Compiled for the LCLD Board of Directors every Wednesday, this digest is designed to brief you on the latest headlines about LCLD Members and organizations, as well as thought-provoking articles on diversity in the legal profession, talent development, mentoring, and leadership. Starting in 2015, the Digest will be archived on the LCLD web site.
If you have questions about the Digest, or articles you'd like to share, please email Caitlin Puffenberger at firstname.lastname@example.org.
This week in news related to diversity and inclusion, LCLD Member corporations win 2015 Catalyst Awards, and more women than men are promoted at several Washington, D.C. firms.
2012 Fellow Demetra Liggins, a partner at Thompson & Knight LLP’s Houston office, was profiled in Law360’s Minority Powerbrokers series. “She tells law firms seeking to diversify to get creative with their hiring practices: “If the way that law firms have always hired was going to yield a more diverse law firm, then it probably would have done so by now.”
Catalyst Inc., 1/23/15
The Catalyst Award honors companies and firms that have successfully implemented diversity strategies to improve their workplace culture. Both 2015 winners are LCLD Members. Procter & Gamble was recognized for its global initiative, Everyone Valued, Everyone Included, Everyone Performing at Their Peak™, which includes many talent and leadership development tools geared toward women and minorities and has helped increase female representation at all levels. Chevron was also recognized for The Chevron Way: Engineering Opportunities for Women, a combination of initiatives designed to engaging talented women at all levels of the company.
Talent Management, 1/22/15
Women only hold 19 percent of U.S. board seats, behind eight European countries, according to a recent study by Catalyst. Two editors from Diversity Executive magazine suggest the following strategies for increasing gender diversity on boards:
- Be mindful that board-readiness is a process that starts early in a woman’s career.
- Provide high-potential women with opportunities to develop leadership skills and work outside their comfort zones.
- Reevaluate the criteria used to select board members. Many women are ignored because they don’t meet certain criteria – for example, having been a CEO or led a global division. Women historically haven't had the same opportunities as men to advance in certain areas, but that doesn't mean they aren't qualified.
The National Law Journal, 1/21/15
Sally Rosenberg, a lawyer at LCLD Member firm McDermott Will & Emery, shares her experience being promoted to partner for the second time. Rosenberg became a partner at the firm in 1993, before leaving the profession to pursue other goals; she returned to the firm in 2008 in an administrative role and has now been promoted to partner again. She applauds McDermott’s flexibility and desire to make her feel at home.
The National Law Journal, 1/19/15
Eight of Washington, D.C.’s largest firms promoted more or equal numbers of women than men in 2014, and all of them are LCLD Members:
- Arent Fox: 100%
- Akin Gump: 80%
- Sidley Austin: 67%
- Jones Day: 63%
- Crowell & Moring: 60%
- Gibson Dunn: 50%
- Hogan Lovells: 50%
- King & Spalding: 50%
The Washington Post, 1/16/15
For the first time in 50 years, a majority of U.S. public school students come from low-income families. This new trend could mean a growing disparity in other areas, as children from low-income families are less likely to have support at home, have less exposure to enriching activities outside of school, and are less likely to attend college.