We are pleased to welcome Miles & Stockbridge P.C. 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.
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 Andrea Hogan, Partner in the San Francisco office of Latham & Watkins LLP.
Diversity & Flexibility Alliance: How have you made flexibility a priority and a success through your career?
Andrea Hogan: I’ve been with Latham & Watkins my entire career; I started in the DC office in 2005 after graduating from Georgetown University Law Center. The firm has an unassigned program for new associates, so I was able to work on projects within different departments and practice groups as a junior associate. Coming out of law school, I was very interested in regulatory work, and that interest was solidified when I began working with the Environment, Land & Resources Department.
For reasons related to my husband’s job, I transferred to Latham’s Chicago office as a junior associate. When I was a mid-level associate, we moved back to California, and I’ve been in Latham’s San Francisco office ever since.
I had my first child when I was a sixth year associate, and when I came back from leave, I took advantage of the firm’s Pace Reduction Option for Returning Associates To Adjust Program (PRO RATA). This allows associates to on-ramp from leave and work a reduced hours schedule for six months – no questions asked and no approval required. I’ve stayed on an 85 percent reduced hours schedule ever since. I’m in the office every day but with shorter hours because that’s what works best for me and my family. In 2014, I had my second child, and while out on leave, I was promoted to partner. Read more
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.
STRATEGICALLY APPROACHING WOMEN’S INITIATIVES
Retaining and advancing women where they are underrepresented takes more than hosting a panel discussion, establishing a committee, or more than engaging just the women. Creating a meaningful initiative to increase the representation and inclusion of women up the organizational ladder requires a strategic process reflecting the commitment of leaders and engaging both men and women. As detailed below, the hallmarks of that strategic process include: 1) assessing the current state; 2) articulating the purpose; and…
This is the fourth in a series of seven blog posts featuring advice on our Seven Strategies for Flex Success™. Check back as we walk you through the seven steps that will guarantee your success while working flexibly: Define Your Success; Own Your Value; Activate Your Mindset; Create A Strong Personal Brand; Build Your Networks; Expand Your Ideas on Business Development; and Enhance Your Work-Life Control.
The Fourth Step to Ensuring Your Flex Success™ –
Create A Strong Personal Brand
In Step Two of our Seven Strategies for Flex Success™ you worked on Owning Your Value. You identified what makes you unique and what only you can bring to the table. Knowing what makes you special gives you confidence and self-esteem. The fourth strategy revolves around harnessing this self-esteem and creating your personal brand. Just as a corporation would market a product, you need to market yourself to make sure others perceive you the way you want to be perceived.
There is power in perception.
As a professional working a flexible schedule, it’s particularly important to control how others see you to counteract flex stigma that others in your office may harbor.
Make sure that you are speaking positively about your schedule and your work. Remember that how you talk about yourself drives how others are talking about you. Ask for feedback about how people perceive you. In particular, ask your mentor or sponsor if others have a positive perception of you and your work and how you can improve your image. Your career trajectory not only depends on the quality of your work but also your reputation as someone who is serious about your own success and the success of the organization.
We are pleased to welcome Williams & Connolly 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.
