Spotlight on Flex – Rebecca Springer

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 February 2018, we are pleased to share insights from Rebecca Springer, Partner, Crowell & Moring  (Washington, DC). 

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

Rebecca Springer: I started at Crowell & Moring as a first year associate after I graduated from law school. I knew I wanted to be in DC, and I knew I wanted to focus on labor and employment law. However, I also started at the firm thinking I would stay for a few years, make enough money to pay off my student loans, grow my legal experience, and then leave to figure out what I really wanted to do! No one was more surprised than I was when the firm turned out to be a great place for me to build a career. I’ve been fortunate to work at a great firm, with great people, do really interesting work, and have a fulfilling career, all the while being able to get married, have a family, and enjoy other outside interests like performing in a local singing group.

While I was mid-career, I thought about leaving because I wasn’t sure if I wanted to stay on the partner track. At the time, I thought the only alternative was to leave the firm and pursue something else. I talked with my practice group leaders, and they made it clear they wanted me to stay – my trajectory didn’t have to be a traditional path to partnership. They asked me what I wanted, and what I thought would be a realistic career path in order to stay; they let me know I was valued from the start. So for the past 10 years, I’ve worked reduced hours (ranging between 75% – 85%), and while working this flex schedule, I became a partner in January 2018.

Read more

Conference to Showcase Innovative Best Practices, Latest Corporate Trends, Cutting-edge Research on Diversity & Flexibility

Washington, DC – March 2, 2018 – The Diversity & Flexibility Alliance has announced that registration is open for its highly anticipated 2018 Annual Conference, Diversity + Flexibility = Embracing Change, to be held on Wednesday, March 21, 2018 at the Washington, DC Offices of Jones Day. This interactive, one-day event delivers the latest trends, cutting-edge research and best practices in diversity and flexibility and attracts professionals from all industries. Registration and more information are available here.

The conference is widely known as one of the DC area’s largest gatherings of prominent leaders from around the world committed to strategically addressing the critical issues of Diversity and Flexibility.  Leaders, General Counsel and Chairs from financial giants like Deloitte and KPMG, tech industry icons like Dell, Intel and EverFi, as well as Politico, TV One and Lockheed Martin and countless prominent law firms will share personal experiences and valuable insights into the evolution of their organizations’ diversity and flexibility initiatives.

“Our conference provides a unique opportunity to hear expert insights and first-hand perspectives from top-level executives and those blazing the trail in the advancement of diversity and flexibility,” said Manar Morales, President & CEO of the Diversity & Flexibility Alliance. “In just one day, attendees acquire concrete strategies and critical information that enables them to implement real change in their organizations,” she added.

The Alliance will also present the following awards to individuals, leaders, and organizations that are leading the way in successfully implementing flexible work:

– The 2018 Flex Impact Award, which recognizes initiatives that are poised to have a significant impact on the culture of flexibility, will be presented to: Dell for its highly-successful flexible work initiative; law firm Fried Frank for its full-pay, on-ramping (return from leave) policy; and, law firm White & Case for its gender-neutral leave policy which is extended to both attorneys and staff. (Access detailed press release here.)

– The 2018 Flex Leader Award will be presented to Kim Koopersmith, chairperson of Akin Gump, for her unwavering support of and commitment to providing holistic flexible work options for all. (Access detailed press release here.)

– The 2018 Flex Success Award, acknowledges law firm partners who achieve success while working a reduced hours schedule and their clients who have been integral to making their flexibility a success. This year’s honorees will be Lori Mihalich-Levin, Partner, Dentons, and her client Dr. Cindy Kelley, Vice President, Medical Education, Summa Health. (Access detailed press release here.)

This year’s featured speaker, Vipula Gandhi, of Gallup Inc., will present eye-opening data and analysis on the State of the American Workplace including perspective on employee engagement, organizational culture, and performance management. Other highlights will include: the release of the results of the Alliance’s Annual Law Firm Flexibility Benchmarking Study; a case study presentation describing the development, implementation and management of KPMG’s highly successful women’s initiative; panel discussions emphasizing the role that clients play in encouraging diversity; and, presentations on leading best practices on flexibility and leave policies.

The Diversity & Flexibility Alliance is a think tank that collaborates with organizations to develop non-stigmatized flexible work policies that promote inclusive work cultures and help to advance more women into leadership positions. The Alliance provides practical research-based solutions, training workshops, and strategic advisory services that increase organizational effectiveness through diversity and flexibility.

For more information contact:

Manar Morales

manar@dfalliance.com

202-957-9650

 

Dentons Partner and Client Honored for Success While Working Flexible Schedule

Alliance to Present 2018 Flex Success® Award at Annual Conference March 21

Washington, DC – March 2, 2018 – Today the Diversity and Flexibility Alliance announced that its 2018 Flex Success® Award Honorees will be Lori Mihalich-Levin, Partner at Dentons in Washington, DC, and her client Dr. Cindy Kelley, Vice President of Medical Education at Summa Health. The award recognizes partners at Diversity & Flexibility Alliance member law firms who have achieved success while working a reduced hours schedule as well as a client who has been integral to making workplace flexibility so successful. The Award will be presented on March 21, 2018 at the Alliance’s annual conference, Diversity + Flexibility = Embracing Change, in Washington, DC. Registration is available here.

