Getting to Know Our Conference Speakers – Garry Ridge

While our annual conference is going virtual this year, one thing that hasn’t changed is our commitment to bringing an incredible line-up of inspirational speakers to share their expertise and unique insights. Over the next couple of months we’ll be introducing you to these dynamic and engaging leaders by sharing some of their personal and career advice. Join us for our 2020 Annual Conference, Moments of Impact: Transforming Organizational Culture on November 5 to learn more from these remarkable trailblazers!

Today, we are honored to introduce Garry Ridge, Chairman & CEO, WD-40 Company and this year’s keynote speaker.  In his presentation “It’s All About the People – Don’t Be a Soul Sucking CEO,” Garry will provide a look “under the hood” of one of the world’s most recognized brands, where employee engagement is above 93% and 98% say they “love to work at WD-40 Company.”  He’ll share his unique insights into the value of the emotional connection to a greater purpose, the importance of investing in people who invest in themselves, and the difference between a “team” and a “tribe.”

 

Diversity & Flexibility Alliance: What was the most meaningful piece of leadership advice you have received?
Garry Ridge: It’s not about you.

 

DFA: Who has had the most influence on your career?
GR: Ken Blanchard

 

DFA: What have you learned during COVID that has changed your perspective?
GR: In times of great and real need, people can pivot around fear.

 

DFA: How do you pay it forward?
GR: By sharing my “learning moments” – being a giver not a taker.

 

DFA: What can we be doing to create more inclusive organizations?
GR: Listen, be vulnerable, be mindful, and forgive everyone for being human.

 

DFA: What book is on your nightstand?

GR: Why Are We Yelling: The Art of Productive Disagreement by Buster Benson

 

Don’t miss your opportunity to hear more from Garry Ridge and all of our dynamic and inspirational speakers on November 5.  Register today.

Getting to Know Our Conference Speakers – Minda Harts

While our annual conference is going virtual this year, one thing that hasn’t changed is our commitment to bringing an incredible line-up of inspirational speakers to share their expertise and unique insights. Over the next couple of months we’ll be introducing you to these dynamic and engaging leaders by sharing some of their personal and career advice.  Join us for our 2020 Annual Conference: Moments of Impact: Transforming Organizational Culture on November 5 to learn more  from these remarkable trailblazers.

We are honored to introduce Minda Harts, CEO of The Memo LLC and Author of The Memo: What Women of Color Need to Know to Secure a Seat at the Table.

Minda HartsWhat was the most meaningful piece of leadership advice you have received? Who has had the most influence on your career?

The most meaningful advice I’ve received is don’t be ambivalent about your career.  There hasn’t been just one person, but it’s been a collective effort of family, friends, and peers. Success is not a solo sport!

What have you learned during COVID that has changed your perspective?”

Carpe diem. The world is changing and I had to decide if I was going to evolve as well. Sometimes change can be good, yet necessary. 

How do you recharge? Where and when are you most content?

I love to read physical books. I try and wake up a little earlier each day so I can read a little bit before I get my day started; it helps center me. Currently, I have learned to be content wherever I am, and right now that is my house. 

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

I am my best advocate. No one is ever going to advocate for you like you.

How do you pay it forward?

By creating career resources for women of color in the workplace. 

What can we be doing to create more inclusive organizations?

Listen, Educate, and Activate. Leaders must learn to tap into their emotional intelligence and unlearn what might have been comfortable and contributing to systems that are only beneficial to the dominant majority. 

How has flexibility impacted your life?

It’s allowed me to be flexible. There are no rules right now and I get to redefine success for myself. 

What book is on your nightstand?

Begin Again, by Eddie Glaude Jr. 

 

Register for the conference today.

Congratulations to the Alliance Member Firms Named Best Law Firms For Women

Congratulations to all the law firms named to Working Mother Media’s 2020 Best Law Firms for Women List.  These firms are being recognized for their “efforts and successes in finding, retaining and promoting women lawyers” and we commend their commitment to gender parity.

The Best Law Firms for Women List has been published for the last thirteen years.  Law firms are asked to complete an application including more than 300 questions about attorney demographics at different levels, schedule flexibility, paid time off and parental leaves, and development and retention of women.

