Our Spotlight on Flex showcases professionals from member organizations who exemplify personal and professional success while working a flexible schedule. Their stories illustrate the long-term benefits that flexible schedules offer to both individuals and organizations.

May 2020 Spotlight on Flex

For May 2020, we are pleased to share insights from Heather Wenzel, Partner, Morgan Lewis (Hartford, CT)

Diversity & Flexibility Alliance: How have you made flexibility a priority and a success with your schedule?

Heather Wenzel: After graduating from law school in 2005, I started working at a large Connecticut based law firm. But a year in, I realized it was not a good fit. A recruiter called me to interview at what was at the time Bingham McCutchen. The interview process went well, and I started working there in 2007. Since then, Bingham McCutchen combined with Morgan Lewis, and that combined firm is where I have worked ever since – 13 years! I made partner in 2019, and looking back, without flexible work, I would not have had the same success and career trajectory, especially after having kids.

I had premature twins in 2014 (a boy and a girl), and they spent the first months of their lives in the NICU. My leave time was not traditional; I wasn’t at home with my newborns, and I knew I needed more time to spend with them. I was already planning to take six months of leave before they arrived early, and my partners were extremely supportive when I needed to extend that time to account for the unforeseen NICU stay. They knew with twins, I was going to be jumping head first into the fire. Flexible work was not only on my mind, it was essential for me in order to stay at the firm.

When I returned from leave, my babies were eight months old. Morgan Lewis never hesitated to show their support for me and for flexible work. I came back at an 80% reduced hours schedule with five days in the office. I left at 5 pm and signed back on at night as necessary. It was such a relief to be able to leave at 5 pm without feeling guilty. I’ve been on this schedule for the past six years, and it’s what’s allowed me to stay in big law. Morgan Lewis also instituted a remote work program which gave me more flexibility to work one-two days a week at home. As a working mother with twins, or any working professional for that matter, this extra layer of flexibility is huge. My standard schedule now allows me to work one day a week at home in addition to my reduced hours. It’s been perfect and also prepared me for our current complete remote-work situation due to COVID-19.

A lot of firms say they support flexibility and that choosing this type of schedule won’t affect your career advancement. But I think there aren’t as many firms that actually support that mentality. Fortunately for me, Morgan Lewis isn’t that type of firm; I was working 80% reduced hours and one day a week at home when I made partner. The firm really stands behind what it says. If I had to be full time, I would not have been able to stay in big law. Nothing takes precedence over my family, and I will always choose them over my job. But at the same time, I love what I do, and flexible work lets me not have to choose between the two.

I’m doing what I want to do as a working mother, and I can still be present for my family when I’m home. It’s not about being in the office from 9-5; it’s about being there for your family when I want and need to be there. Deals are finished, clients are ecstatic, and they never know that I’m working outside of the traditional 9-5 work day.

DFA: How have the firm and/or clients contributed to your Flex Success®?

HW: When I started at the firm in 2007, I was a member of the American College of Investment Counsel (ACIC). Twice a year, all the outside and in house counsel came together for their annual meetings. The demographic was quite different at the time; I was one of the few, younger female attorney members in a room full of partners and in house counsel who were mostly men. Now the demographics in finance have changed. I see more women in the room and more working moms. All this to say that the demographics of my clientele have changed over the years too. My clients are dealing with the same work-life control issues that I am. The depth of understanding and shared experiences have evolved and made my client relationships stronger.

With more clients experiencing the same issues I am, it alleviates some of the pressure I feel as a partner to be “on” 24/7. I can still provide excellent client service but in an environment and methodology that’s outside of the normal 9-5 work day.

When I first started at the firm, I worked for five male partners, and I established certain boundaries when it came to being present for my family. They realized my work was getting done, clients trusted me, and I was always responsive. I proved myself so it was easier for them to be flexible with me too. I won’t claim that it was always easy, but I give a huge amount of recognition to my team and partners for progressing with me over the years.

DFA: How has working flexibly made your career more sustainable and contributed to business/professional development opportunities?

HW: I’ve always said I’m 80% in hours, but 100% in firm citizenship. The days are gone where you can sit in your office and bank on the phone ringing from your client of 30 years. Ever since I was a mid-level associate, I made marketing a huge part of my professional development. It’s extremely important, and you have to constantly remind your clients that you’re there for them. There are so many other law firms and attorneys out there – we’re easily replaced. Working 80% reduced hours has allowed me to be with my family but also do the client meet and greets, lunches, and presentations.

