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Action Step – Tipping the Scales: Systematically Manage the Pipeline of Women Professionals

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. 

In our recently released 2019 New Partner Report, we celebrated this as the best year yet in terms of the share of women in the new partner classes in major law firms in the United States – 41.3%, an increase of 8.1% since 2012 and a year-over-year increase of 2.4% from 2018. Take a look at our 2019 New Partner Report for further data, trends and insights.

While we should celebrate our achievements, we also need to focus on next steps in order to advance more women to the top levels of leadership by being more systematic with managing their pipeline. By keeping the following three steps in mind, organizations will be able to monitor, maintain, and add to their pipeline of women and continue to close the gender gap in leadership.

Maximize Recruitment: New hire and lateral recruiting efforts need to be done effectively to attract the best talent. Start by putting your best foot forward. Gather data to understand why or why not professionals chose to come to your organization through focus groups, check-in meetings and/or surveys with new hires. Speak with professionals who declined employment offers. Track and assess this data to understand if there were any gender differences, what you should highlight, and what you should consider changing. Were some programs/policies particularly important to women? Were key practices/programs mentioned across the board? By tracking this information, you can objectively understand what policies/programs to highlight, how to prepare your interviewers, and ways to improve your overall recruitment process…

 

To read this entire Action Step become a member of the Diversity & Flexibility Alliance.  To learn more about retaining and advancing more women,  contact Manar Morales. Members can access the complete Action Step in the Member Resource Center. 

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Action Step – Highlights from the 2019 Annual Conference

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. 

 

We called this year’s conference Inspire. Innovate. Ignite! because we believe you can learn everything you need to start taking your organization to a new level in one day. Our dynamic speakers and influencers shared their insights and perspectives on creating work environments that meet the needs of today’s employees and ensures everyone is supported and valued. Here are some of the highlights from our speakers to help you ignite change in your organizations.

