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08:00 AM
REGISTRATION & CHECK IN
09:00 AM
OPENING COMMENTS


09:15 AM
A Few Good Men: Moving Beyond #MeToo

Rarely do we see inclusion strategies that stress the need to include, listen to, and work with the dominant group — the one that is seeing its preeminence questioned. However, that is where leadership is most needed: in helping today’s dominant group embrace tomorrow’s reality. While it goes without question that women and minorities in positions of power must help others to move the needle, a better approach may be to engage everyone in bringing about change. When it comes to women’s advancement, men matter. 

This panel will explore:

  • Identifying Male Allies
  • Developing an engagement strategy
  • How you can self-advocate in order to get buy-in from others
  • What law firms and corporations can do to help
  • Tips and success stories from the panelists












10:00 AM
NETWORKING BREAK
10:15 AM
Disrupting the Noah’s Ark Approach to DEI: Creating a Culture of Inclusion

According to Bible scholars, there are no unicorns left in the world because they never made it on to the Ark. It is thought that they were running late or they had a disagreement with Noah. No one is quite sure. The point is that who knows how many other creatures missed the boat!  In The Loudest Duck by Laura Liswood, she writes that at some point, corporate diversity came to mean the inclusion of at least two of every kind. Far too many managers and leaders figured that if you crammed a pair of each minority into a company or into a boardroom, you had accomplished the task of creating a diverse work environment. Nothing could be further from the truth! 

This panel will explore: 

  • How can partners and associates engage their firm in more creative D&I initiatives? 
  • How can firms show their clients that they are sincerely implementing change and not just using a broad brush? 
  • How is credit given at law firms and what has to change? 
  • What responsibility do in-house counsel have in helping law firms to become more diverse? 
  • What can corporations do to become more diverse? 












11:00 AM
NETWORKING BREAK
11:15 AM
Networking in a Pandemic: How to Stay Calm & Connected in the New Normal

While the pandemic has certainly generated undue hardship, it has also offered us more than a few silver linings. These include more flexibility in regard to where we work and when we work.  As a result, many are choosing to pursue new opportunities and nontraditional paths. However, this requires confidence, creativity, and the necessary personal awareness to get in touch with what is important to you. It also requires a strong network and the ability to ASK for what you want.           

This panel will explore: 

  • Getting clear with what you really want  
  • How to build a strong network in a virtual world….it’s a skill that needs to be developed! 
  • The ASK: Asking for what you want and knowing why you deserve it 
  • Paying it forward: How best to advocate others 












12:00 PM
NETWORKING BREAK
12:15 PM
The Time for Change is NOW: Attracting, Promoting & Retaining Leaders of Color

Leaders of color are resolute in their determination to get ahead. Why then do so few make it to the top in Big Law or major corporations? The numbers are abysmal with 2.81 percent in equity partnership positions and 3.9 percent in the C-suite. Due to ongoing events since the spring of 2020, public outcry for change is at an all-time high. And while diversity and inclusion initiatives are becoming more commonplace in both law firms and corporate America, progress is slow.

This panel will explore:

  • Challenges that minority leaders face in the legal profession
  • Why law firms and other employers should care about retaining and advancing people of color
  • Performative vs. Substantive change
  • Affinity groups and other resources
  • Success stories - Advice for young attorneys of color












01:00 PM
NETWORKING BREAK
01:15 PM
From Competition to Collaboration: Shifting the Paradigm

Women leaders in both business and the legal profession are still rare. Because creating and maintaining a gender-balanced workforce is no longer a gesture of good will, but essential to financial growth, finding ways to foster diversity in corporate leadership is imperative.

This panel will explore:

  • Bridging the gap between the business and legal units
  • Recruiting and sustaining female talent
  • Increasing awareness of the effects of implicit biases around female stereotypes:
    • They are not tough enough
    • They are more invested in their families than their careers
  • Tips and Success stories












02:00 PM
NETWORKING BREAK
02:15 PM
No Longer a Man's World: Getting a Seat at the Table

By now it’s fairly common knowledge: Women often do not apply for a job if they don’t check every box, whereas men regularly seek jobs for which they are only partially qualified. This is no less true in the legal profession, and applies to landing an entry-level associate position all the way up to being promoted to general counsel or making partner.

The reality is, as you advance in your legal career, you very rarely have all the skills, experience and capabilities that a new post will require. Instead, pursuing growth opportunities requires the confidence to see your own potential to develop the necessary commercial awareness, analytical skills or litigation experience on the job, rather than waiting until you’re “perfectly prepared.” It can also be of tremendous value to enlist the right mentors and sponsors who will vouch for you and push your name forward for the opportunities you want.

This panel will explore:

  • The meritocracy and why it cannot be relied on
  • The ASK: Asking for what you want and knowing why you deserve it
  • Dealing with rejection: Every “no” means you are closer to a “yes”
  • Differentiating sponsors from influencers and mentors
  • Cultivating potential sponsors
  • What are the best ways to advocate for ourselves and others?












03:00 PM
NETWORKING BREAK
03:15 PM
Rewriting the Rules in the Age of COVID-19: Becoming a Futurist

We do not have a crystal ball but for a moment, let’s pretend we do. What does the workplace look like? Will we go back to brick and mortar or continue to work remotely? What will this mean for DEI initiatives? While the virus has pushed us out of our comfort zones, it has also presented a unique opportunity to look at our options and evolve as professionals and as humans.

 This panel will explore:

  • Letting go of the past and finding new ways of adapting to the changes ahead
  • What are the obstacles and challenges?
  • What are the silver linings?
  • How we can leverage the new normal to create more opportunities to promote DEI?












04:00 PM
CLOSING COMMENTS


04:15 PM
NETWORKING RECEPTION & RAFFLE