I personally feel that flexibility is a benefit for the firm on so many levels too; clients want to know that the firms they engage with are diverse, inclusive, and good to working parents. It’s a win for the firm, and it’s a win for me. Morgan Lewis can walk the walk and talk the talk. This in turn benefits the profession as a whole because people hear my success story, and it shows them they can do it too.

DFA: Looking back, would you do anything differently, or what would you tell your younger self?

HW: I would tell myself not to stress so much about it. That’s the biggest thing. I try to tell others that you have to decide what your personal boundaries are going to be. Are you going to be on call 24/7 and that’s your working style? Fine. Or are you going to be someone where Fridays are sacred but you’ll work on Saturdays? Fine too. Set those boundaries. I should have thought about and set my boundaries earlier. Things work out, but I wish I had spent less time worrying about the future.

DFA: How do you recharge, and how do you pay it forward?

I try to recharge through vacation or working out. When I’m active, even if it’s for 30 minutes, I feel more energized for the rest of the day. It’s so hard to be a working parent with young kids; I look back and don’t even know how I did it. I’m trying to be more conscious on paying it forward and understanding that everyone has something going on in their lives. We’re in a high pressure profession, and I know how much flexible work has helped me. We get lost in the mindset that the world will stop moving if we’re not constantly working. But we all know that’s clearly not the case. I’ve never had a deal fall through because I took an hour for myself or put my family first.




Our Spotlight on Flex showcases professionals from member organizations who exemplify personal and professional success while working a flexible schedule. Their stories illustrate the long-term benefits that flexible schedules offer to both individuals and organizations.

April 2020 Spotlight on Flex

For April 2020, we are pleased to share insights from Erin Howell, Counsel, Hogan Lovells (New York). 

Diversity & Flexibility Alliance: How have you made flexibility a priority and a success with your schedule?

Erin Howell: Ever since I was a junior lawyer, flexibility has always been important to me. I started my career as an insurance regulatory associate at Dewey & LeBoeuf, in 2008 just as the economic downturn hit. The firm started offering partially paid sabbaticals to attorneys. I used that opportunity in 2011 to evaluate my career and figure out what my next steps were going to be. At the time, I had three young step-children, and my sabbatical was a great way to spend time together as a family and figure out my next steps. As you can imagine, working for a firm on the verge of bankruptcy is not pleasant and highly stressful; I wasn’t busy, I wasn’t developing professionally the way I wanted to, and it made me doubt if the practice of law was right for me. It took me the better part of my sabbatical (I used nine months of the allotted 12) to figure out if I wanted to stay in big law or do a complete career overhaul.

I was fortunate because a small group from Dewey was leaving for Hogan Lovells, and right before Dewey declared bankruptcy, I lateraled to Hogan’s corporate group in 2012. I wanted to really understand if practicing at a large firm was for me. There were parts of working in big law that I really enjoyed, and I wanted to build on those experiences. I broadened my practice and transitioned from doing regulatory insurance work to corporate M & A at Hogan.

I started as a full time associate at Hogan until I had my son in 2015. I remember being on leave, staring at my newborn, and feeling angst over billing 2000 hours a year – when was I going to see my family? How was I going to make this all work? I had nothing to lose by asking for reduced hours, so I went for it. But first, I did my research. I had a friend who made partner while working reduced hours at another firm, so I wanted to know what worked for her. She gave me great advice. First, she told me if I wanted true, meaningful “balance” to ask for 50% – 70% reduced hours and increase my hours later if that felt right. She also told me to be as flexible as possible in terms of availability. With that in mind, I found what worked best for me was a 2/3 schedule where I worked every day; two days a week were full time in the office, and the other three were half days from home. I also found that working in the afternoon was better for my practice than working in the morning. It didn’t make sense for me to take every Friday off because you can’t anticipate when an issue will come up. It’s easier to say, “I can get back to you in a few hours,” versus “I can get back to you in a few days.”

I remained on this schedule until last year. Now that my son is in pre-school, I have increased my hours to around 75 – 80%, and I work Monday and Thursday in the office, Tuesday is a full day at home, and Wednesday and Fridays are half days. That changes depending on what’s needed that week; when I have a deal pending, a 30 hour work week is not feasible. But things balance out later once the deal is done.

What I really appreciate about Hogan is that I didn’t propose a specific schedule when I first asked to work flexibly; I just asked to work part time with some days at home. I wanted to have availability across the week, and together, we developed my schedule. The buy in from my partners also gave me the confidence that I could make my flex schedule work.

DFA: How have the firm and/or clients contributed to your Flex Success®?

