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 cpuffenberger@lcldnet.com.
1. LCLD Members Brainstorm Experiments to Support Diverse Talent
LCLD Communications, 11/15/17
The 150+ recommendations generated by LCLD Members and their guests centered around assignment, sponsorship, evaluation, accountability, and metrics.
Interested in working with LCLD to develop an experiment at your organization? Contact Erin Hess, LCLD Strategic Initiatives Program Manager.
2. Why In-House Counsel Have Made LGBTQ Inclusion a Priority
Corporate Counsel, 11/20/17
“Our leadership in this space goes back to 1975, when AT&T became one of the first major corporations in the United States to adopt a policy prohibiting discrimination based on sexual orientation,” says Stacey Maris of LCLD Member organization AT&T.
3. Following ‘Mansfield Rule’ Popularity, Diversity Lab Touts 2 New Hackathons
The American Lawyer, 11/13/17
“These law firms and legal departments understand that the things we’ve been doing to boost diversity and inclusion either haven’t worked or haven’t worked fast enough,” says Caren Ulrich Stacy, CEO of Diversity Lab, on the organization’s upcoming diversity in law hackathon.
4. Private Equity Has Something to Add to the Diversity Discussion. Yes, Really.
Forbes, 11/20/17
Private equity firms excel at “evergreen hiring,” a long-term, relationship-based strategy for building a pipeline of diverse, senior-level talent.
5. Succession Still a Struggle for Law Firms, States New Study
The American Lawyer, 11/15/17
“Succession planning comes hand-in-hand with better management of the multi-generational workforce, including training and developing young talent.”
6. Training Programs and Reporting Systems Won’t End Sexual Harassment. Promoting More Women Will.
Harvard Business Review, 11/15/17
“Male-dominated management teams have been found to tolerate, sanction, or even expect sexualized treatment of workers, which can lead to a culture of complicity… Women’s presence in management can change that workplace culture.”
