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. HP’s Kim Rivera on the Importance of Diversity and Inclusion
Chief Executive, 9/28/18
“At the current rate of change, women in law firms will achieve equity in the year 2181. Through this perspective, I feel an urgency to try new solutions and have those solutions produce faster results. We are well past the day of improving incrementally,” says Kim Rivera, LCLD Board Member and Chief Legal Officer of HP Inc.
2. Microsoft Seeks Diversity in Its Outside Counsel
Corporate Counsel, 10/1/18
In the past ten years, the number of hours worked by diverse lawyers on matters for LCLD Member corporation Microsoft Corp. has increased by more than 20 percent—thanks in large part to its Law Firm Diversity Program, says General Counsel Dev Stahlkopf.
3. A Spotless Experience: LCLD Fellows Visit The Clorox Company
LCLD Communications, 10/2/18
This summer, LCLD Board Chair Laura Stein hosted more than two dozen Fellows for a Learning Experience at The Clorox Company headquarters in San Francisco.
4. Powerful Ways Managers Can Curb Implicit Biases
Harvard Business Review, 10/1/18
When assessing people, whether in a job interview or evaluation, we unconsciously measure them against a mental “template,” write professors Lori Mackenzie and Shelley Correll. To prevent bias, we need to challenge the assumptions behind our templates for success.
5. When Boards Broaden Their Definition of Diversity, Women and People of Color Lose Out
Harvard Business Review, 10/3/18
Employing anti-bias training, wider recruitment, and a blind review process in board selection would allow boards to grow both their experiential diversity and minority representation—rather than increasing one at the cost of the other.
