The Diversity & Flexibility Alliance is a think tank dedicated to creating work environments centered on inclusion and innovative thought leadership. The Alliance empowers organizations with the tools necessary for advancing women, fostering flexibility, and retaining top talent.
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Action Step – Feedback Essentials Part 1: Delivering Feedback Effectively
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.
FEEDBACK ESSENTIALS PART 1: DELIVERING FEEDBACK EFFECTIVELY
Feedback is critical to career advancement, but research shows women and other under-represented professionals are much less likely than their majority group counterparts to receive the kind of constructive feedback necessary to improve performance. The reasons for this vary, but common ones include supervisors’ concerns they will be perceived in a negative light and fear that the person receiving feedback will leave. These issues are particularly pronounced when feedback is being provided across differences. This introduces additional challenges to an aspect of managing and leading others that many supervisors would prefer to avoid. Overcoming these challenges, however, is essential to fostering the success of all talent, and applying the following best practices provides supervisors with a framework to successfully meet this responsibility….
Action Step – Don’t Overlook Overwork: Why and How to Compensate Reduced Hours Lawyers for Extra Work
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.
DON’T OVERLOOK OVERWORK:
WHY AND HOW TO COMPENSATE REDUCED HOURS LAWYERS FOR EXTRA WORK
It’s becoming increasingly dangerous for legal employers to overlook overwork by reduced hours lawyers. Issues of retention and competition for legal talent, which are always of concern, are taking on greater importance now that more firms are competing in the hot lateral market with effective work-life control programs and “new model” legal services providers are attracting lawyers who want to work fewer hours. A more serious threat looms, however: equal pay claims.
Legal employers have provided extra compensation using a variety of methods. Some examples are…
Action Step – Strategically Approaching Women’s Initiatives
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.
STRATEGICALLY APPROACHING WOMEN’S INITIATIVES
Retaining and advancing women where they are underrepresented takes more than hosting a panel discussion, establishing a committee, or more than engaging just the women. Creating a meaningful initiative to increase the representation and inclusion of women up the organizational ladder requires a strategic process reflecting the commitment of leaders and engaging both men and women. As detailed below, the hallmarks of that strategic process include: 1) assessing the current state; 2) articulating the purpose; and…