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. 

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.

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.  

Spotlight on Flex – Heather Wenzel

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.

May 2020 Spotlight on Flex

For May 2020, we are pleased to share insights from Heather Wenzel, Partner, Morgan Lewis (Hartford, CT)

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

Heather Wenzel: After graduating from law school in 2005, I started working at a large Connecticut based law firm. But a year in, I realized it was not a good fit. A recruiter called me to interview at what was at the time Bingham McCutchen. The interview process went well, and I started working there in 2007. Since then, Bingham McCutchen combined with Morgan Lewis, and that combined firm is where I have worked ever since – 13 years! I made partner in 2019, and looking back, without flexible work, I would not have had the same success and career trajectory, especially after having kids.

I had premature twins in 2014 (a boy and a girl), and they spent the first months of their lives in the NICU. My leave time was not traditional; I wasn’t at home with my newborns, and I knew I needed more time to spend with them. I was already planning to take six months of leave before they arrived early, and my partners were extremely supportive when I needed to extend that time to account for the unforeseen NICU stay. They knew with twins, I was going to be jumping head first into the fire. Flexible work was not only on my mind, it was essential for me in order to stay at the firm.

When I returned from leave, my babies were eight months old. Morgan Lewis never hesitated to show their support for me and for flexible work. I came back at an 80% reduced hours schedule with five days in the office. I left at 5 pm and signed back on at night as necessary. It was such a relief to be able to leave at 5 pm without feeling guilty. I’ve been on this schedule for the past six years, and it’s what’s allowed me to stay in big law. Morgan Lewis also instituted a remote work program which gave me more flexibility to work one-two days a week at home. As a working mother with twins, or any working professional for that matter, this extra layer of flexibility is huge. My standard schedule now allows me to work one day a week at home in addition to my reduced hours. It’s been perfect and also prepared me for our current complete remote-work situation due to COVID-19.

A lot of firms say they support flexibility and that choosing this type of schedule won’t affect your career advancement. But I think there aren’t as many firms that actually support that mentality. Fortunately for me, Morgan Lewis isn’t that type of firm; I was working 80% reduced hours and one day a week at home when I made partner. The firm really stands behind what it says. If I had to be full time, I would not have been able to stay in big law. Nothing takes precedence over my family, and I will always choose them over my job. But at the same time, I love what I do, and flexible work lets me not have to choose between the two.

I’m doing what I want to do as a working mother, and I can still be present for my family when I’m home. It’s not about being in the office from 9-5; it’s about being there for your family when I want and need to be there. Deals are finished, clients are ecstatic, and they never know that I’m working outside of the traditional 9-5 work day.

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

HW: When I started at the firm in 2007, I was a member of the American College of Investment Counsel (ACIC). Twice a year, all the outside and in house counsel came together for their annual meetings. The demographic was quite different at the time; I was one of the few, younger female attorney members in a room full of partners and in house counsel who were mostly men. Now the demographics in finance have changed. I see more women in the room and more working moms. All this to say that the demographics of my clientele have changed over the years too. My clients are dealing with the same work-life control issues that I am. The depth of understanding and shared experiences have evolved and made my client relationships stronger.

With more clients experiencing the same issues I am, it alleviates some of the pressure I feel as a partner to be “on” 24/7. I can still provide excellent client service but in an environment and methodology that’s outside of the normal 9-5 work day.

When I first started at the firm, I worked for five male partners, and I established certain boundaries when it came to being present for my family. They realized my work was getting done, clients trusted me, and I was always responsive. I proved myself so it was easier for them to be flexible with me too. I won’t claim that it was always easy, but I give a huge amount of recognition to my team and partners for progressing with me over the years.

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

HW: I’ve always said I’m 80% in hours, but 100% in firm citizenship. The days are gone where you can sit in your office and bank on the phone ringing from your client of 30 years. Ever since I was a mid-level associate, I made marketing a huge part of my professional development. It’s extremely important, and you have to constantly remind your clients that you’re there for them. There are so many other law firms and attorneys out there – we’re easily replaced. Working 80% reduced hours has allowed me to be with my family but also do the client meet and greets, lunches, and presentations.

I personally feel that flexibility is a benefit for the firm on so many levels too; clients want to know that the firms they engage with are diverse, inclusive, and good to working parents. It’s a win for the firm, and it’s a win for me. Morgan Lewis can walk the walk and talk the talk. This in turn benefits the profession as a whole because people hear my success story, and it shows them they can do it too.

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

HW: I would tell myself not to stress so much about it. That’s the biggest thing. I try to tell others that you have to decide what your personal boundaries are going to be. Are you going to be on call 24/7 and that’s your working style? Fine. Or are you going to be someone where Fridays are sacred but you’ll work on Saturdays? Fine too. Set those boundaries. I should have thought about and set my boundaries earlier. Things work out, but I wish I had spent less time worrying about the future.

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

I try to recharge through vacation or working out. When I’m active, even if it’s for 30 minutes, I feel more energized for the rest of the day. It’s so hard to be a working parent with young kids; I look back and don’t even know how I did it. I’m trying to be more conscious on paying it forward and understanding that everyone has something going on in their lives. We’re in a high pressure profession, and I know how much flexible work has helped me. We get lost in the mindset that the world will stop moving if we’re not constantly working. But we all know that’s clearly not the case. I’ve never had a deal fall through because I took an hour for myself or put my family first.

 

 

 

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