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.
To learn how we can help your organization, please get in touch.
Action Step – Who’s Monitoring Your Flex Program: Key Roles for Effective Flex Program Management
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.
WHO’S MONITORING YOUR FLEX PROGRAM:
KEY ROLES FOR EFFECTIVE FLEX PROGRAM MANAGEMENT
Your organization has a flexible work policy. Leadership vocally supports it and promotes the business case for flexibility. The desire and need for flexible work is clear, and your lawyers are utilizing the policy. What’s next? How will your organization manage it all?
Action Step – Individual Strategies for Interrupting Flex Stigma
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.
INDIVIDUAL STRATEGIES FOR INTERRUPTING FLEX STIGMA
Lawyers are often concerned that working flexibly will change how they are viewed at work and lead to career derailment. They are right to be concerned. Studies show that flexibility bias can affect all aspects of a lawyer’s career – from assignments, to evaluations, to promotions. Legal employers can take steps to reduce flexibility bias, and individual lawyers can protect themselves with these strategies:
Action Step – Make Your Family Leave and Flexibility Policies Inclusive
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.
MAKE YOUR FAMILY LEAVE AND FLEXIBILITY POLICIES INCLUSIVE
Most lawyers will be caregivers to someone – a child, significant other, a family member – at some point during their careers. This is true regardless of gender and parental status. Providing paid leave is an attractive benefit and can help alleviate the chronic stress, depression, and burnout that caregivers experience. Findings from the Yale Law Women Top Ten Family-Friendly Firms 2015 Report support the Alliance’s recommendation that law firms can improve recruiting and retention by including all caregiving lawyers in their family-friendly programs and policies. What else can firms and law departments do to attract and retain lawyers who provide elder or family care?…