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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.

 

Contact Manar Morales at 202-957-9650 or manar@dfalliance.com for more information.

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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.

Contact Manar Morales at 202-957-9650 or manar@dfalliance.com for more information.

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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.

Contact Manar Morales at 202-957-9650 or manar@dfalliance.com for more information.

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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.

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Action Step – Supporting & Encouraging Men to Take Leave

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 launching gender-neutral parental leave policies so that the amount of caregiving/bonding leave time is the same regardless of gender. According to our 2017 Law Firm Benchmarking Survey, the vast majority of law firms surveyed provided paid gender-neutral leave to attorneys (89% of respondents) and staff (67% of respondents).

There are strong business benefits when all employees utilize parental leave policies. First, there are recruiting and retention advantages. Employees, especially millennials, have indicated that flexibility, work-life control, and family time are important factors when choosing/staying at a job. Second, workplace engagement, productivity, and loyalty will increase when all employees take parental leave by preventing burnout and undue stress. Third, organizations can also lower family healthcare costs by encouraging all employees to take parental leave; new mothers without support face higher medical/mental health issues.  See our Action Step, Paid Leave Policies, for more details on the business benefits of gender-neutral parental leave…

To read this entire Action Step and learn more about gender-neutral parental leave policies 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.