Washington, DC – March 16, 2020 – Given the growing number of organizations allowing employees to work remotely to reduce the spread of Coronvirus (COVID-19), the Diversity & Flexibility Alliance today released guidelines regarding telecommuting best practices to help ensure employees are safe, engaged and productive.
“We encourage all corporations and organizations to offer remote working to their employees, to the extent possible, during the Coronavirus crisis,” said Manar Morales, President & CEO of the Diversity & Flexibility Alliance. “However, it’s important that employers exercise patience as they implement remote working, in particular in organizations where telecommuting has not been the norm. Employers should be mindful of the unique challenges employees are facing during this unprecedented crisis, such as childcare during school closures, eldercare and a heightened level of anxiety and stress,” she added. “Employers should consider offering resources such as remote working training, as well as childcare and technology stipends to ease the economic and emotional tolls this crisis is taking.”
The following guidelines are relevant for both those organizations that already have a formal telecommuting policy, as well as those that don’t:
Clearly Communicate Availability and/or Need to Telecommute. Organizations need to be crystal clear with their employees regarding telecommuting in the wake of COVID-19. For employees that need to telecommute due to possible exposure, organizations should reach out, clarify the need to telecommute and the length of time it is necessary, and offer resources to help with this arrangement. Additionally, many organizations are offering the option to telecommute to avoid exposure – again, it is important to communicate the length of time (if any) this option can be used and resources/support available.
Best Practices for Telecommuters. It is not enough to simply inform employees that they can or must telecommute.
https://dfalliance.com/wp-content/uploads/2019/03/Diversity-and-Flexibility-Alliance-Logo-260.png260756dfalliancehttps://dfalliance.com/wp-content/uploads/2019/03/Diversity-and-Flexibility-Alliance-Logo-260.pngdfalliance2020-03-16 15:04:092020-03-16 15:15:37Diversity & Flexibility Alliance Shares Best Practices for Organizations Transitioning to Remote Work During the Coronavirus Crisis
Progressive Parental Leave and Flexible Work Programs Becoming a Major Industry Priority
Washington, DC – February 26, 2020 – The Diversity & Flexibility Alliance announced today that the results of its 2019 Law Firm Flexibility Benchmarking Study show that the industry is making measurable improvements to the quality and breadth of its parental leave and flexible work policies.
This study consisted of one-on-one interviews with leaders and talent professionals from 50 major law firms and serves to provide multilayered trends, insights and data about successes and challenges with parental leave and flexible work programs and practices. The goal of the initiative is to examine the availability and accessibility of holistic flexible work and parental leave policies, in particular, the types of policies, the features of these policies, and the support/resources around these policies.
The study found that virtually all firms interviewed have continued to offer formal gender-neutral leave and flexibility to attorneys, and many also offer on-ramping (gradual return-to-work) programs to attorneys returning from parental leave. Additionally, a significant number of firms are demonstrating a strong commitment to these policies by removing caregiver designations, increasing the amount of paid leave time generally, and offering fully-paid on-ramping.
However, the study also found that more firms need to provide better support structures around flexible work programs in order to promote better usage, true acceptance and accessibility for all. More firms should focus on offering education around flexible work, flexible work affinity groups, true-up policies to compensate reduced hours lawyers who work more than their agreed upon schedule, and more comprehensive and consistent monitoring mechanisms. Additionally, the study revealed that there is a substantial, qualitative gap between staff and attorney parental leave and flexible work programs.
“We are cautiously optimistic that the majority of firms are beginning to understand that by making minor adjustments to their leave and flexible working policies they can reap major benefits and meet the needs of a new generation,” said Manar Morales,
https://dfalliance.com/wp-content/uploads/2020/01/2019-benchmark-study-cover.jpg9231200dfalliancehttps://dfalliance.com/wp-content/uploads/2019/03/Diversity-and-Flexibility-Alliance-Logo-260.pngdfalliance2020-02-26 15:19:122020-02-26 15:28:56New Study Shows Law Firms Making Promising Improvements to Parental Leave and Flexible Work Policies
Washington, DC – November 8, 2019 – Yesterday, during the Diversity and Flexibility Alliance’s Annual Conference, fifty-one law firms were recognized for having 50% or more women in their 2019 U.S.-based new partner class. The firms, recognized as “Tipping the Scales,” were identified through the Diversity & Flexibility Alliance’s New Partner Report, a compilation of public data and self-reported sources released each year for the past eight years. The Report revealed that 41.3 percent of new partners in 138 major U.S. law firms in 2019 were women, surpassing last year’s mark by 2.4 percentage points. The Executive Summary is publicly available here.
PHOTO: Representatives from major law firms pose with Manar Morales, President & CEO of the Diversity & Flexibility Alliance, after receiving their “Tipping the Scales” Recognition at the Alliance’s 2019 Annual Conference in Washington, DC on November 7, 2019. Photo Credit: Birch Thomas (photosbybirch.com).
