Con Edison’s Post

✨Call for Submissions: 2024 State of Black Women in CA Report 🙌The California Black Women’s Collective Empowerment Institute (CABWCEI) is proud to announce the upcoming release of the State of Black Women in CA 2024 report. We invite subject matter experts to contribute their insights and research in the following critical focus areas: Political Participation, Work & Family, Health & Wellness, Employment & Earnings, Poverty & Opportunities, and Violence & Safety. 😊Submission Guidelines: Submissions should provide comprehensive analysis, data-driven insights, and actionable recommendations; Contributions must be original and not previously published; Each submission should address the unique challenges and opportunities faced by Black Women/Girls in California within the specified focus area. 🥇Format: Written submissions should be between 1,500 to 3,000 words; Include an executive summary (150-200 words) highlighting key findings and recommendations; All sources and data must be properly cited. 👌Submission: Fill out the form and upload your submission: https://lnkd.in/gnm_Zs7T

✨Call for Submissions: 2024 State of Black Women in CA Report 🙌The California Black Women’s Collective Empowerment Institute (CABWCEI) is proud to announce the upcoming release of the State of Black Women in CA 2024 report. We invite subject matter experts to contribute their insights and research in the following critical focus areas: Political Participation, Work & Family, Health & Wellness, Employment & Earnings, Poverty & Opportunities, and Violence & Safety. 😊Submission Guidelines: Submissions should provide comprehensive analysis, data-driven insights, and actionable recommendations; Contributions must be original and not previously published; Each submission should address the unique challenges and opportunities faced by Black Women/Girls in California within the specified focus area. 🥇Format: Written submissions should be between 1,500 to 3,000 words; Include an executive summary (150-200 words) highlighting key findings and recommendations; All sources and data must be properly cited. 👌Submission: Fill out the form and upload your submission: https://lnkd.in/gpi865JN

Congrats to TC partners Fatima Khan and Robert Wallace, who were selected among the winners of the Missouri Lawyers Media Diversity & Inclusion Awards for 2024! They will be recognized August 8 in a virtual event celebrating top attorneys and professionals from across the state who have helped to advance DEI initiatives. Read more here: https://bit.ly/3KOxIp3 #tclaw #DEI #diversityinlaw

Lately, it seems as though the phrase "DEI" has been given a negative connotation, at least in some circles. And while many law firms have diversity committees and policies, oftentimes it's not much more than window dressing. At my "boutique" law firm, over 50% of our attorneys are African American, 60% are women, and 50% are African American women, including in key positions of firm leadership. One thing that I've seen having such a diverse firm is this: Diversity is more than just the "right thing to do." Much more than that, having different perspectives from a diverse group of attorneys has been a huge part of our success, and the results we are able to accomplish for our clients. #diversity #dei #lawfirm #legalpractice

The first Black Woman CPA in the US didn't just crunch numbers - she revolutionized them! 💪 Mary's firm became a powerhouse and one of America's top Black-owned CPA firms. Washington, Pittman & McKeever, LLC This #BlackBusinessMonth, we salute the woman who opened doors for generations of diverse financial pros. Who's your business hero? Share below! 👇 #PioneeringWomen #FinanceTrailblazers #DiversityInBusiness #BlackBusinessMonth #CPA #Accounting

Leadership tends to be pretty homogenous at the nation's top companies and firms which is something we all inherently know, but I feel it's helpful to see things laid out visually sometimes. I've cataloged the executive leadership (Number 1 leadership position at each law firm) of the top 51 law firms in the U.S. (Vault). Of the 54 executive leaders (exceeds 51 as some firms have co-chairs), 17 are members of historically underrepresented gender and/or ethnic groups in the legal industry. I'll be honest and say that's higher than I would have initially expected. I don't know what that says about my outlook in general, but that was my immediate reaction. I want to spotlight the firms that currently have diverse leadership because they are some of the highest-performing players in the market: Cravath, Swaine & Moore LLP, Gibson Dunn, Hogan Lovells, White & Case LLP, A&O Shearman, Akin Gump Strauss Hauer & Feld LLP, WilmerHale, Morrison Foerster, Paul Hastings, Baker McKenzie, Wilson Sonsini Goodrich & Rosati, Cooley LLP, Morgan, Lewis & Bockius LLP, Sidley Austin LLP, Ropes & Gray LLP, Linklaters & Susman Godfrey LLP 👏 These diverse leaders make up about 31.5% of the space. To view this in context, ethnic minorities, and women make up a combined total of 70% of the U.S. population... We're still working with severe underrepresentation here! Put another way, white men make up about 30% of the U.S. population and yet they currently comprise 70% of the preeminent leadership roles at the top 51 law firms outlined in this post.

This Shirley Leung column is well-written and worth a pause to consider IMO. What I find compelling is her framing as a question: Why? The column doesn’t steer the reader to any particular answer(s), but, instead, correctly (in my opinion) notes that there is sufficient reason to ask, why? Implied is that there may be no obvious answer(s) but there is real risk to all of us, given the data that supports the bottom-line benefits of diverse perspectives/experiences/ideas to organizations and communities, in not asking at all.

A Message from the Office of Communications & Marketing @Thurgood Law - Keeping YOU in the Loop. Check out how Thurgood Law is opening the envelope of success…in Vegas!

This is a really interesting look at corporate DEI initiatives given by a BigLaw DEI Chief. He does a good job of talking about the history of DEI, the personal and professional impacts that a good corporate culture can have, and the way that DEI programs can serve to mitigate litigation risk (i.e., if you focus on being inclusive and equitable, you'll naturally mitigate the behaviors that lead to potential exposure). https://lnkd.in/dkzCUsdp