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.
FORMALIZING YOUR FULL-TIME FLEX PROGRAM
As supported by findings in the Alliance’s2014 Law Firm Flexibility Benchmarking Survey Report and other industry sources, most major law firms make reduced hours schedules available to their attorneys, and many have a formal written policy reflecting this commitment. While many of these organizations recognize the need to have different types of flexible work options to meet the myriad needs of a diverse workforce, fewer have written policies for telecommuting and other full-time flexibility, such as flexible start/end times and annualized hours. Some do not see a need and others have concerns about policies being too rigid, but the Alliance recommends putting your organization’s full-time flexible work options in writing for three key reasons…
https://dfalliance.com/wp-content/uploads/2019/03/Diversity-and-Flexibility-Alliance-Logo-260.png00integritivehttps://dfalliance.com/wp-content/uploads/2019/03/Diversity-and-Flexibility-Alliance-Logo-260.pngintegritive2015-10-23 00:00:002015-10-23 00:00:00Action Step – Formalizing Your Full-Time Flex Program
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.
APPRECIATING YOUR FLEX PROGRAM
Lawyers are taught to apply critical inquiry to solve clients’ problems. While this approach is useful to spot issues, applying a model that allows for analysis of strengths is equally important when working on a change initiative like promoting holistic flexibility in the workplace. The field of organizational development offers such a model in appreciative inquiry…
https://dfalliance.com/wp-content/uploads/2019/03/Diversity-and-Flexibility-Alliance-Logo-260.png00integritivehttps://dfalliance.com/wp-content/uploads/2019/03/Diversity-and-Flexibility-Alliance-Logo-260.pngintegritive2015-09-23 00:00:002015-09-23 00:00:00Action Step – Appreciating Your Flex Program
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.
IT TAKES A COMMUNITY:
FOUNDATIONAL CONSIDERATIONS FOR WOMEN’S, FLEX, AND OTHER AFFINITY GROUPS
Establishing affinity groups can be an excellent way to build a community and effectively address the social isolation that interrupts the career advancement of lawyers from underrepresented identities including lawyers who work flexibly. Positioning these groups for success requires consideration of a number of different factors and ensuring they serve the following three main purposes…
https://dfalliance.com/wp-content/uploads/2019/03/Diversity-and-Flexibility-Alliance-Logo-260.png00integritivehttps://dfalliance.com/wp-content/uploads/2019/03/Diversity-and-Flexibility-Alliance-Logo-260.pngintegritive2015-08-24 00:00:002015-08-24 00:00:00Action Step – It Takes A Community: Foundational Considerations For Women’s, Flex, And Other Affinity Groups
Action Step – Formalizing Your Full-Time Flex Program
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.
FORMALIZING YOUR FULL-TIME FLEX PROGRAM
As supported by findings in the Alliance’s 2014 Law Firm Flexibility Benchmarking Survey Report and other industry sources, most major law firms make reduced hours schedules available to their attorneys, and many have a formal written policy reflecting this commitment. While many of these organizations recognize the need to have different types of flexible work options to meet the myriad needs of a diverse workforce, fewer have written policies for telecommuting and other full-time flexibility, such as flexible start/end times and annualized hours. Some do not see a need and others have concerns about policies being too rigid, but the Alliance recommends putting your organization’s full-time flexible work options in writing for three key reasons…
Action Step – Appreciating Your Flex Program
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.
APPRECIATING YOUR FLEX PROGRAM
Lawyers are taught to apply critical inquiry to solve clients’ problems. While this approach is useful to spot issues, applying a model that allows for analysis of strengths is equally important when working on a change initiative like promoting holistic flexibility in the workplace. The field of organizational development offers such a model in appreciative inquiry…
Action Step – It Takes A Community: Foundational Considerations For Women’s, Flex, And Other Affinity Groups
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.
IT TAKES A COMMUNITY:
FOUNDATIONAL CONSIDERATIONS FOR WOMEN’S, FLEX, AND OTHER AFFINITY GROUPS
Establishing affinity groups can be an excellent way to build a community and effectively address the social isolation that interrupts the career advancement of lawyers from underrepresented identities including lawyers who work flexibly. Positioning these groups for success requires consideration of a number of different factors and ensuring they serve the following three main purposes…