  • Erica J. Bolden, Head of Diversity & Inclusion, Mercedes-Benz USA: D & I isn’t just smoke and mirrors; be intentional about it. Internally we’re reestablishing what our community and culture looks like. Externally, we’re positioning ourselves for greater visibility through more intentional interactions with the community.
  • Stacy Bunck (Flex Success® Honoree), Office Managing Shareholder, Ogletree, Deakins, Nash, Smoak & Stewart): Client support is everything; Rafael Medina always made it clear he would support me and that family came first.
  • Sarah Chapman, PhD, Director within Deloitte’s Sustainability & Social Impact Advisory Practice & National Lead, Corporate Responsibility & Sustainability, Deloitte, Canada & Chile: Look at men’s experiences and their expectations to make them supporters and active participants in gender equality.
  • Jami de Lou, Diversity & Inclusion Director, Boston Consulting Group: Representation within your organization has to match the people you want to recruit. Think about what it means to thrive; our flex programs need to be driven by the talent management teams, not just the D & I teams.
  • Anne Donovan, US People Experience Leader, PwC (Flex Impact Organization): Retention is one of the biggest issues in our industry. We have to teach and convince managers that if staff isn’t delivering, it’s a performance issue and not a flexible work issue. Leaders have to get out of the office and talk about the issues.
  • Jenn Flynn (Flex Leader Honoree), Managing Vice President, Head of Small Business Bank, Capital One: People do their best when they feel valued and included. I made a commitment to be a role model for flex in my career, and I feel I have an obligation to pay it forward for others in my organization.
  • Jo Ann Jenkins (Luminary Honoree), Chief Executive Officer, AARP: Diversity and inclusion is our business strategy. The only way to succeed is to invest in employees. People want to work for an organization with a strong purpose, do work they care about, and at a place they feel they are making a difference.
  • Charlie Johnson, Hiring Partner (DC), Akin Gump Strauss Hauer & Feld: Having a diverse workforce for firms is an absolute
  • Danielle Katzir (Flex Success® Honoree) Partner, Gibson, Dunn & Crutcher (2019 Flex Success® Honoree): Creatively defining flex has made all the difference. We occupy many roles in our lives and nurturing those requires thoughtful investment.
  • Matthew Keen, Managing Shareholder, Ogletree, Deakins, Nash, Smoak & Stewart: I want to have an environment where people prosper. Since the firm has embraced flexible work schedules, we’ve retained our talent and reduced our attrition rates.
  • Lea Ann King, General Counsel, Toyota Material Handling, USA, Inc.: We need to look like who we work with – both from the client and consumer sides. We’ve now started hiring for aptitude and attitude over direct experience.
  • Kevyn D. Orr, Partner in Charge (DC), Jones Day: Technology and artificial intelligence are the future, so diversity and flexibility are particularly relevant now. Address disparities now so they don’t become part of the organizational structure.
  • Honorable Tonya Parker, Presiding Judge, 116th Civil District Court, Dallas County, Texas: Some labels are truths, and some are judgments. Words have staying power, and labels don’t fall away easily. People want to be truthfully, completely, and precisely known.
  • Danny Sikka, Senior Counsel, McDonald’s Corp. on behalf of Rafael Medina (in memoriam (Flex Success® Honoree): Rafael used his power and influence to benefit others and champion diversity and family in and out of the office. He went out of his way to ensure new and diverse attorneys would be successful.
  • Dia Simms, CEO, Brn Group: Acknowledge a person’s value no matter what side of the table you’re on – it’s good business and fosters engagement, loyalty, and happiness. If someone says they wish they could find someone like me for the job, I tell them I can connect them to people like me. Let me be the one-person diversity initiative, and let me introduce you to more people like me.
  • Grace E. Speights, Global Leader, Morgan, Lewis & Bockius (Flex Impact Organization): Most attorneys are data driven (especially partners), so make your case with data. Outline expectations and guidelines with a new initiative, and use technology, practice support, and knowledge management to your advantage. Sixty percent of our associates said they chose to work here and stay because our of new flexible work policies.
  • Burton White, Managing Partner & Co-Founder, Excella: We need to create communities that we want to see. As leaders, we have to hold ourselves and others accountable to see change happen.
  • Mary Wilson, US Managing Partner, Dentons: D & I is a business imperative, and clients influence this space. Goals can’t be numeric; there has to be a strategic plan in place. We’re placing a Diversity Partner in every practice group to put customized goals together.
  • Lily Zheng, Author, “Gender Ambiguity in the Workplace”: A manager’s attitude is the greatest prediction of the quality of a person’s workplace – not the policies. Managers are the key to incorporating inclusion. Inclusion has to be an integrated and ongoing process.

 

 

 

To learn more about Alliance events and resources, contact Manar Morales. Members can access all Action Steps in the Member Resource Center. 

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Spotlight on Flex – Jennifer Flynn

Our 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.

2019 Spotlights

November 2019 Spotlight on Flex & 2019 Flex Leader Honoree

For November 2019, we are pleased to share insights from Jennifer M. Flynn, Managing Vice President, Head of Small Business Bank Division, Capital One.

Diversity & Flexibility Alliance: In what ways has creating a culture where flexibility is the norm provided a competitive advantage for Capital One’s Small Business Bank Division?

Jennifer Flynn: When I joined as the Head of Capital One’s Small Business Bank (SBB) division in June 2018, the team was on an incredible cultural journey with a huge focus on inclusivity and creating a sense of belonging across all of our sites. I knew immediately that I wanted to be a part of this transformation. Together, with my leadership team, we declared “reimagining our associate experience” as one of our top goals for 2019. This includes investing in our leaders, promoting flexibility, and embracing differences across our teams. We actively encourage each associate to bring their authentic selves to work each day, and I love watching this transform our division’s culture. Our SBB team is always raising the bar; our business is better because of how we work, and as a result, so are our customers.

