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There has been a significant rise in demand for Diversity, Equity, and Inclusion (DEI) legal specialists in the corporate sector, particularly among Fortune 500 companies. Companies are actively seeking these specialists to reevaluate and adapt their DEI programs in light of recent legal developments and societal pressures. The number of companies requesting audits and legal advice is increasing to ensure their DEI initiatives align with evolving legal standards while minimising litigation risks. Companies face a dual challenge of addressing backlash against DEI initiatives whilst adapting to an uncertain legal landscape, underscoring the need for transparent and legally sound DEI policies and processes. JD Journal - The Changing Landscape of Corporate Diversity, Equity, and Inclusion Programs - https://lnkd.in/exH2ZkCe #dei #diversity #equity #inclusion #litigation #policy #process #fortune500 #society #socialequity #socialequality

In our third annual DEI Framework, the legal industry's first and only standardized, fully transparent methodology to measure law firms' performance in this arena, we recognized 55 firms for their commitment to elevating equity and raising the bar for diversity and inclusion. In this video, representatives of several member firms speak to the value of DEI initiatives; Lloyd Freeman of Buchanan Ingersoll & Rooney PC; Sharon E. Jones of Haynes and Boone, LLP; Wendell L. Taylor of Hunton Andrews Kurth LLP, and Yusuf Z. Zakir of Davis Wright Tremaine LLP. Learn more about the firms on this year's listing and find out how to be considered for next year's member firm list: https://lnkd.in/gXQA-hr #lawfirms #legalprofession #legalinnovation #diversity #inclusion

Diversity in the workplace is generally seen as a positive attribute, contributing to innovation, creativity, and overall organizational success. However, some legal risks have general counsels on high alert and, at times, create division between chief diversity officers and chief legal officers. Despite some highly vocal backlash, most CEOs and diversity officers say their companies have not pulled back on their prioritization of DEI. Still, they cite concerns over legal liability and increased collaboration with and oversight from their general counsels. According to a survey from Littler, organizations are reverting to more straightforward initiatives such as implicit bias training and other educational resources, which, while they can be useful, are not always as effective in driving immediate and patent progress. Read more: https://lnkd.in/eyR5F_i6

Back by popular demand!🔥🔥🔥 Because this series was so well received, legal department leaders are invited — one last time — to join Diversity Lab and in-house counsel from the Diversity Dividends Collective for a final session of the State of the Industry for Legal Departments: Diversity & Inclusion on Outside Counsel Teams on Tuesday, August 15. For the first time, the profession has access to a breadth of representative data that shows who has access to high quality work, client interactions, financial credit for new or expanded work, and team leadership. This data represents more than 620 client teams from 320+ law firms who work for 40+ legal departments. 🤩 If you weren’t able to attend last month, join us to hear about groundbreaking trends and what you can do to support inclusion on client teams. Register here: https://lnkd.in/e9biMBk8 #Diversity #Equity #Inclusion #Collaboration #DEI #LawFirms #LegalDepartments #DiversityDividendsCollective Valerie Portillo Lisa Kirby Leila Hock, JD Caren Ulrich Stacy

“The role of the general counsel is to manage #risk, ensure #compliance with laws and regulations, and protect the company from potential #litigation. Chief #diversity officers, on the other hand, are largely focused on implementing and championing efforts that attract, retain, and tangibly advance diverse #talent. While their respective directives aren’t mutually exclusive—and compliance is a key facet of the CDO role—chief legal officers are likelier to err on the side of caution, potentially hampering diversity heads’ ability to effect change—and do so swiftly… 57% of CDOs say their organization is defining metrics for DEI #progress, while just 19% of CLOs say the same. In yet another gap, 89% of diversity heads say their organization’s DEI plans and goals are clear, while 69% of corporate lawyers agree their company has well-defined DEI strategies… Today’s corporate attorneys are increasingly involved in the creation and implementation of #DEI initiatives, and they’re dissuading diversity practitioners from what they consider to be thornier and more legally fraught programs, such as diversity-based incentives like bonuses based on representation targets, fellowships for specific demographics, or performance reviews that include criteria related to DEI performance and results. According to a survey from Littler, organizations are reverting to more straightforward initiatives such as implicit bias training and other educational resources, which, while they can be useful, are not always as effective in driving immediate and patent progress.” All excerpts and #data by Ruth Umoh in this Fortune article below. #leadership #education #law #equity #inclusion #business #strategy #policy #practice #impact #investing #assetmanagement #money #cultureofmoney

Why are diversity, inclusion and belonging (DIB) policies so crucial to a healthy law firm culture? In this free extract from our forthcoming Special Report, ‘Culture in Law Firms: Best Practices for Engagement and Retention in a Hybrid World’, Naomi Beard Nelson, Mary Ellen Connerty, and Michelle Egan explore the continued need for robust DIB policies, with deep disparities still persisting in law firms. Head to our website to read the full chapter for free: https://lnkd.in/e6DWrk7S ‘Culture in Law Firms’ examines the effects of the rapid shift to hybrid working in law firms, explores post-pandemic law firm management trends, and explains how law firm leaders can cultivate strong bonds within the firm and with clients, as well as retain and engage top talent. To achieve this, the authors believe that firms must intentionally evolve their cultures, paying attention to key levers including new styles of leading and communicating, managing change, understanding generational differences, and integrating belonging and wellbeing into business strategies. Use code ‘VFC25' to claim your 25% pre-publication discount: https://lnkd.in/eqUm9RuQ

The "S" in ESG in action. Dr Sandie Okoro 欧珊迪 was included among the top 10 most influential Black Britons in The Powerlist 2023. Having moved from the World Bank to Standard Chartered as GC, she has set up a taskforce that will “focus on improving opportunities for minority talent and aligns with our overall approach to diversity and building a culture of inclusion at Standard Chartered." The taskforce has partnered with 4 of its panel member law firms "to understand what barriers exist that deter minority talent from entering and succeeding in the legal profession and take collective action to drive change." #generalcounsel #inhousecounsel #lawfirms #dei #diversityinlaw https://lnkd.in/esnkYKdH

👉 Managing IP have asked more than 25,000 in-house counsels what they look for when choosing an external counsel, and the report reveals a clear trend: diversity, equity and inclusion (DEI) is high on the priority list.   34% indicated that DEI initiatives were important to them, while 25% said they were very important. Notably 66% of the respondents to the IP STARS-specific survey indicated that DEI is *crucial* when picking an external counsel. It well-established that DEI is an important aspect of modern business and there are a huge number of resources covering the advantages of diversity including: - Better opportunities for creativity and problem-solving - Smarter decision-making - An increase in profits and productivity - Reduced rates of employee turnover - Improved reputation for your business Working towards a clear and effective DEI policy and culture within your IP firm is not only the right thing to do, but the business case is growing within the industry such that firms who don't adopt this approach might be left behind. #diversityandinclusion #DEI #intellectualproperty

Dive into the critical role of diversity and inclusion in law firms and learn how BCG is shaping the solution.  Stay informed. https://lnkd.in/gUj7gxzM #DiversityAndInclusion #LegalDiversity #LawFirms #BCGSearch #LegalCareers

Happy to share this thoughtful and practical article around #DEI practices via our clients at SRD Legal Group