Action Step – It Takes A Community: Foundational Considerations For Women’s, Flex, And Other Affinity Groups

The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility.  Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.

IT TAKES A COMMUNITY:
FOUNDATIONAL CONSIDERATIONS FOR WOMEN’S, FLEX, AND OTHER AFFINITY GROUPS

Establishing affinity groups can be an excellent way to build a community and effectively address the social isolation that interrupts the career advancement of lawyers from underrepresented identities including lawyers who work flexibly. Positioning these groups for success requires consideration of a number of different factors and ensuring they serve the following three main purposes…

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Spotlight on Flex – Laura Walther

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 Laura Walther, Counsel in the Washington, DC office of Crowell & Moring LLP.

Laura WaltherDiversity & Flexibility Alliance: How have you made flexibility a priority and a success with your career? How has flexibility made your career more sustainable?

Laura Walther: I lateraled to the Product Liability & Tort Group at Crowell & Moring in the Spring of 2007 and went on a flex schedule at 80 percent in the Fall/early Winter of 2010 after I came back from maternity leave. I was made Counsel while I was on leave. Currently, I am a Counsel in what is now the Advertising & Product Risk Management Group and continue to work closely with the product liability litigation team members. My flex time is a reduced hours yearly target – I’m in the office almost every day but have no hard start and end time. I’m practical with the realities of child-care; I’m usually in the office early so I can leave early but still maintain as much of the “full time experience” as possible. If I need to make time in my schedule for personal reasons, then I do it. I have the flexibility (and the firm has been fully supportive) to make my own schedule to meet my yearly hours.

When I proposed my schedule to the firm, there were already several other attorneys on a flex schedule. I did my homework and talked with them to see how their schedules were working – what they liked and what they didn’t. Having people that were willing to share their experience and knowing what would work made the decision easy. I also made it a point to have my practice group and partners’ buy-in first before I spoke with human resources. This was extremely helpful to create and approve a schedule that worked.

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Upcoming Event -Signature Seminar Series

The Diversity & Flexibility Alliance’s bi-monthly Signature Seminar Series explores a mix of organizational solutions and individual strategies related to inclusion, retention, and workplace flexibility.

Are your women’s initiatives waning?  Are the majority of your regrettable losses female attorneys? Good intentions don’t always equal positive results, but action is needed.  Join us on September 15 as Kit Chaskin, Partner and Global Director of the Women’s Initiative Network, Reed Smith and Sally Olson, Chief Diversity Officer, Sidley Austin, discuss their firms’ successes with creating women’s initiatives with IMPACT!  Manar Morales of the Diversity & Flexibility Alliance will also discuss best practices with leading change through your initiatives. Learn how to overcome the organizational challenges when creating and sustaining a successful women’s initiative and retain your top talent!

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