group for three years and then transitioned to the Real Estate Group at the end of 2013.

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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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