The “Tipping the Scales” firms recognized for having 50% or more women in their 2019 new partner class included:
https://dfalliance.com/wp-content/uploads/2019/11/Tipping-the-Scale-Group-Shot.jpg12811920dfalliancehttps://dfalliance.com/wp-content/uploads/2019/03/Diversity-and-Flexibility-Alliance-Logo-260.pngdfalliance2019-11-08 13:50:362019-12-02 17:35:3451 Law Firms Recognized for “Tipping the Scales” on Women in New Partner Class
Diversity & Flexibility Alliance Shares Best Practices for Organizations Transitioning to Remote Work During the Coronavirus Crisis
Washington, DC – March 16, 2020 – Given the growing number of organizations allowing employees to work remotely to reduce the spread of Coronvirus (COVID-19), the Diversity & Flexibility Alliance today released guidelines regarding telecommuting best practices to help ensure employees are safe, engaged and productive.
“We encourage all corporations and organizations to offer remote working to their employees, to the extent possible, during the Coronavirus crisis,” said Manar Morales, President & CEO of the Diversity & Flexibility Alliance. “However, it’s important that employers exercise patience as they implement remote working, in particular in organizations where telecommuting has not been the norm. Employers should be mindful of the unique challenges employees are facing during this unprecedented crisis, such as childcare during school closures, eldercare and a heightened level of anxiety and stress,” she added. “Employers should consider offering resources such as remote working training, as well as childcare and technology stipends to ease the economic and emotional tolls this crisis is taking.”
The following guidelines are relevant for both those organizations that already have a formal telecommuting policy, as well as those that don’t:
New Study Shows Law Firms Making Promising Improvements to Parental Leave and Flexible Work Policies
Progressive Parental Leave and Flexible Work Programs Becoming a Major Industry Priority
Washington, DC – February 26, 2020 – The Diversity & Flexibility Alliance announced today that the results of its 2019 Law Firm Flexibility Benchmarking Study show that the industry is making measurable improvements to the quality and breadth of its parental leave and flexible work policies.
This study consisted of one-on-one interviews with leaders and talent professionals from 50 major law firms and serves to provide multilayered trends, insights and data about successes and challenges with parental leave and flexible work programs and practices. The goal of the initiative is to examine the availability and accessibility of holistic flexible work and parental leave policies, in particular, the types of policies, the features of these policies, and the support/resources around these policies.
The study found that virtually all firms interviewed have continued to offer formal gender-neutral leave and flexibility to attorneys, and many also offer on-ramping (gradual return-to-work) programs to attorneys returning from parental leave. Additionally, a significant number of firms are demonstrating a strong commitment to these policies by removing caregiver designations, increasing the amount of paid leave time generally, and offering fully-paid on-ramping.
However, the study also found that more firms need to provide better support structures around flexible work programs in order to promote better usage, true acceptance and accessibility for all. More firms should focus on offering education around flexible work, flexible work affinity groups, true-up policies to compensate reduced hours lawyers who work more than their agreed upon schedule, and more comprehensive and consistent monitoring mechanisms. Additionally, the study revealed that there is a substantial, qualitative gap between staff and attorney parental leave and flexible work programs.
“We are cautiously optimistic that the majority of firms are beginning to understand that by making minor adjustments to their leave and flexible working policies they can reap major benefits and meet the needs of a new generation,” said Manar Morales,
51 Law Firms Recognized for “Tipping the Scales” on Women in New Partner Class
2019 New Partner Report Released
Washington, DC – November 8, 2019 – Yesterday, during the Diversity and Flexibility Alliance’s Annual Conference, fifty-one law firms were recognized for having 50% or more women in their 2019 U.S.-based new partner class. The firms, recognized as “Tipping the Scales,” were identified through the Diversity & Flexibility Alliance’s New Partner Report, a compilation of public data and self-reported sources released each year for the past eight years. The Report revealed that 41.3 percent of new partners in 138 major U.S. law firms in 2019 were women, surpassing last year’s mark by 2.4 percentage points. The Executive Summary is publicly available here.
The “Tipping the Scales” firms recognized for having 50% or more women in their 2019 new partner class included:
1. Akerman
2. Alston & Bird
3. Arent Fox
4. Arnold & Porter
5. Ballard Spahr
6. Boies Schiller Flexner
7. Bracewell
8. Cahill Gordon & Reindel
9. Cravath, Swaine & Moore
10. Crowell & Moring
11. Davis Polk & Wardwell
12. Davis Wright Tremaine
13. Debevoise & Plimpton
14. Dentons
15. Dickinson Wright
16. Drinker Biddle & Reath
17. Duane Morris
18. Epstein Becker & Green