Let’s tackle a diversity topic that might not be top of mind for everyone: generational inclusiveness. Have you thought about how you relate to older and younger employees? How do you deal with these differences? How does the younger generation relate to a more former team member with different experience and perspective?
Generational Inclusiveness expert Tonia Morris will be presenting ”How to Manage and Develop A Generational Inclusive Workforce" with many ideas and solutions to this unique topic.
For the first time in history, we have five generations in the workforce. This has been a challenge for many organizations. Many organizations face challenges with recruiting, retaining, developing, and managing generation expectations. As the workforce evolves with multiple generations, a significant factor affects the workforce - Leadership! Leadership looks different. In the past, leadership development was having employees put in their time, and haphazardly develop these skills on their own. However, now, many organizations are developing leaders at every level, consciously, deliberately. How we lead and manage will also be different. Many organizations are going to lead via technology instead of in person. We are more global now than ever before. According to SHRM, by 2020, the workforce will look different, meaning the employee/employer relationship will be different. We will have more contractors working in the workplace who also contribute to the GIG economy. The question is, are you READY for the new workforce?
Let Go of your Unconscious Bias
Whether or not you realize it, you could be inflicting your unconscious bias on your co-workers. We take in so many messages all day long; there is undoubtedly an ageist message that you have picked up. You have to let go of these messages and treat each co-worker as a person, not an age.
Adaptability
Once you have cleared your mind of stereotypes and misconceptions, you need to be able to relate to a person, not just an age group. More seasoned employees notoriously have more profound soft skills (like relationship building and being 'team players'), so it should be a no-brainer to relate to a younger employee, right? Adapt these skills that you likely use on clients to your team member, and you will see these results mirrored in them. Yes, a newer employee may have different ideas and methods, but together, this team could move further if they can adapt to each other. Be flexible, and you'll find success much more easily.
Embrace Technology
How we work has changed over time. If you remember carbon paper and typewriters, then you must also not forget how you moved with technology, and it eventually made a positive impact. Don’t stop now. It would be best if you continued to embrace technology as it continues to change the workplace. As younger workers will likely have a better grasp on technology, you use this to educate others on your team, too.
Keep an Open Mind
If you can embrace technology, you can surely embrace keeping an open mind in other areas. Younger generations have different ideas and perspectives, and this can make a real impact on the rest of the team. Don't be afraid of new ideas. Real, impactful change, and innovation comes when we are brave enough to step out of what is comfortable and be open to new ways of thinking.
At the end of this session, participants will:
Diversity Fatigue Sucks: Best Practices for Sustaining Fresh & Relevant Inclusion Programs
We’re talking about the stuff diversity pros experience but don’t want to admit. The dreaded fatigue that happens when progress is slow and support is non-existent in D&I initiatives. What sucks is the big WHY? Why does this happen and why is it the #1 reason firms fail in their efforts. I'll give points on why folks fizz out and then I'll give points on how to overcome this dreaded but inevitable diversity fatigue. Here's a few of my topics. It will be hilarious and cathartic.
1. Toe The Line
2. Dog & Pony Show
3. The Walking Dead
We talk a lot about diversity and inclusiveness as it is an important topic, but it can become overwhelming. Don't give up; we can help. In addition to covering cutting edge topics, we also are offering practical advice on D/I issues that you can put to use in real circumstances.
Communication
This has to be the start of any program that is built to last. Are you communicating to your organization on the importance of D/I, identifying your goals, and determining your resources? Without sharing a clear vision and continuing to communicate openly, you may face some challenges.
Keep it positive
Any program that focuses on the problems, not the solution is bound to fail. Turn your perspective to find the good and sharing those messages. You may find that your organization and your team are more open to lasting change if everything is presented in a positive light.
WAKE IT UP
When and if your policy experiences fatigue, you’ll need some reliable solutions to WAKE IT UP. Dionne King’s vast experience across many industries makes a for an engaging presentation to rejuvenate your practices to re-engage and re-energize your policies. Don’t be fooled; it CAN happen. The best thought-out and planned policies CAN become tired if not reinvigorated with new ideas.
Make it sustainable
It can be all sizzle and no steak. Put some real substance in your policy. Erica Edwards-O'Neal's presentation "Baked-In Inclusion" will offer solid ideas to makes sure you can sustain D/I policies and practices and not just provide lip service. It is crucial that you have a plan to keep your ideas and strategies alive months and years down the road.
Keep it relevant
You might want to think about how you can make your D/I plan/policy pertinent to everyone in your organization. Diversity in the workplace fosters innovation, healthy competition, emotional intelligence, and so much more. Get everyone on board by finding out what matters and relating that to the importance of diversity.
