Insights

 

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Action Step – Trends in Workplace Flexibility, Hybrid Work & Parental Leave

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.

Our recently released 2022 Law Firm Flexibility Benchmarking Study and Flexibility Benchmarking Summit discussed trends regarding workplace flexibility, hybrid work, parental leave, and other related policies and infrastructure. These trends highlight areas of progress as well as critical next steps we must now focus on. The Alliance details below the significant trends and recommendations to truly help move the needle.

  1. There is a significantly greater prevalence of hybrid and virtual work. The vast majority of firms now offer hybrid and/or virtual work options, demonstrating a tremendous increase in this type of workplace flexibility [80.9% this year vs. 61.1% in our 2019 Law Firm Flexibility Benchmarking Study (“2019 Study”)]. This greater traction demonstrates increased employee demand and organizational acceptance of this type of work since the pandemic. While a higher prevalence of firms offering hybrid and virtual work demonstrates great progress, we must now focus on enhancing utilization of this work option by reducing stigma around it….

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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Bright Spot: Davis Wright Tremaine’s Key Gender Equity Efforts

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. 

 

Davis Wright Tremaine’s Key Gender Equity Efforts

BRIGHT SPOT

Davis Wright Tremaine is one of only four law firms that has received our “Tipping the Scales” honor for achieving gender parity in its new partner class for four consecutive years. The firm has been able to maintain this gender parity due in part to the high  level of importance placed on Diversity, Equity & Inclusion in the firm. Two of Davis Wright Tremaine’s unique diversity Bright Spots are explained below.

Importance of DEI in firm Structure

Davis Wright Tremaine has signaled its commitment to DEI by officially embedding DEI into the main foundations of the firm’s new Strategic Plan. Rather than being seen as an independent initiative, diversity, equity and inclusion are key factors in all decision-making from evaluations, admissions and promotions to client engagement and pitches. Davis Wright Tremaine’s DEI strategies are embedded across the firm, within practice groups, committees and firm leadership, allowing all leaders to recognize the importance of diversity, including gender parity, at all levels. This commitment to DEI has enabled DWT to monitor its pipeline and ensure that women are being hired, retained and promoted.

Bias Interrupters

Acknowledging that bias often goes undetected and uninterrupted during the promotion process, Davis Wright Tremaine has instituted a program where professionals within the firm are trained to interrupt bias throughout the partnership admissions process. These trained “bias interrupters” are empowered to “throw up an unlimited number of flags” if they believe bias exists and the discussion should be redirected.  Bias interrupters are rotated throughout the process to ensure that the process is constantly being seen through a new lens.

IMPACT

By embedding diversity, equity and inclusion into all aspects of the firm, Davis Wright Tremaine has guaranteed that no decision will be made without seeing the consequences through the diversity lens. The importance of gender diversity is therefore intertwined in the culture of the firm and any step backwards in gender parity is identified and resolved quickly. All leaders share the commitment to gender diversity so there is a shared responsibility on the part of leadership to hire, promote, support, mentor and sponsor women.

By instituting their bias interrupters program, Davis Wright Tremaine has successfully leveled the playing field in the partnership promotion process for women and those from underrepresented groups. Bias is therefore identified and removed from the promotion process and all individuals can be evaluated fairly.

 

Please share your Diversity & Flexibility Bright Spots with us by downloading and filling out THIS SHORT FORM and emailing it to Jane Caldeira at jane@dfalliance.com.

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Diversity & Flexibility Alliance recognized by SHRM to offer Professional Development Credits

We’re thrilled to share that the Diversity & Flexibility Alliance is approved by the Society for Human Resources Management (SHRM) to offer Professional Development Credits (PDCs) for SHRM-CP® or SHRM-SCP® recertification activities.

The May 2023 Bootcamp has been approved for 5 SHRM Professional Development Credits. The May 2023 Signature Seminar has been approved for 1 SHRM Professional Development Credit.

For more information about SHRM certification or recertification, please visit www.shrmcertification.org.

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Action Step – The Flip Side of Flexibility is Responsibility

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.

Since the pandemic, workplace flexibility has gained great traction. Organizations, leaders, and individuals experienced first-hand many benefits of hybrid/virtual work. Our 2022 Law Firm Flexibility Benchmarking Study (“2022 Study”), which will be released soon, found that hybrid and virtual work has significantly increased, from 48% in our 2019 Law Firm Flexibility Benchmarking Study to 80.9% in our 2022 Study. These results demonstrate the critical impact of the pandemic on increased acceptance of hybrid/virtual work. As many organizations have adopted new workplace flexibility policies, some are now struggling with how to implement them to make them as effective as possible. In order for flexibility to work, organizations must be intentional, inclusive and iterative. The Alliance has always stressed that the flip side of flexibility is responsibility. In order to make flexibility truly work, everyone – organizations, leaders and individuals – must take responsibility and be intentional.

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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2023 Bootcamp: Prioritizing Culture & Engagement in an Evolving Workplace

May 9 | 10:00am – 4:00pm | Washington, DC 

The Alliance’s 2023 Bootcamp, Prioritizing Culture & Engagement in an Evolving Workplace will be held at the Washington, DC office of Gibson, Dunn & Crutcher on Tuesday, May 9, from 10:00 am – 4:00 pm ET.

Join us for a one-day, hands-on, interactive bootcamp and take a DEEP DIVE into the latest and most innovative best practices for prioritizing your culture and employee engagement.

