Diversity and Inclusion Requires Changing Hearts & Minds…That Takes Time. What Can You Do in the Meantime?
Changing hearts and minds and making real progress with diversity and inclusion takes time. Meanwhile, many attorneys from underrepresented groups fall by the wayside and law firms and law departments struggle to retain diverse talent. What can you do in the meantime? Attend this workshop to learn ways to impact change on a micro level by challenging bias based on race, gender, religion, national origin, disability, age, sexual orientation, or socioeconomic status so that lawyers and law firms can better represent their clients. On an individual level each one of us – lawyer, diversity partner, executive committee member, in-house counsel, HR manager, or corporate executive – can make an impact on diversity and inclusion in the legal profession. Download Bio
Tiffany Harper & Chasity Boyce
A Primer on Women of Color Lawyers and Empowerment
It’s no secret that women of color are underrepresented in the legal profession. Their numbers continue to decline and have yet to return to pre-recession levels in large law firms and beyond. As “double minorities,” research shows they have some of the lowest attrition rates and are subject to bias and hidden barriers that may affect their practice of law and representation of clients. Enrollment numbers for women of color law students have not fared much better. Now is the time for the profession to step up with diversity and inclusion strategies specifically tailored to the hurdles and challenges women of color face. Learn about successful strategies for recruiting, retaining, and promoting women of color from the co-founders of the Diverse Attorney Pipeline Program (DAPP), a non-profit in Chicago that is expanding nationally. Download Tiffany Harper Bio Download Chasity Boyce Bio
Privilege: What is It? Who has It? How are You Using Yours?
Discussions about privilege are often avoided. So, how do you take the “scary” out and minimize the “shut down” to really talk about it? Rosalie Chamberlain will help attendees understand their own beliefs, biases and concerns, and learn how “privilege” shows up – who has it, how they (or you) got it, and how it impacts the overall system, including the practice of law and representation of clients. Attendees will also learn concrete methods to create inclusiveness and maximize talent and performance to become more culturally competent lawyers, leaders and supervisors. Download Bio
In-house counsel are in the best position to drive change around diversity and inclusion in law firms and the legal profession. Holding law firms accountable for their efforts, successes and failures has proven to be the most effective strategy in moving the needle. They encourage law firms to create diverse teams, which can help overcome bias and result in better representation on their matters in the courtroom and the boardroom. Law departments that ask the right questions of law firms can develop true collaborations with their outside counsel. Download Bio
Facing the Third Rail by Improving Diversity Metrics and Assessments
When done right, metrics can be one of the most useful tools for a diversity and inclusiveness professional. Since progress in diversity and inclusion frequently inches forward at a snail’s pace, an ordinary assessment may reveal there is no appreciable, tangible, positive impact resulting from an organization’s D&I programs and initiatives. There is, however, a way to develop metrics and assessments so they are not your dreaded third rail. This session will help you put mechanisms in place to learn from the past and prepare for the future as it relates to diversity and inclusion in the workplace. Metrics done right look beyond headcounts.
Lessons Learned from the Tech Sector
The tech industry, like the legal profession, has received significant attention for its lack of diversity and continued struggle to create an industry that reflects this country’s diverse talent pool. Elitism and bias on the basis of age, race, gender, gender identity, and socio-economic status continue to be pervasive issues. Some companies, however, are taking bold approaches to improve diversity and inclusion. Workshop participants will learn about the shared challenges across industries and opportunities for increasing diversity and inclusion. Download Bio
Taking Off the Covers: The Effects of Concealing Our Authentic Selves
Did you know that President Franklin D. Roosevelt preferred to be seated behind a table before his Cabinet entered the room? Everyone knew he was in a wheelchair yet he made extra efforts to ensure his disability was in the background of the interaction.
Learn why we mute our authentic selves to gain acceptance and advancement in the legal profession. This universal dynamic is termed “covering” and plagues our profession more than we know since it often arises from and perpetuates bias. Using quantifiable studies produced by the industry’s leading experts, we will reveal how people with stigmatized identities are left out of the inclusion paradigm and how covering effects productivity, representation of clients, retention and well-intended inclusion efforts in the legal profession. Download Bio
Protections and Attacks on Transgender Americans
In 2008, Colorado passed comprehensive non-discrimination protections for transgender Coloradans. Unfortunately, few states offer similar protections and the federal attack on transgender Americans leaves many without protections in housing, employment and public accommodations. This workshop will explore the legal landscape for transgender Americans and its impact on the lives of transgender people. Download Bio
Judge Mary McClatchey (moderator) with Stephanie Edinger, Chris Groll, and Liz Sharrer
Take it to the Next Level with a Flexible Work Program
A strong reduced time program embedded into law firm culture can be a critical factor in the advancement and retention of attorneys in the practice of law. Join former Judge Mary McClatchey and three partners who have been deeply involved with Holland & Hart LLP’s reduced hours program, and who are now taking it to the next level. Attendees will learn how to address attitudes and bias by clients and legal professionals, as well as best practices for assembling allies and integrating the flexible program into strategic firm goals. Download Mary McClatchey Bio , Download Bio Stephanie Edinger , Download Chris Groll Bio, Download Liz Sharrer Bio
Stacey Campbell (moderator) with Joel Stern, Dionna Litvin, Preston Pugh, Ana Reyes and Nate St. Victor
Solving Rather Than Admiring Our Profession’s Diversity and Inclusion Legal Challenges: The Importance of Legal Supplier Diversity and the Power of Partnerships between “Big Law” and Minority and Women Owned Firms
This session covers the topic of Legal Supplier Diversity and using the National Association of Minority and Women Owned Law Firms (NAMWOLF) as one way to address some of the issues that exist in our profession with respect to diversity and inclusion. The session will first highlight some 2016 numbers in our profession, briefly touch upon unconscious bias as the number one impediment to progress, highlight the four pillars of a best in class in-house legal diversity and inclusion program and then focus on NAMWOLF as one viable option to solve rather than admire our diversity and inclusion issues. A panel of in-house and law firm attorneys will then address the Power of Partnerships between “big law” and minority and women owned law firms and how this arrangement can provide in-house legal groups with excellent legal services while effectuating positive change in our profession.
Own Your Time: Time Management and Productivity Training
This interactive and entertaining training is meant for all who struggle with managing their time and their practice. It is especially helpful for busy practicing attorneys trying to achieve some work/life balance without sacrificing excellence in the representation of clients and practice of law. Learn how to increase practice revenue, decrease stress, manage distractions, improve productivity, and find time for yourself. Download Bio
Jasmine Parson Williams
Better Together: Pipeline Collaboration Strategies
Complex social issues can put extreme pressure on the diversity pipeline, well before law school or legal employment. This session will explore these issues and their relevance to diversity in the legal profession, as well as provide actionable strategies. We will explore the benefits and drawbacks of Collective Impact as a strategy, review case studies in other disciplines, and discuss how adapting the strategy can provide transformational change to the way we approach the pipeline to the profession. This session will be helpful to those willing to go beyond the numbers, who are committed to ensuring a consistent flow of talent throughout the legal education/employment spectrum. Download Bio