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.
For many organizations, the beginning of a new year signifies the beginning of new goals and strategies to enhance an organization’s mission. At the Alliance, we hope organizations take the time to reflect on the lessons learned at our 2019 Annual Conference, Inspire. Innovate. Ignite! — it was a day packed with inspirational stories, innovative strategies and expert insights on trends and best practices covering D & I and flexible work strategies.
Here are our top four takeaways that we recommend keeping in mind when planning for the new year:
If you take the time to develop an innovative, holistic flexibility initiative that is sincerely embraced by leadership, you will meet the needs of a more diverse group of employees. In turn, you will create a truly inclusive culture.
Our Flex Impact Award winners – PwC and Morgan Lewis – are proof of this concept. Morgan Lewis reported that 60% of associates said the firm’s two day a week Remote Working Policy was the reason they chose to work at the firm! The key to Morgan Lewis’s success? Senior leadership personally and genuinely promoted the policy resulting in an authentic shift in organizational culture. PwC also made communication from the top their number one priority when implementing their Flexibility2 program. PwC’s Chairman reached out directly to 3,500 partners worldwide to reinforce the importance of their comprehensive, flexible working program….
Members can access the complete Action Step in the Member Resource Center.To read this entire Action Step become a member of the Diversity &
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.
In our recently released 2019 New Partner Report, we celebrated this as the best year yet in terms of the share of women in the new partner classes in major law firms in the United States – 41.3%, an increase of 8.1% since 2012 and a year-over-year increase of 2.4% from 2018. Take a look at our 2019 New Partner Report for further data, trends and insights.
While we should celebrate our achievements, we also need to focus on next steps in order to advance more women to the top levels of leadership by being more systematic with managing their pipeline. By keeping the following three steps in mind, organizations will be able to monitor, maintain, and add to their pipeline of women and continue to close the gender gap in leadership.
Maximize Recruitment: New hire and lateral recruiting efforts need to be done effectively to attract the best talent. Start by putting your best foot forward. Gather data to understand why or why not professionals chose to come to your organization through focus groups, check-in meetings and/or surveys with new hires. Speak with professionals who declined employment offers. Track and assess this data to understand if there were any gender differences, what you should highlight, and what you should consider changing. Were some programs/policies particularly important to women? Were key practices/programs mentioned across the board? By tracking this information, you can objectively understand what policies/programs to highlight, how to prepare your interviewers, and ways to improve your overall recruitment process…
https://dfalliance.com/wp-content/uploads/2019/05/DFA-Action-Steps.jpg596800dfalliancehttps://dfalliance.com/wp-content/uploads/2025/11/DFA-Humanizing-Work-Cultures-scaled.pngdfalliance2019-12-29 19:46:462019-12-29 19:47:31Action Step – Tipping the Scales: Systematically Manage the Pipeline of Women Professionals
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 called this year’s conference Inspire. Innovate. Ignite! because we believe you can learn everything you need to start taking your organization to a new level in one day. Our dynamic speakers and influencers shared their insights and perspectives on creating work environments that meet the needs of today’s employees and ensures everyone is supported and valued. Here are some of the highlights from our speakers to help you ignite change in your organizations.
Erica J. Bolden, Head of Diversity & Inclusion, Mercedes-Benz USA: D & I isn’t just smoke and mirrors; be intentional about it. Internally we’re reestablishing what our community and culture looks like. Externally, we’re positioning ourselves for greater visibility through more intentional interactions with the community.
Stacy Bunck (Flex Success® Honoree), Office Managing Shareholder, Ogletree, Deakins, Nash, Smoak & Stewart): Client support is everything; Rafael Medina always made it clear he would support me and that family came first.
Sarah Chapman, PhD, Director within Deloitte’s Sustainability & Social Impact Advisory Practice & National Lead, Corporate Responsibility & Sustainability, Deloitte, Canada & Chile: Look at men’s experiences and their expectations to make them supporters and active participants in gender equality.
Jami de Lou, Diversity & Inclusion Director, Boston Consulting Group: Representation within your organization has to match the people you want to recruit. Think about what it means to thrive; our flex programs need to be driven by the talent management teams,
Action Step – Insights & Lessons from our 2019 Annual Conference
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.
For many organizations, the beginning of a new year signifies the beginning of new goals and strategies to enhance an organization’s mission. At the Alliance, we hope organizations take the time to reflect on the lessons learned at our 2019 Annual Conference, Inspire. Innovate. Ignite! — it was a day packed with inspirational stories, innovative strategies and expert insights on trends and best practices covering D & I and flexible work strategies.
Here are our top four takeaways that we recommend keeping in mind when planning for the new year:
Our Flex Impact Award winners – PwC and Morgan Lewis – are proof of this concept. Morgan Lewis reported that 60% of associates said the firm’s two day a week Remote Working Policy was the reason they chose to work at the firm! The key to Morgan Lewis’s success? Senior leadership personally and genuinely promoted the policy resulting in an authentic shift in organizational culture. PwC also made communication from the top their number one priority when implementing their Flexibility2 program. PwC’s Chairman reached out directly to 3,500 partners worldwide to reinforce the importance of their comprehensive, flexible working program….
Members can access the complete Action Step in the Member Resource Center.To read this entire Action Step become a member of the Diversity &
Action Step – Tipping the Scales: Systematically Manage the Pipeline of Women Professionals
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.
In our recently released 2019 New Partner Report, we celebrated this as the best year yet in terms of the share of women in the new partner classes in major law firms in the United States – 41.3%, an increase of 8.1% since 2012 and a year-over-year increase of 2.4% from 2018. Take a look at our 2019 New Partner Report for further data, trends and insights.
While we should celebrate our achievements, we also need to focus on next steps in order to advance more women to the top levels of leadership by being more systematic with managing their pipeline. By keeping the following three steps in mind, organizations will be able to monitor, maintain, and add to their pipeline of women and continue to close the gender gap in leadership.
Maximize Recruitment: New hire and lateral recruiting efforts need to be done effectively to attract the best talent. Start by putting your best foot forward. Gather data to understand why or why not professionals chose to come to your organization through focus groups, check-in meetings and/or surveys with new hires. Speak with professionals who declined employment offers. Track and assess this data to understand if there were any gender differences, what you should highlight, and what you should consider changing. Were some programs/policies particularly important to women? Were key practices/programs mentioned across the board? By tracking this information, you can objectively understand what policies/programs to highlight, how to prepare your interviewers, and ways to improve your overall recruitment process…
Action Step – Highlights from the 2019 Annual Conference
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 called this year’s conference Inspire. Innovate. Ignite! because we believe you can learn everything you need to start taking your organization to a new level in one day. Our dynamic speakers and influencers shared their insights and perspectives on creating work environments that meet the needs of today’s employees and ensures everyone is supported and valued. Here are some of the highlights from our speakers to help you ignite change in your organizations.