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DIVERSITY & FLEXIBILITY ALLIANCE TO HONOR BARRI RAFFERTY FOR COMMITMENT TO THE ADVANCEMENT OF WOMEN

Prestigious Luminary Award to be presented at DC Conference on 10/24

 Washington, DC (August 15, 2024) – The Diversity and Flexibility Alliance announced today that Barri Rafferty, CEO – Americas, Sodali & Co, will receive its 2024 Luminary Award, an annual award which recognizes a global thought leader who is consistently and uniquely devoted to the advancement of diversity and whose vision is leaving a legacy of inclusivity for future leaders. The award will be presented during the Alliance’s 2024 Annual Conference, Harnessing the Power of Your Organizational Culture, on Thursday, October 24, in Washington, DC. Registration is open to the public and available here.

“Barri Rafferty is a powerful pioneer for gender parity who has devoted her career to transforming businesses and building organizational cultures based on diversity & inclusion, belonging, engagement, well-being and flexibility,” said Manar Morales, President & CEO of the Diversity & Flexibility Alliance. “Her commitment to leading with empathy, mentoring the next generation and uplifting others, women in particular, made her an obvious choice for our 2024 Luminary Award.”

“As an advocate for women’s leadership through day-to-day workplace initiatives and holding board positions at Omniwomen, Step Up, and C200, I am deeply committed to fostering inclusive and supportive work environments,” said Rafferty. “With success comes responsibility to pay it forward. This Diversity & Flexibility Alliance award represents a significant milestone in my journey and a testament to our collective efforts in advancing diversity and equity, but also reminds me how much work is still to be done,” she added.

Since 2023, Rafferty has served as CEO – Americas for Sodali & Co, leading the shareholder consulting firm’s North and South American businesses. Prior to joining Sodali & Co, Rafferty led communications and brand management for Wells Fargo, and was the first woman to run a top five communications consultancy in her position as the Global CEO of Ketchum.

Throughout her impressive career, Rafferty has demonstrated a leadership philosophy centered on collaboration, empathy, and inclusivity, and a commitment to creating flexible cultures that prioritize work life integration, strong family leave benefits, employee autonomy and flexible vacation policies. She has passionately championed efforts to advance women in business through her role as CEO and ongoing work with C200, a global organization that provides networking and support for women in corporate and entrepreneurial leadership. Rafferty is the former National Chairperson, and current Board Emeritus, of Step Up, a non-profit after-school program designed to help girls from under-resourced communities become more confident, empowered and reach their full potential. She is also a Founding Global Board Member of Omniwomen, a professional support group that provides skills and networking opportunities to empower women and help them advance within the Omnicom organization.

The Diversity & Flexibility Alliance Luminary Award, which was launched in 2019, has been presented to Jo Ann Jenkins, CEO of AARP; Susan Neely, President & CEO of the American Council of Life Insurers (ACLI); The Honorable Tonya Parker, Judge Presiding 116th Judicial District Court, Dallas County, Texas; Anne Chow, former CEO of AT&T Business; and, Tamika L. Tremaglio, former Executive Director of the National Basketball Players Association.

For more than twelve years, the Diversity and Flexibility Alliance has collaborated with organizations to develop inclusive flexible working cultures that cultivate diversity in leadership, drive workplace wellbeing, and foster a more humanized work experience.  The Alliance provides practical research-based solutions, customizable training programs, strategic advisory services and a peer-learning network that increase organizational effectiveness through diversity and flexibility.

Contact: Manar Morales

manar@dfalliance.com

301-580-2490

Register now to join us on 10/24 and learn more about Barri’s leadership philosophy centered on collaboration, empathy, and inclusivity.

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Radical Respect: How to Work Together Better – December 4, 2024

2024 Signature Seminar

Radical Respect: How to Work Together Better

December 4, 2024 | 1:00pm – 2:00pm EST

Featuring: Kim Scott, Author & Co-founder of Radical Candor

During this Signature Seminar, Kim will describe what a Radically Respectful workplace is: one that optimizes for collaboration and honors each employee’s individuality. What gets in the way of Radical Respect? Bias, prejudice and bullying. Too often we conflate these three, which can make the problems they create feel monolithic and insoluble.

