Tag Archive for: culture

This article written by Alliance President & CEO, Manar Morales was published in the October issue of the NALP Bulletin.

We are living in an uncertain, sometimes volatile, world. Our workplaces have been impacted by this uncertainty becoming more complex. Obviously, in 2020 COVID-19 turned everything we knew on its end and forced us all to reevaluate the way we work. But beyond the pandemic, there are a myriad of new forces at play affecting today’s workplaces.

For the first time, we have five generations of talent working together in the legal industry. Two of those generations are “digital first,” meaning they grew up with technology. Further, many of those new to the workforce in the last three years have never worked fulltime in-person in the office. As we think about the hybrid workplace, consider that connecting in person does not come naturally to some in your workforce.

Additionally, technology is growing at a rate faster than many can keep up with. For example, artificial intelligence is advancing and expanding its reach before we really understand its true capabilities and impact. In fact, in just two short months Chat GPT reached one hundred million users!

The global economy is uncertain. The global climate is volatile. The political climate is unpredictable at best.

I do not say this to be alarmist, but to put the evolution of the workplace in context. I often say, “The way that 9/11 forever changed the way we travel, COVID will forever change the way we work.” We’re not going back to the pre-COVID workplace. We need to accept that the evolution of the workplace must go handin-hand with the way the world is changing. The future of work is much bigger than simply adapting to the challenges and opportunities COVID brought about.

Read the full article here.

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


There is little doubt that flex is here to stay post-pandemic, given employees’ strong desire for it to continue, along with the business benefits of flex, including employee productivity/engagement, business continuity and retention/recruiting which became even more apparent during COVID-19. Our Pulse Poll: Future of Work shows that more than two-thirds of respondents plan on creating/updating their remote work policies post-pandemic.

Despite the fact that more organizations will be expanding flexible work, we have heard resistance to flex from a number of leaders through our conversations, insight interviews and focus groups with many organizations. Interestingly, the opposition to flex can be summed up as the fear of the loss of 5 Cs – loss of control, culture, collaboration, contribution and connection. While the loss of the 5 Cs can most certainly occur without proper flex infrastructure and support, organizations can prevent the loss of the 5Cs and also counter arguments against flex by building proper structures and processes. For flex to be successful, we need to gain leadership support, and we can win leaders over by pointing to infrastructure that prevents the loss of the 5 Cs.

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.