EH: In general, I don’t mention my schedule to clients. I want their experience with me to be seamless. On the days I work from home, I forward my calls to my cell phone so it’s just like I’m in the office. That being said, the time I’ve carve out for my family is no different from time I have committed to another client or anything else that’s important. Sometimes an urgent client need requires me to call in back-up to help with my kids. Sometimes the client need isn’t urgent, and it can wait. The general rule I apply is, “Would I reschedule a commitment to another client for this?” Sometimes the answer is yes, sometimes it’s no. I’ve had situations where the conversation naturally leads me to mentioning that I work reduced hours and three days a week from home. My clients are always surprised because they have no idea. One of my female clients said to me, “Thank God – I was wondering how you managed your work and four kids at the same time.” It goes to show that clients are no different than the attorneys; we’re all struggling with the same issues.

From the firm’s perspective, I was elevated to counsel while working a flex schedule. That made two things very clear to me: 1) Hogan supported my choices and flexibility, and 2) the firm has always been open about the advancement process and how my decisions would or would not impact my advancement. My experiences and career path may be a little different than my full time peers, but I always knew what my path would look like. The firm made it easy for me to make educated decisions about my next steps. I’m okay with my path taking a little longer because it’s the one I chose; it feels right to me while I’m traveling on it. The point is to have honest and continuous conversations about your career with firm leadership. This has been a key to my success and feeling good about the choices I’ve made.

DFA: How has working flexibly made your career more sustainable and contributed to business/professional development opportunities?

EH: For me, the biggest benefit was my availability – both as a parent and at work. I’m fully present and engaged when I’m with my family and when I’m at work. That extra energy has allowed me to explore other avenues of networking and build client relationships. If you don’t have “energy” to foster professional relationships, then it’s really hard to take your career to the next level. Flexibility allows me to really focus both on my life and career and not burn out. This schedule is key – it helps me avoid burnout.

DFA: Looking back, would you do anything differently, or what would you tell your younger self?

EH: I would tell my younger self the same thing I tell junior associates now who are struggling with the same issues – trust the process, especially when you’re a new parent and returning to work. Trust that you’ll figure it out. Everyone has ups and downs with their work flow. It’s hard to remember when you’re busy that you’ll be able to spend more time with your family when it slows down again, and vice versa. Things will pick up again even when it’s slow. Trusting in the process takes the pressure off.

DFA: How do you recharge, and how do you pay it forward?

EH: I’ve found that my entire life is better and runs smoother when I take care of myself the same way I take care of my kids – making sure I eat well, get plenty of sleep, and stay active. I also try to take care of myself physically and mentally by trying to “unplug” for about 30 minutes a day. It makes a big difference and is essential to having a “balanced” life. Running and yoga also help keep things in perspective for me.

I’m an active formal and informal mentor at the firm too. I talk to everyone who asks about what’s worked and what hasn’t for me when it comes to flexibility. Associates coming up the ranks now are much more assertive about asking for what they want. My story is the common one – I came back from maternity leave and decided to work part time. But now I see more people who want flexible work options others than for childcare/family reasons. They don’t want to burn out, they want a different lifestyle, or they just want time to pursue other interests outside of the office. To me, these choices are they key to widespread success of alternative work arrangements. The more people who can do this, and do it well, the more that firms, clients, and in-house legal departments will see that “always on” is not the only model for success.

Outside the firm, I pay it forward by being able to approach others in my life with more energy and focus. I can attend my youngest son’s school activities. My other three kids are teenagers, and being home for them is more important now than it was when they were toddlers.

Sometimes when I’m pushing to sign a deal and working long hours, I wonder if I’d be happier in a different career. But then I take a step back, and honestly, working 80% at a law firm is comparable to working full time in another field. I have so much flexibility that I wouldn’t have in another role. Even during times when I’m billing 50+ hours a week, I can still attend my son’s Mother’s Day tea party at his school. I still have control over my schedule and can decide how to spend my hours and allocate my resources. That autonomy is so important to me, and it’s one of the reasons why I stay in big law. You have to know yourself and know what’s important to you. It’s not predictable, and it’s not always easy, but for me, it’s worth it.



Our Spotlight on Flex showcases professionals from member organizations who exemplify personal and professional success while working a flexible schedule. Their stories illustrate the long-term benefits that flexible schedules offer to both individuals and organizations.

March 2020 Spotlight on Flex

For March 2020, we are pleased to share insights from Kate Saracene Partner, Katten Muchin Rosenman (Chicago, IL & New York, NY)

Diversity & Flexibility Alliance: How have you made flexibility a priority and a success with your schedule?


