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Alliance Pulse Poll Emphasizes Need for Continued Focus on Diversity & Inclusion in Office Re-Openings

Washington, DC – July 10, 2020 – Today the Diversity & Flexibility Alliance released highlights from its Pulse Poll: COVID-19 and Re-Entry that emphasized the need for continued focus on inclusion for all employees in office re-entry practices.

The poll was developed to uncover important data and trends related to the approach law firms and corporations are taking during this initial office re-opening phase and to provide advice on best practices. The poll’s questions were related to office re-opening task forces, guidelines regarding which employees could continue to work remotely once states re-open, and the types of resources and training provided to employees.

“While many firms and corporations have pledged their commitment to diversity and inclusion in recent years, their actions as they re-open their offices during the COVID-19 crisis will demonstrate their sincerity and have a meaningful impact on all employees,” said Manar Morales, President & CEO of the Diversity & Flexibility Alliance. “While I am pleased to see that a significant number of firms and corporations are focusing on inclusion during office re-openings, I hope that more organizations will follow suit. It’s critical that firms and corporations incorporate D&I professionals in their Office Reopening Task Force, allow requests to continue to work remotely to be “reason-neutral,” and provide necessary virtual trainings,” she added.

The Pulse Poll revealed several noteworthy highlights, including:

  • The vast majority of participants (85.3%) have a task force focused on re-entry and nearly two-thirds of these task forces include a Diversity & Inclusion professional.
  • A significant share of participant organizations will allow all of their employees to work remotely (35.3%) and will use a “reason-neutral” process to determine who can work remotely  (44.1%). However, too many organizations are still limiting which employees can work remotely based upon their function and/or their risk level.
  • A significant share are planning on launching the following trainings: Best Practices for Working Remotely (38.2%, or 13 of 34), Best Practices for Leading Remote Teams (32.4%, or 11 of 34), and Unconscious Bias (23.5%, or 8 of 34).  Only a small number (3 of 34, or 8.8%) indicated they will have no trainings to support re-entry.

The Pulse Poll: COVID-19 AND Re-Entry consisted of responses from 34 law firms and corporations between May 14 and June 5, 2020. The complete report will be available exclusively to members of the Diversity & Flexibility Alliance as well as poll participants.

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 manar@dfalliance.com for information on membership in the Diversity & Flexibility Alliance or for guidance on fostering flexibility and inclusion in your organization during this crisis and beyond.

 

Contact: Manar Morales

manar@dfalliance.com

202-957-9650

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Bright Spot: Ogletree, Deakins’ Family Leave Policy and Supporting Initiatives

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

Ogletree Deakins’ gender-neutral Family Leave policy is an impressive Bright Spot.   Comprehensively developed, this policy provides a wide range of support mechanisms for attorneys during and following their family leave.

Ogletree’s family leave initiative includes the following benefits:

  • A gender-neutral Paid Parental Leave (PPL) benefit of up to 16 weeks salary is provided to any attorney on an approved leave after the birth, adoption or foster care placement of a child.
  • To further help ease an attorney’s transition back to work after the leave, the firm provides an additional on-ramping program which allows for reduced billable hours for a limited period of time. Attorneys are not required to formally request on-ramping and the program does not affect compensation.
  • Attorneys who are parents also have access to an on-demand back-up childcare service in the event of last minute childcare needs. (This service is also available for the care of an aging parent or other adult dependents.)
  • A “Milk Stork” program supports nursing mothers by coordinating the shipment of milk when the mother is traveling on firm business.
  • A business resource group, ODFamily, serves as a resource to assist parents transitioning back to work.
  • Each new parent has access to an e-course that helps new parents prepare for the transition back to work and offers web community support for questions and resources. New parents are also given a copy of Mindful Return: Back to Work After Baby.

IMPACT

By offering such an inclusive family leave benefit, Ogletree hopes to not only promote and advance women, but to also show its commitment to all new parents, and significantly influence the retention of all of its valuable employees at a critical point in their family life and career.

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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Action Step – Fight Racial Injustice By Truly Committing to D&I

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. 

