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Action Step – TO BE ITERATIVE WITH WORKPLACE FLEXIBILITY MEANS TO BE INTENTIONAL

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. 

 

Organizational leaders often mention that workplace flexibility policies must be iterative.  We could not agree more – workplace flexibility policies and practices improve over time from lessons learned.  However, for workplace flexibility policies to be truly iterative, organizations must be intentional and systematic.  Iterative improvement does not occur without processes and systems in place to understand, measure and implement changes to combat challenges and replicate successes.  Here is the Alliance’s 5-Step Process to make sure your workplace flexibility policies/practices are iterative:

  1. Create a Committee on the Future of Work: Many organizations have created a Task Force on the Future of Work, charged with rolling out and implementing new workplace flexibility policies as the pandemic has greatly transformed the landscape on how we work and how we want to work. However, we urge organizations to create this committee to operate for the long-term, meaning at least five years, as opposed to dissolving after the short-term goal of rolling out a new flexibility policy.  An important role of this committee should be to continuously develop and revamp workplace flexibility, by rolling out a new policy, systematically gathering and implementing feedback, and changing necessary infrastructure to make workplace flexibility succeed at the organization.  We also recommend that this committee be diverse, consisting of professionals of different functions, levels and demographics, and also including powerful leadership who can (and will) champion change.

Members: continue reading this Action Step in the Member Resource Center

To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more contact Manar Morales.

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Spotlight – Katelyn Miller, Partner, Seyfarth Shaw LLP

December 2021 Spotlight on Flex

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.

For our December 2021 Spotlight on Flex we are pleased to share insights from Katelyn Miller, Partner, Seyfarth Shaw.

 

Diversity & Flexibility Alliance: How have you made flexibility a priority and a success with your schedule? How has the firm and/or your clients contributed to this?

Katelyn Miller: Upon returning from maternity leave after the birth of my first child in 2015, I transitioned to an alternative schedule.  I had wonderful role models at my prior firm who guided me through the process of requesting and moving to a flexible schedule.  When my daughter was one, I moved to Seyfarth.  After receiving an offer, I very nervously called the head of our Litigation Department and asked whether I could join the firm on an 80% schedule. Within hours, I received a response that Seyfarth would be happy to accommodate my schedule. It was clear from the beginning that in addition to providing exceptional client service, Seyfarth truly valued its team members and provided different opportunities and avenues for its professionals to succeed.

I have maintained my 80% schedule since joining Seyfarth, with the support of my department and firm leadership.  I prioritize my flexible schedule by clearly communicating with my colleagues and setting and managing expectations at the outset of a project or new piece of litigation. I also carefully consider my workload when taking on new matters to ensure that I can devote the requisite amount of time and attention given my alternative schedule. However, once I take on a new matter, I am 100% committed, regardless of my schedule.  I am fortunate to work with attorneys and clients who respect my time and arrangement, and who trust me to provide excellent client service and work product.

Litigation can be very tough and I obviously cannot control everything, like court-ordered deadlines and schedules, client emergencies or weeks-long out of town trials. But, I have worked very hard to maintain my flexible schedule since becoming a mom and am thrilled that Seyfarth has always and continues to support me.

Presentation on New Research from Gallup: The Link Between Wellness and Resilience

2021 Signature Seminar

Tuesday, December 7, 2021 – 1:00pm ET

Featuring Vipula Gandhi, Head of US Enterprise & Managing Partner, Gallup

Vipula will share Gallup’s latest research on employee wellbeing and highlights from their latest book, Wellbeing at Work: How to Build Resilient & Thriving Teams.