Kate Saracene: My career path has alternated between human resources (HR) and legal practice. I started out in HR at Xerox and continued to work there part time while I attended law school in Connecticut. Once I graduated, I started working for Nixon Peabody on a traditional legal career path. I had my first child, and when I came back from maternity leave, I tried to work a part-time schedule. However, during my first week back, I was working full time hours and asked to come in on the weekend. By pure luck, a few days later, Xerox called me out of the blue and offered me a managerial position. They said I could name my terms, and the timing could not have been more perfect. I went back to work for Xerox for more money and working four days a week at an 80% reduced hours schedule.

I remained at Xerox for a few years, but I returned to Nixon Peabody in a non-partner track counsel position (first on an 85% then to an 80% reduced hours schedule). By this point, my kids were older, and I came into the office five days a week. But I was able to use my 20% of non- billable hours to focus on what I needed to do outside of the office – business development opportunities, activities at my kids’ schools, doctor’s appointments, etc. Nixon subsequently changed its policy to allow reduced hours attorneys to make partner. I switched my track, was promoted to partner shortly thereafter, and I kept my reduced hours schedule the entire time!

I had built a reputation as a national expert in health and welfare benefits, especially the Affordable Care Act (aka “Obama Care”). Katten’s Chicago office was in the midst of succession planning, and they were looking for someone with my particular areas of expertise. They asked me to join the firm in November 2017 as a partner in the employee benefits group.

When I started at Katten, my youngest was already 11 years old; I didn’t need flexibility in terms of reduced hours anymore so I switched back to full time. My flexibility with the firm, however, stems from the fact that even though I have dual residency in the Chicago and New York City offices, I live full time in Rochester, NY! I go between the two offices – typically twice a month to Chicago and once a month to New York City. And in September 2019, I became the employee benefits Practice Group Leader (PGL). There are 10 people in the group spread throughout the firm’s offices (Chicago, New York City, and DC). Even though I’m working full time, I have my own client base and still control my schedule – I can pick up the kids from school, work on my laptop while waiting in the carpool line, or while waiting for their sports practice to be over. I’ve done work waiting in coffee shops, ice rinks… you name it!

DFA: How have the firm and/or clients contributed to your Flex Success®?

KS: You don’t need to be as client-facing in my practice area as you do in other areas. It’s more counseling by phone or email. I’m in an industry where several of my client contacts are women (HR tends to skew more female), and they’re very supportive. Corporations are coming around to flexible work options faster than law firms, so to them, my arrangement is normal. Becoming a partner was really a key factor to my flex success because I mostly work for my own clients, and I can schedule my meetings to work with my flexibility.

When I first started talking with Katten, I asked the recruiter to test the waters with a telecommuting arrangement because I wasn’t willing to relocate from Rochester, NY. We agreed I would come to a Katten office as much as possible – about half the week for three weeks of the month. Over time, the office schedule has become less rigid, but the amount of time I spend in a physical office has worked out because of client needs, meetings, and things I want to attend in the office.

DFA: How has working flexibly made your career more sustainable and contributed to business/professional development opportunities?

KS: It’s enabled me to return to the practice of law. I left the law after having my first child because I didn’t think this industry could successfully incorporate flexible work. I was originally in employment litigation, but I switched to employee benefits counseling when I came back to Nixon. I had to change my focus in order to find a way to continue practicing law with flexible work options. I probably wouldn’t have returned to law after being at Xerox if flexible work was not an option.

Even though my schedule changed over the years, I’ve been able to use flexible work to focus on writing articles, giving speeches, and traveling to conferences to enhance my personal and professional development.

DFA: Looking back, would you do anything differently, or what would you tell your younger self?

KS: I would tell my younger self to slow down and wait for the right opportunity to present itself. When I was first out of law school, my goal was to be the youngest income partner at a major law firm; I was in such a hurry to reach my next destination.

One Nixon partner said I was ruining my career when I decided to leave the firm to go back to Xerox. But I made the right decisions that worked for me at the time. I remember once during a succession planning meeting at Xerox, a senior manager was talking about the life cycle of a career – there are points in your life when you focus on school, on your job, or on your family. We need to recognize that; when people are at a point where they need to switch their focus away from their career, you wait and support them because you want that employee back. If you just cut people off during those times, you’ll lose the best talent.

I’ve been trying to coach myself through my career with this philosophy. There are going to be years where your career isn’t your focus, and that’s OK. You have to do what’s best for you.

If I had embraced that early on, I would have had less angst along the way. I wish I had known how well everything would work out. I would have never of imagined being a PGL while working remotely and commuting to a Chicago based firm. It just wasn’t even in my line of sight.

DFA: How do you recharge, and how do you pay it forward?