DFA: How have you modeled flexible work at Capital One? Why do you think it’s important to lead from the top on this issue?

JMF: I took a leadership development course at GE’s Crotonville facility in 2007 and learned the importance of priority setting. When I had my daughter in 2010, I realized she needed me more than anyone else could; my priorities had to shift. This is when the term “flexibility” became real for me. I wanted to continue progressing in my career and loved being a mom … I just had to find the “and” and make it work my way. This meant making decisions around my priorities, being OK with the consequences of those decisions, and giving myself permission to try and fail. It meant using my voice, and in some ways, over-communicating with my managers, team members, and family when I introduced flexibility into my work week. It also meant soliciting sponsors to support me on my journey. As I grew in my career, I developed a sense of responsibility to model this behavior for other associates looking for balance in their work and home lives. I’m a big believer in the “I see you, I want to be you” phenomenon. If we surround ourselves with leaders who model the behaviors we value, it builds a culture where people feel engaged and empowered to find their “and.” This is what fuels me in promoting and modeling a flexible culture for my team at Capital One.

I can’t emphasize enough how important it is for leaders to role model the behaviors they want to promote. I find that asking your employees one simple question – “What is important to you?” – goes a long way when empowering associates and helping them achieve success in their personal and professional lives. I’ve also learned there is no script – everyone is different, and flexibility means different things to people at different times in their lives. The willingness to remain open and try new things to make it work for both your organization and employees separate good leaders from great leaders.

DFA: How has incorporating holistic flexibility (ie. telecommuting, reduced hours, job-sharing, flexible start/end times, etc.) changed your office?

JMF: Developing high-performing teams is a big priority of ours. I believe as leaders, it’s our job to create and foster an inclusive and flexible work environment that allows us to attract, retain and develop talent. This results in a happier workforce and better work product. Technology has made this easier for us as well – with a computer, a smart phone, and a strong work ethic, we can do our jobs from anywhere!

DFA: How has flexibility impacted your life?

JMF: Flexibility has allowed me to achieve both my personal and professional goals. Having the freedom to make choices and do things my way has allowed me to have an extremely rewarding career and still keep my daughter as my top priority.

DFA: What was the most meaningful piece of leadership advice you have received? Who has had the most influence on your career?

JMF: Set your priorities; make decisions around those priorities, and if you don’t like the consequences of those decisions, make another choice. This advice has served me well and has also helped me remove guilt from my vocabulary! When you’re confident in your priorities, everything else falls into place.

I also learned the power of using my voice and encouraging others to do the same. Sharing my priorities with others really helped me find the “and” – the flexibility I need to make things work for both my family and my organization. Don’t underestimate the power of letting someone in. I am where I am today largely because of the leaders who took a chance on me, pushed me, and supported me on both my personal and professional journey. My goal is to be that person for my team.

DFA: How do you pay it forward?

JMF: I make it a point to surround myself with leaders who model the behaviors I value, and I have become a champion for those just starting out on their journey. I’m committed to working with my teams to create a culture where everyone feels a sense of belonging, an obligation to share a dissenting opinion, and can bring their whole selves to work feeling inspired and respected. It’s important for everyone to work for leaders who bring out the best in you, who embrace varying perspectives, and see differences as an opportunity to grow. I made a promise to remain true to my authentic self, and I want others to feel the freedom to do the same.

I’m actively engaged on the Executive Steering Committee for Capital One’s Women’s Business Resource Group and the Capital One Greater Washington Market President Network, both located in McLean, VA. I’m an advisor for 1863 Ventures and passionate about helping small businesses succeed.

 

 

 

Ending the Silence: Strategies for Ending Workplace Misconduct & Building a Culture of Respect & Inclusion

Tuesday, November 19, 2019, 1:00 – 2:00 pm EST

Featuring – Lauren Stiller Rikleen

When workplace colleagues engage in harassment, bullying, or demeaning behaviors, it can have a profoundly negative impact on the careers of others, affecting employee engagement, productivity, and even mental health. Too often, victims of workplace misconduct fear to report and bystanders also feel helpless and worried about retaliation.

