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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. 

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Spotlight on Flex – Sarah Rodriguez

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

For September 2019, we are pleased to share insights from Sarah Rodriguez, Partner at Shutts & Bowen (Orlando, FL).

September 2019 Spotlight on Flex

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

Sarah Rodriguez: In undergrad, I originally pursued a degree in engineering, but approximately half way through college, I switched to a double-major in business administration and political science. This naturally parlayed into law school, and after graduating in 2009, I had offers to work at several large law firms. But I chose to start working at a boutique construction law firm doing defense work. I spent three-and-a-half years there until a good friend approached me about joining Shutts & Bowen as a lateral associate. As much as I enjoyed working at the boutique law firm, I knew I wanted the exposure to other areas beyond construction law. I joined Shutts in 2013, and I haven’t looked back!

While on maternity leave after having my first daughter at the end of 2013, I started to think about flexible schedules. As a young associate, I was billing close to 2500 hours per year, and my husband was also an attorney. I knew our schedules weren’t sustainable with a newborn at home. I wanted to be present for her and attend all the doctor’s appointments, playdates, and see all her major milestones. I spoke with the Managing Partner and Practice Group Leader, and we agreed that I would come back at a 60% reduced hours schedule; I’ve been working reduced hours ever since I came back from my first leave in 2014. The firm has been incredibly supportive and respectful of my schedule. I’m typically in the office every Monday, Tuesday, and Thursday, although I occasionally work from home on Wednesdays and Fridays. I’ve never been pressured to ramp back up to full time, and in fact, I was promoted to partner in January 2019. I was also humbled to be recognized as a Super Lawyer, Rising Star this past year.

To be clear, I am a full time attorney with a reduced billable hours requirement – I’m committed full-time to my clients and cases. To me, there’s no such thing as a “part-time attorney.” But my flexibility allows me to dedicate the time I want to my family and to professional development opportunities such as lunch with clients, client pitches, and networking events – all things needed to advance any legal career.

DFA: How has the firm and/or clients contributed to this?

SR: The firm has been overwhelmingly supportive, and technology makes it easy to respond to clients (both internally and externally) no matter where I am. I still litigate cases, and I make sure I’m as flexible with the firm as it’s been with me. If a matter requires week-long travel, then I adjust my schedule accordingly; if a client needs to meet on a day I’m not in the office, then I adjust my schedule accordingly. The firm has stood behind me and its promise to promote flexible work. In fact, the firm asked me to be part of the Attorney Development Committee, which includes the firm’s mentoring initiative. I was honored to be asked because it’s another testament to how the firm and my colleagues value me and view me as an asset to help guide younger attorneys.

My clients don’t necessarily know I work reduced hours because there’s no need. I have the same work quality, commitment, and responsiveness as if I were billing at 100% and in the office every day. I’ve learned to be more efficient over the past five years of working flex; I have a better understanding of what constitutes a real emergency, what needs an immediate answer, and what can wait with a realistic response time. My work speaks for itself, and clients are happy if they see the results they hoped for.

DFA: How has working flexibly made your career more sustainable and contributed to business development opportunities?

SR: Flex plays a big part in making my career sustainable. Being able to leave the office at 5 pm to attend a networking event and meet clients – these types of things have always been important to me. Strong, soft skills are what help you develop professionally and thrive. I don’t have to worry about billing enough hours; my focus has always been on the quality of work and client satisfaction. I just think this is a healthier way to practice law.

DFA: Looking back, would you do anything differently, or what would you tell your first year associate self?

SR: I would tell my younger self to focus on building your brand, your work product, your efficiency, and your work relationships. It’s a learning process, but by developing these skills and habits, you’ll have so much more control over your career.

DFA: How do you recharge, and how do you pay it forward?

SR: I have a five year old, a three year old, and twins on the way, so there’s not a lot of free time to “recharge!” But being with my family does recharge me, and I try to make the most of the time I spend with them. We try to take time to read together, play together, and take as many mini-vacations as possible.

I “pay it forward” by providing mentorship, something I’ve valued so much in my career to date. I’m part of the firm’s mentoring program and have served as a mentor through various local bar associations. I enjoy sharing my experiences on how important it is to know your goals and how to achieve them. It’s not always easy to do, but I’m always willing to help others navigate a complicated career path.

 

Getting to Know Our 2019 Conference Speakers – Jennifer Flynn

We are so excited to have an amazing line-up of prominent leaders and trailblazers speaking at our 2019 Annual Conference Inspire. Innovate. Ignite! on Thursday, November 7 in Washington, DC.  We will be introducing these dynamic and engaging speakers during the next couple of months here on our blog. We asked our speakers to answer a few questions about themselves, their approach to their career, and their lives.

 

This week’s “Getting To Know Our Conference Speakers” post highlights Jennifer Flynn, Managing Vice President & Head of Small Business Bank at Capital One.

A true champion of diversity and flexibility, Jenn will share her insights on a panel with other leaders.

 

Diversity & Flexibility Alliance: What was the most meaningful piece of leadership advice you have received? 

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

Through this journey, I also learned the power of using my voice and encouraging others to use their voice. 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, stretched 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?

JF: 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 am 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 is important for everyone to work for leaders who bring out the best in you and 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 am also 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 in McLean. I am an advisor for 1863 Ventures and passionate about helping small businesses succeed.

