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AGENDA: Thursday, November, 5th 2020

08:00 AM
REGISTRATION & CHECK IN
09:00 AM
OPENING COMMENTS
09:15 AM
Promoting Diversity & Inclusion in Law Firms & Corporations: Disrupting Old Models & Lowering Attrition

As organizations scramble to deal with financial challenges of Covid-19, the focus companies place on D & I initiatives have come to a screeching halt. Yet, a growing body of evidence is finding that gender parity and racial diversity, particularly in decision-making roles, has a meaningful impact on innovation, productivity, and profitability. This is not breaking news. Even with the cataclysmic shifts that the world is experiencing, the push for equity in the workplace must be maintained. How your organization shows up right now, will be remembered.   

This panel will explore: 

  • How this pandemic has contributed to uncovering the disparity between marginalized and privileged groups 
  • What we can all do as individuals and leaders to can do to have some difficult but necessary conversations 
  • How in-house counsel can have a direct impact, not only by fostering an inclusive culture within their departments, but also by committing to hiring law firms that employ and promote women and minorities? 
  • Steps law firms can take, such as re-thinking the allocation of origination credit, instituting a gender-diverse committee and third-party oversight of the firm’s practices, and ensuring the firm’s succession plan is gender neutral 








10:00 AM
NETWORKING BREAK
10:15 AM
Countering the #MeToo Backlash: Enlisting Men to Become Ambassadors for Change

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 can you self-advocate in order to get buy-in from others?
  • What can law firms and corporations do to help?
  • Tips and success stories from the panelists




11:00 AM
NETWORKING BREAK
11:15 AM
The Time for Change is Now: Developing & Promoting 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:

  • The 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. Sustainable change
  • Affinity groups and other resources
  • Success stories - Advice for young attorneys of color






12:00 PM
NETWORKING BREAK
12:15 PM
Redefining Success in the Age of COVID-19: The Bridge to the New Normal

Women often do not apply for a job or a promotion if they don’t check every box, whereas men regularly seek jobs for which they are only partially qualified. The challenge can be even more daunting when considering a dream job or career choice that is not part of the normal trajectory. While the virus has pushed us out of our comfort zones, it has also presented a unique opportunity to explore our options. Pursuing these options (whether it be a raise, a promotion or a nontraditional path) requires the confidence courage to see your own potential in order to go after what is important to you.

This panel will explore:

  • Letting go of the past and finding new ways of adapting to the changes ahead
  • Getting clear with what you really want and making the current climate work for you
  • The ASK: Asking for what you want and knowing why you deserve
  • The role of sponsors, mentors and allies in getting us closer to our goals
  • How best to advocate for ourselves and others








01:00 PM
NETWORKING BREAK
01:15 PM
The Executive Suite & The Legal Team: Working Together to Create a More Diverse Culture

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
Lessons Learned from Female & Minority Leaders, Litigators & Deal-Makers

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? 

This panel will examine:

  • Will more opportunities be opening up for women and minorities?
  • What were the obstacles and challenges you faced that surprised you?
  • What are the keys to gaining the best mix of work and personal/family life?
  • What do you notice as more females and minorities move into leadership roles?








03:00 PM
NETWORKING BREAK
03:15 PM
Work-Life Integration: Balancing Professional Success & Personal Fulfillment

Whether working at a large firm or a corporation, the demands of the workplace can be overwhelming. This holds true even if a firm or company has progressive family friendly policies such as flex time and paid parental leave. In fact, many professionals find that when they do take advantage of something like flex time, they feel they are marginalized onto a “mommy track” and penalized at compensation time. As these choices are becoming more acceptable for men, they too have felt the sting of retribution for taking personal time.

This panel will explore strategies to achieve greater personal & professional balance:

  • Self-representation, generating awareness and setting boundaries at work
  • How can companies and firms create new policies that address the need for more balance? Forward-thinking companies know this helps to attract and retain the best talent
    • Promoting teamwork through a collaborative partner compensation model that still meets the demands of clients while creating more space to have a life outside the office
  • Since life/work balance is different for everyone, how can you identify the right life/work balance for you, and then take the necessary steps to achieve that optimal balance?








04:00 PM
NETWORKING RECEPTION & RAFFLE