 

Lauren Stiller Rikleen, author of The Shield of Silence: How Power Perpetuates a Culture of Harassment and Bullying in the Workplace, offers a timely and nuanced analysis of these challenges and describes specific strategies for creating a culture of respect and inclusion. Lauren will discuss how existing workplace structures and dynamics inherently thwart the very result that many policies claim to promote by serving as a protective shield around perpetrators and as a barrier that prevents victims from accessing the system that should offer them protection.

Examples of what you will learn in this program include:

  • Why sexual harassment is not about sex
  • How to protect and empower bystanders
  • Why the #MeToo backlash is a decoy
  • Strategies to create a respectful and inclusive workplace culture
Lauren’s presentation will also include findings from the survey she conducted in partnership with the Women’s Bar Association of Massachusetts: Survey of Workplace Conduct and Behaviors in Law Firms.
The recording is available to members in the Member Resource Center.
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Action Step – Maximizing Existing Resources and Coordinating Efforts

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. 

As organizations become increasingly cost conscious, it’s even more important to understand and leverage existing resources and coordinate efforts across all departments to create a robust talent development and D & I program. Are you aware of all your organizational memberships, benefits, subscriptions, and resources? Do you know of new talent development initiatives across your organization? Do you regularly meet with human resources, recruiting, professional development and D & I professionals to discuss successes and challenges? Thinking through these questions will lead to more thoughtful, comprehensive, and coordinated efforts.

  1. LEVERAGE EXISTING RESOURCES: Know the available resources, memberships and subscriptions at your organization and leverage them. Through conversations from our Insight Interview Study, we learned that some law firms are utilizing benefits through their Employee Assistance Programs, such as coaching and parent resources, in order to make their New Parent Program more comprehensive. A number of our member organizations mentioned that they utilize the DFA Signature Seminar Series to supplement educational offerings around their workplace flexibility program. By using existing resources, D & I and talent professionals can make their initiatives more robust by providing supplemental benefits, services, and programs at no additional cost. They can also use these resources as a pilot to gauge interest and need….

 

To read this entire Action Step become a member of the Diversity & Flexibility Alliance.  To learn more about launching programs, policies and support structures to promote diversity and inclusion, contact Manar Morales. Members can access the complete Action Step in the Member Resource Center. 

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Diversity & Flexibility Alliance Conference to Address Transforming Workplaces & Meeting the Needs of the 2020 Workforce

AARP’s Jo Ann Jenkins to Receive Diversity Luminary Award

Washington, DC – October 1, 2019 – The Diversity & Flexibility Alliance will hold its Annual Conference, Inspire. Innovate. Ignite! on Thursday, November 7 in Washington, DC. This interactive, one-day event is widely known as one of the DC area’s largest gatherings of prominent leaders committed to improving diversity and inclusion, as well as workplace flexibility and leave policies. Registration is open to non-members and more information is available here.

“Our conference is designed to provide executives with everything they need to incorporate diversity and flexible working programs into their organizational culture,” said Manar Morales, President & CEO of the Diversity & Flexibility Alliance. “Attendees will be inspired by our impressive line-up of speakers and diversity visionaries, they’ll hear about the latest trends in flexible working and leave policies, and they’ll connect with a community of senior leaders passionate about diversity and inclusion efforts,” she added. “By attending our one-day conference, attendees will be equipped to transform their workplaces and meet the needs of the 2020 workforce.”

Jo Ann Jenkins, CEO of AARP will receive the Diversity & Flexibility Alliance’s inaugural Luminary Award which honors a global thought leader who is consistently and uniquely devoted to the advancement of diversity and who’s vision is leaving a lasting legacy of inclusivity for future leaders. Ms. Jenkins will also present this year’s keynote and will share her unique perspective on the value that diversity brings to the culture and success of her organization and the workplace in general.