It is worth noting that both of these presentations are not only relevant to those in the legal profession but to just about any HR team that is seeking to make diversity and inclusion part of their organization's structure. Our Summit is a worthwhile investment for so many organizations across the country. To learn more and to register your team for our Summit, please visit our website
María Pabón’s presentation will address the legal aspects of states educating undocumented students and the current trends in the admission to the practice law of undocumented attorneys in the U.S. The Supreme Court jurisprudence on these topics will also be identified and examined. Also an analysis of the legal policies and ethics of immigration, employment, and other areas affecting undocumented lawyers. Perhaps most notably this session will explore how these topics fit into the field of diversity. These discussions will assist all in the legal profession as well as, elected officials, professional licensing authorities, and policy analysts in these fields.
If you’re interested in some advance reading before this session please use these links:
Consider the 1982 Supreme Court of the United States opinion “Plyler v Doe” which granted undocumented students the ability to go to K-12 school .
In this case, 5-to-4 majority of the Supreme Court found that a Texas policy charging undocumented children tuition for a free public education was in violation of the 14th Amendment, as illegal immigrant children are people "in any ordinary sense of the term," and therefore had protection from discrimination unless a substantial state interest could be shown to justify it.
Texas had argued undocumented not persons under the 14th A, nor were they subject to the jurisdiction of the U.S. The court majority rejected this claim, finding instead that "no plausible distinction with respect to Fourteenth Amendment 'jurisdiction' can be drawn between resident aliens whose entry into the United States was lawful, and resident aliens whose entry was unlawful." The Court majority found that the Texas law was "directed against children and impose[d] its discriminatory burden on the basis of a legal characteristic over which children can have little control" — namely, the fact of their having been brought illegally into the United States by their parents.
Plyler Dissent : Four Justices found that in principle that it was unwise for illegal immigrant children to be denied a public education, but the four dissenting justices argued that the Texas law was not so objectionable as to be unconstitutional; that this issue ought to be dealt with through the legislative process; that"[t]he Constitution does not provide a cure for every social ill, nor does it vest judges with a mandate to try to remedy every social problem"; and that the majority was overstepping its bounds by seeking "to do Congress' job for it, compensating for congressional inaction".
María Pabón is an expert in immigrants’ rights (including the education of immigrant children), immigration law and diversity/multicultural matters in the legal profession. She has researched and written about criminal law. She has also done research in the areas of family law and inheritance law as it pertains to those who are not U.S. citizens.
Click here to learn more about this speaker
The landscape for LGBTQ lawyers is changing every day. As of 2016, an estimated 1.4 million adults in the US identified as transgender. The gender binary is being replaced by the gender spectrum, and 35% of trans* individuals identify as gender diverse, non-binary, or gender non-conforming.
For legal employers, it is no longer a matter of IF they will have transgender or gender diverse employees, but preparing for WHEN they have trans* employees. Despite strides toward inclusion, 27% of transgender people who held or applied for a job in the last year reported being fired, not hired, or denied a promotion due to their gender identity, only 33% of non-binary/gender non-conforming individuals report being out at work, and 45% of trans* individuals have experienced negative incidents at work on a monthly, or even more frequent basis. Given these figures, it's more important than ever that legal employers ensure an inclusive, welcoming environment that is respectful of all gender identities and expressions.
Making space for trans* and gender diverse lawyers, staff, and clients in legal organizations can be tricky. Much of the work requires reframing conversations about gender, retraining the brain around language, and implementing policies and procedures to limit the influence of gender norms and biases. Every organizational leader should understand the basic concepts of gender identity and gender expression, including how these concepts differ from sexual orientation. They must display gender-inclusive language and model appropriate pronoun usage. Finally, they must understand the state of the law in Colorado and federally to create policies regarding facilities, harassment, dress codes, and the like which accurately reflect the rights of trans* employees and clients.
Is your organizational leadership prepared to do this important work?
“Transgender at Work” will provide you with the tools and resources your organization needs to develop greater empathy and awareness of trans* and non-binary identities to create spaces of belonging in your organization.
Gender Transition Plans & Policies can be overwhelming. We’ll break them down into practical parts so your organization can adapt and implement a plan for the probable moment when a trans* employee announces they will be transitioning gender at work.
Even if you are well-versed in trans* 101, developing your power an ally to trans* and gender diverse colleagues is imperative to creating inclusive legal organizations. We will provide important knowledge and resources so that you can interact with your coworkers, colleagues, clients, and friends who may identify as trans* in a respectful and supportive manner. Allies are always learning how to put their responsiveness into action. We’ll give you the tools you need to be a better ally and recruit those around you to be allies too!
