Covering Continued: Updates on Data from Within US Law Firms

April 2015

Featuring — Kenji Yoshino, Chief Justice Earl Warren Professor of Constitutional Law, NYU School of Law

Drawing on Professor Yoshino’s award-winning book, “Covering: The Hidden Assault on Our Civil Rights,” this seminar will address the phenomenon of covering — the strategy of downplaying outsider attributes to blend into the mainstream. While his previous presentation (at the Alliance’s 2014 Annual Conference) focused on covering in the Fortune 500, this update will examine data gathered specifically from law firms. Professor Yoshino will discuss the incidence and costs of covering for individuals and law firms and explore possible solutions.

Highlights from the Alliance’s 2015 Annual Conference

The Alliance’s 2015 Annual Conference, Diversity + Flexibility = Innovative Leadership, was held on March 19 at the Washington, DC office of Jones Day. Below are thoughts and advice from a few of the day’s speakers:

Josh Frank, General Counsel, DHL Americas & 2015 Flex Leader Honoree: Flexibility needs to be part of the culture and it makes business sense. It’s quality over quantity – would rather have someone work 1000 quality hours over someone toiling away with 2000 sub-par hours.

Deborah Kelly, Partner and Deputy General Counsel, Dickstein Shapiro LLP: Flexibility shouldn’t be an issue anymore – where are all the men? Recognize that hours worked doesn’t equal an attorney’s commitment to the firm. Read more

Action Step – Asking the Right Questions:Surveying Your Outside Counsel About Diversity & Flexibility

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.

ASKING THE RIGHT QUESTIONS:
SURVEYING YOUR OUTSIDE COUNSEL ABOUT DIVERSITY & FLEXIBILITY

It has been said that “what gets measured, gets done.” For corporate law departments that understand the value a diverse team brings to solving complex problems, surveying outside counsel about diversity is a powerful tool for securing the best talent on their matters. Given the connection between attorney control over when, where, and how they work and retaining top, diverse talent, the surveys must have key elements, including questions about flexible work in order to have the most impact. Here are a few more principal considerations and features of a well-crafted diversity survey…

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What Makes Great Leaders in the Law

The Diversity & Flexibility Alliance Announces the 2015 Flex Leader and Flex Success™ Honorees

WASHINGTON, DC, March 12, 2015 – Confidence, motivation, communication, and honesty – all traits we look for in a leader. A truly great leader exhibits not only these traits, but also excels at leading by example through inspiration, commitment, creativity, and flexibility. The Diversity & Flexibility Alliance (the “Alliance”), a think tank dedicated to creating work environments centered on inclusion and innovative thought leadership, is proud to partner with these leaders and their organizations to promote holistic flexibility in the legal profession. Read more

Action Step – Recruit Men With Flexible Work

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.

RECRUIT MEN WITH FLEXIBLE WORK

Law students talk to each other about their law firm interview experiences: what they were asked; what insights they gained into the firm; and what the firm seems to be looking for. As they compare notes, a pattern might emerge; some employers tell female recruits – but not male recruits – about the firm’s flexible work programs. Female recruits often express disbelief, and some take offense at the assumptions the firm is making about them. However, they aren’t the only ones. Male recruits have also been put off by the assumptions firm’s make about them and their interests… Read more

Spotlight on Flex – Eve Howard

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.

Eve HowardThis month, we are pleased to share insights from Eve Howard, Partner in the Washington, DC office of Hogan Lovells US LLP. Ms. Howard is a 2013 Flex Success™ Award Honoree and a member of the Alliance’s Advisory Council.

Diversity & Flexibility Alliance: How have you made work-life control a priority and a success with your schedule?

Eve Howard: With a flexible schedule I’m able to devote more time to non-work-related things that are important to me, including my family and outside interests. However, my goal is that my schedule never interferes with the service I provide to my clients, my relationship with colleagues at the firm, or with the firm as a whole. If a client calls with an emergency on a day I’m not in the office, it doesn’t mean that it’s not my problem to deal with. Part of the success of my schedule is learning to recognize what’s a true crisis and what’s not – this comes with experience.

I’ve been at a 75% schedule for most of the past 14 years; I’m generally in the office four days and off on Wednesdays. However, months can go by where I don’t take a Wednesday off, but I’ll use another day that works better for current client or firm demands to stick to my arrangement. Having Wednesdays off creates a nice break in the middle of the week, and if I’m unavailable for a part of that day, it’s usually not too difficult to deal with things a day later (as opposed to three days later if my day out of the office were a Friday). Hogan Lovells has been fully supportive of my schedule, and I’ve been duly compensated for times I’ve worked more than my agreed upon hours. In other words, I never felt penalized by my schedule in terms of compensation or opportunities. Flexibility is the key component of a successful arrangement, both on my part and the part of the firm.

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Onwards & Upwards: Building a Successful On-Ramping Program

February 2015

Featuring — Laura Acosta, firm-wide Manager of Diversity and Professional Development, Goodwin Procter LLP and Kristen Page, Partner and Flex Policy Advisor, Shook, Hardy & Bacon LLP

On-ramping is one of the best ways to retain talented lawyers. It’s also inexpensive, measurably effective, and helps attorneys transition smoothly back from leave with the option of working reduced hours for a limited period of time without having to apply or request permission. More importantly, returning attorneys are given the support they need to successfully ramp back up to their full practice levels. Laura and Kristen will share how their firms have successfully implemented on-ramping policies and how to start them in your organizations.

Spotlight on Flex – Deborah Kelly

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.

Deborah KellyThis month, we are pleased to share insights from Deborah Kelly, Partner & Deputy General Counsel in the Washington, DC office of Dickstein Shapiro LLP. Update: Deborah Kelly is now Partner in the Washington, DC office of Manatt, Phelps & Phillips LLP.

Diversity & Flexibility Alliance: How have you made work-life control a priority and a success with your schedule?

Deborah Kelly: I was in academia teaching law-related political science classes at the University of Maryland and then American University before I even started in the law.  I went to law school because I believed it would enhance the courses I was teaching and was accepted at the Washington College of Law (WCL). While there, I kept teaching full-time, and I decided I wanted to be a law professor. I learned my chances of getting hired at a law school would increase if I practiced for a few years first. I did well at WCL, received an offer from Dickstein Shapiro, and intended to stay for just a few years.  Twenty six years later, I’m still here (so I stayed for more than “just a few years”)! Read more