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.
If you have questions about the Digest, articles you'd like to share, of if you would like to subscribe, please email Communications Specialist Caitlin Puffenberger at email@example.com.
The American Lawyer, 4/27/18
Client requests for diversity data doubled during the first quarter of 2018, according to Leslie Richards-Yellen, Director of Inclusion at LCLD Member firm Hogan Lovells; more clients are also asking for specifics, like how many hours diverse attorneys will log or what their role is on the team.
Bloomberg Law, 4/25/18
More than a third of legal departments hire outside counsel based on diversity, and the majority of legal operations executives are women, according to a recent survey from the Corporate Legal Operations Consortium. LCLD Member organizations Google, Starbucks, and Northwestern Mutual also share their efforts to improve diversity internally and among outside counsel.
“It was the first time I had seen his experience ‘normalized’ on such a large scale level… To see that they’re recognizing people of all abilities is a big deal,” said Jamie Sumner, whose son has cerebral palsy, of an ad at LCLD Member organization Target.
The Atlantic, 4/26/18
Employees at Slack share how the tech company has achieved higher percentages of women and minorities, in both leadership and technical roles, than many other Silicon Valley companies—all without a chief diversity officer.
“Inclusion happens when people in power use that power to bring people in rather than keep people out,” says Amber Baldet, a blockchain expert and diversity advocate.
Harvard Business Review, 4/27/18
Strong workplace flexibility policies—and a culture that supports them—can help an organization avoid bias toward both parents and non-parents.
The New York Times, 4/23/18
A new study found that female CEOs make the same as their male counterparts; researchers speculate that parity exists for CEOs (and not other leadership roles) because of the role’s visibility.