“Not only has Lori managed to reach high levels of career success while working a reduced hours schedule, but she is also truly passionate about helping to grow the pipeline of women leaders and supporting other working parents,” said Manar Morales, President and CEO of the Alliance. “With the support of her colleagues at Dentons and her clients, including Summa Health, Lori has grown her personal business and cared for her children while providing top-notch client service,” she added.

Lori Mihalich-Levin

Ms. Mihalich-Levin has worked a 60% reduced hours schedule while representing hospitals, academic medical centers, medical schools and health systems as a Partner in Dentons Healthcare Practice since August 2015. In just two years, she was able to bring in 20 new clients to the firm and build a premier practice around legal issues related to graduate medical education. Her reduced hours schedule has allowed her to care for her two small children, while also building Mindful Return, LLC, a personal business that assists new parents in their transition back to work from parental leave, and writing a book Back to Work After Baby: How to Plan and Navigate a Mindful Return from Maternity Leave. She is also the Chair of the firm’s Flexibility and Parental Leave Task Force, part of its Women LEAD initiative, where she champions the success of diverse attorneys and has been instrumental in updating the firm’s parental leave policies.

“Ultimately the key to a successful flexible work arrangement is to be flexible and transparent,” explained Ms. Mihalich-Levin. “I am so thankful for the trust, support and encouragement that Cindy has offered me as well as her willingness to accommodate my schedule,” she added referring to her client, Dr. Cindy Kelley, Vice President of Medical Education, Summa Health.

Dr. Cindy Kelley

“Lori and her Dentons team were critical to our success in overcoming significant challenges at our organization last year. I am so thankful for people like Lori who have a passion for finding that balance in life that allows them to pursue their careers while raising a family,“ stated Dr. Cindy Kelley. “Summa Health certainly benefited from this passion, as do all organizations that support workplace diversity and flexibility.”

“Dentons is committed to supporting our lawyers and professionals who work on a reduced hours or flexible schedule and applaud the effort of forward-thinking lawyers like Lori Mihalich-Levin,” said Mike McNamara, CEO of Dentons. “We also applaud our client Summa Health for embracing Lori’s flexible work arrangement. We firmly believe that flexibility results in positive changes that benefit the firm, the client, and our lawyers’ careers.”

The Diversity and Flexibility Alliance is a think tank that collaborates with organizations to develop non-stigmatized flexible work policies that promote inclusive work cultures for all and help to advance more women into leadership positions. The Alliance provides practical research-based solutions, training workshops, and strategic advisory services that increase organizational effectiveness through diversity and flexibility.

For more information contact:

Manar Morales

manar@dfalliance.com

202-957-9650

Diversity & Flexibility Alliance to Recognize Akin Gump Chair Kim Koopersmith For Outstanding Leadership in Advancing Flexibility

Award to be presented at Conference on March 21

Washington, DC – March 2, 2018 – The Diversity and Flexibility Alliance today announced that Kim Koopersmith, chairperson of Akin Gump Strauss Hauer & Feld LLP, will receive its 2018 Flex Leader Award. The Flex Leader Award recognizes an executive who is moving his or her organization toward a more inclusive workplace through holistic flexibility. The Award will be presented on March 21, 2018 at the Alliance’s annual conference, Diversity + Flexibility = Embracing Change, in Washington, DC. Registration is available here.

Ms. Koopersmith is being recognized for her unwavering commitment to the advancement of women, attorneys of color and flexible work options for all. She has been instrumental in the success of Akin Gump’s Reduced Work Schedule and Agile Work Policies, which have consistently adapted to the needs of the firm’s employees and changes in technology, family dynamics, practice models and cultural norms.

“Kim is the perfect example of a leader who is committed to ensuring that flexible work options are available to everyone,” said Manar Morales, President & CEO of the Diversity & Flexibility Alliance. “She understands the value of flexibility to individuals, as well as to the firm in its recruitment and retention of top diverse talent. She is dedicated to providing outstanding client service while offering forward-thinking policies to employees worldwide,” she added.

“I want to make sure I use my voice and experience as a lawyer, working mother and firm leader to address and advocate for diversity and flexibility,” said Ms. Koopersmith. “I truly believe that our success originates from our talent, and one of the best ways we can support our employees is to provide the flexibility that they require,” she notes. “Equally as important, flexibility allows us to be in sync with our clients who also value diversity and flexibility,” she emphasized.