KS: The yoga studio is my happy place. I went through a rough patch after my second divorce – that really knocked the wind out of me. Just like I never thought I’d be a remote PGL at a major law firm, I never thought I’d be twice-divorced at 41. I found solace through meditation and by practicing yoga. Instead of sitting home alone on a Friday night, I went to the yoga studio. You always belong to a community there, and I developed an amazing circle of friends. I also met really great business contacts through the yoga community.

I loved it so much that I became a certified yoga instructor and was able to teach a few classes a week. Now my teaching is more on a voluntary basis for the local bar association; I lead meditation CLE programs, and I’ve ended up incorporating these practices at the firm too. At Katten, I worked with HR to establish a national wellness committee and start a firm-wide wellness initiative. I’ll be one of the quarterly speakers for the firm’s wellness webcast talking about how meditation can enhance the practice of law.

It’s interesting because my chain of command both at Nixon and Katten are both big proponents of yoga and meditation. Because of this, I’ve always felt very much at home at Katten. It also affirms that when management supports implementing these practices, it succeeds because they recognize the benefits for mental health (especially in our profession). I use this to pay it forward – figuring out the best way to bring these practices to the legal community. I led a meditation session at the firm’s practice group leader training a few months ago – so many people spoke to me afterwards to learn more and talk about it. I know we had an impact that day. Sometimes you just have to expose people to something new to get them interested. I also led a meditation session at the new partner orientation and for the mid-level associates’ academy.

You have to be open to sharing your experiences in order to really see change and help others. When I spoke at the new partner orientation, I candidly shared my career and life experiences, and other women partners have asked me to mentor them as a result. I’m a huge advocate for flex; people need to know they don’t have to follow a traditional path in order to “make it” anymore.


2019 Flex Success® Awards to Be Presented November 7

Washington, DC – October 1, 2019 – Today the Diversity and Flexibility Alliance announced that its 2019 Flex Success® Award honorees will be Danielle Katzir, Partner at Gibson Dunn & Crutcher, and her client Darren Drake of Stockbridge Real Estate Funds; and Stacy Bunck, Kansas City Office Managing Shareholder at Ogletree, Deakins, Nash, Smoak & Stewart, and her client, Rafael Medina of McDonald’s Corporation. Sadly Mr. Medina, who was Managing Counsel for Labor and Employment at McDonald’s, passed away unexpectedly after being selected as an Award Honoree.

The Flex Success Award recognizes partners or shareholders 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 7, 2019 at the Alliance’s annual conference, Inspire. Innovate. Ignite! in Washington, DC. Registration is available here.

“Both of these amazing women have advanced to leadership positions within their firms while working reduced hours schedules,” said Manar Morales, President and CEO of the Alliance. “By focusing on the quality of their work, rather than the hours worked, they have been able to maintain excellent client service without sacrificing their personal lives and families. Clearly their supportive clients have been critical to their personal success and career longevity. Hopefully these women will serve as inspiration to other professionals striving for personal fulfillment and professional success,” she added.

Danielle Katzir, a Partner in the Los Angeles office of Gibson Dunn & Crutcher, has worked a 75-85% annualized schedule since 2010, allowing her to take shorter days and weeks in between busier periods. In recent years, Danielle has worked on corporate and tax transactions and is now recognized as a national expert on EB-5 Visa matters. Her Pro Bono work has included representing an Afghan family in the wake of the recent travel ban. Danielle is a member of her firm’s Professional Development Committee and Diversity Committee, and is deeply committed to mentoring young attorneys and maintaining an inclusive organizational culture.

“I’ve been able to work on the same types of transactions and matters for the same base of sophisticated clients that I did before going part time, maintaining and honing my diverse skill set, but simply at a more manageable volume,” said Katzir. “Darren completely understands the balance I am trying to strike between my family, personal life and career,” she added referring to her client, Darren Drake. “He knows that the work will get done, and that it will be high quality, no matter what,” she added.

“The firm, and I, could not be more proud of Danielle for being honored with the Diversity & Flexibility Alliance’s Flex Success Award,” said Jesse Sharf, Partner in Charge of Gibson Dunn’s Real Estate Practice and a member of the firm’s Executive Committee. “I was beyond thrilled when Danielle – with whom I have worked since she was a summer associate – was elevated to partner on a flexible schedule.”

“Danielle is a true Partner, one who works side by side with her colleagues and her clients to provide the best possible legal advice and client service, growing our practice while also growing a family and leading a rich personal life,” Mr. Sharf added. “I cannot help but smile when I see Danielle go about her professional and personal life, and I look forward to working with her—and continuing to hear about, and observe, the exploits of her children, spouse, mother, siblings and cousins—over the years to come.”