 

“I’m honored to receive this award because it reflects my belief that great leaders will emerge from creating workplaces where diverse voices thrive and are provided the opportunity to be taken seriously from the outset,” said Jo Ann Jenkins, CEO or AARP. “It is incumbent on all leaders in the organization to carve out those spaces and to build a pipeline that draws on talent representative of the world we live in. That’s why at AARP, we see diversity and inclusion as a business imperative. It’s not just a part of our business strategy, it is our business strategy,” she added.

This year’s newest agenda item, Meet the Influencers, highlights compelling 20-minute presentations featuring three exceptional visionaries – Texas Judge, the Honorable Tonya Parker, Lily Zheng, Co-Author of Gender Ambiguity in the Workplace, and Dia Simms, President, Combs Enterprises — who will share their unique perspectives on improving diversity and inclusion in the workplace.

Leaders, General Counsel, Diversity Directors and Chairs from corporations like Mercedes-Benz, PwC, Deloitte, The Boston Consulting Group, and Capital One, along with countless prominent law firms, will share personal experiences and valuable insights into the evolution of their organizations’ diversity and flexible working initiatives. The Alliance will share the latest research and trends in diversity & inclusion and work flexibility as well as innovative leave policies.

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

  • The 2019 Flex Impact Award, which recognizes initiatives that are poised to have a significant impact on the culture of flexibility, will be presented to: global consulting financial services firm Pricewaterhouse Coopers (PwC) and international law firm Morgan, Lewis & Bockius LLP. (See detailed press release here.)
  • The 2019 Flex Leader Award will be presented to Jennifer M. Flynn, Managing Vice President, Head of the Small Business Bank (SBB) Division at Capital One for her leadership role in helping to create an organizational culture that focuses on inclusivity, encouraging authenticity, investing in future leaders, embracing differences and promoting flexible working options. (See detailed press release here.)
  • The 2019 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 are Danielle Katzir, Partner at Gibson Dunn & Crutcher, and her client Darren Drake of Stockbridge Real Estate Funds; and Stacy Bunck, Kansas City Office Managing Shareholder at Ogletree, Deakins, Nash, Smoak & Stewart, and her client, the late Rafael Medina of McDonald’s Corporation. (See detailed press release here.)

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.

 

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Capital One Executive to be honored for Commitment to Advancing Flexible Working Initiative

Award to be presented at Diversity & Flexibility Alliance Conference on November 7

Washington, DC – October 1, 2019 – The Diversity and Flexibility Alliance has announced that Jennifer M. Flynn, Managing Vice President, Head of the Small Business Bank (SBB) Division at Capital One, will receive its 2019 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 Thursday, November 7, 2019, at the Alliance’s annual conference Inspire. Innovate. Ignite! in Washington, DC. Registration is available here.

Ms. Flynn was selected for her leadership role in helping to create an organizational culture that focuses on inclusivity, encouraging authenticity, investing in future leaders, embracing differences and promoting flexible working options. As a parent, Ms. Flynn has not only benefitted from her own flexible working schedule, but she is also committed to helping countless other employees find more balance in their professional and personal lives. According to Working Mother’s Best Companies 2018 report, 60 percent of Capital One employees telecommute, and the company’s leaders and managers are trained to consider the work life and flexibility concerns of their associates. Additionally, Capital One is extremely supportive of women (who make up more than 50% of employees) and consistently earns a spot on the Working Mother 100 Best Companies list.

“When I met Jenn, I was struck by her dedication to ensuring that Capital One maintains its truly inclusive culture and that employees have access to a flexible schedule,” said Manar Morales, President & CEO of the Diversity & Flexibility Alliance. “She is passionate about supporting and mentoring her colleagues and by modeling the behaviors the company values, Jenn has been able to help build a culture where people feel engaged and empowered.”

