When 25% or more of management and/or board members are women, profit and retention of an organization rises. What impact would an overall expansion in diversity in leadership have in the legal & corporate world? How can diversity be increased - the economic business case is clear.
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Whether discrimination comes from overt prejudice or unconscious bias, minorities and women are not receiving equal opportunities or treatment. In fact, the impact of unconscious bias can be insidious and underestimated or rationalized too easily. How can unconscious bias and discrimination be dealt with and overcome?
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For many female minorities in the law industry, company and culture often mean that they are the only one in the room or office. This brings up many challenges and is a micro-study for women and minorities that offers insight in how to create change, effectively self-advocate and succeed.
To create the career and professional opportunities that are the most rewarding, effective sponsors and influencers are needed. Behind closed doors, who is vouching for you and pushing your name forward for the opportunities you want? There are two ways to approach sponsorship and career engineering – with intention or with hope – and hope is not an effective strategy. What can you do to strategically foster sponsors and influencers?
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As you advance in your career, very rarely do you have all the skills, experience and capabilities that new opportunities require. Pursuing growth opportunities requires the ability and confidence to see your own potential, the right mentor, and the drive to develop the career and life that best fits your aspiration. What are the tools and ways that you can build confidence to self-advocate more effectively?
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Female and minority deal-makers, litigators and leaders have overcome challenges, preconceptions and prejudices that can provide valuable insights and lessons learned. In the current landscape more opportunities for women and minorities could be opening up. What skills will you need to rise in your career today and the future?
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Four rotating, 20-minute discussions hosted by a topic expert.
Roundtable 1: Increasing the Diversity of Legal & Corporate Leadership
Roundtable 2: Dealing with Unconscious Bias & Discrimination
Roundtable 3: Succeeding in Male Dominant Environments
Roundtable 4: Sponsors, Influencers & Career Engineering
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With less than 20% of female equity partners, law firms are under pressure to become more diverse. Combined with 52% of recent graduating classes being female and current associates also asking for change – change is being forced on law firms. What responsibility do both law firms and their clients have in creating a more diverse future?
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