The Alliance condemns the recent killings of George Floyd, Ahmaud Arbery, and Breonna Taylor. We stand in solidarity with the black community, and we condemn systemic racism and denounce hate. This is the time to raise our voices and ensure that equity, diversity, inclusion, and justice are foundations in our society. This is the time for firms and organizations to commit to meaningful change through self-reflection, listening, and learning. More importantly, this is the time to take real action to foster an inclusive environment that supports compassion, unity, and equality.

  1. Take a Hard Look at Your Recruiting Process. According to the NALP 2019 Report on Diversity in U.S. Law Firms, African-American/black attorneys only represent 4.76% of associates. Organizations need to commit resources to hire a more diverse workforce by optimizing the recruitment process. Gather data to understand why diverse and attorneys of color chose your organization (or didn’t) so you can make changes accordingly. Take a hard look at your interview questions. Are they biased? Are you including diverse interviewers and asking interview questions that allow candidates to highlight D&I accomplishments? Recruit from schools with a diverse student body and actively participate in diversity job fairs.

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 commitment to diversity, equity and inclusion, schedule a call with Manar Morales today. 

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Spotlight on Flex – Catie Romanchek

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.

June 2020 Spotlight on Flex

 

For June 2020, we are pleased to share insights from Catie Romanchek, Partner, Squire Patton Boggs (Cleveland, OH)

 

 

 

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

Catie Romanchek: I started as a summer associate at Squire Patton Boggs (then Squire, Sanders & Dempsey) (“Squire”) during the summer of 2002, became a full-time associate in 2003, and I’ve been here ever since.

I had my first child in 2007, and as I was preparing to return to work after maternity leave, my husband and I decided it would be best for me to work a reduced hours schedule. He had just completed his MBA, was working full time, and was traveling a lot for his sales job. When we were discussing our priorities, we knew that my staying at 100%, full time work at Squire was not the best plan for us. I spoke with my then Practice Group Leader (PGL), Bruce Gabriel, and asked to work a 65% reduced hours schedule and come into the office three days a week. My PGL was very supportive of flex schedules, and he didn’t see a reason why we couldn’t try my schedule out.

At first, returning from leave was difficult because I knew I couldn’t take on as much work as I had before, and my biggest struggle was learning how to step back. The firm and my colleagues were very accepting as I figured out how to manage my new schedule. I didn’t know a lot of people on flex at the time, so it took some trial and error to figure out how to make my new flex schedule work.

Fast forward to present day, and I’m still working reduced hours (and have had two more children since 2007), but now I’m in the office four days a week and telework on Fridays. As my career evolved, my roles within the firm changed too. I was promoted to principal in 2016 and to partner in 2018. My husband still travels extensively for his job so my flex schedule gives me the control I need to be there for my children and balance our crazy schedules while still meeting the demands of my clients as a partner.

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

CR: Some of my clients are aware of my schedule and are supportive of it too; if they’re able to, they’ll schedule calls and meetings around Fridays because they know that’s my telework day. But I also don’t want my flexibility to weigh on my clients; I’m flexible with them too. I make it clear that I can always rearrange my schedule for their needs. That may mean I switch my telework day for the week, and that’s fine.

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

CR: I’m very appreciative that Squire has never let my flex schedule inhibit my ability to take advantage of business development opportunities and advance my career. In 2013, I was part of the team that responded to an RFP for the Metropolitan Washington Airports Authority (“MWAA”) that oversees the Dulles and Reagan airports in the DC area. I was included in the RFP based on my experience from working with the Cleveland Hopkins International Airport since 2004. Being part of that RFP team was a huge turning point in my career. Now I work on airport financings all over the country and have developed an expertise on these matters. I really enjoy it, and I’m so thankful I had the opportunity to be part of the team that responded to MWAA. My flexible schedule didn’t exclude my involvement, and more importantly, from being considered to be part of the team. That opportunity really transformed my career and my skills set. I think it’s very important to find ways to continue to grow and evolve in your practice while maintaining your flex schedule.

My flexibility has also provided opportunities for me to develop leadership roles within the firm. I oversee, with another colleague, associate and paralegal evaluations in my practice group in the Cleveland office. I also co-chair the local government team here in Ohio and was asked to be part of a Cleveland office’s business development task force. The latter really opened up opportunities to meet and work with other people outside of my practice group. I really enjoy these roles within the firm, and I feel that working reduced hours has given me the opportunity to take them on.

