Contact Manar Morales at manar@dfalliance.com for more information on customized training webinars and other ways the Alliance can advise your employees working remotely during COVID 19 and beyond. Or schedule a complimentary introductory call today.
Contact Manar Morales at manar@dfalliance.com for more information on customized training webinars and other ways the Alliance can support your organization during COVID 19 and beyond. Or schedule a complimentary introductory call today.
This article by Manar Morales, President & CEO of the Diversity & Flexibility Alliance was published in Law360’s Expert Analysis column on July 15, 2020.
As states begin to lift restrictions and people emerge from the shutdown, law firms are developing their strategies for reopening offices after weeks of remote working.
Many firms will find that it’s not as simple as it sounds, and there are countless intricacies to consider before employees return. While most firms will focus on ensuring physical spaces are as safe as possible, it’s equally important to consider the impact reopening decisions will have on your firm’s culture of inclusivity moving forward.
Firms will clearly focus on safety measures such as social distancing guidelines, the use of masks and gloves, plexiglass dividers, temperature checks, bathroom and cafeteria limits, and frequent sanitization. Additionally, many offices will choose to bring employees back in phases or have them alternate days in the office. However, even with all the protective measures in place, experts agree that nowhere will be 100% safe from the virus until there is a vaccine or cure.
Consequently, firm leaders are facing extremely difficult decisions regarding how and when to reopen the office and who should return. When contemplating these significant questions, firms should consider the following tips to maintain fairness and support a culture that embraces diversity and inclusion.
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 Pulse Poll: COVID-19 AND Re-Entry consisted of responses from 34 law firms and corporations between May 14 and June 5, 2020. The complete report will be available exclusively to members of the Diversity & Flexibility Alliance as well as poll participants.
The Diversity and Flexibility Alliance is a think tank that collaborates with organizations to develop non-stigmatized flexible work policies that promote inclusive work cultures and help to advance more women into leadership positions. The Alliance provides practical research-based solutions, training workshops, and strategic advisory services that increase organizational effectiveness through diversity and flexibility.
Contact Manar Morales at manar@dfalliance.com for information on membership in the Diversity & Flexibility Alliance or for guidance on fostering flexibility and inclusion in your organization during this crisis and beyond.
Contact: Manar Morales
manar@dfalliance.com
202-957-9650
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.
As states are gradually reopening, organizations are discussing how/when to start bringing their workforce back to the office. This hybrid stage, lasting at least three to six months when organizations begin to reopen, raises complex issues/logistics including D&I and talent considerations. Through our conversations with leading Talent and D&I professionals, we want to share our guidance on this topic:
Continue Reading in the Member Resource Center
Members can access the complete Action Step in the Member Resource Center. To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more about your organization’s strategy to return to the office during the COVID-19 pandemic, contact Manar Morales.
This article by Manar Morales, President & CEO of the Diversity & Flexibility Alliance was published in Law360’s Expert Analysis column on May 14, 2020.
A successful team is made up of individuals who perform their responsibilities, support each other, and possess the flexibility to pivot and meet the needs of their coworkers.
While law firms have always functioned in teams, the COVID-19 pandemic has magnified this equation and exponentially increased the need for cohesive teamwork at all levels. In order to ensure smooth operations during remote work and navigate the uncertain road ahead, each team member needs to commit to his or her unique role, intensify support for colleagues, and support the idea of flexible flexibility.
The Role of Chairs and Partners
During this pandemic (and beyond), leadership plays a critical role in setting the tone and navigating the course. All staff and attorneys are dealing with heightened stress and anxiety, and in many cases, increased caregiver responsibilities and isolation. Firm leadership should take this opportunity to demonstrate gratitude, empathy and commitment to their teams by:
Sustaining Morale
It’s particularly important for chairs and partners to relay optimism and empathy while remaining realistic during this pivotal time. To sustain employee morale and engagement during remote work, firm leaders should continuously send messages that reinforce the notion of “we’re in this together” to reassure employees and combat feelings of isolation and anxiety.
In Case You Missed It… Check out this April 27 article in Bloomberg Law by Meghan Tribe Virus Crisis Could Be Test of Law Firms’ Diversity Efforts. The article advises that law firms continue their focus on diversity and inclusion efforts to avoid the “massive lawyer layoffs and de-equitization of firm attorneys during the Great Recession, which saw an estimated 10,000 lawyers lose their jobs, overall representation of women and minority lawyers in law firms declined between 2009 and 2010.”
The article reinforces that firms need to commit to the retention of diverse attorneys through mentorships, sponsorships, training and other support mechanisms during and after the crisis, and includes a quote from Alliance President & CEO, Manar Morales.
“As law firms make personnel decisions ranging from layoffs to pay cuts, there’s “all eyes on them right now given what happened in 2008.”
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.
As more physical offices are closed due to government mandates and business continuity plans, remote work is the new normal for many employees. Here’s how everyone can do their part to ensure business continuity and individual success. Organizations need to establish guidelines and support systems to help employees be as safe and productive as possible.
Members can access the complete Action Step in the Member Resource Center. To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more about your organization’s transition to remote working during the COVID-19 pandemic and beyond, contact Manar Morales.
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.
The international COVID-19 crisis during the Spring of 2020 will be remembered as one of the most challenging times for individuals, families, governments and businesses worldwide. While individuals attempt to self-isolate, practice social distancing and preserve some sense of normalcy for their families, organizations are struggling to maintain their products and services. The most critical challenge facing all businesses is how to continue to provide quality services and products while most, if not all, employees are working from home.
Here are five strategies critical to organizational success when employees are working remotely during a pandemic or international crisis:
Constant and clear communication from leadership is vital to ensuring employees are mindful of the need to telecommute, understand the guidelines related to time and work commitments, and are aware of the resources and support that are available. Supervisors should clearly communicate the need for check-ins, updates, deadlines and virtual meetings. They should also be providing regular feedback via phone or email. It’s also helpful for the human resources team to communicate with employees to identify and resolve any issues related to telecommuting and to check in since many employees may feel particularly isolated.
Members can access the complete Action Step in the Member Resource Center. To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more about developing and implementing a successful flexible working policy, contact Manar Morales.