“I believe that as leaders, it is our job to create and foster an inclusive and flexible work environment that allows us to attract, retain and develop talent, which, quite simply, results in a happier employee population and better work products,” said Ms. Flynn. “I am fortunate to work for a company that prioritizes its people. Capital One’s emphasis on humanity lays the foundation for building this kind of environment, allowing me to have an extremely rewarding career while holding my daughter as my top priority. Our business is better because of how we work and, as a result, so are our customers. I am incredibly honored to receive the Flex Leader Award and humbled to be surrounded by great leaders who promote a flexible and inclusive work environment and an organization with that same mission.”

Prior to becoming the Business Leader for Capital One’s Small Business Bank Division in June 2018, Ms. Flynn spent 18 months as the Chief Financial Officer for Capital One’s International and Small Business Division. She joined Capital One in 2015 as the Chief Financial Officer for Capital One Healthcare, which was acquired from GE Capital, and played a key leadership role in the integration. Her background also includes finance leadership positions at GE Capital and PricewaterhouseCoopers. Jenn is actively engaged on the Executive Steering Committee for Capital One’s Women’s Business Resource Group and has been named one of Working Mother magazine’s “Working Mothers of the Year.”

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.

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PwC & Morgan Lewis to Be Honored for Their Innovative and Comprehensive Flexible Working Initiatives

Awards to be presented at Diversity & Flexibility Alliance Conference on November 7

Washington, DC – October 1, 2019 — The Diversity & Flexibility Alliance announced today that its 2019 Flex Impact Award Honorees are global consulting and financial services firm PricewaterhouseCoopers (PwC) and international law firm Morgan, Lewis & Bockius LLP. The Flex Impact Award, which recognizes initiatives that demonstrate a significant impact on the culture of workplace flexibility, will be presented at the Alliance’s annual conference Inspire. Innovate. Ignite! on Thursday, November 7, 2019 in Washington, DC. Registration information is available here.

“Both of these firms have taken the time to develop unique, comprehensive and innovative holistic flexibility initiatives that meet the needs of a diverse group of employees, thereby creating a truly inclusive culture,” said Manar Morales, President & CEO of the Diversity & Flexibility Alliance. “By recognizing the changing needs and desires of today’s diverse workers, these organizations are leading their industries in their commitment to supporting the health, wellbeing and satisfaction of their employees,” she added. “As a result both firms are reaping the many benefits of their well-designed and authentic flexible working programs such as an increase in retention, improved engagement and superior recruitment.”

PricewaterhouseCoopers (PwC) is being recognized for its comprehensive flexible working program Flexibility2 TM that allows employees to control when and where they work while ensuring excellent client service and maintaining the quality of their lives. This program offers a myriad of informal flexible working options within its Everyday Flexibility initiative, including Year Round Flex Days, Teaming Culture which advocates shared responsibilities, and Unprescribed Paid Leave for self and family care. Additionally, employees can take advantage of Formal Flexibility options such as reduced hours, flexible start and end times, formal telecommuting three or more days a week (PwC@Home), telecommuting one or two days a week (PwC Offsite), job sharing, compressed workweek, and sabbaticals. Furthermore, PwC has been able to weave flexibility into the culture of the firm, and not only are employees encouraged to work flexibly, but they are also praised when they do. Since it was launched in 2011, the program has led to better morale, increased productivity, improved overall satisfaction and higher retention rates.

“Having flexibility at work is a center piece of our culture at PwC and is available to everyone starting on their first day at the firm. Flexibility at PwC is not about working less, but it is about encouraging people to work differently, in a way that fits their personal lives,” said Anne Donovan, the U.S. People Experience Leader at PwC. “A culture of flexibility creates a happier and more productive workforce and is essential to recruiting and retaining the best talent. We’ve worked hard to instill this culture across the firm and are honored to be recognized with the Flex Impact Award.”

