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Weekly take: Law firm leaders must call out bias https://lnkd.in/eA7GMjXE Partners and other senior leaders must step up if they want diverse talent at their firms to thrive #weeklytake #lawfirmbias #diversity #ipstrategy

In our survey on law firm culture, associates were notably more likely than partners to say they wanted their firm to do more on issues such as work-life balance, diversity, and training and mentorship, and less likely to give their firm high marks on those aspects of firm culture. Ron Wood weighs in on why in this article with Law360. https://bit.ly/42eqHWs #mlaglobal #lawfirms #workplaceculture

Can Doreen Lilienfeld lead a transformative shift in corporate law that not only strengthens governance but also champions diversity and inclusion? Her groundbreaking efforts are paving the way for a future where businesses not only thrive but also foster equitable leadership. Dive into her visionary approach and how it could shape the corporate world for the better. #CorporateLaw #WomenInLeadership #DiversityAndInclusion 

For many companies, the way to a diverse board is not one-size-fits-all. More on these nuances, from Lawrence Cunningham for Harvard Law School Forum on Corporate Governance: https://lnkd.in/ghCx9fg3 #corpgov #corporategovernance #boarddiversity

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

“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

Making affirmative noises alone in my house today while reading this article by Kimberly Hulsey, J.D. about not just why equity (still) matters, but how we can put it into practice in law firms. When we have to spend time making the case over (and over and over...) again for why DEI matters, we lose valuable time we could be spending moving toward a more diverse, inclusive and--yes--equitable workforce.

According to the 2023 Law Firm Culture Survey, lawyers value transparency from management more than ever. Darin Morgan explores the areas where transparency matters most to associates. https://bit.ly/4cUfiQw #mlaglobal #lawfirms #workplaceculture #lawyerlife

💡 According to 2023 Law Firm Culture Survey, attorneys want their law firms to place more emphasis on training and mentorship. Among 28 traits, the top choices include training and mentoring, policies supporting well-being, transparency in compensation decisions, and being succession-minded. The survey highlights notable disparities between partners and associates, particularly in prioritizing well-being (32% partners vs. 60% associates). The study involved 401 responses from lawyers at 227 firms and identified key cultural traits such as client service, high-quality work, financial management, and integrity as essential for firm success. 📖 Read more: https://ow.ly/fJZI50Quqwk

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