Stacy Bunck, Kansas City Office Managing Shareholder at Ogletree Deakins, began a reduced hours schedule in 2010 after returning from a six-month parental leave. After working a 60% schedule for seven years while her children were young, she increased her hours target to 75%. In January 2014, Ms. Bunck was elevated to Shareholder and in 2018, she became the Office Managing Shareholder for Ogletree’s Kansas City office. She is the first person in the history of Ogletree to ascend to Office Managing Shareholder while on a reduced hours arrangement, an arrangement she has continued to maintain in her Office Managing Shareholder role. In addition to performing her leadership role, Ms. Bunck has co-chaired four jury trials while working a reduced hours schedule. She has also participated in the 2019 Ogletree Deakins Leadership Challenge Program and serves as a role model and mentor for other attorneys pursuing reduced hours schedules.

“Ogletree Deakins has supported my quest for work-life balance for the last decade. By permitting me to take a combined 12 months of maternity leave, allowing me to work a reduced hours schedule for the last decade, and elevating me to Office Managing Shareholder while on a reduced hours schedule, the firm has enabled me to raise my children while maintaining an active trial litigation practice,” said Stacy Bunck. “The late Rafael Medina, former Managing Counsel for McDonald’s, championed my reduced hours schedule, by insisting on scheduling around my days home with my children, and encouraging me to always put family first,” she added.

“Rafael would have been honored that Stacy nominated him for this award but would certainly add that he didn’t need any award for simply doing what was right,” said Danny Sikka, Senior Counsel, Global Labor & Employment Law at McDonald’s Corporation, referring to his colleague Rafael Medina. “Rafael raved to us about Stacy’s incredible work and how she exemplified that great client service did not have to come at the expense of family or other personal interests. He would also be grateful to the Alliance for this award, but also pass it back to thank the Alliance for its work in promoting diversity and flexibility.  He always preached “family first” and often quipped, “In ten years, you won’t remember the name of many matters you worked on, but you will remember going to or missing that recital, game or event,” he added.

“As this award demonstrates, flexible schedules allow the firm and our clients to fully benefit from the talents of all of our attorneys,” said Matt Keen, Ogletree’s Managing Shareholder. “Stacy has provided exceptional client service and leadership while meeting her other obligations through flexible scheduling. We are proud to partner with McDonald’s to support Stacy’s achievements,” he added.

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 for all 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 202-957-9650 or for more information.

Our Spotlight on Flex showcases professionals from member organizations who exemplify personal and professional success while working a flexible schedule. Their stories illustrate the long-term benefits that flexible schedules offer to both individuals and organizations.

For May 2019, we are pleased to share insights from Teresa Reuter, AssociateSidley Austin LLP (Chicago, IL)

Diversity & Flexibility Alliance: How have you made flexibility a priority and a success with your career? How has the firm supported this?

TR: After graduating from law school in 2009, I clerked for a year in the U.S. Bankruptcy Court for the Eastern District of Virginia and then joined a large law firm in Atlanta. In 2013 my husband’s job took us to the Midwest at which point I joined Sidley as a lateral in its Chicago office. I worked full time until I came back from maternity leave in April 2017. Since then, I’ve been working a 90% reduced hours schedule.

With the addition to our family, I knew I needed to make adjustments to my schedule. I wanted to be fully engaged with work and also have some “give” with my hours to adjust to life with our newborn and a husband who travels for work. My reduced hours gives me that balance. Sidley guaranteed me the option to work a reduced hours schedule upon returning from leave, but I still was nervous to ask for it. Without any hesitation, my practice group leader and Sidley fully supported my request, and I’ve been working reduced hours ever since. I come into the office every day, and I have the flexibility to take care of work and personal matters as they’re scheduled or occur. With my reduced hours, I adjust my schedule to the changing demands of life. For instance, ever since transitioning my son to a daycare, I leave at 5 pm a few days a week to pick him up.

The 10% reduction in billable hours may not seem like a lot, but it has been tremendously helpful in allowing me to meet work and life demands as they arise. I have less pressure to bill and more time to spend with my family and on business development matters. Flex will continue to be a priority for my career, especially starting this summer as we are relocated to Munich, Germany for one year. I’ll be working out of the firm’s Munich office and will further reduce my schedule to 60% – 70% of billable hours.