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

CR: Have confidence that this can be done, and don’t feel like you have to apologize for making decisions that are necessary to make your flex schedule work. When I first started working flexibly, I felt, at times, like I always had to try and “make it work” and would apologize if I couldn’t accept a new matter. I’ve learned that people aren’t looking for apologies; they understand, want to work with you, and with communication, you can make a lot of things work out. It also took me awhile to feel comfortable sharing my schedule with clients. I had to be confident and know I wasn’t giving them any less quality work or service by reducing my hours. I give every client 110% of my focus and service; I just work with fewer of them.

The advances in telecommuting now have made flex arrangements so much easier too. You can work with your colleagues and clients to ensure they’re always receiving high quality service while respecting your flex schedule.

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

CR: I recharge by being with my family and being fully present with my kids. My two girls take piano lessons and helping them practice has given me the opportunity to start playing again myself – this has always been a wonderful outlet for me. They’re also very involved in horseback riding, so we spend a lot of time together outdoors with the horses. We have a lot of fun and learn so much during our weekly time at the stables. I absolutely love watching them become wonderful riders.

Externally, I pay it forward by being active in my church and at my kids’ school. Within the firm, I’m often the point person for interviews to talk about flex options or when younger associates ask about it. I am always happy when I can help Squire incorporate flexibility as a cultural norm. The firm has worked with and supported me throughout my career. I want to help Squire continue to grow in this area and continue to be a leader in the industry on fully accepting and supporting holistic flex.

 

We’re Proud to Be Part of the Belonging Project in Support of Diverse Law Students & Attorneys

The Diversity & Flexibility Alliance is proud to partner with The Belonging Project, an initiative made up of organizations that have committed to supporting diverse law students and attorneys impacted by COVID-19.   The Belonging Project is a collaborative initiative launched in May and spearheaded by Seyfarth Shaw LLP.  Each partner organization will be sharing webinars, articles, coaching and/or mentoring resources and tools that would benefit diverse law students and attorneys who engage with the project.

Here’s how Seyfarth Shaw so eloquently describes the project and its goals:

The word ubuntu became popular worldwide during apartheid as Bishop Desmond Tutu explained a philosophy in multiple South African ethnic groups that our humanity derives from the humanity of the collective. Ubuntu symbolizes the universal bond we have as a people and the focus on collective responsibility. Just as the pandemic has illustrated how interdependent we are, this collective is focused on working together to move forward in our shared commitment to improving inclusion and diversity in the legal profession. We believe that we rise and fall together.

Built on this concept, The Belonging Project is a collaborative network of professional and personal support for diverse legal talent across industry organizations and law firms.  Through The Belonging Project, we are offering opportunities and programs to support diverse law students and lawyers during the pandemic. This initiative will contribute to diversity in the legal profession and encourage others to contribute and leverage their expertise and resources. In collaboration with our industry partners, we will offer webinars focused on professional and personal development, one-on-one coaching, and a curated resource center devoted to well-being and professional growth. 

More information can be found here.

 

 

The Alliance is Partnering with NAWL in Support of Their Annual Meeting

The Diversity & Flexibility Alliance is proud to be partnering with the National Association of Women Lawyers (NAWL) in support of its annual conference to be held virtually on July 15 and 16, 2020.

NAWL will recognize and honor leading lawyers who have made a significant impact to improve and diversify the legal profession, as well as NAWL members who, through their time and effort, have made exceptional contributions to fulfilling NAWL’s mission.  You will also have the opportunity to participate in interesting substantive programming along with plenty of networking opportunities. You will leave inspired to reach new levels of success in your practice.

Attend the NAWL Virtual Annual Meeting for inspirational discussions and presentations on topics such as:

  • “Looking Up and Looking Out for Each Other-Getting Past the Subtle Roadblocks of Anti-Woman Bias”
  • “Leading Through Uncertainty, Crisis, and Change”
  • Celebrating the 100th anniversary of women’s right to vote
  • Sexual harassment in the legal profession.

Alliance members will receive a 10% discount on registration with the discount code: AM20DFA.  Registration is available HERE.

Nominate a Partner & Client for Our 2020 Flex Success® Award!

