Tag Archive for: manar morales

Anyone responsible for their organization’s flexible working policy should make sure to read Manar Morales’ recent article published in Law 360. The article, entitled 5 Steps for Law Firms Rethinking Flexible Work Post-COVID outlines how firms should Reflect, Reimagine, Recalibrate, Recommit and Reinforce when redesigning their firm’s flexible working policy.


It’s critical that you view flexibility with a completely new lens. Moving forward, flexibility should be a fundamental element of every firm’s strategic plan to recruit, retain and advance top talent.

Manar Morales

President & CEO

Diversity & Flexibility Alliance

In Law 360 (May 14, 2021)



For more details and strategies related to this 5 Step Framework, register for our Flex Launch Bootcamp to be held June 28 and 29, 2021.


Phil Neuffer, Managing Editor of the ABF Journal asked DFA President & CEO Manar Morales to share her advice on creating a culture of diversity and inclusivity in the workplace.  The article, Beyond Statements: How to Build and Maintain a More Diverse & Inclusive Workplace appeared in ABF Journal’s Q1 2021 DE&I Issue.

“Organizations need to look beyond mission statements that include diversity and inclusion and make authentic and tangible commitments towards improvement…I advise leaders to peel back the layers and ask, ‘Well, what exactly are we doing to improve?’ We need to see more concrete actions towards creating cultures that support diversity and inclusivity.”

Manar Morales

Alliance President & CEO

ABF Journal


Read the entire article with more insights from Manar and Michael Bush, CEO, Great Place to Work HERE. The ABF Journal is a magazine for Commercial Finance Professionals.



Episode Title: The Power of Workplace Flexibility

Don’t miss listening to this recent ASAE: Stronger by Association podcast featuring Alliance President & CEO Manar Morales and Charles Moore, Principal of Thrive Street Advisors.  Learn why Manar and Charles predict that we won’t return to work as we did pre-pandemic and hear how we’ll all need to adjust to new norms and adapt to people’s different situations/abilities to be part of the modern workforce in 2021.



On February 11, Alliance President & CEO, Manar Morales shared her expert insights on the future of flexible working and lessons learned from the pandemic on the Breadwinners Podcast.  This interview is truly worth your time. You’ll be amazed how much you’ll learn about the future of work in just 26 minutes!

Don’t miss this opportunity to learn about Flexible Work: What Needs to Come Next.

Alliance President & CEO, Manar Morales, was asked to share her perspective on parental leave trends and best practices in law firms in a February 10 Law 360 article. The article, Big Law Fall Short on Parental Leave for Fathers, provides insights into the importance of gender neutral parental leave policies.

“With a primary and secondary designation, that really becomes very gendered and women tend to take the primary leave and men tend to take secondary…When you have a primary and secondary caregiver you create the idea that one person [in a relationship] is devoted to their career and one to the family. It creates a hierarchy where no hierarchy exists.”

— Manar Morales

President & CEO

The Diversity & Flexibility Alliance


If you need help developing your firm or company’s gender neutral parental leave policy, please schedule a call with Manar Morales or reach out to manar@dfalliance.com today.

In case you missed it….

Check out this recent article in the New York Law Journal, New York Firms’ Promotions Rose Over Last Year, As Did Share of New Female Partners by Jack Newsham. The article provides information regarding pre-COVID-19 partner promotions in New York firms and includes a quote and expert insights from Alliance President & CEO, Manar Morales.

“Flexibility is not a woman’s issue. You have to de-gender and de-stigmatize it.  As you get more men into care, you get more women into leadership.”

Manar Morales

President & CEO

Diversity & Flexibility Alliance


Read more here.

During the COVID-19 international pandemic, we are calling on all member and non-member firms and corporations to double down their diversity and inclusion efforts. It’s critical that organizations pay close attention to who’s getting the projects/assignments and who’s not to ensure that diverse individuals are not being adversely impacted by the crisis. Unconscious bias can easily sneak its way into the decision-making process at this unprecedented time.

Learn more from this Law360 article, Pandemic Could Jeopardize Law Firm Diversity Efforts including a quote from Manar Morales, President & CEO of the Alliance:

“During difficult times, it is important for law firms to double down on their diversity and inclusion efforts rather than back away from them, emphasizing a commitment to those values.”

Manar Morales

This article written by Manar Morales, President & CEO of the Diversity & Flexibility Alliance, is published in the July 2019 issue of Modern Legal Practice. Read on to learn why flexibility is your organization’s new business imperative.

The culture in law firms around the globe is slowly evolving and changing with the times. Once only known for its grueling office hours, inflexible schedules and high turn-over rates, the legal industry is slowly beginning to embrace a new normal; one that offers and supports flexible working arrangements. Traditionally seen as a perk for employees, flexibility has now become the new business imperative.

Law firm leaders, who have long endured regrettable losses and challenges with recruitment and retention, are now reaping the benefits of flexibility — enhanced productivity, higher innovation, improved talent recruitment and retention, increased employee satisfaction and, most of all, a stronger bottom line.

