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.
Minnesota Lawyer, 11/29/18
LCLD Member James Chosy (U.S. Bank) and LCLD Fellows Dionne Blake (Target) and Eric Rucker (3M) discussed strategies to create meaningful improvements on diversity and inclusion in the legal profession on a recent panel.
“The willingness of LGBTQ employees to be authentic hinges on how they believe their boss, their colleagues, and their clients will react,” writes Wesley Bizzell, 2014 Fellow and Senior Assistant General Counsel at Altria. Bizzell lays out a variety of strategies organizations can use to be inclusive of LGBTQ employees.
Legal Evolution, 11/25/18
“We have found convincing evidence that data plus purpose is powerful,” writes Evan Parker of LawyerMetrix on his recent work helping legal departments and law firms make better use of their diversity data.
Read more about his work with BASF on LCLD's What's Working portal.
The Practice, December 2018
“For nearly two decades, Asian Americans have been the largest minority group in major law firms. But they have the highest attrition rates and the lowest ratio of partners to associates among all groups,” finds a recent study on Asian Americans in the legal profession.
“Allyship is a continual investment of time in supporting others, holding ourselves accountable when mistakes are made, apologizing, and being prepared to rework the approach towards allyship as needs change,” writes D&I expert Sheree Atcheson.
The New York Times, 12/3/18
Roughly a quarter of people surveyed in a recent study believe women should have the same opportunities at work that men do, but believe they should have more responsibility at home—discounting the impact that inequality at home can have on equality in the workplace.