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.
MAKING BUSINESS DEVELOPMENT A PRIORITY FOR FLEX OR REDUCED HOURS ATTORNEYS
The failure to develop business is a disastrous mistake. Having a book of business can counteract virtually all of the perceived negative effects of working flexibly. Consider the following:
Income from origination credits offsets income lost when fewer hours are billed;
Pro-active business development undercuts the notion that a flexible or reduced hours lawyer is not committed to the job or firm;
Having your own clients makes it easier to control your schedule and avoid scheduling conflicts…
https://dfalliance.com/wp-content/uploads/2025/11/DFA-Humanizing-Work-Cultures-scaled.png00integritivehttps://dfalliance.com/wp-content/uploads/2025/11/DFA-Humanizing-Work-Cultures-scaled.pngintegritive2014-05-28 00:00:002014-05-28 00:00:00Action Step – Making Business Development A Priority for Flex or Reduced Hours Attorneys
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.
CONNECTING WORK-LIFE CONTROL TOOLS TO DIVERSITY, INCLUSION & RECRUITMENT
Tools commonly used to make flexible working programs more effective and less stigmatized can also be used to strengthen diversity and inclusion programs. Flexibility can be used as a recruitment and retention tool, but employers need to continue to work towards eliminating flexibility 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.
FLEXIBILITY & DIVERSITY: TWIN PILLARS OF LEGAL TALENT MANAGEMENT
Diversity and flexibility often are thought of as separate solutions that address separate problems. Traditionally, diversity has been thought of as increasing the headcount of underrepresented groups and flexibility has been thought of as a way to retain women lawyers once they become mothers. More modern thinking has broadened our understanding and our approaches to solving the problems of under-representation and unwanted attrition: “inclusion” is now established as the way to enable lawyers in all groups to achieve professional success and “work-life control” is the way to retain good lawyers regardless of gender, ethnicity, or life circumstance to achieve professional success. Despite the obvious overlap, we still overlook the strong connection between these two disciplines, and we deprive ourselves from useful tools to advance…
Action Step – Making Business Development A Priority for Flex or Reduced Hours Attorneys
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.
MAKING BUSINESS DEVELOPMENT A PRIORITY FOR FLEX OR REDUCED HOURS ATTORNEYS
The failure to develop business is a disastrous mistake. Having a book of business can counteract virtually all of the perceived negative effects of working flexibly. Consider the following:
Action Step – Connecting Work-Life Control Tools to Diversity, Inclusion & Recruitment
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.
CONNECTING WORK-LIFE CONTROL TOOLS TO DIVERSITY, INCLUSION & RECRUITMENT
Tools commonly used to make flexible working programs more effective and less stigmatized can also be used to strengthen diversity and inclusion programs. Flexibility can be used as a recruitment and retention tool, but employers need to continue to work towards eliminating flexibility stigma…
Action Step – Flexibility & Diversity: Twin Pillars of Legal Talent 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.
FLEXIBILITY & DIVERSITY: TWIN PILLARS OF LEGAL TALENT MANAGEMENT
Diversity and flexibility often are thought of as separate solutions that address separate problems. Traditionally, diversity has been thought of as increasing the headcount of underrepresented groups and flexibility has been thought of as a way to retain women lawyers once they become mothers. More modern thinking has broadened our understanding and our approaches to solving the problems of under-representation and unwanted attrition: “inclusion” is now established as the way to enable lawyers in all groups to achieve professional success and “work-life control” is the way to retain good lawyers regardless of gender, ethnicity, or life circumstance to achieve professional success. Despite the obvious overlap, we still overlook the strong connection between these two disciplines, and we deprive ourselves from useful tools to advance…