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 firstname.lastname@example.org.
Corporate Counsel, 8/30/18
LCLD Member corporation Microsoft will now require suppliers, including outside counsel, to offer employees a minimum of 12 weeks of paid parental leave, announced LCLD Member and General Counsel Dev Stahlkopf.
ABA Journal, 8/30/18
“When a majority of people believe they cannot secure a lawyer or have meaningful access to the court system to resolve their disputes fairly and justly, they lose confidence in the rule of law, the foundation of not only our justice system but of our democracy as well,” writes LCLD President Robert Grey.
“Elevating our women and minority talent, and getting them the same level of access and exposure, is not going to happen by accident,” says Dawn Rosemond, Director of Diversity, Professional Development, and Inclusion at Barnes & Thornburg.
Corporate Counsel, 8/31/18
Three of the four companies named 2018 Employers of Choice by the Minority Corporate Counsel Association are LCLD Members: Freddie Mac, Honeywell, and Gap. Former LCLD Board Member Michele Coleman Mayes also received the inaugural Charlotte E. Ray Award for her advancement of women in the legal profession.
Suggestions include: strive for straightforward conversations that show the role all employees play in perpetuating stereotypes; share data on the business value of diversity; and provide opportunities for white men to build relationships with employees of other backgrounds.
Harvard Business Review, 8/28/18
“Women are often advised to stand out if they want to get ahead. But taking on visible roles in the workplace exposes women to risk, and they know it. As long as women are faced with only bad options, the choice to stay behind the scenes will continue to be appealing.”
Harvard Business Review, 8/29/18
To develop a more diverse network get uncomfortable, be mindful, and seek out “collabotrarian” groups, writes investor Amy Nauiokas.