This is a unique opportunity to roll up your sleeves and actually do the work that will truly change your firm for the better. You’ll not only hear from experts on the Alliance team, but you’ll also connect with and learn from a small group of peers in our community.

In countless conversations with our members, we’ve heard about the challenges you’re facing to maintain culture and engagement in today’s workplace – office attendance mandates, equitable hybrid policies, maintaining culture, and addressing training gaps for new hires – to name a few…

This in-person workshop will cover:

  • Optimizing your organizational culture when not everyone is in the office;
  • Ensuring high levels of employee engagement, productivity & performance;
  • Amplifying hybrid team connection and collaboration;
  • Designing a compelling “Return on Experience“;
  • Ensuring effective hybrid meetings;
  • Improving virtual and in-person mentoring systems;
  • Amplifying your new employee integration process; and
  • Advancing wellbeing and inclusion.

Successfully navigating this new, evolving workplace requires a fundamental shift in organizational culture. We will provide you with the tools and frameworks to help you gain influence with your leadership and support from your colleagues to drive this important shift.

Members: $495 ($445 for 2 or more tickets)

Non-Members: $695 ($625 for 2 or more tickets)

CLICK HERE TO REGISTER

Please reach out to Angela Whitehead Quigley if you have any questions.

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Upcoming Innovation Circles for Talent & Diversity Leaders

Members – please join us for two upcoming Innovation Circles:

Talent Leaders

June 5, 2023 | 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 People Officer or Director
  • Chief Talent Officer or Director
  • Chief HR Officer or Director

Diversity Leaders

June 12, 2023 | 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
  • Director of Diversity, Equity & Inclusion

Members – register for these events in the Member Resource Center or by emailing Irena McGrath.

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Upcoming Innovation Circle for Talent & Diversity Managers

Members – please join us for an upcoming Innovation Circle:

Talent & Diversity Managers

April 21, 2023 | 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:

  • Talent Manager
  • HR Manager
  • Diversity, Equity & Inclusion Manager

Members – register for these events in the Member Resource Center or by emailing Irena McGrath.

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Action Step – Attaining Gender Diversity at the Top

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.

We recently released our 2022 New Partner Report, consisting of an annual examination of data regarding the gender breakdown of attorneys promoted to partnership from over 200 of the nation’s largest and top-grossing law firms. The Alliance then hosted our New Partner Summit, encompassing an in-depth discussion regarding the results of the new partner report, highlighting best practices, and featuring talent leaders from 4-time “Tipping the Scales” firms1 to discuss strategies for achieving gender parity.

Our 2022 New Partner Report and New Partner Summit mentioned the concerning results in the 2022 new partner class of U.S. law firms, as the share of women among new partners was 40.2%, demonstrating a 0.7% decrease from the previous year’s figure, and significant year-over-year dip of 4.2% at the nation’s top grossing AmLaw 50 firms2. This decline is even more troubling considering that the average new partner class actually increased substantially and the gap of the share of new women partners compared to the shares of women associates and women summer associates widened3.

Additionally, NALP’s recent report shows that this pipeline gap is more drastic when looking at women of color, as women of color comprise less than 5% of the partnership, despite over a quarter of the summer associate class being women of color4. The Alliance has the following important recommendations to create long-lasting change and improve gender parity at the leadership level…

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.

1 “Tipping the Scales” recipients are firms that promoted 50% or more women in their U.S. new partner classes.

2 The share of women among new partners was 40.2%, demonstrating a 0.7% decrease from the previous year’s figure. There was a significant year-over-year dip of 4.2% at the nation’s top grossing AmLaw 50 firms. The average new partner class increased substantially – 14.1 attorneys in 2022 vs. 11.7 attorneys in 2021.

3 See “2021 Report on Diversity in U.S. Law Firms,” NALP, January 2022. https://www.nalp.org/uploads/2021NALPReportonDiversity.pdf

4 See “2022 Report on Diversity in U.S. Law Firms,” NALP, January 2023, https://www.nalp.org/uploads/Research/2022NALPReportonDiversity_Final.pdf

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Interrupting Bias in the Interview Process – May 3, 2023

2023 Signature Seminar

Featuring Manar Morales, President & CEO, Diversity & Flexibility Alliance

May 3, 2023 | 1:00pm – 2:00pm EST

Join us at 1:00pm ET on Wednesday, May 3 for a Signature Seminar featuring Alliance President & CEO, Manar Morales. During this virtual presentation, Manar will share how to identify unconscious bias in the interview process as well as the steps organizations and interviewers can take to mitigate bias during the interview.

This event is open to all individuals at member organizations.

Learn more about the Signature Seminar Series. Email Angela Whitehead Quigley if you have questions.

Members – register for this Seminar in the Member Resource Center.

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Flexibility Benchmarking Summit

Save the Date! April 4, 2023 | 1:00pm – 2:30pm ET

The Flexibility Benchmarking Summit is a special event designed to provide a sneak peak at the results of our 2022 Law Firm Flexibility Benchmarking Survey. All individuals at member organizations, as well as survey participants, are invited to attend this event.

During the event, we will share trends and best practices in workplace flexibility, hybrid and leave policies implemented at law firms and the types of support available for those who work flexibly. The Summit will include valuable discussions between Manar Morales, Alliance President & CEO, and leaders from firms with innovative policies and practices in the areas of workplace flexibility and caregiver leave:

Members – learn more in the Member Resource Center.