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Beyond Diversity Inclusiveness In The Legal Workplace

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Published Wednesday, October 15, 2014

 Why is it so hard for the legal profession to act on what we know about the benefits of working in an environment that reflects the diversity of those we provide services to?

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Published Wednesday, October 15, 2014

Too often, white men are not included in conversations about diversity and inclusion in the legal profession. In order to advance diversity and inclusion, everyone should be included in the conversation, especially white men. Given their power and authority, white men are in the best position to effect change and influence others.

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Published Thursday, October 2, 2014

Employers and potential employers have more power than they think in helping to narrow the confidence gap between men and women in the workplace.


Read more here: http://www.kansascity.com/news/business/biz-columns-blogs/diversity-diva/article2201449.html#storylink=cp
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Published Wednesday, October 1, 2014

At the tail-end of a discussion about the treatment of female lawyers by their male counterparts, a young female attorney stood and asked: "What about discrimination that happens at the hands of another woman attorney? Does that still happen?" Sadly, the whispered responses from around the room indicated the answer is still an embarrassed "yes." Later, we asked women attendees at another conference the same question and received the same answer. Uh-oh. Houston, we have a problem.

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Published Tuesday, September 30, 2014

Being around people who are different from us makes us more creative, more diligent and harder-working.

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Published Friday, September 26, 2014

New academic research uncovers certain gender biases when it comes to flexible-work arrangements. Can HR level the playing field for workers struggling to strike that delicate balance between work and home?

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Published Thursday, September 25, 2014

Humans make quick decisions. We react reflexively to strange, threatening and potentially life-threatening situations. It’s part of how we survive. Less dramatically but more frequently, we have routine interactions where we meet someone and later realize we’d gotten a “good” or “bad” impression about that person. Maybe this “feeling” translated into an instant like or dislike, all based on an encounter that lasted only a few seconds. But they can affect whether and how we choose to interact with individuals afterward.

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Published Monday, September 15, 2014

The good news with respect to law firms, especially larger law firms, is that direct and intentional barriers to success at law firms have been largely identified and corrected over the last couple of decades. However, the barriers caused by unconscious bias are still strongly entrenched within the legal profession. This statement is not meant to condemn law firms or the managing bodies of those firms because it is nearly impossible to exist as an individual or an organization composed of individuals without having some aspect of hidden or unconscious bias. However, any firm that wishes to address this issue can take steps to do so.

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