Morgan Lewis will be recognized for its Remote Working Program that allows Associates to spend up to two days each week working remotely. Since 2017, more than 350 Associates in the US and the UK have participated in this program that leverages technology and offers the opportunity to work where they are most comfortable while still ensuring high quality results for their clients. While this program is offered to all attorneys, it has been particularly beneficial to women lawyers, many of whom have become partners and advanced in their careers while having children. Additionally, the firm’s Ramp Up Program provides support, mentorship and networking opportunities for Associates returning to work after family leave and reduces the hours expectation by 25% for the first six months with no reduction in base pay or bonus. Morgan Lewis has also developed ML Well, a comprehensive program and online portal of resources for all lawyers and professional staff designed to support work life balance, increase engagement and help employees manage the demands of their personal and professional lives.

“Now more than ever, we recognize that embracing a flexible workplace culture enhances the well-being of everyone at Morgan Lewis,” said Firm Chair Jami McKeon. “We were proud to be among the first law firms to launch forward-looking flex initiatives such as our Ramp Up and Remote Working programs. We have now dedicated full-time resources to advancing these and other innovative programs—like ML Well—to ensure that the thread of well-being and work/life balance is purposefully and earnestly woven into the fabric of who we are. We are truly honored to be recognized by the Diversity & Flexibility Alliance for our dedication.”

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.

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Diversity & Flexibility Alliance to Honor Gibson Dunn & Ogletree Deakins Attorneys & Clients for Impressive Career Advancement While Working Flexible Schedules

2019 Flex Success® Awards to Be Presented November 7

Washington, DC – October 1, 2019 – Today the Diversity and Flexibility Alliance announced that its 2019 Flex Success® Award honorees will be Danielle Katzir, Partner at Gibson Dunn & Crutcher, and her client Darren Drake of Stockbridge Real Estate Funds; and Stacy Bunck, Kansas City Office Managing Shareholder at Ogletree, Deakins, Nash, Smoak & Stewart, and her client, Rafael Medina of McDonald’s Corporation. Sadly Mr. Medina, who was Managing Counsel for Labor and Employment at McDonald’s, passed away unexpectedly after being selected as an Award Honoree.

The Flex Success Award recognizes partners or shareholders 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 Awards will be presented on November 7, 2019 at the Alliance’s annual conference, Inspire. Innovate. Ignite! in Washington, DC. Registration is available here.

“Both of these amazing women have advanced to leadership positions within their firms while working reduced hours schedules,” said Manar Morales, President and CEO of the Alliance. “By focusing on the quality of their work, rather than the hours worked, they have been able to maintain excellent client service without sacrificing their personal lives and families. Clearly their supportive clients have been critical to their personal success and career longevity. Hopefully these women will serve as inspiration to other professionals striving for personal fulfillment and professional success,” she added.

Danielle Katzir, a Partner in the Los Angeles office of Gibson Dunn & Crutcher, has worked a 75-85% annualized schedule since 2010, allowing her to take shorter days and weeks in between busier periods. In recent years, Danielle has worked on corporate and tax transactions and is now recognized as a national expert on EB-5 Visa matters. Her Pro Bono work has included representing an Afghan family in the wake of the recent travel ban. Danielle is a member of her firm’s Professional Development Committee and Diversity Committee, and is deeply committed to mentoring young attorneys and maintaining an inclusive organizational culture.

“I’ve been able to work on the same types of transactions and matters for the same base of sophisticated clients that I did before going part time, maintaining and honing my diverse skill set, but simply at a more manageable volume,” said Katzir. “Darren completely understands the balance I am trying to strike between my family, personal life and career,” she added referring to her client, Darren Drake. “He knows that the work will get done, and that it will be high quality, no matter what,” she added.

“The firm, and I, could not be more proud of Danielle for being honored with the Diversity & Flexibility Alliance’s Flex Success Award,” said Jesse Sharf, Partner in Charge of Gibson Dunn’s Real Estate Practice and a member of the firm’s Executive Committee. “I was beyond thrilled when Danielle – with whom I have worked since she was a summer associate – was elevated to partner on a flexible schedule.”