Join us to:
More about this speaker:
Ryann Peyton serves as the Director of the Colorado Attorney Mentoring Program (CAMP), a program of the Colorado Supreme Court. A former litigator and a seasoned consultant and advocate on professionalism, diversity, and equity in the legal field, Ryann is a frequent commentator, presenter, and lecturer having contributed to the Denver Post, Law Week Colorado, Denver Business Journal, KDVR Fox 31, Rocky Mountain PBS, and Colorado Public Radio. Prior to joining CAMP, Ryann focused her law practice on civil litigation with an emphasis on LGBT families and civil rights.
We are so thrilled to be welcoming Ronetta J Francis to our Summit this Summer. Her message “Bloom Where You're Planted,” inspired such a feeling of positivity and hope we couldn’t wait to get her on board. In anticipation of her keynote presentation, we are examining ways to keep yourself positive at work and beyond.
Start with You
Positive thoughts generate positive speech and positive actions, that is a fact. But thinking positively is not always as easy as it sounds. You need to make a conscious effort to see the good. For some, the default is finding a way to say no. Instead, find a way to say yes. The energy around positive people is second to none. Strive to be that positive person in your office and in your home; You will be surprised at how contagious it is.
Keep Learning
Feeling frustration at work can often come from a lack of knowledge. Are you staying current with the trends in your industry? Are you looking for ways to think outside of the box and ahead of the curve? In this day and age of technological advancements occurring almost daily, access to information is literally at your fingertips. So, if you come across subject matter or trend with which you are not familiar or well versed – don’t beat yourself up about it; take it in stride and take the initiative to educate yourself. Learning something new can be energizing and powerful. Want to take it even further? Share what you know with others. Teaching is a positive way to connect, too.
Build Relationships
Surround yourself with positive people. The secret to sustained success is that we are not intended to do it all on our own. Take the time to build strong and positive relationships at work; the goodwill that you create by lending a listening ear and supporting and cheering on your colleagues will be returned to you many times over. Knowing that you have an ally can keep you motivated when you need it.
Take Five
There will be times when it seems like everything that could go wrong did go wrong. But those setback moments are also moments of growth. Take advantage of those moments to maximize your development. Before diving in to tackle the challenges at hand, take a break to refresh and refocus – step away from your desk or work space for a quick walk or a drink of water. Frankly, you might be amazed at what a few minutes of simple deep breathing can do for a seemingly impossible situation. Once refreshed, get back to it.
About this speaker:
Ronetta is a passionate public speaker, who believes in the power of positivity. In her coaching and training practice, she uses her dynamic “Bloom Where You’re Planted” Executive Coaching and Leadership Development Program™, to support and empower leaders to challenge the status quo, embrace their talents and refine their executive presence. Her program is founded on the principle that when women own their brilliance and lead with authenticity, they flourish. She has a genuine heart for serving others and giving back to her community; she is a member of Alpha Kappa Alpha Sorority, Inc. and The Links, Incorporated, and provides support to the Samaritan Center and the Northwest Arkansas Women’s Shelter, as well as the National Alliance on Mental Illness and the Alzheimer’s Association. To learn more about this speaker click here.
The Retention Committee unveiled a new series, Champions’ Roundtable. At the Roundtable, attorneys who champion diversity in their organization will discuss D/I issues, and create solutions and action plans for these issues. The first in this series was “Beyond the Numbers,” a program facilitated by Naomi Baez Amos, assistant general counsel with Molson Coors Brewing Company and Maritza Dominguez Braswell, deputy attorney general with Colorado Attorney General's Office. Beyond the Numbers was held at Ballard Spahr’s Denver office on Wednesday, April 17th. With the 17 attending in-house counsel and law firm attorneys, the two led discussions on belonging, empowerment and combatting biases. A practical takeaway shared was the “Diversity College.” One firm’s client volunteered to tutor young diverse attorneys on issues related to their industry, to increase their knowledge and interest (and ultimately their book of business). This innovative program will help address the concern of not having enough diverse attorneys who have the knowledge to work for clients in a particular industry. Baez Amos and Dominguez Braswell will follow up with a second program, where they will discuss the ABA Model Diversity Survey and explore ways to provide additional data, narratives and context. If you are a Diversity Champion and would like to receive information about upcoming programming, please contact Abe Kaul (303.313.6860; akaul@legalinclusiveness.org). Karen H Hester, JD, LLM in Taxation Chief Executive Officer Center for Legal Inclusiveness
The Retention Committee unveiled a new series, Champions’ Roundtable. At the Roundtable, attorneys who champion diversity in their organization will discuss D/I issues, and create solutions and action plans for these issues. The first in this series was “Beyond the Numbers,” a program facilitated by Naomi Baez Amos, assistant general counsel with Molson Coors Brewing Company and Maritza Dominguez Braswell, deputy attorney general with Colorado Attorney General's Office. Beyond the Numbers was held at Ballard Spahr’s Denver office on Wednesday, April 17th. With the 17 attending in-house counsel and law firm attorneys, the two led discussions on belonging, empowerment and combatting biases. A practical takeaway shared was the “Diversity College.” One firm’s client volunteered to tutor young diverse attorneys on issues related to their industry, to increase their knowledge and interest (and ultimately their book of business). This innovative program will help address the concern of not having enough diverse attorneys who have the knowledge to work for clients in a particular industry. Baez Amos and Dominguez Braswell will follow up with a second program, where they will discuss the ABA Model Diversity Survey and explore ways to provide additional data, narratives and context. If you are a Diversity Champion and would like to receive information about upcoming programming, please contact Abe Kaul (303.313.6860; akaul@legalinclusiveness.org).
