AGENDA: Wednesday, October 7th, 2020
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:
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
Working remotely has created a new set of challenges for women and minorities especially those that are also in a caregiver role. Whether you are caring for children, elderly parents or just having a balanced work-life integration, COVID-19 has placed an even greater strain on those already trying to keep up with the demands of a successful career.
This panel will explore:
- Best practices for working remotely
- Why companies should support – not penalize – parents and caregivers now and in the future
- Realistic tips for achieving balance
- The silver linings: How the pandemic will change the way we work and create more opportunities for flexibility
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
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
