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A roundtable discussion with four prominent leaders in law and recruiting who weigh in what firms are doing — and can do — to create environments that are attractive to diverse lawyers and enable them to rise to the leadership level.
The public commitment by law firms to embrace workplace diversity and inclusion has never been stronger. But are firms walking the walk — or are they just saying the same old things more loudly? Accounting and Financial Planning for Law Firms (AFP) conducted a roundtable discussion with four prominent leaders in law and recruiting who weigh in what firms are doing — and can do — to create environments that are attractive to diverse lawyers and enable them to rise to the leadership level.
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By Doug Stansfield
Data mining is a relatively new practice in the legal space and the data profiles of firms are highly variable from one organization to another, so identifying the right tools and prioritizing initiatives can be challenging.
By Sharon Meit Abrahams
All lawyers want to be wanted and valued by their firms. It has become apparent that tomorrow’s legal talent requires even more hand-holding than previous generations. They want to understand why and what’s the payoff of their efforts. By creating a firm culture that addresses these concerns you will heighten your firm’s ability to retain precious talent.
By Timothy B. Corcoran
Smart business leaders compete by constantly seeking cost advantages. Yet law firm leaders compete by perpetually increasing associate compensation. As always, this will not end well.
By John F. Hollway
It’s Not the Number of Hours We’re Billing or the Number of Hours We’re Working; It’s the Way We Feel About How We Spend Those Hours That Matters
Working long hours, tracking those hours and feeling that we have to grind all year to hit a specific number of hours to meet a profitability target can make us feel like fungible, dehumanized automatons rather than highly trained providers of specific and thoughtful solutions to complex legal challenges.