👉 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
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What Corporates Want 2024: diversity initiatives https://lnkd.in/evtGRYEY A survey of more than 25,000 in-house counsel reveals that diversity initiatives are a high priority when choosing external counsel #whatcorporateswant #managingip #diversity #inhousecounsel #dei
What Corporates Want 2024: diversity initiatives
managingip.com
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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
Navigating the Nuances of Board Diversity in NASDAQ-Listed Companies
https://corpgov.law.harvard.edu
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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
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“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
Anti-DEI movement pits general counsels against diversity heads
fortune.com
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Tickets are on sale! Join The Say Gap and help build strategies to create an environment which can support truly diverse teams, and encourage diversity of thought in law firms #TheSayGap #DEandI #legalconference #workshop #Diversity #LegalInnovation #WomenInLaw #PublicSpeaking #DEI #DiversityAndInclusion #LegalSector #Leadership #BigHand
💪 Break Barriers with The Say Gap on Day 1, as we tackle critical DEI challenges in the legal industry. 👀 A recent BigHand survey of 852 global law firm executives revealed significant gaps: 62% lack data on associates' career progression, and 59% have insufficient insight into their skill sets. Addressing these issues begins with creating a more inclusive and equitable environment. 🌟 Join us as we explore actionable strategies to enhance Diversity, Equity, and Inclusion within legal teams. Discover how to drive sustainable performance, support professional development, and break down barriers to build a more inclusive legal sector. Don’t miss the opportunity to hear from diverse voices and contribute to meaningful change. Be part of the conversation and help shape the future of our industry! 👉First Release tickets are now available: https://lnkd.in/e6mWWKu2 Cosmonauts | Legal IT Insider | EY | Ginger Leadership Communications | She Breaks the Law #TheSayGap #DEandI #legalconference #workshop #Diversity #workshop #LegalInnovation #WomenInLaw #PublicSpeaking #DEI #DiversityAndInclusion #LegalSector #Leadership
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Join us at the 2024 Creating Pathways to Diversity Conference (Pathways) on September 22-25 in Scottsdale, AZ to hear this panel discuss the findings of our 2024 MCCA Fortune 1000 General Counsel Survey. Learn more about this session below! 📊 MCCA’s Annual General Counsel Survey of the Fortune 500 & Fortune 1000: Pipeline Impact Since 1999, MCCA began tracking information about Fortune 500 general counsel and, more broadly, Fortune 1000 since 2004. MCCA’s Fortune 1000 General Counsel Report (the Report) contributes to MCCA’s understanding of the trends and status of diverse representation at the legal offices in America’s top companies – the Fortune 1000. By providing a summary of the representation and year-over year trends among the Fortune 1000, MCCA hopes to inform stakeholders about the state of DEI work and provide a benchmark of corporate legal departments’ diversity levels, allowing interested groups to set goals and strategies to achieve equitable representation across the corporate legal pipeline. This session will review the 2024 MCCA report findings, the impact of the current political and social climate on the talent pipeline, the key factors to sustaining focus and strategies on how to increase representation at the top in the legal profession. Register for Pathways today: https://bit.ly/4b93is9 Andrea B., John Gilmore, Victoria Reese, Yolanda Sanders (she/her) #MCCAPathways #Fortune500 #Fortune1000 Jean Lee (She/Her/Hers)
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Solution Architect & Global ESG Committee Lead at Factor | Founder at Climate Local | OYW & IEP Ambassador | Consultant at Force of Nature
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
The Changing Landscape of Corporate Diversity, Equity, and Inclusion Programs
https://www.jdjournal.com
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The SA GC for D&I initiative law firm engagement guide toolkit provides guidance for general counsel members and corporates on how to approach law firms to participate in our initiative. Which one of these five guiding principles do you personally feel will help guide general counsel members and corporate engagement with law firms? 1️⃣ Use your influence wisely 2️⃣ Be straightforward and build relationships 3️⃣ Discuss the benefits of becoming members of our initiative 4️⃣ Lead by example 5️⃣ Highlight the need for collaboration and revision in the scope and approach of the SA GC for D&I initiative, as DEI is a constantly evolving space #DEI #Diversity #Equity #Inclusion #DiversityEquityandInclusionMatters #LegalLeadership #CorporateDiversity
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Commercial Partner Simon Edwards led a dynamic panel featuring Natalie Hunt (Assistant General Counsel, Johnson Matthey), Jasmin Chiu (Legal Advisor, McArthurGlen Group), Lucy Gün Graduate, Coca-Cola Europacific Partners), and Phoebe Clements (Commercial Paralegal, McArthurGlen Group). They stressed that #ESG, ethics, and values are top priorities for new legal professionals and need more than just lip service from employers. Check out our article in the Enterprise GC Conference 2024 supplement, where we share key insights from the discussion and our actionable takeaways for employers looking to hire the brightest young legal minds. Read here: https://bit.ly/3YrCEYS #EnterpriseGC
The Ideal Employer for the Idealistic Gen Z Lawyer -Trowers & Hamlins
trowers.com
UK and European patent attorney | Intellectual Property Manager at Riverlane
7moIt's definitely something that I considered when selecting outside counsel, and there is huge variation between firms. I find it very insightful looking at equity partner details on Companies House - apparent diversity on websites isn't always reflected in partnerships!