Monday, May 1, 2017 from 8:00 AM to 7:00 PM
McNichols Civic Center, Building 144, West Colfax Avenue, Denver, CO, 80202
WHAT’S IT ALL ABOUT?
The Annual Legal Inclusiveness & Diversity Summit
WHY should ATTEND?
With workplace environments experiencing ever-changing dynamics around societal changes, political movements,
2017 Summit Speakers:
Paula Black: Diversity and Inclusion Requires Changing Hearts & Minds…That Takes Time. What Can You Do in the Meantime?
We all know too well, that it takes time to make progress in adding diversity and promoting inclusiveness in the legal profession. What can you do in the meantime? On an individual level each one of us can do something. We can make bold moves to change our own small world.
Participants will be able to see how they can make changes on a micro level, whether you are a Lawyer, Diversity Partner, Executive Committee Member, In-House Counsel, HR Manager, or Corporate Executive… you can make a difference.
Tiffany Harper & Chasity Boyce: A Primer on Underrepresented Women of Color Lawyers
The number of underrepresented women of color lawyers continues to decline and has yet to return to pre-recession levels in large law firms and beyond. Enrollment numbers for women of color law students have not fared much better. It’s critical that the profession address this vulnerable population with diversity and inclusion strategies specifically tailored to the hurdles and challenges that women of color face. Learn about successful strategies for recruiting, retaining, and promoting women of color law students and lawyers from the co-founders of the Diverse Attorney Pipeline Program (DAPP) – an intensive pipeline and training program for 1L, women of color law students.
Rosalie Chamberlain: Privilege: What is Privilege? Who Has It? How Are You Using Yours?
Often discussions about privilege are avoided. So how do you have the necessary conversations when changes are needed to create a more inclusive environment? In order to take the “scary” out of talking about privileges, we have to begin with understanding our own beliefs and concerns about addressing this very important issue. If you want to help create real change in the legal profession and become more culturally competent lawyers and supervisors, then you need to understand how “privilege” shows up; who has it; how did they (or you) get it; and how it impacts the overall system. The interactive workshop will provide a deeper understanding of privilege, as well as take-away actions to build strategies to create inclusiveness and maximize talent and performance.
Virginia Essandoh: Destination Inclusion
In-house counsel are in the best position to drive change around diversity and inclusion in law firms and the legal profession. Holding law firms accountable for their efforts, successes and failures has proven to be the most effective strategy in moving the needle. It starts with law departments asking the right questions of law firms and ends with a true collaboration by which law departments and law firms partner to create diverse teams on matters.
Karen Hester: Facing the Third Rail: Diversity Metrics and Assessments
D/I professionals have many challenges; one of the most fearful ones is determining and sharing results of assessments/evaluations of programs and initiatives, especially if there is no appreciably tangible positive impact on the organization. Metrics and assessments do not have to be your dreaded third rail,however. This session will help you learn from the past, appreciate the present and prepare for the future as it relates to diversity and inclusion metrics in the workplace.
Y-Vonne Hutchinson: Diversity and Inclusion – Lessons Learned from the Tech Sector
During this Q&A session; we will discuss the nature of challenges faced by the industry, the different approaches undertaken by tech companies to increase diversity and inclusion, and the lessons that can be from both the tech and legal industries about the shared challenge of increasing diversity and inclusion within our respective industries.
Dionne King: Taking the Covers Off: The Effects of Covering & Muting Our Authentic Selves in Legal Diversity
Did you know that President Franklin D. Roosevelt preferred to be seated behind a table before his Cabinet entered the room? Everyone knew he was in a wheelchair yet he made extra efforts to ensure his disability was in the background of the interaction. This riveting session will discuss why leaders and everyone alike mute their authentic selves to gain acceptance and advancement in their professions. This universal dynamic is termed ‘covering’ and plagues the legal profession more than we know. Using quantifiable studies produced by the industry’s leading experts, we will uncover how individuals with stigmatized identities are left out of the inclusion paradigm and how covering effects productivity, retention and well-intended inclusion efforts in the legal profession.
Daniel Ramos: Protections and Attacks on Transgender Americans
In 2008, Colorado passed comprehensive non-discrimination protections for transgender Coloradans. Unfortunately, few states offer similar protections and the federal attack on transgender Americans leaves many without protections in housing, employment and public accommodations. This workshop will explore the legal landscape for transgender Americans and its impact on the lives of transgender people.
Liz Sharrer & Mary McClatchey: Building a Great Flexible Work Program at Your Firm
A strong reduced time program, embedded into law firm culture, can be a critical factor in the advancement and retention of attorneys in the practice of law. Join three partners who have been deeply involved with the model program at Holland & Hart LLP, and who are now taking it to the next level.
Joel Stern: Solving Rather Than Admiring Our Profession’s Diversity and Inclusion Legal Challenges: The Importance of Legal Supplier Diversity and the Power of Partnerships between “Big Law” and Minority and Women Owned Firms
This session covers the topic of Legal Supplier Diversity and using the National Association of Minority and Women Owned Law Firms (NAMWOLF) as one way to address some of the issues that exist in our profession with respect to diversity and inclusion. The session will first highlight some 2016 numbers in our profession, briefly touch upon unconscious bias as the number one impediment to progress, highlight the four pillars of a best in class in-house legal diversity and inclusion program and then focus on NAMWOLF as one viable option to solve rather than admire our diversity and inclusion issues. A panel of in-house and law firm attorneys will then address the Power of Partnerships between “big law” and minority and women owned law firms and how this arrangement can provide in-house legal groups with excellent legal services while effectuating positive change in our profession.
Stephanie Wachman: Own Your Time: Time Management and Productivity Training
This interactive and entertaining training is meant for all who struggle with managing their time and their practice. It is especially helpful for busy women lawyers and practicing attorneys who are trying to achieve some work/life balance. Learn how to increase practice revenue, decrease stress, manage distractions and improve productivity- and find time for yourself.
Jasmine Parsons Williams: Better Together: Pipeline Collaboration Strategies
There are often complex social issues that put extreme pressure on the acquisition of talent in the diversity pipeline well before law school or legal employment. This session will explore some of these issues and their relevance to diversity in the legal profession, provide ideas and actionable strategies, and encourage engagement in the educational pipeline through disciplined coordination and collaboration. We will explore the benefits and drawbacks of Collective Impact as a strategy, review case studies of Collective Impact initiatives in other disciplines, and discuss how adapting the strategy can provide transformational change to the way we approach the pipeline to the profession. This session will be helpful to those who are open to learning why the legal profession must engage in the educational pipeline, are willing to go beyond the numbers, and are committed to the exchange of information and ideas that can transform our approach to ensuring a consistent flow of talent throughout the legal education/employment spectrum.