We are particularly proud to congratulate the following Diversity & Flexibility Alliance members named to the 2020 List:

  1. Arnold & Porter Kaye Scholer
  2. Brownstein Hyatt Farber Schreck
  3. Cooley
  4. Crowell & Moring
  5. Davis Wright Tremaine
  6. Dechert
  7. DLA Piper
  8. Dorsey & Whitney
  9. Faegre Drinker Biddle & Reath
  10. Finnegan, Henderson, Farabow, Garrett & Dunner
  11. Fish & Richardson
  12. Jackson Lewis P.C.
  13. Katten
  14. Latham & Watkins
  15. Morgan, Lewis & Bockius
  16. Ogletree, Deakins, Nash, Smoak & Stewart
  17. O’Melveny & Myers
  18. Perkins Coie
  19. Quarles & Brady
  20. Reed Smith
  21. Seyfarth Shaw
  22. Sidley Austin
  23. Wiley

Civility: It’s More Than Just Being “Nice”

Tuesday, September 22, 2020 – 1:00 – 2:15 pm EST

Featuring – Rachael Bosch, Founder of Fringe Professional Development

There has been a lot of talk about civility in the news over the past few years but there are still so many misconceptions about what civility means and why you should engage in it. In this webinar, we will discuss the research behind civility both inside and out of the legal industry. We will share the documented impacts of civility and psychological safety in teams and organizations. You will also hear the latest insights into how organizations are using civility in their cultural and leadership development plans.

After spending more than a decade in legal talent management, Rachael Bosch founded Fringe Professional Development with the goal of helping people communicate better at work. Fringe is a training and coaching company that combines neuroscience-based learning techniques with customized and progressive programming. Our mission is to help ambitious, high-achieving professionals excel in their careers through improved communication skills. Rachael holds a brain-based coaching certification through the NeuroLeadership Institute as well as certificates of Women in Leadership and Mediating Disputes from Cornell University and Harvard Law School. She is an active member of the invitation-only Forbes Coaches Council and is certified to train and deliver both the DISC behavioral assessment and the EQi 2.0© emotional intelligence index.

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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

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Spotlight on Flex – Samantha Lee

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.

July 2020 Spotlight on Flex

 

For July 2020, we are pleased to share insights from Samantha Lee, Partner, Wiley Rein (Washington, DC)

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

Samantha Lee: I’m a Wiley Rein lifer; I summered at the firm and have been here ever since. I was pregnant with my son while I was a senior associate, and I assumed I’d return full time post leave as if nothing had changed. But after I had my son, I realized that coming back full time and pretending nothing had changed was definitely not going to work for me! Luckily, there are models of flexible work at the firm to look up to; I knew I needed to take a flexible approach with my return to work in order to maintain my mental health and my personal life, to be able to thrive in a high pressure position, balancing my commitment to client needs, and be active in firm citizenship.

I spoke to the firm’s Professional Development and HR teams to discuss my options – I didn’t know what flexible work would look like for me. The firm was supportive from the very first person I spoke with in both departments, and that support carried through to my practice group leaders (PGL). I was nervous about speaking with my PGLs because they play such a huge role in my professional development at the firm. But their immediate response was unhesitating support. They never questioned my need for flex; it was amazing and so incredibly reassuring that I was making the right choice for my career and for me.

Our nanny was also a grad student at the time, and she had to leave early on certain days for class. This allowed me to become comfortable with saying “no” because I also needed to be respectful of her schedule. The bottom line is that a flexible schedule gave me breathing room and provided the options I needed to come back to the firm after leave. Without it, I would not have stayed and been able to address some of the post-partum issues I was experiencing at the time too.

My original plan in 2017 was to come into the office every day and bill at 80% reduced hours for a year. But I stayed on this schedule for two years until I made partner in January 2020. It’s important to note that my choice to reduce my hours did not delay my path to partnership; I was promoted at the same time as my peers from my summer associate class. Once I became partner, and now that my son is older, I returned to a 100% billable hours schedule.

Even though I’m not on a formal flex schedule anymore, I still rely on flexible work in different ways. Wiley is a firm that recognizes people as people. If there comes a point where I can’t or don’t want to bill at 100%, I know the firm will support me. I know I can (and did) deliver the best quality service and work to my internal and external clients while working reduced hours. I openly share my flexible work experiences with everyone; people need to know they’re supported and shouldn’t feel stigmatized for wanting or needing to work flexibly. I understand why some people in less supportive firms feel the need for secrecy, but I don’t believe in this approach. The more people talk about working flexibly, the more mainstream it becomes.