As an industry that provides professional services, the sustainability of a law firm correlates directly with its ability to recruit and retain the best talent. Each year, competition for top legal talent increases and a firm’s ability to offer flexibility is vital to its ability to win the war on talent and mitigate regrettable losses…



This is the first of a series of seven blog posts featuring advice on our Seven Strategies for Flex Success®. To learn more, register today for our 2019 Flex Success® Institute, a five-part, virtual professional development program for mid-level professionals working a holistic flex or reduced hours schedule. Program begins April 2, 2019.

The first step to ensuring that you will be successful while working a flexible schedule is to define what success means to you.

seven-strategies-for-flex-successOnce you’ve decided that a flexible schedule is right for you, you need to be able to envision your future plans. As you define your successful, flexible career path you should clearly map out your one, three, and five-year vision. That vision should include what you want personally and professionally and how the two can mesh to define success on your own terms.

Once you are clear on your own goals you can begin to envision your long and short-term plans for your career, your lifestyle, and your family. You’ll also need to think through potential opportunities and obstacles and clearly map out financial and professional development needs. Do you want to be home with your children for an extended leave? Can you afford to work part-time? Do you want to take a sabbatical? Do you have childcare options? Your flexible work plan can then be mapped out to support your aspirations. You’ll be much better able to negotiate the needs of your employer once you have a clear sense of your personal needs.

Over the years we’ve asked countless professionals working flexible schedules about their initial planning stages. Here are some of their words of wisdom… Read more

Note: This post was first published on March 14, 2018 on 1 Million For Work Flexibility’s blog. 1MFWF is the first national initiative bringing people together to create a collective voice in support of work flexibility, and the Alliance is a supporting organization. Thank you to 1MFWF for allowing us to share our news about our 2018 Flex Impact Awards!

As an organization that collaborates with corporations and professional services firms on the development, implementation and management of their flexible work initiatives, we are thrilled when a company goes above what is required by law and beyond what is the norm in their industry. Each year at our annual conference we honor the corporations and firms that we believe are setting the trends in flexibility and truly impacting the workforce.

This year, we have selected tech giant Dell and international law firms Fried, Frank, Harris, Shriver & Jacobson LLP and White & Case LLP as our 2018 Flex Impact Award honorees for their initiatives that we believe are poised to have a significant impact on the culture of workplace flexibility. All three of these organizations have demonstrated their willingness to invest in their employees and lead their industries with more progressive approaches to flexible work and leave policies. Each of these initiatives is aimed at better meeting the needs of a new generation of employees, while also positively impacting inclusion, recruitment and retention of top talent.

We will be honoring Dell for its worldwide flexible work initiative, Connected Workplace, which has enabled the corporation to increase employee engagement and retention, conserve natural resources and energy, cut back on real estate expenses and reduce transportation pollution. This initiative encourages all eligible employees to choose where and when they work and provides the technology needed for team collaboration and flexibility training. Additionally employees have access to a resource group, called Conexus, that helps remote team members connect to share best practices, network and develop camaraderie. Dell’s Executive Leadership team has led the initiative by working remotely themselves and emphasizing flexibility as a key component of the company’s culture and integral part of its business strategy.

Fried Frank will be honored for its full-pay, “on-ramping” policy, which allows employees returning from parental leave to gradually return to full-time over a six-month period. Caregivers are thereby allowed to slowly ease their way back into work after leave by working a 75 percent schedule while receiving full compensation. By committing to a relatively small financial investment in its employees who are new parents, Fried Frank has been able to retain employees who might otherwise have been overwhelmed with the stress of full-time work and parenthood.

White & Case will be honored for its new gender-neutral parental leave policy that eliminates the primary and secondary caregiver designation and is also offered to both attorneys and staff. The firm’s policy allows all parents to take 12 weeks of leave any time within 12 months following the birth, adoption or foster placement of a child. By extending the same benefits to attorneys and staff members, no matter the level or position, White & Case has been able to foster a more inclusive environment and demonstrate its commitment to supporting all of its employees.

The 2018 Flex Impact Awards will be presented at the Diversity & Flexibility Alliance’s annual conference Diversity + Flexibility = Embracing Change on March 21, 2018 in Washington, DC. The conference is an interactive, one-day event delivering the latest trends, cutting-edge research and best practices in diversity and flexibility and attracts professionals from all industries. Our conference is designed to provide attendees with the opportunity to hear expert insights and first-hand perspectives from top-level executives and acquire concrete strategies to implement real change in their organizations.

More information and registration for the conference are available here.

Manar Morales is the President & CEO of The Diversity & Flexibility Alliance, and a national thought leader on women’s leadership, diversity, and workplace flexibility. The Diversity & Flexibility Alliance, a 1MFWF supporter, is a think tank dedicated to providing practical solutions that increase organizational effectiveness and create high performance cultures through diversity and flexibility.