Karen H Hester, JD, LLM in Taxation Chief Executive Officer Center for Legal Inclusiveness
Client teams: an innovative approach to reducing unconscious bias and differentiating through difference, by Kelly M. Brown
Client teams can serve as an innovative approach for bringing together a broad mix of people across a firm in ways that reduce unconscious bias and leverage diversity as part of a business differentiation strategy to deepen client relationships and grow business.
This article focuses on how law firms can use diversity and inclusion as part of a business differentiation strategy that drives revenue and profitability. It covers four key areas. First, it explores an emerging opportunity for law firms to use diversity and inclusion as part of a business differentiation strategy. Second, it looks at the challenge unconscious bias can pose to pursuing such a strategy. Third, it examines approaches to mitigating unconscious bias that focus on building effective interactions among people across differences (intergroup contact). Fourth, it illustrates how to apply intergroup contact within the context of building diverse client teams. The client team structure is used as a practical example for how to design effective interactions across differences to reduce unconscious bias. The client team structure is also used as a practical way to illustrate how diversity can be used as part of a business differentiation strategy to deepen client relationships and grow business.
‘Client teams: an innovative approach to reducing unconscious bias and differentiating through difference’ by Kelly M. Brown is taken from the seventh issue of the new Modern Legal Practice, published by Globe Law and Business, www.globelawandbusiness.com/journals/modern-legal-practice.
Modern_Legal_Practice_Journal_Seventh_ed _ Kelly_M_ Brown.pdf
We are excited to welcome morning keynote speaker Adis Vila to our Summit on July 29th. Vila is accomplished in many areas and has been a thought-provoking speaker when it comes to inclusion in the workplace. It is vital that we understand how inclusiveness impacts and benefits at all levels. While the topic is one we are all likely familiar, it deserves a second look. All members of an organization should embrace and promote inclusiveness in the workplace, and not just for the health of the organization, but for each individual's well-being.
We all expect policy to be invented and adopted from the top down. But we should also expect complete and informed buy-in from leadership as we increase inclusiveness across the board. This is not just a matter-of-fact policy but a new way of thinking that can impact business in real ways.
Once management understands the need for a diverse workforce, we move on to agreement from the entire team. This is at least one place where the workforce may be ahead of leadership. Many studies have shown that a majority of employees think their company should be more diverse. Moreover, they believe their company isn't doing enough to promote diversity and inclusion. It is vital that all levels of employees have empathy and take ownership of this part of the process. If there is a gap in acceptance, the ripple effect of this could be significant.
Still, countless studies cite the conscious and unconscious bias of hiring managers. Counteracting this preconception is not a quick fix but rather a deliberate process. Vila shares her research and perspective with corporations, boards, and even the military, and offers candid insight for building a diverse team right from the start. Vila addresses how leadership should be prepared to explain how diversity and inclusiveness can drive innovation, enhance human capital performance, lower employee turnover, support the firm’s competitive advantage, and enhance the firm’s ability to execute on its strategic vision.
At CLI, we believe inclusiveness is about creating a culture where everyone has a voice and where differences are celebrated to achieve shared success. And not just in the legal profession; any business can be strengthened by a diverse and inclusive workplace. Please join us on July 29th as we explore this topic further.
A member of The Florida Bar and the Washington DC Bar, Adis Vila earned a law degree from the Levin College of Law at the University of Florida, a Diplôme in International Law from the Graduate Institute of International and Development Studies (Geneva, Switzerland), an MBA from the University of Chicago Booth School of Business, and a BA in Mathematics from Rollins College.
Vila was named one of Hispanic Executive's Leading Latinas in 2018. She was honored with the "Woman Trailblazer" Award, Dorothy Height "Hats Off to You" Award, and "Women of Distinction" Award by The University of Akron, Girl Scouts of Colorado, and Delta Sigma Theta, respectively. Her work at the Air Force Academy was recognized with the Higher Education Excellence in Diversity (HEED) Award, the "Dare to Dream Award" by the Colorado Springs Diversity Forum, and an INNOVATION Award by The Diversity Journal.
Learn more about Adis Vila by clicking here
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