Community Options, Inc.’s Post

👉 Managing IP have asked more than 25,000 in-house counsels what they look for when choosing an external counsel, and the report reveals a clear trend: diversity, equity and inclusion (DEI) is high on the priority list.   34% indicated that DEI initiatives were important to them, while 25% said they were very important. Notably 66% of the respondents to the IP STARS-specific survey indicated that DEI is *crucial* when picking an external counsel. It well-established that DEI is an important aspect of modern business and there are a huge number of resources covering the advantages of diversity including: - Better opportunities for creativity and problem-solving - Smarter decision-making - An increase in profits and productivity - Reduced rates of employee turnover - Improved reputation for your business Working towards a clear and effective DEI policy and culture within your IP firm is not only the right thing to do, but the business case is growing within the industry such that firms who don't adopt this approach might be left behind. #diversityandinclusion #DEI #intellectualproperty

“The role of the general counsel is to manage #risk, ensure #compliance with laws and regulations, and protect the company from potential #litigation. Chief #diversity officers, on the other hand, are largely focused on implementing and championing efforts that attract, retain, and tangibly advance diverse #talent. While their respective directives aren’t mutually exclusive—and compliance is a key facet of the CDO role—chief legal officers are likelier to err on the side of caution, potentially hampering diversity heads’ ability to effect change—and do so swiftly… 57% of CDOs say their organization is defining metrics for DEI #progress, while just 19% of CLOs say the same. In yet another gap, 89% of diversity heads say their organization’s DEI plans and goals are clear, while 69% of corporate lawyers agree their company has well-defined DEI strategies… Today’s corporate attorneys are increasingly involved in the creation and implementation of #DEI initiatives, and they’re dissuading diversity practitioners from what they consider to be thornier and more legally fraught programs, such as diversity-based incentives like bonuses based on representation targets, fellowships for specific demographics, or performance reviews that include criteria related to DEI performance and results. According to a survey from Littler, organizations are reverting to more straightforward initiatives such as implicit bias training and other educational resources, which, while they can be useful, are not always as effective in driving immediate and patent progress.” All excerpts and #data by Ruth Umoh in this Fortune article below. #leadership #education #law #equity #inclusion #business #strategy #policy #practice #impact #investing #assetmanagement #money #cultureofmoney

Check out this timely series on #DEI in the workplace. Big thanks to Emily Halliday and Bloomberg Law. #dei #affirmativeaction

Companies are recognizing that Diversity, Equity, and Inclusion (DEI) initiatives carry significant brand, reputational, and legal risks. Public companies have begun to discuss these risks in their 10-Ks and highlight the need to include a risk assessment and legal compliance lens to their DEI efforts: https://lnkd.in/dFbAvCRV.

Making decisions on partner remuneration and promotion can be hard - and this is the time of year when it all happens! Join us for the next Professional Practices Alliance (PPA) webinar, 'Managing Partner Performance in Professional Services Firms, Evaluating Contribution and Using Partner Processes to Drive Your Firm’s Strategy', on Thursday 11 July 2024 at 9.00am BST. Register your place here: https://lnkd.in/e9Tpg_MY Our panel brings together expertise in remuneration structures and their implementation and application, managing partner performance – both over and under performance, fair and lawful decision making and discrimination law. They will share their experience and insights on these issues, which affect all professional services businesses on a regular basis. Co-Chairs:  Sarah Chilton, Senior Partner, CM Murray LLP – Partnership and Discrimination Law Specialist Andrew Pavlovic, Partner, CM Murray LLP – Professional Discipline and Regulatory Specialist Guest Speaker: Jeremy Callman, Barrister, Ten Old Square – A leading expert in partnerships and LLPs and renowned authority on the issues relating to discretionary decisions making in this context, having advised and litigated on numerous cases in this field. PPA Speakers: David Shufflebotham, Founder, PepUp Consulting – Partner Remuneration & Performance Evaluation Specialist #ProfessionalServices #LawFirms #PartnerPerformance #Remuneration

Interesting (if slightly lacking in depth) little article here from IOSH. One of the main conclusions of my PhD thesis on industrial fatalities is the lack of accountability for negligent directors. Seasoned campaigners will tell you they asked for this in the 1990s and 2000s, and that it was deliberately removed from the Corporate Manslaughter and Corporate Homicide Bill in 2008 before it became law. This is because the appetite of the establishment to properly punish white collar crime is very weak. Why? A cynical person might conclude that many MPs are also company directors, so the notion of personal accountability is unpalatable to our law makes. However, the ESG movement and increasing focus on the triple bottom line might be starting to turn the tide in favour of increased accountability. https://lnkd.in/eUgUdDGm #esg #triplebottomline #directorsduties

What Corporates Want 2024: diversity initiatives https://lnkd.in/evtGRYEY A survey of more than 25,000 in-house counsel reveals that diversity initiatives are a high priority when choosing external counsel #whatcorporateswant #managingip #diversity #inhousecounsel #dei

Can Doreen Lilienfeld lead a transformative shift in corporate law that not only strengthens governance but also champions diversity and inclusion? Her groundbreaking efforts are paving the way for a future where businesses not only thrive but also foster equitable leadership. Dive into her visionary approach and how it could shape the corporate world for the better. #CorporateLaw #WomenInLeadership #DiversityAndInclusion 

Commercial Partner Simon Edwards led a dynamic panel featuring Natalie Hunt (Assistant General Counsel, Johnson Matthey), Jasmin Chiu (Legal Advisor, McArthurGlen Group), Lucy Gün Graduate, Coca-Cola Europacific Partners), and Phoebe Clements (Commercial Paralegal, McArthurGlen Group). They stressed that #ESG, ethics, and values are top priorities for new legal professionals and need more than just lip service from employers. Check out our article in the Enterprise GC Conference 2024 supplement, where we share key insights from the discussion and our actionable takeaways for employers looking to hire the brightest young legal minds. Read here: https://bit.ly/3YrCEYS #EnterpriseGC