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Action Step – Paving the Way for Flexible Work After the Pandemic

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. 

Organizations and employees have faced significant struggles during the COVID-19 pandemic. However, one positive that’s developed from the pandemic is that many organizations, even those historically against flexible work, have adjusted to employees working remotely and flexibly. Now is the time to collect data and build a business case for flexible work to continue after the pandemic ends. Monitor experiences and measure employee productivity, satisfaction, and effectiveness to understand what worked and what didn’t in order to pave the way for the future of flexible work:

  1. Survey to Understand Experiences & Needs. Survey employees to collect data around flexible work during the pandemic. The survey should include questions specific to why things worked or why they didn’t so you can make improvements: What types of technology would have made remote work smoother? Did supervisors help balance work and personal obligations? Did managers maintain connections during this time? By gathering this type of data, you can make changes, as necessary, to improve employee productivity and effectiveness. You’ll also have a better understanding of challenges specific to the pandemic so you can address these matters with flexible work skeptics. For example, if an organizational leader states that hours were down in his/her department, you’ll be able to show this was related to less work available in that area due to the pandemic rather than issues with telecommuting. 

Continue Reading in the Member Resource Center

To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To further discuss ways to collect and use data during the pandemic, contact Manar Morales

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Spotlight on Flex – Yingli Wang, PhD

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.

August 2020 Spotlight on Flex

For August 2020, we are pleased to share insights from Yingli Wang PhD, Partner, Perkins Coie (Los Angeles, CA).

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

Yingli Wang, PhD: I was born in China and came to the US to attend grad school and study for my PhD with the intention of becoming a professor. I’ve always been fascinated by how things are made or work, and I knew I wanted to find a career path that could merge my training and other interests. I explored patent law because it’s so different from the other legal practice areas; I knew I could combine my analytical and scientific background with my creative interests.

While I was a law student at the University of Washington, I summered at the LA office of Perkins Coie, and after graduating in 2008, I started as an associate here. We were in the height of the recession, and the partners in my practice group were doing everything they could to make sure we had work. I realized early on in my career how important business development is – it gives you security and the ability to control your career. I wanted to see the impact of my work and the results of my efforts.

I focused on building a relationship with our Shanghai office. This meant a lot of international travel and made meeting my annual billable hours difficult. I started to look into a flex schedule because I wanted to show the firm and my partners my value add by cultivating our international relationships. I knew there would be a corresponding pay cut, but I was OK with that. In 2017, I switched to a 70% reduced hours schedule and continued to come to the office every day. Not only was I able to focus on developing key professional relationships, I was able to manage my stress levels and develop expertise in my field.

Perkins Coie considers flexible work as an investment in its professionals because billable hours aren’t the only indication of a person’s value. Supporting flexible work shows trust from the firm and the partners; they believe they’ll receive a return on their investment, and it establishes a foundation to build a long-term future together. And as a testament to that, I made partner in 2019 while working reduced hours.

Because I still travel so much, I don’t feel any different than my peers who bill at 100%. I also appreciate that my partners aren’t strict about face time. With LA traffic, they understand and are flexible too. We all try to be available and responsive when we’re not physically in the office.

DFA: How have the firm and/or clients contributed to your Flex Success®?

YW: My flex schedule doesn’t affect my commitment to my work or my clients. Many of the clients are not local, some are in China and in a different time zone, so my flex schedule really doesn’t matter to them. In fact, flexible hours makes me more motivated to upkeep my international contacts.

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

YW: I’m less stressed because I don’t have as much pressure weighing on me. I’m not constantly worried about my billable hours; instead I’m able to focus on being a better lawyer, working on business development opportunities, and providing the best service to my clients. It’s also a beneficial way to invest in myself. I can attend conferences and participate in non-billable projects to enhance my skills and build a niche practice in China.

I’m also able to train, mentor, and communicate with our Chinese staff and clients. This is a huge benefit because many of our international clients don’t understand the logistics of the US legal system. It took lots of practice to have a better understanding of clients’ needs so I can provide meaningful information and counseling. With my extensive experience in working with clients from different backgrounds, I’m able to adjust my communication style so my answers are clearly conveyed.

