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Annual Meeting April 8, 2015
Valerie Jensen, JD
Executive Director
Member Recognition
Wells FargoLand O’LakesCargill
Corporate Members
Member Recognition
Large – Dorsey & Whitney Mid – Fish & Richardson Small – Zelle Hoffman
Law Firms
Twin Cities Diversity in Practice The Past 10 Years
Challenges and Opportunities As We Move Forward
Why It Still Matters…
Where We Began….
Our Board/Our Members 2006
26 Members
14 Board Directors
Our Members/Our Board 2015
46 Members
26 Board Directors
Efficient and Effective Use of Resources
Staff Members
30 Law Firms
16 Law Departments
46 Total
EA
ED
Attract/Recruit 2006 Flying Squads• Chicago, Washington
DC, Nashville, Madison
1L Clerkship Program • Six Clerks
Community Outreach
Attract/Recruit 2015 Flying Squads• Chicago
Ambassador Program • Mentoring Program• All Three Law Schools
MMRC• Recruitment Conference• National Recruitment
1L Clerkship
16 Clerks
Advance Retain 2006
Creating Connections
New Associate Welcome
Partners of Color
Directory
Advance/ Retain 2015
PDC Programs
Sponsorship Pilot
Young Lawyers Group
Mentoring Circles
Member/Community Engagement
Challenges and Opportunities
Members
Diversity in
Practice
Lawyers of Color
Building Our Brand in 2015
• PDC• Young
Lawyers Group
• Determining High Touch Events for Students
• Getting Our Name Out Through Social Media
Attract Recruit
RetainAdvance
Doing What Matters
Understanding Why People LeaveCreating a PlanGetting Engaged at All Levels
+
Locally, Nationally, Globally
Fastest Growing Populations• What does that
mean?• Comfort and
competence?• What Is Expected?
Changing Face of Law
Shift Happens ----2050?National Geographic Predictions
What is your organization doing that is different or innovative?
It Is Time to Move Beyond Checking the Box!
What does success look like for your organization?
What Can We Do To Help All Lawyers Advance?
1. Help Lawyers build skills through challenging, varied work.
2. Provide support and encouragement and make lawyers feel like and become a valuable member of the team.
3. Ensure colleagues are culturally competent and know how to work with attorneys of color.
What Can We Do To Help All Lawyers Advance?
4. Acknowledge the level of work quality through transparent, periodic performance reviews.
5. Tie compensation and merit bonuses to performance reviews.
6. Ensure reduced-time schedules are not barriers to success.
7. Evaluate the performance of partners and managers and provide development or remove direct reports for sub-standard managers.
What‘s the Difference
Thought Provoking
High Touch
Engagement
Our Priorities 2015
Metrics
Sponsorship
Many Faces of Diversity in Practice
TakeawaysEach organization needs to be intentional from
Attract through RetainReview Business Plans with diversity in mind Get Engaged – Diversity & Inclusion Work
Requires Your EngagementStep Outside Your Comfort Zone….
Collects Data From
Members
Creates a Platform to
Share Ideas
Creates a Safe Place to
Have The Hard
Conversations
Twin Cities Diversity in Practice
Final Thoughts
Thank You!
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