 

Don’t miss hearing insights from Jenn Flynn and other leaders who are helping to support and advance flexible working arrangements in their organizations.

Register for our conference TODAY. 

Creating Your Best Life In & Out of the Office: How Women Can Create Meaningful Goals & Live Without Regrets

Tuesday, September 17, 2019 1:00 – 2:00 pm EST

Featuring – Caroline Miller 

Hidden talents. Unused strengths. Unrealized goals. Women are often so busy meeting everyone else’s expectations that their own professional and personal goals get left behind.

Goal setting expert Caroline Adams Miller, author of Getting Grit, inspires women to put their innate strengths to use. She encourages women to become their authentic, ideal selves—not just who they feel they “ought” to be—and provides proven techniques to help them reach their full potential. In this fast-paced, energizing and research-based session, female leaders learn practical steps to create their best self in and out of the office, including how to:

– Identify strengths to increase success.

– Use the new science-based approach to set goals to achieve the best outcomes.
– Develop a supportive “web of influence”—women helping women.
– Build a culture of positive energizers.
– Cultivate a mindset of self-efficacy, resilience, optimism, and grit.
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Flexibility: The New Business Imperative in Law Firms

This article written by Manar Morales, President & CEO of the Diversity & Flexibility Alliance, is published in the July 2019 issue of Modern Legal Practice. Read on to learn why flexibility is your organization’s new business imperative.

The culture in law firms around the globe is slowly evolving and changing with the times. Once only known for its grueling office hours, inflexible schedules and high turn-over rates, the legal industry is slowly beginning to embrace a new normal; one that offers and supports flexible working arrangements. Traditionally seen as a perk for employees, flexibility has now become the new business imperative.

Law firm leaders, who have long endured regrettable losses and challenges with recruitment and retention, are now reaping the benefits of flexibility — enhanced productivity, higher innovation, improved talent recruitment and retention, increased employee satisfaction and, most of all, a stronger bottom line.

As an industry that provides professional services, the sustainability of a law firm correlates directly with its ability to recruit and retain the best talent. Each year, competition for top legal talent increases and a firm’s ability to offer flexibility is vital to its ability to win the war on talent and mitigate regrettable losses…

READ FULL ARTICLE

 

Getting to Know Our 2019 Conference Speakers – Lily Zheng

We are so excited to have an amazing line-up of prominent leaders and trailblazers speaking at our 2019 Annual Conference Inspire. Innovate. Ignite! on Thursday, November 7 in Washington, DC.  We will be introducing these dynamic and engaging speakers during the next couple of months here on our blog. We asked our speakers to answer a few questions about themselves, their approach to their career, and their lives.

This week’s “Getting To Know Our Conference Speakers” post highlights Lily Zheng, D&I Consultant and Co-Author, Gender Ambiguity in the Workplace. Lily will share Lessons in Inclusion as part of our new “Meet The Influencers” program at the conference. You don’t want to miss it!

 

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

Lily Zheng: One of the best pieces of advice I’ve ever received was from Dereca Blackmon, Associate Dean at Stanford University, who told me that meaningful change could happen from both inside and outside of systems. As a young activist at the time, it broadened my understanding of my role in the world and empowered me to become a more thoughtful leader and changemaker. I’ve never forgotten that advice.  

DFA: How do you recharge? 

LZ: I schedule in time with my chosen family–a handful of people from outside my professional life who I trust will care for me no matter what and who I can let my guard down around. It’s incredibly good for me to have people around whom I not only don’t want to, but can’t, talk about work.  

DFA: Where and when are you most content?
LZ: When I’m with chosen family, wherever they happen to be. 


DFA: What do you know now that you wish you knew then?

LZ: That I don’t have to be a perfect activist to be a good one. 

DFA: How do you pay it forward?

LZ: Create systems so that people who don’t want to become advocates don’t have to. Mentor the next generation to understand history so that they can do more of what worked and less of what didn’t. 

DFA: What can we be doing to create more inclusive organizations?
LZ: Understanding that inclusion is a philosophy and not a state, and that organizations need to embed inclusion into every aspect of their being–their policies, practices, leaders, spaces, products, structures, and more. As for specific practices, a shortlist of my favorite:
  • work with middle managers to articulate how diversity & inclusion factors into their team’s/project’s goals;
  • create gender-inclusive bathrooms, locker rooms, and other spaces;
  • hire and collaborate with members of marginalized groups on any project (and it should be most of them) in which they’re stakeholders;
  • give your Chief Diversity Officer a damn budget.   

DFA: How has flexibility impacted your life?

LZ: It’s one of the most important aspects of the life I live. As a consultant, I’ve worked to build my own life that allows me to have the impact in the world that I want while nourishing the parts of me that keep me going. I wouldn’t be able to do any of that without the flexibility I’ve made a core need. 


DFA: What book is on your nightstand?
LZ: Cheating answer, but my own! My nightstand is currently a storage container filled with copies of Gender Ambiguity in the Workplace, though come October of this year I’ll be filling it with copies of my newest book, The Ethical Sellout–super excited! 

Don’t miss hearing insights from Lily Zheng and our

other inspirational Influencers! 

Register for our conference TODAY. 

Early bird registration will continue until September 13.