My commitment and early focus on our China practice was recognized in 2018; while I was still Counsel, I took over as the leader for the China patent group in the Shanghai office.

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

YW: I would have considered incorporating a flex schedule sooner because it improves work-life balance.

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

I like training and talking to associates about their career aspirations. I really enjoy being a lawyer – many people with my background don’t think of it as an option, so I’m always more than happy to discuss my career path with others. I want people to know there are options and alternative careers out there, especially for women and scientists. Sometimes we just need a little encouragement and a broader perspective.

I’m happy with what I do and proud of my journey. I’m appreciative of the opportunities and support I’ve received from the firm. I hope my experiences can be a positive example for women in science and immigrants to this country. I want them to understand they can pursue a career in law. I want to speak up and show you can do it – be a trailblazer – you don’t have to wait for someone else to do it before you.

 

 

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Bright Spot: Kutak Rock’s COVID-19 Response

In an effort to inform and inspire our members and friends, we often share diversity and flexibility Bright Spots – those small or large successes that impact an organization in a positive way. We believe that important diversity and flexibility initiatives can truly impact your organization’s bottom line, recruitment and retention capabilities and employee satisfaction. 

BRIGHT SPOT

Kutak Rock’s operating procedures during the COVID-19 pandemic are clear Bright Spots that demonstrate its people-first philosophy. Before the COVID-19 National Emergency was declared on March 13, 2020, the firm’s Regional Managing Partner for D.C. and Virginia had begun discussions with firm leadership about operating procedures aimed at keeping people safe at home and working. The procedures, which remain today and apply to all staff and attorneys, allowed for 100% remote working on a “reason-neutral” basis.

Kutak Rock leadership worked with each employee on a case-by-case basis to ensure that everyone continued to be productive and maintain their positions and their employment status while working remotely.  The focus continues to be on keeping all employees and offices safe from COVID (first and foremost) and helping every individual become productive in this unique COVID work environment.

The firm also made it a priority to provide several training sessions focused on remote learning, including:

  1. A weekly set of training options about the logistics of remote work (submitting time, setting up a printer, security, etc.);
  2. A seminar attended by over 90% of the firm’s associates focused on ongoing professional development in a remote work environment;
  3. Annual inclusiveness training with information about creating inclusive working teams in remote and hybrid remote/in-person environments; and,
  4. A session with firm leadership with information about building teams in a remote or hybrid remote/in-person environment.

In addition, the firm created a guide for employees and a guide for leadership with tips for working remotely. All employees were also provided a resource kit with information about inclusiveness and bias in remote environments.

In keeping with its “people-first” mindset, the firm continues to communicate with employees on a regular basis about the performance of the firm in an effort to relieve anxiety and stress caused by COVID-related uncertainty and countless legal industry articles talking about furloughs, lay-offs, and firms with difficult financial situations.  The firm also, repeatedly, reminds employees to take care of their mental and physical health.  The firm sent information about benefits available to all employees related to mental and physical health and has created a Mindfulness Group that has met every Friday since the beginning of April.

Kutak Rock has made it a priority to maintain its commitment to diversity and inclusion during the shut-down. Since March 11, the firm has finished all of the tactics in its three-year inclusiveness, diversity, and engagement strategic plan, developed the goals and tactics for its new three-year strategic plan, and has had the plan approved by the Executive Committee.  In addition, the firm ran its annual training program (by Zoom) with well over half of the firm attending and 80+% of leadership attending.  Affinity groups continue to meet and new initiatives have been added.

IMPACT

While some Kutak Rock offices have allowed employees to return to the office for limited amounts of time and a targeted purpose in recent weeks, almost all employees continue to work remotely. Many employees voiced their appreciation for the firm’s focus on their and their community’s safety.

Over the long-term, the COVID-specific operating procedures will be transformed into a flexible working arrangement policy similar to the current procedures. The primary goals will continue to be focused on allowing flexible working arrangements, on a reason-neutral basis, while also maintaining the function of the team in a way that supports the clients, individuals and firm.

 

Please share your Diversity & Flexibility Bright Spots with us by downloading and completing THIS SHORT FORM and emailing it to Jane Caldeira at jane@dfalliance.com