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.
- 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.
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 
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.
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.