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 – Trends in Workplace Flexibility, Hybrid Work & Parental Leave
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.
Our recently released 2022 Law Firm Flexibility Benchmarking Study and Flexibility Benchmarking Summit discussed trends regarding workplace flexibility, hybrid work, parental leave, and other related policies and infrastructure. These trends highlight areas of progress as well as critical next steps we must now focus on. The Alliance details below the significant trends and recommendations to truly help move the needle.
Members: continue reading this Action Step in the Member Resource Center
To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more contact Manar Morales.
Action Step – The Flip Side of Flexibility is Responsibility
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.
Since the pandemic, workplace flexibility has gained great traction. Organizations, leaders, and individuals experienced first-hand many benefits of hybrid/virtual work. Our 2022 Law Firm Flexibility Benchmarking Study (“2022 Study”), which will be released soon, found that hybrid and virtual work has significantly increased, from 48% in our 2019 Law Firm Flexibility Benchmarking Study to 80.9% in our 2022 Study. These results demonstrate the critical impact of the pandemic on increased acceptance of hybrid/virtual work. As many organizations have adopted new workplace flexibility policies, some are now struggling with how to implement them to make them as effective as possible. In order for flexibility to work, organizations must be intentional, inclusive and iterative. The Alliance has always stressed that the flip side of flexibility is responsibility. In order to make flexibility truly work, everyone – organizations, leaders and individuals – must take responsibility and be intentional.
Members: continue reading this Action Step in the Member Resource Center
To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more contact Manar Morales.
Action Step – Attaining Gender Diversity at the Top
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 recently released our 2022 New Partner Report, consisting of an annual examination of data regarding the gender breakdown of attorneys promoted to partnership from over 200 of the nation’s largest and top-grossing law firms. The Alliance then hosted our New Partner Summit, encompassing an in-depth discussion regarding the results of the new partner report, highlighting best practices, and featuring talent leaders from 4-time “Tipping the Scales” firms1 to discuss strategies for achieving gender parity.
Our 2022 New Partner Report and New Partner Summit mentioned the concerning results in the 2022 new partner class of U.S. law firms, as the share of women among new partners was 40.2%, demonstrating a 0.7% decrease from the previous year’s figure, and significant year-over-year dip of 4.2% at the nation’s top grossing AmLaw 50 firms2. This decline is even more troubling considering that the average new partner class actually increased substantially and the gap of the share of new women partners compared to the shares of women associates and women summer associates widened3.
Additionally, NALP’s recent report shows that this pipeline gap is more drastic when looking at women of color, as women of color comprise less than 5% of the partnership, despite over a quarter of the summer associate class being women of color4. The Alliance has the following important recommendations to create long-lasting change and improve gender parity at the leadership level…
Members: continue reading this Action Step in the Member Resource Center
To read this entire Action Step become a member of the Diversity &