But it doesn’t have to be so bad! When faced with a difficult problem, it’s useful to break it down into its component parts. Kim will offer some simple definitions, and some effective responses to each. She will identify the things that upstanders and leaders can do to ensure that we build a culture where everyone does the best work of their lives and enjoys working together.

In this talk you will learn:

  • The difference between bias, prejudice and bullying
  • Some suggested responses to bias, prejudice and bullying
  • Some additional ways that upstanders can intervene
  • Some practical, tactical ways that leaders can prevent bias, prejudice and bullying on their teams.

This event is open to all individuals at member organizations. Not a member? Contact Angela Whitehead Quigley for more information. 

MEMBERS - REGISTER HERE
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Action Step – Framework for Affinity Group Meetings

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.

Effectively running affinity group meetings presents a valuable opportunity to enhance member engagement and drive meaningful impact, especially in today’s hybrid environments. A well-designed meeting framework can help affinity group leaders maximize this opportunity, fostering deeper connections, facilitating learning, and spurring action. By implementing the following 5-part structure, you can create more purposeful and effective affinity group meetings that align with your group’s mission and goals while providing an engaging experience for all participants.

  1. Celebrate and Connect (10-15 minutes):
    • Begin with shout-outs for member accomplishments, both personal and professional.
    • Use a “choreographed connection” question to align with the meeting’s purpose or foster personal connections.

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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Diversity & Talent Leader Innovation Circle – September 27, 2024

Members – please join us an upcoming Innovation Circle for Diversity & Talent Leaders that focuses specifically on DEI organizational structure, including discussion about the role of DEI Committees, DEI professionals, and Affinity Groups (Employee Resource Groups).

September 27, 2024 | 1:00pm – 2:30pm EST

We invite individuals at member organizations who hold the following roles (or the equivalent thereof in your organization) to register:

  • Chief Diversity Officer or DE&I Director
  • Chief People Officer or Director
  • Chief Talent Officer or Talent Director
  • Chief HR Officer or HR Director
MEMBERS - REGISTER HERE
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Maximizing Employee Retention – September 26, 2024

2024 Signature Seminar

Maximizing Employee Retention: Insights from the NALP Foundation’s Stay Study Report & Leveraging Stay Interviews for Organizational Success

September 26, 2024 | 1:00pm – 2:00pm EST

Featuring:

Fiona Trevelyan Hornblower, President & CEO, NALP Foundation

Jennifer Mandery, Vice President for Research, NALP Foundation

Mindy Herczfeld, Chief Legal Talent Officer, Cozen O’Connor

Manar Morales, President & CEO, Diversity & Flexibility Alliance

This session will delve into the NALP Foundation’s inaugural Stay Study Report, detailing the key factors driving associates’ decisions to remain at their firms. Our expert panel will provide an in-depth analysis of the report’s key insights exploring associates’ valuations of work allocation, compensation, benefits, firm policies, hybrid work, professional development, mentoring, DEI initiatives, and more.

We will further discuss how these findings can be practically applied within your organization, offering best practices for conducting effective stay interviews. Attendees will gain valuable knowledge on crafting meaningful questions, creating a comfortable interview environment, and analyzing the data collected. Additionally, we will share actionable tips for utilizing the insights from stay interviews to develop targeted retention strategies and to foster a supportive work culture.

This event is open to all individuals at member organizations. Not a member? Contact Angela Whitehead Quigley for more information. 

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Action Step – Leveraging Generational Differences

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.

With five generations working side-by-side, there’s a lot of talk about generational differences and how that affects work preferences. Expert Chris DeSantis recently led a very informative “Embracing Generational Diversity” Signature Seminar for the Alliance, during which he discussed generational perspectives and how these different perspectives can be beneficial to a team. With so many generations in the workplace, it is truly in everyone’s best interest to work respectfully with each other to leverage everyone’s strengths. We discuss a framework below to help cross-generational teams work successfully.

  1. Listen & Interact: Providing opportunities for interaction leads to understanding each other’s values/needs and breaking of stereotypes. In a hybrid environment, this is especially important, because deeper relationships lead to less bias and greater understanding. As Chris DeSantis discussed in the Alliance’s Signature Seminar, we often unconsciously use confirmation bias (the tendency to favor information that confirms or strengthens one’s beliefs) to support stereotypes.