Sidley has been incredibly supportive of my career and personal development, and that support has manifested in different ways over the years. I transitioned from having more flexibility at home with an in-home caretaker to a more regulated schedule once my son started day care – it was a harder transition than I thought it would be. When discussing some of these issues with a senior partner in my group, she encouraged me to take the time I needed and to let people know I had to leave the office by a certain time to make the transition work. We all have different commitments outside of work, and I have come to learn that it’s important to communicate openly about these matters. The idea is: you’re a professional, we trust your judgment to stand by your clients, the firm, and your family, and you can make your own decisions. That’s not to say that when there’s an emergency you’re not available; you adjust accordingly, and the firm trusts that you are capable of managing this effectively.

DFA: How has working flexibly made your career more sustainable and contributed to your overall internal and external development? How have clients supported your flex journey?

TR: Becoming a parent changes your life in so many ways. I wouldn’t be a good parent and a good attorney without flex, especially with a partner who travels often for work. Flex is a necessity, and it’s helped to make my career sustainable. The 10% fewer billable hours not only gives me the breathing room I need to take care of my family life, it also gives me the room to attend work events and be more present in the legal community. It’s easy to tell people they have to “be out there and get to know people” for development purposes, but it’s a lot harder to do when you’re thinking about it on top of meeting your billable hours.

I see more clients and attorneys talking openly about flexibility and alternative schedules. I work with several women lawyers, and our use of flex is a bonding point. It’s a great feeling to know you can meet your work and personal demands by being open and effective communicators. Clients and opposing counsel will say, “I’m not in the office this day,” or “I have to leave by 3:00 p.m. to pick up my kids,” – the more we talk about flexibility, the more it will become part of the norm.

DFA: Looking back, what would you tell your first year associate self?

TR: Before I started working reduced hours, I was too hesitant in communicating openly about deadlines and expectations; instead, I assumed everything was urgent. I also would let everyone know I was still available and reachable when I was out of the office, even if that wasn’t feasible. If I could talk to my former self, I would say that it’s OK to be on vacation; my co-workers could cover for me, and it is OK to take time to recoup and recover. It’s better for me and for the firm. Now I try to take my own advice and untether on vacation and be respectful of others who are out of the office. I want more junior associates to know it’s OK to set boundaries and to stick to them!

I would do less assuming and more communicating – not everything needs a response right away. Be more forthright with asking, “When do you need this by?” I see more junior associates doing this (and doing it well), and I wish I had done that too.

DFA: What do you do to recharge? How do you pay it forward?

TR: To recharge I try to meditate every day for at least 10 minutes; it helps me reset and keep focus. My husband and I also are avid travelers; in the past year we’ve gone scuba diving in the Galapagos Islands, on safari to see lowland gorillas, and forest elephants in Gabon. These trips require us to unplug and enjoy the world’s natural wonders.

Paying it forward, I try to be more cognizant that not everyone is working when I work. When I log in at night and send emails, I try to put them on auto-delay so people don’t feel the pressure to respond if it’s not a true emergency. It’s small things like this that encourage and train us to be better communicators and relieve some of the pressure we feel from our jobs.


In this article, our President & CEO, Manar Morales sums up her advice on achieving Flex Success®. It’s not too late to register for our Flex Success Institute, which provides detailed and personalized advice on successfully navigating your flexible schedule.

Over the years, I’ve counseled countless professionals on how to successfully transition to and manage a flexible schedule while maintaining a strong career path. While many professionals can’t imagine cutting back their hours in the office without jeopardizing their careers, I can attest that with the right strategies in place, anyone can achieve Flex Success®.

At the Diversity & Flexibility Alliance, we have developed our Seven Strategies for Flex Success® to help professionals working a flexible schedule to overcome challenges, seize opportunities and advance their careers.

Define What Success Means to You

The first step to ensuring that you will be successful while working a flexible schedule is to envision your future plans and define what success means to you. Take the time to clearly map out your one, three, and five-year vision for your personal life as well as your professional life. Include financial and professional development obstacles and needs, as well as personal goals.

Identify What Makes You Special

The second step is to identify what you bring to the table and then capitalize on it. It’s all about self-reflection and self-esteem. The best way to feel confident is to know your strengths and identify what makes you unique. By developing an area of expertise that’s in demand, you make yourself uniquely valuable to your firm or corporation, regardless of your schedule.

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This is the last in our series of seven blog posts featuring advice on our Seven Strategies for Flex Success®. We’ve covered Defining Your SuccessOwning Your ValueActivating your Mindset and GritCreating Your BrandBuilding Your Network and Expanding Your Business Development Efforts.  Finally it’s time to focus on enhancing your work life control and making sure your life in the office functions along side your life outside the office. To learn more about successfully navigating your flexible schedule and maximizing your career potential, register for our virtual Flex Success® Institute.

The first six strategies in our Seven Strategies for Flex Success® focus on getting your day to day flexible schedule in order to set yourself up for success in your career. It’s essential to acknowledge that this is not possible unless you can also find success and happiness outside of your career.

