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Developing A Generational Inclusive Workforce & Avoiding Tokenization

  • 12/31/2020
  • (UTC-06:00)
  • Online Video Series

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How to Manage and Develop A Generational Inclusive Workforce 

Speaker Tonia Morris 

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 major factor affects the workforce - Leadership! Leadership looks different. In the past, leadership development was basically having employees put in their time and haphazardly develop these skills on their own. But 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 totally different, meaning the employee/employer relationship will be different. We will have more contractors working into the workplace who also contribute to the GIG economy. The question is, are you READY for the new workforce?

At the end of this session, participants will:

  • Understand the impact of a multi generation workforce.
  • Learn the importance of understanding a multi generation workforce.
  • Become aware of the work expectations of a multi generations.
  • Be able to lead a multi generation workforce.
  • Obtain leadership skills needed to attract, retain, develop and manage a multi generation.
  • Gain a different perspective and understanding of each generation, the commonality of each generation.
  • Appreciate how everyone has a responsibility to create a workplace that is generationally inclusive.

How to Develop a Generational Inclusive Culture -CLI.pdf

AND

Avoiding Tokenization: Lessons from Diverse Law Students in Ensuring an Inclusive, Equitable, and Supportive Legal Experience in the Field 

Panelists Alexi Freeman, Rebekah Gordan and Desiree Palomares  

There are increased efforts to open up legal work experiences and programs to law students from historically oppressed groups, whether for summer jobs, semester externships, or formal mentoring programs. While representation matters, how can we ensure, that our marginalized students don’t experience increased marginalization with such efforts? How can we ensure that we don’t tokenize these students? How can we ensure that once in these spaces, students are met with appropriate support and engagement?Amplified by the voices and experiences of students, this session aims to provide strategies to answer these questions and more.

At the end of this session, participants will:

  • Better understand the unique status of a law student and how such status, layered with an identity as someone from a diverse group and/or historically marginalized group, warrants different engagement than even that of a junior lawyer/associate/fellow etc.
  • Obtain an increased set of tools, strategies, and ideas that aim to help with recruiting diverse law students for externships and positions and ensuring a mutually beneficial, enjoyable, and inclusive relationship and experience.
  • Be more informed about the experiences of diverse law students.

cli 2019 powerpoint FINAL FREEMAN AVOIDING TOKENZATION july 24.pptx

bias scenarios for CLI.docx

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