In her role as chairperson of Akin Gump, Ms. Koopersmith heads the firm’s management committee and has been instrumental in the firm’s continued commitment to diversity, pro bono work and attorney excellence. She is involved in numerous community, civic and charitable activities, including serving on the board of the NAACP Legal Defense and Educational Fund, the Pro Bono Institute Law Firm Committee and Her Justice, an organization dedicated to assisting victims of domestic violence.

The Diversity and Flexibility Alliance is a think tank that collaborates with organizations to develop non-stigmatized flexible work policies that promote inclusive work cultures and help to advance more women into leadership positions. The Alliance provides practical research-based solutions, training workshops, and strategic advisory services that increase organizational effectiveness through diversity and flexibility.

For more information contact:

Manar Morales

manar@dfalliance.com

202-957-9650

Action Step – Is the Glass Half Empty or Half Full?

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.

 

Recent surveys show that men perceive greater progress towards gender equality than women do:

– More men (63%) than women (49%) think their organizations are making progress on gender diversity.[i]

– More women (83%) than men (76%) see gender diversity as moderately or very important.[ii]

– When asked about discrimination against women in the tech industry, 29% of men and 44% of women say it is a major problem.[iii]

This presents both an insight and a challenge for initiatives to advance women. For the insight: it explains in part why women’s advancement is so slow. For change to occur, there has to be a sense of necessity and urgency to overcome inertia. If men see no particular need to prioritize women’s progress in their organizations, they will be more prone to sit on the sidelines while others work to advance women. Even worse, organizational leadership may believe their organizations have done enough to ensure gender parity and actively resist initiatives to advance women.

Which brings us to the challenge: how can change advocates use this information to advocate for the advancement of women? The key foundational step is to address the disconnect through evidence and encouraging reflection. Here are some suggestions…

Read more

Leadership Lessons from Top Executive Women

Thursday, February 15, 2018 – 1:00 pm Eastern

Featuring – Joann Lublin, Author of Earning It: Hard-Won Lessons From Trailblazing Women at the Top of the Business World and Management News Editor, The Wall Street Journal

Joann Lublin kicked off our 2018 Signature Seminar Series with highlights and lessons learned from interviews from her acclaimed book.

Spotlight on Flex – Danielle Katzir

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 January 2018, we are pleased to share insights from Danielle Katzir, Partner, Gibson Dunn (Los Angeles, CA). 

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

Danielle Katzir: I think it comes down to flex is not a one size fits all – not for the individual or the job – and flex isn’t static over the course of your career. I’ve been on some type of flex time arrangement for seven years now, but my targeted hours have varied, as needed, to best meet my needs and goals, those of the firm, and my clients. When my kids were younger, I wanted to spend more time at home with them working remotely. Now with three active toddlers, many mornings I can’t wait to jump in the car to clear my head, and I’m in the office every day. Flex is a two way street – it’s best if you’re as flexible with the job as you want the job to be with you. It’s about creatively defining flexibility and frequently looking at it from a more macro level; it’s not necessarily how predictable my day, week, or month is. Our industry often lacks this kind of certainty. It’s more about asking myself, “What do I want to achieve, professionally and personally, this quarter or year? The next 3-5 years?” Start at that point and backwards-engineer the workload to make those goals achievable in a timeframe that works for you. Be willing to revisit and re-evaluate that plan frequently.

Read more

Action Step – Monitor & Measure Flex Success®

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.

One of the key, but most overlooked, steps in the Alliance’s Flex Success® Framework is to Reinforce Flex Success® by regularly monitoring and measuring flex programs. Through this process, organizations can more effectively assess, improve, publicize, and build upon flex programs. As a number of law firms and corporations have started to expand their flexible work offerings, we need to focus on what’s working, what we need to improve, how to share successes, and what additional flex programs we should consider. By doing this, we can gain true acceptance of flex programs in order to promote usage and reduce flex bias. Here are some specific ways to monitor and measure your flex programs:

Surveys: Surveys are a great way to collect information and metrics from a large workforce in an efficient manner. Organizations can conduct annual surveys to understand the importance employees place on flexibility, whether employees have the flexibility they need, the types of flexible work arrangements most appreciated, how often formal and informal flexible work options are utilized, and additional types of flexible work arrangements needed. These responses can help build a business case for the need to offer and expand flexible work arrangements. If you conduct a general employee opinion survey, see if these flex-related questions can be added and compared with responses from other questions related to employee satisfaction/commitment to demonstrate how flexibility impacts these areas.

Interviews: Interviews and focus groups with employees are a great way to gain more detailed information as to what’s working and what’s not. Think about adding questions relating to flexibility in exit interviews and check-in meetings with new employees. In order to understand the impact of flexibility on turnover, ask employees during exit interviews if they felt like they had the flexibility they needed, if they would have stayed if they had more flexibility, and what types of flexible work options they would have wanted. In order to understand the impact of flexibility on recruiting, ask new employees during check-in meetings the reasons why they chose to join your organization and how important flexibility is to them.

Read more