 

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

SL: I haven’t needed to address my schedule with clients; it’s just not something that comes up. I managed my reduced hours schedule by working on fewer matters, but I never gave less than 100% to every client. Because our group is so focused on building a talented and sustainable group, it’s easy to rely on a team and give younger associates the opportunity to learn and progress.

The firm has always given me what I needed; I have a great flex success story. I know the firm would support me again and any other attorney looking to incorporate a flex schedule in a heartbeat.

 

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

SL: By reducing my annual billable target, I was able to focus on firm citizenship and business development opportunities that were important in my career. I was part of the recruiting committee, traveled for on campus interviews, and was able to take the time to speak to law students interested in working at Wiley Rein. Had I been billing at 100%, I would not have been able to do these things.

 

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

SL: I would have spoken up sooner. Once I realized that flexible work was an option and what I needed, I waited too long to ask for it.

 

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

SL: Part of it’s maintaining a flexible schedule and the idea of being kind to yourself in all aspects. For me, that meant being OK with asking for childcare help one weekend a month so I could take time to recharge and focus on me. There’s nothing wrong with asking for help. My biggest responsibility is to be transparent, advocate on behalf of flexible work as a resource, and be an example of how it’s a viable option for career success. It can work for everyone.

 

 

 

 

 

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Action Step – Organizational Solutions Around Supporting Caregivers During 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 are planning how/when to reopen their offices as states are easing restrictions around the COVID-19 pandemic. As we enter the hybrid stage (i.e. the phase prior to a vaccine and complete reopening of schools), some employees will return to the office and others will continue to work remotely. This raises complications for many employees, especially caregivers, since several schools, childcare centers, and camps have remained closed. During this time, it’s particularly important for leaders to demonstrate empathy and appreciation for employees, including caregivers, who have been working hard while juggling personal responsibilities. Organizations can help caregivers succeed during this time and reduce their stress in a number of ways:

  1. Survey to Understand Needs. Survey your entire workforce to understand what worked and what didn’t during the pandemic. It should include questions specific to caregiving needs: What was the biggest challenge with managing work and caregiving obligations? Did your supervisor do anything that helped manage work and caregiving obligations? What additional resources would help you manage caregiving needs in the future?
  2. Create a Reason-Neutral Process for Remote Work. We strongly encourage organizations to allow employees to continue working remotely during this hybrid stage on a reason-neutral basis. This shows organizational support for employees during this time of continued uncertainty (lack of childcare/eldercare; vulnerability of elderly relatives; anxiety over getting sick; public transportation exposure, etc.). For caregivers, the ability to work remotely is crucial to maintaining work and personal obligations.

Continue Reading in the Member Resource Center

To read this entire Action Step become a member of the Diversity & Flexibility Alliance.  To learn more about how your organization can demonstrate its support of working parents and caregivers, schedule a call with Manar Morales today. 

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Inclusivity Considerations for Law Firms Reopening Offices By Manar Morales (Law360)

This article by Manar Morales, President & CEO of the Diversity & Flexibility Alliance was published in Law360’s Expert Analysis column on July 15, 2020.

As states begin to lift restrictions and people emerge from the shutdown, law firms are developing their strategies for reopening offices after weeks of remote working.

Many firms will find that it’s not as simple as it sounds, and there are countless intricacies to consider before employees return. While most firms will focus on ensuring physical spaces are as safe as possible, it’s equally important to consider the impact reopening decisions will have on your firm’s culture of inclusivity moving forward.

Firms will clearly focus on safety measures such as social distancing guidelines, the use of masks and gloves, plexiglass dividers, temperature checks, bathroom and cafeteria limits, and frequent sanitization. Additionally, many offices will choose to bring employees back in phases or have them alternate days in the office. However, even with all the protective measures in place, experts agree that nowhere will be 100% safe from the virus until there is a vaccine or cure.

Consequently, firm leaders are facing extremely difficult decisions regarding how and when to reopen the office and who should return. When contemplating these significant questions, firms should consider the following tips to maintain fairness and support a culture that embraces diversity and inclusion.

Continue Reading on LAW360.com here.