The Diversity & Flexibility Alliance is accepting nominations for our annual Flex Success® Award. The award recognizes partners at member law firms who are successfully working a reduced hours schedule and acknowledges the crucial role clients play in making workplace flexibility a reality. The Award honors attorney/client relationships that best exemplify how, with client support, attorneys can achieve greater work-life control and have extraordinarily successful careers.
The Award will be shared by:
  1. A successful partner at an Alliance member firm who is currently working a reduced hours schedule and has done so for a year or more; AND
  2. A client, to be chosen by the partner, who has contributed to the success of the arrangement.
Nominations can be made by any Alliance member firm, legal department, or by self-nomination. All partner nominees must be from an Alliance member organization.
Honorees must be able to virtually accept their awards at our annual conference (also going forward virtually) on November 5, 2020, Moments of Impact: Transforming Organizational Culture.
DEADLINE FOR SUBMISSIONS IS JULY 15, 2020.
Submit the Nomination Form, (this is a fillable PDF; please download a copy first and then fill in responses), and once complete, email your nomination or any questions to Jane Caldeira, Manager of Communications. Please include a link to or attach the Nominee’s bio. All nominations will be acknowledged within 24 hours of receipt.

Personality Matters: Collaborating Successfully with Others!

Thursday, July 16, 2020 – 1:00 – 2:15 pm EST

Featuring – Mary Abbajay, President of Careerstone Group.

Personality preferences and communication styles play a significant role in our interactions with coworkers, team members, supervisors, and staff members. Working successfully with others requires developing self-awareness and an understanding of how we, as individuals, impact others—both positively and negatively. In this high-spirited webinar, participants will gain heightened awareness of their own distinctive personality type, communication style and preferred ways of working with others. This interactive and eye-opening webinar helps participants understand their own personalities, personal strengths and potential areas for improvement. Participants learn to:

  • Raise awareness around preferred work style and behaviors—of self and others.
  • Increase understanding about how they communicate, receive information and make decisions.
  • Develop insight into their own style and the style of others.
  • Develop flexibility during workplace interaction in order to interact effectively with people who have different personalities and communication styles.
  • Understand how personality type impacts leadership and teamwork.

The Careerstone Group is a full service organizational and leadership development consultancy that delivers leading-edge talent and organizational development solutions to business and government.  Mary is also the author of Managing Up: How to Move Up, Win at Work and Succeed with Any Type of Boss.

The Alliance’s Statement on Racial Injustice

The Diversity and Flexibility Alliance condemns the recent killings of George Floyd, Ahmaud Arbery and Breonna Taylor. We stand in solidarity with the black community. We condemn systemic racism and denounce hate.  We all have a responsibility to raise our voices, fight for justice, and ensure that equality, diversity and inclusion are foundations of our society.  We urge companies, firms and organizations to commit to meaningful change through self-reflection, listening, learning and ensuring equal opportunity for all.  It’s time to take real action to foster an inclusive environment that supports compassion, unity and equality.

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Action Step – Organizational Guidelines Around Bringing Your Workforce Back to the Office

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 states are gradually reopening, organizations are discussing how/when to start bringing their workforce back to the office. This hybrid stage, lasting at least three to six months when organizations begin to reopen, raises complex issues/logistics including D&I and talent considerations. Through our conversations with leading Talent and D&I professionals, we want to share our guidance on this topic:

  1. Engage D&I Professionals. A number of organizations have created task forces to manage the re-entry process. It is important for D&I professionals to be included in these task forces. Without their input, organizations are missing key employee perspectives including health/mental health challenges, individual concerns, and issues of those disproportionately impacted.
  1. Be Mindful of Language. Employees continue to need regular communication from top leadership to cut down on anxiety and uncertainty. Leaders should be mindful of language used. Messages using “return to office” are more compassionate than “return to work” and also recognize employees’ hard work during the pandemic, since many employees have been working harder than ever during this time. Remember, any memos, e-mails and communications will impact employee morale/loyalty and may be sent to the press. Talent and D&I Professionals can offer invaluable advice regarding these communications.

Continue Reading in the Member Resource Center

Members can access the complete Action Step in the Member Resource Center. To read this entire Action Step become a member of the Diversity & Flexibility Alliance.  To learn more about your organization’s strategy to return to the office during the COVID-19 pandemic, contact Manar Morales.