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. Celebrating 10 Years of Microsoft's Law Firm Diversity Program
Microsoft on the Issues, 12/11/18
The Law Firm Diversity Program at LCLD Member company Microsoft has led to significant change among participating firms; in the last 10 years, firms increased the percentage of hours diverse lawyers worked on Microsoft matters from 33.6 percent to 58.3 percent.
Microsoft also announced that LCLD Member firm Davis Wright Tremaine was its 2018 Top Performer.
2. The Best Workplaces for Diversity
Fortune, 12/10/18
Based on feedback from employees across all dimensions of diversity, the following LCLD Member companies were among the top 15 on this year’s list: Comcast, Workday, T-Mobile, Navy Federal Credit Union, and FedEx.
3. How Women Manage the Gendered Norms of Leadership
Harvard Business Review, 11/28/18
Female executives share strategies to combat the pressure to be simultaneously tough and nice.
4. US Bank’s James Chosy: Where Tech Leads, So Do In-House Lawyers
Corporate Counsel, 12/10/18
LCLD Member James Chosy, General Counsel of US Bank, discusses the ways in which he pushes for innovation in his legal department.
5. Why Diversity Should Be Focused on Impact, Not Equity
Forbes, 12/11/18
Focusing on diversity impact helps avoid gaps between leadership and staff, makes alternative perspectives meaningful, and mitigates the "placation factor."
6. Inclusion—Not Just Diversity—Will Help Retain Employees
Harvard Business Review,
“Tools such as segmented engagement surveys, focus groups, and personal conversations can guide management in taking the actions that will help keep their talent engaged and committed to the organization,” writes diversity consultant Karen Brown.
