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. The NLJ 500
National Law Journal, 6/27/17
The NLJ’s latest report shows that LCLD Member organizations are well positioned to impact the profession (eight of the top 10 largest firms are Members); LCLD Members are also committed to gender diversity, making up five of the top 10 firms for female representation.
2. What’s Working: Communicating with Courage, Candor, and Clarity
LCLD, 6/22/17
LCLD Member firm O’Melveny & Myers LLP is working to develop a feedback culture by encouraging colleagues to give, receive, and request feedback more frequently across all levels.
3. How is Prudential Using D&I to Drive Business Results?
DiversityInc, 7/7/17
LCLD Member organization Prudential Financial, Inc. developed a culture of inclusion for people with disabilities through “a wide array of metrics that help tell an evidence-based story” and “executive level support.”
4. People Suffer at Work When They Can’t Discuss the Racial Bias They Face Outside of It
Harvard Business Review, 7/10/17
More than a third of black professionals feel that it is “never acceptable” to speak out about experiences of bias at work – a feeling that often contributes to a sense of isolation. One solution? Leaders who address societal incidents of racial discrimination.
5. When Potential Mentors are Mostly White and Male
The Atlantic, 7/7/17
“The idea that deep-seated biases can rule whom one gets close to in a corporate setting may help explain why typical forms of mentorship can sometimes work to the detriment of groups that are already historically disadvantaged or underrepresented.”
6. Why Associates Leave and How You Can Get Them to Stay
The American Lawyer, 7/3/17
Associate attrition costs a firm financially and also impacts morale and reputation; to improve retention, help associates feel they are valued members of the team.
