2020 Flex Success®Awards to Be Presented to Dickinson Wright,
Schiff Hardin & Seyfarth Shaw Partners & Clients on November 5
Washington, DC – October 21, 2020 – Today the Diversity and Flexibility Alliance announced that its 2020 Flex Success®Award honorees will be: Sharon Newlon, Member, Dickinson Wright and her client Sara von Bernthal, Senior Counsel, Real Estate, Office of the General Counsel, FCA USA LLC; Lucy Bickford, Partner, Schiff Hardin LLP and her client Andrea Coloff, Regional Fiduciary Officer, Bank of America Private Bank; and, Emma Mata, Partner, Seyfarth Shaw LLP and her client Suzanne Davies, Vice President, Legal & Corporate Secretary, Ensign Energy Services Inc.
The Flex Success® Award recognizes Partners at Diversity & Flexibility Alliance member law firms who have achieved success while working a reduced hours schedule as well as a client who has been integral to making workplace flexibility so successful. The Awards will be presented on November 5, 2020 during the Alliance’s virtual annual conference, Moments of Impact: Transforming Organizational Culture. Registration is available here.
“With support from their firms, these exceptional attorneys honored with our Flex Success® award have risen to Partnership levels and provided excellent client service while working a reduced hours schedule,” said Manar Morales, President and CEO of the Alliance. “The clients we are recognizing have demonstrated their belief that success can be achieved outside the confines of a traditional work schedule. Together, these attorney/client pairs are perfect examples of how leadership, collaboration, and clear flex policies can lead to the achievement of both professional and personal goals.”
https://dfalliance.com/wp-content/uploads/2019/11/2019DiversityFlexibilityAllianceConference-15.jpg12811920dfalliancehttps://dfalliance.com/wp-content/uploads/2019/03/Diversity-and-Flexibility-Alliance-Logo-260.pngdfalliance2020-10-21 14:28:272020-10-21 14:29:24Diversity & Flexibility Alliance to Honor Attorney/Client Partnerships That Support Flexible Schedules
Washington, DC – July 10, 2020 – Today the Diversity & Flexibility Alliance released highlights from its Pulse Poll: COVID-19 and Re-Entry that emphasized the need for continued focus on inclusion for all employees in office re-entry practices.
The poll was developed to uncover important data and trends related to the approach law firms and corporations are taking during this initial office re-opening phase and to provide advice on best practices. The poll’s questions were related to office re-opening task forces, guidelines regarding which employees could continue to work remotely once states re-open, and the types of resources and training provided to employees.
“While many firms and corporations have pledged their commitment to diversity and inclusion in recent years, their actions as they re-open their offices during the COVID-19 crisis will demonstrate their sincerity and have a meaningful impact on all employees,” said Manar Morales, President & CEO of the Diversity & Flexibility Alliance. “While I am pleased to see that a significant number of firms and corporations are focusing on inclusion during office re-openings, I hope that more organizations will follow suit. It’s critical that firms and corporations incorporate D&I professionals in their Office Reopening Task Force, allow requests to continue to work remotely to be “reason-neutral,” and provide necessary virtual trainings,” she added.
The Pulse Poll revealed several noteworthy highlights, including:
The vast majority of participants (85.3%) have a task force focused on re-entry and nearly two-thirds of these task forces include a Diversity & Inclusion professional.
A significant share of participant organizations will allow all of their employees to work remotely (35.3%) and will use a “reason-neutral” process to determine who can work remotely (44.1%). However, too many organizations are still limiting which employees can work remotely based upon their function and/or their risk level.
https://dfalliance.com/wp-content/uploads/2020/07/Pulse-Poll-Report-Cover-Cropped.png19201761dfalliancehttps://dfalliance.com/wp-content/uploads/2019/03/Diversity-and-Flexibility-Alliance-Logo-260.pngdfalliance2020-07-10 16:17:552020-07-10 17:14:28Alliance Pulse Poll Emphasizes Need for Continued Focus on Diversity & Inclusion in Office Re-Openings
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
Diversity & Flexibility Alliance to Honor Attorney/Client Partnerships That Support Flexible Schedules
2020 Flex Success® Awards to Be Presented to Dickinson Wright,
Schiff Hardin & Seyfarth Shaw Partners & Clients on November 5
Washington, DC – October 21, 2020 – Today the Diversity and Flexibility Alliance announced that its 2020 Flex Success® Award honorees will be: Sharon Newlon, Member, Dickinson Wright and her client Sara von Bernthal, Senior Counsel, Real Estate, Office of the General Counsel, FCA USA LLC; Lucy Bickford, Partner, Schiff Hardin LLP and her client Andrea Coloff, Regional Fiduciary Officer, Bank of America Private Bank; and, Emma Mata, Partner, Seyfarth Shaw LLP and her client Suzanne Davies, Vice President, Legal & Corporate Secretary, Ensign Energy Services Inc.
The Flex Success® Award recognizes Partners at Diversity & Flexibility Alliance member law firms who have achieved success while working a reduced hours schedule as well as a client who has been integral to making workplace flexibility so successful. The Awards will be presented on November 5, 2020 during the Alliance’s virtual annual conference, Moments of Impact: Transforming Organizational Culture. Registration is available here.
“With support from their firms, these exceptional attorneys honored with our Flex Success® award have risen to Partnership levels and provided excellent client service while working a reduced hours schedule,” said Manar Morales, President and CEO of the Alliance. “The clients we are recognizing have demonstrated their belief that success can be achieved outside the confines of a traditional work schedule. Together, these attorney/client pairs are perfect examples of how leadership, collaboration, and clear flex policies can lead to the achievement of both professional and personal goals.”
Alliance Pulse Poll Emphasizes Need for Continued Focus on Diversity & Inclusion in Office Re-Openings
Washington, DC – July 10, 2020 – Today the Diversity & Flexibility Alliance released highlights from its Pulse Poll: COVID-19 and Re-Entry that emphasized the need for continued focus on inclusion for all employees in office re-entry practices.
The poll was developed to uncover important data and trends related to the approach law firms and corporations are taking during this initial office re-opening phase and to provide advice on best practices. The poll’s questions were related to office re-opening task forces, guidelines regarding which employees could continue to work remotely once states re-open, and the types of resources and training provided to employees.
“While many firms and corporations have pledged their commitment to diversity and inclusion in recent years, their actions as they re-open their offices during the COVID-19 crisis will demonstrate their sincerity and have a meaningful impact on all employees,” said Manar Morales, President & CEO of the Diversity & Flexibility Alliance. “While I am pleased to see that a significant number of firms and corporations are focusing on inclusion during office re-openings, I hope that more organizations will follow suit. It’s critical that firms and corporations incorporate D&I professionals in their Office Reopening Task Force, allow requests to continue to work remotely to be “reason-neutral,” and provide necessary virtual trainings,” she added.
The Pulse Poll revealed several noteworthy highlights, including:
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: