Major Law Firms Urged to Participate in Flexibility Benchmarking Survey

Flexible Work Key to Meeting Needs of Future Employees & Evolution of Legal Industry

WASHINGTON, DC, July 28, 2016 — The Diversity & Flexibility Alliance is urging all major U.S. law firms to participate in its third annual Law Firm Flexibility Benchmarking Survey, which is open for participation through September 12, 2016. The survey provides major U.S. law firms with the opportunity to track the availability, usage, and support of their flexible work programs. A touchstone on the current state of flexibility in the industry, this survey has the market distinction of examining holistic flexible work usage including reduced hours schedules, telecommuting, flexible start/end times, annualized hours and/or job sharing by attorney position, gender, race, and sexual orientation in a way that protects the confidentiality of participants and does not result in a ranked list.

“Law firms that participate in our survey will receive invaluable information and insights into the effectiveness of their flexible work policies, the biases that may be present in their firm and how they stack up against the rest of the industry,” said Manar Morales, President and CEO of the Diversity & Flexibility Alliance. “Since flexibility is an important talent recruitment and retention tool, firms must evolve and seriously consider whether their flexible work policies are meeting the needs of their current and future employees,” she added.

All survey participants will receive the full 2016 Law Firm Flexibility Benchmarking Survey Report, featuring findings from the aggregated survey results. The Executive Summary for the 2015 Law Firm Flexibility Benchmarking Survey Report is available on the Research page of the Alliance’s website. All responses are kept confidential and the report will only include aggregate data. Individualized benchmarking reports, which include customized recommendations, are available for purchase by participant firms.

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Spotlight on Flex – Cheryl Tedeschi Sloane

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 Cheryl Tedeschi Sloane, Associate in the Miami office of White & Case LLP.

Cheryl T. SloaneDiversity & Flexibility Alliance: How have you made flexibility a priority and a success with your career?

Cheryl Tedeschi Sloane: I first came to White & Case as a summer associate. Upon graduation, I joined the firm’s financial restructuring group until leaving for a federal clerkship a couple of years later. While exploring post-clerkship opportunities, I ran into a few partners from the firm’s litigation practice and realized that returning as a litigator was the right choice. Eventually I had my first child, and then came my second. I was nine months pregnant when preparing for a two-week jury trial and also co-parenting a toddler with my working husband. It was an intense time. After the trial and the arrival of our second child, I was certain of two things: I loved my job, and I required a new schedule. Because I truly enjoyed the work and the people at White & Case, I decided I had to find out whether I could make the firm’s flexible work policy work for me before exploring any other options. Read more

Action Step – Elements of a Well-Crafted Reduced Hours Policy

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.

ELEMENTS OF A WELL-CRAFTED REDUCED HOURS POLICY

Reduced hours schedules are a critical part of holistic flexibility policies, which recognize that a diverse workforce requires different ways of getting great work done. Yet, reduced hours schedules tend to be the most stigmatized form of flexibility, too often misconstrued to signal a lack of commitment to one’s career. Reduced hours professionals were also once subjected to formal haircuts – that is, being paid less than the time agreed to work (e.g., 60 percent pay for a 75 percent schedule) – and many still do not receive a true-up when they work more than their agreed upon schedule. For these reasons and more, it is important for organizations to send a clear message of support for reduced hours schedules through a well-written policy that addresses the following key areas…
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Filling the Confidence Chasm: Tips for Women for Improving Confidence in the Workplace

With Theresa May moving into 10 Downing Street and Hillary Clinton close to becoming the first woman President of the United States, you’d think that women would be more confident than ever. But as BBC-America anchor Katty Kay puts it, there is still a confidence “chasm” between men and women when it comes to the workplace.

Last week Katty keynoted AARP’s “2016 Women’s Leadership Forum: Cracking the Confidence Code” and shared research and insights from her New York Times best-seller, The Confidence Code, co-authored by Claire Shipman. Manar Morales, Alliance President & CEO, joined a panel of women CEOs to provide her expertise on women’s leadership as well as her personal insights on starting her own company, building her confidence, and achieving her goals. Read more

Your Full-Time Flex Policy: Put it in Writing!

You may ask yourself, “Why would we need a formal full-time flex policy? Our attorneys are professionals and they know when they can come and go and when it’s appropriate to work from home.”

While this may be true in some cases, consider the challenges the firm faces when an attorney telecommutes 5 days a week, without his or her managing partner’s full support. Or what if an attorney is hesitant to work flexibly because he believes it will be held against him when his performance is reviewed? And how will your firm attract new law school graduates if you can’t legitimately state that you have a full-time flexible work policy and you can’t prove how many attorneys use it? Read more

Brown Rudnick LLP Welcomed As Newest Member of the Alliance

We are pleased to welcome Brown Rudnick LLP as the newest member of the Alliance! The firm joins a community of over 55 leading organizations that are implementing innovative solutions to promote inclusive and flexible work cultures.

Brown Rudnick Read more

Spotlight on Flex – Evynn Overton

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 Evynn Overton, Principal in the Baltimore office of Beveridge & Diamond PC.

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

Evynn Overton: I had my first child during my third year of law school, and I knew heading into the work world I needed and wanted a job with flexibility. I learned I was pregnant while I was a summer associate at Beveridge & Diamond (B&D). When I received my offer, I spoke with the firm and asked if flex options were available as an incoming first year associate. The firm said absolutely; they encouraged and supported my schedule from the very beginning. I started as a reduced hours, first year associate in the fall of 2004 at a 60 percent schedule and was in the office three days a week. Read more