When launching a project at the office there are certain steps you take to ensure all responsibilities are assigned and all goals will be met. You negotiate and decide to which responsibilities you can add high impact and high value and which responsibilities you can delegate to others. You clearly articulate what is expected of your team and you make sure that your commitments are met. Ultimately you know that you can’t and shouldn’t do it all alone.

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This is the sixth in a series of seven blog posts featuring advice on our Seven Strategies for Flex Success®. We’ve covered Defining Your SuccessOwning Your ValueActivating your Mindset and GritCreating Your Brand and Building Your Network.  Next it’s important to expand your business development efforts. To learn more about successfully navigating your flexible schedule and maximizing your career potential, register for our virtual Flex Success® Institute.

No matter what industry you’re in, it’s always a good idea to stay one step ahead of your business, your clients, your customers or your marketplace. You always want to be thinking about tomorrow and where your career is headed and where your income is coming from. While you might approach business development in a slightly different manner in light of your flexible schedule, it’s still imperative that you dedicate time to business development and to generating your future revenue.

The sixth strategy in our Seven Strategies for Flex Success® is Expand Your Business Development. Whether you’re working with clients or reporting to internal supervisors, make sure you’re demonstrating a deep understanding of their needs, business realities and serving as a trusted advisor to help them accomplish their current and future goals. To help you build future clients, projects and customers, you should turn to the network of colleagues, mentors, sponsors and former classmates that you built in the Fifth Strategy. This network can help you expand your reach and enhance your ideas on business development, key elements to creating more autonomy in your career and ultimately greater work-life control.

You may be concerned about investing time in business development when you’re working a reduced hours schedule and therefore already have less time for work. However, many professionals working a reduced hours schedule have told us that their flexible schedule has allowed them to excel at business development and, in fact, has become integral to their career success. It’s important to incorporate time into your flex schedule for business development as well as for activities that will raise your personal profile such as speaking engagements, publishing articles and papers and networking.

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This is the fifth in a series of seven blog posts featuring advice on our Seven Strategies for Flex Success®. We’ve covered Defining Your SuccessOwning Your Value, Activating your Mindset and Grit, Creating Your Brand and now it’s time to build your network. To learn more about successfully navigating your flexible schedule and maximizing your career potential, register for our virtual Flex Success® Institute.

Most successful corporations are led by a CEO who is advised and counseled by an experienced Board of Directors. As a professional working a flexible schedule, you should view yourself as the CEO of your own corporation, and you undoubtedly need a “Board of Directors” to support you. No matter how effective you are on your own, it’s critical that you surround yourself with a group of experienced people who can advise you, guide you, mentor you, and open doors for you.

Our fifth strategy for Flex Success® is “Build Your Networks and Personal Board of Advisors.” This personal board of advisors should consist of individuals from inside and outside of your organization. It should include both mentors who can give you advice, and sponsors who invest in and advocate for you. The internal perspectives can assist you in your career advancement and help you to address blind spots in your career path, especially those related to your flex schedule. Your external advisors can provide you with outside perspectives from an industry point of view and can help open doors to new opportunities, if necessary.
As you build your network and personal board of advisors, it’s important to keep in mind that you want to find people who you trust, who you respect, and who will be candid with you. These individuals should be open to constructive conversations about your career as well as the challenges and opportunities your flexible schedule might bring. It’s important to value and maintain your relationships with these mentors and advisors and make sure to meet with them on a regular basis.

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This is the fourth in a series of seven blog posts featuring advice on our Seven Strategies foFlex Success®. To learn more, register for our 2019 Flex Success® Institute, a five-part virtual professional development program for professionals working a flexible schedule. 

Seven Strategies For Flex SuccessIn Step Two of our Seven Strategies for Flex Success® you worked on Owning Your Value. You identified what makes you unique and what only you can bring to the table.   Knowing what makes you special gives you confidence and self-esteem. The fourth strategy revolves around harnessing this self-esteem and creating your personal brand. Just as a corporation would market a product, you need to market yourself to make sure others perceive you the way you want to be perceived.

There is power in perception.

As a professional working a flexible schedule, it’s particularly important to control how others see you to counteract flex stigma that others in your office may harbor.

Make sure that you are speaking positively about your schedule and your work. Remember that how you talk about yourself drives how others are talking about you. Ask for feedback about how people perceive you. In particular, ask your mentor or sponsor if others have a positive perception of you and your work and how you can improve your image. Your career trajectory not only depends on the quality of your work but also your reputation as someone who is serious about your own success and the success of the organization.

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