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. Past issues of the Digest are also archived on the LCLD web site.

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1. WATCH: HP Continues ‘Reinvent Mindsets’ Campaign with #LatinoJobs Recruitment Focus 

The Drum, 4/17/18

“Help us reinvent what a Latino job means. HP is hiring, and talent is our only criteria,” says Kim Rivera, LCLD Member and Chief Legal Officer of HP Inc.,in a video targeting stereotypes about Latino jobs.

2. Hogan Lovells Scraps ‘Broken’ Review System for Associates 

The American Lawyer, 4/12/18

A new initiative at LCLD Member firm Hogan Lovells requires associates to regularly seek out feedback from co-workers, rather than relying solely on annual reviews; Steve Immelt, LCLD Member and CEO of the firm, says he hopes the changes will better support the younger generation of lawyers.

3. Starbucks Turns to Unconscious Bias Training 

The Washington Post, 4/17/18

LCLD Member corporation Starbucks Coffee Company will be closing all 8,000 U.S. stores to conduct racial bias training with nearly 175,000 employees; the training will focus on how to address implicit bias, promote inclusion, and prevent discrimination.

4. Black Professional Men Describe What It’s Like to Be in the Gender Majority but the Racial Minority 

Harvard Business Review, 4/11/18

“In white male-dominated professions like the law, black men are in the majority because of their gender, but in the minority due to their race. Consequently, they occupy a somewhat contradictory position where they simultaneously fit in even while they stand out,” writes Adia Harvey Wingfield, professor at Washington University. 

5. What Most People Get Wrong About Men and Women 

Harvard Business Review, May 2018 issue 

The persistent lack of gender equality in leadership is frequently blamed on gender differences—assuming, for example, that women are worse at negotiating or less willing to take risk than their male counterparts. But to achieve parity, organizations need to focus more on the external conditions that reinforce these stereotypes and undermine women.