“Danielle is a true Partner, one who works side by side with her colleagues and her clients to provide the best possible legal advice and client service, growing our practice while also growing a family and leading a rich personal life,” Mr. Sharf added. “I cannot help but smile when I see Danielle go about her professional and personal life, and I look forward to working with her—and continuing to hear about, and observe, the exploits of her children, spouse, mother, siblings and cousins—over the years to come.”

Stacy Bunck, Kansas City Office Managing Shareholder at Ogletree Deakins, began a reduced hours schedule in 2010 after returning from a six-month parental leave. After working a 60% schedule for seven years while her children were young, she increased her hours target to 75%. In January 2014, Ms. Bunck was elevated to Shareholder and in 2018, she became the Office Managing Shareholder for Ogletree’s Kansas City office. She is the first person in the history of Ogletree to ascend to Office Managing Shareholder while on a reduced hours arrangement, an arrangement she has continued to maintain in her Office Managing Shareholder role. In addition to performing her leadership role, Ms. Bunck has co-chaired four jury trials while working a reduced hours schedule. She has also participated in the 2019 Ogletree Deakins Leadership Challenge Program and serves as a role model and mentor for other attorneys pursuing reduced hours schedules.

“Ogletree Deakins has supported my quest for work-life balance for the last decade. By permitting me to take a combined 12 months of maternity leave, allowing me to work a reduced hours schedule for the last decade, and elevating me to Office Managing Shareholder while on a reduced hours schedule, the firm has enabled me to raise my children while maintaining an active trial litigation practice,” said Stacy Bunck. “The late Rafael Medina, former Managing Counsel for McDonald’s, championed my reduced hours schedule, by insisting on scheduling around my days home with my children, and encouraging me to always put family first,” she added.

“Rafael would have been honored that Stacy nominated him for this award but would certainly add that he didn’t need any award for simply doing what was right,” said Danny Sikka, Senior Counsel, Global Labor & Employment Law at McDonald’s Corporation, referring to his colleague Rafael Medina. “Rafael raved to us about Stacy’s incredible work and how she exemplified that great client service did not have to come at the expense of family or other personal interests. He would also be grateful to the Alliance for this award, but also pass it back to thank the Alliance for its work in promoting diversity and flexibility.  He always preached “family first” and often quipped, “In ten years, you won’t remember the name of many matters you worked on, but you will remember going to or missing that recital, game or event,” he added.

“As this award demonstrates, flexible schedules allow the firm and our clients to fully benefit from the talents of all of our attorneys,” said Matt Keen, Ogletree’s Managing Shareholder. “Stacy has provided exceptional client service and leadership while meeting her other obligations through flexible scheduling. We are proud to partner with McDonald’s to support Stacy’s achievements,” he added.

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.

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Action Step – Promoting Diversity & Inclusion Through Targeted Mentoring Programs

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. 

More organizations are providing support to underrepresented groups and those facing advancement hurdles in order to promote diversity and inclusion efforts. Many organizations have launched affinity groups, coaching initiatives, and other resources for targeted groups in order to enhance diversity at the top levels. A number of organizations are also launching mentoring programs to help underrepresented groups move up the ladder. In particular, organizations are focusing on mentoring initiatives for women, parents, and flex employees.

Mentoring programs are a great way to support employees who are more likely to face explicit and implicit bias, thereby making it harder for them to be leaders within the organization. However, in order to succeed, these mentoring efforts should be structured thoughtfully to achieve maximum results. By following our five step approach, organizations can leverage their targeted mentoring programs for stronger business benefits and enhance diversity and inclusion….

 

To read this entire Action Step and learn more about promoting diversity and inclusion become a member of the Diversity & Flexibility Alliance. Contact Eliza Musallam, Director of Membership, for more information. Members can access the complete Action Step in the Member Resource Center.