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.

Members: Don’t forget to schedule your annual strategy session!

Alliance Members have access to one Strategy Design & Development Session each year. During these sessions, you may choose to discuss any of your organizational priorities related to diversity and inclusion, flexibility, caregivers, well-being, or talent development objectives. During these one-hour virtual sessions Manar Morales and the Alliance team will share data-driven best practices and advice customized to your organization’s unique needs. Members should provide us with the topics most relevant to their organization’s current needs and anyone who is involved in leading or implementing these initiatives should participate in the meeting (usually no more than 3-4 people).

Sample topics include, but are not limited to:

  • Brainstorming and best practices for launching a new initiative (DEIB, flexibility, well-being, etc.)
  • Parental Leave & Caregiver policies and practices
  • How to effectively on-board and integrate new hires in hybrid work environment
  • Best practices for supporting flexible work schedules
  • Optimizing women’s affinity groups
  • Effective ways to support affinity groups/employee resource groups

Members: Contact Angela Whitehead Quigley to schedule your Strategy Session.

Learn more about the 7 other types of customized member sessions HERE.

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Action Step – Leading Through Change

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.

Many organizations have faced a great deal of change over the last few years, including: the pandemic; a new way of working; economic growth and a war for talent; recession/inflation concerns and layoffs; tightening of hybrid work; and reorganizations. Organizations that navigate through these changes systematically and intentionally fare much better. Take a look at the Alliance’s framework for how to successfully lead through change:

  1. INSPIRE – 
    • Power of the Frame: Frame your change initiative in an inspiring way that rallies people around a shared vision of the desired future state. Specifically, connect the change to a broader purpose and organizational values. By doing so, you will likely gain more buy-in and support…

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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The Wellbeing Quotient in Cultivating Belonging – July 25, 2024

2024 Signature Seminar

The Wellbeing Quotient in Cultivating Belonging

Featuring Kori Carew, Chief Catalyst Officer & Founder, Bridge 68 LLC

July 25, 2024 | 1:00pm – 2:00pm EST

In this comprehensive 60-minute presentation, we will explore the critical intersection of well-being and belonging within professional environments. This session will delve into the definitions and interconnections of belonging, well-being, and employee engagement, and their vital roles in fostering inclusive, high-performing cultures.

Furthermore, the presentation will provide actionable strategies for cultivating a sense of belonging both at the individual and organizational levels, as well as for creating well-being-centric cultures within teams and organizations. By the end of this session, attendees will leave with practical, actionable tools and understanding to enhance their well-being, professional environments and relationships, promoting diversity, equity, and overall organizational success.

Program Objectives:

  1. Define Key Concepts: Provide clear definitions of belonging, well-being, and employee engagement, and explain their significance in the workplace.
  2. Explore Interconnections: Discuss the impact of well-being on inclusion and belonging, and how belonging influences well-being and employee engagement.
  3. Highlight Cultural Impact: Illustrate how belonging and well-being affect organizational culture and performance, and their dependence on diversity and equity.
  4. Strategize for Belonging: Present strategies for creating and enhancing a sense of belonging at both the individual and organizational levels.
  5. Promote Well-being Cultures: Offer practical approaches to foster well-being-centric cultures within teams and organizations, supporting overall employee well-being and engagement.

Additional resources include:

This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 1.0 hours of total CLE credit. Of these, 1.0 qualify as hours of credit for diversity, inclusion and elimination of bias (BCLE Reg. 302:1). If you would like to receive a certificate of attendance, please note the three codes provided during the session and submit your information HERE.

This event is open to all individuals at member organizations. Not a member? Contact Angela Whitehead Quigley for more information. 

Members: Contact Angela Whitehead Quigley for access to the recording (available through August 26, 2024).

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Manar Morales Weighs in on Gen Z Women & Partnership Law360 Article

“It’s not a lack of ambition. I think it’s the idea — What are the environments we’re in? Do I look up the ladder and see people who look like me? Is the organization investing in me? Can I be human at work?”

Alliance President & CEO Manar Morales weighs in on Gen Z Women and Partnership in this Law360 article, Gen Z Women are Shunning Big Law Partnership. Here’s Why.