JONES ROBB, PLLC’s Post

In our continued celebration of Women's History Month, we are honored to shine a spotlight on Yasmin Saeed Coffey, the Chief Legal Officer and General Manager of Distribution here at #TuneIn. Q: Could you share a journey leading you to your current leadership position within our company? A: I was a litigator for 10 years in New York City and Los Angeles, representing a variety of industries, before I landed my first in-house role at Paramount Pictures in LA. As a voracious consumer of content, there was no better place for me to learn the ins and outs of media. Ultimately, I decided to move back to San Francisco, my hometown, transitioning to TuneIn where the combination of media and tech felt like a natural progression. I started in the Legal department and a series of events led me to my current position as a legal and business leader. Q: Were there specific women who influenced your career choices and leadership style? How have they impacted your journey? A: Emulating the grace of remarkable women helped me throughout my career. My grandmother was a labor lawyer in the Philippines and had the opportunity to frequently travel to the US where she was often the only minority and the only female lawyer in her peer group. She was also quite fashionable, creative, and an all-around badass. When I began my career in litigation in New York, I encountered similar hurdles. Young women in specialized commercial courts were rare - and it wasn’t even that long ago. Yet, I found solace and motivation in the example set by an older female lawyer who managed to successfully toe the line between firm and likable - which unfortunately can be challenging for a female lawyer. Q: Can you share some challenges you've faced as a woman in a leadership role? Any particularly proud moments? A: Navigating ingrained gender biases, lack of representation, and balancing family demands have posed and continue to pose challenges. Building supportive personal and professional networks, mentorship, and honing leadership skills have empowered me. While I am by no means a poster child for balance, I’ve managed to achieve success professionally while being a very present mother of three young children, as well as an active member of my community. I’m pretty proud of that. Q: Looking ahead, what are your hopes and aspirations for the future of women in leadership roles? A: I hope future women in leadership have no idea what ‘imposter syndrome’ means. A future where women's voices are valued and their talents are recognized, leading to equal opportunities for advancement. In this future, women lead with empathy, resilience, and integrity, creating a more equitable world. Yasmin's journey to leadership is one of determination, resilience, and a commitment to excellence that inspires us all. Join us in celebrating Yasmin and the remarkable women shaping the future of leadership in our company and beyond. #WomensHistoryMonth #LifeAtTuneIn #TuneInCrew #DEI

Companies face a shift as legal challenges test the authenticity of Diversity & Inclusion (D&I) programs. It's no longer about ticking boxes; it's about making genuine strides in fostering inclusive workplaces. Legal scrutiny and societal expectations are reshaping how businesses approach D&I. Generic diversity training is a thing of the past. Companies are now investing in targeted education to address unconscious bias and microaggressions. The focus is on meaningful training that builds awareness and understanding, ensuring everyone feels seen and heard in the workplace. Read more about navigating the diversity and inclusion journey amidst legal challenges: https://rpb.li/s3y #DiversityandInclusion #LegalChallenges #InclusiveWorkplaces #WorkplaceCulture

On three seperate occasions this week in court I’ve heard “Don’t snap a nail”… I won’t blow my own trumpet and say the positive things I’ve heard - that’s not the point of this post 😉 As professionals, it's crucial for us to acknowledge the importance of merit and potential over appearances. In our modern world, the value of an individual should never be determined solely by how they look… something that I am experiencing all too often recently. While it's natural to form initial impressions, it's essential to dig deeper and give everyone the opportunity to showcase their skills, experiences, and contributions. Young females, in particular, often face unfair judgments that stem from stereotypes and societal pressure. I believe in the power of meritocracy, where everyone is given an equal chance to prove themselves based on their abilities, knowledge, and passion. By focusing on capabilities and potential, we create a more inclusive and empowering environment where individuals can thrive based on their true merit, irrespective of their age, gender, or appearance. Let's strive to create a professional world where young women are valued for their intellect, expertise, and unique perspectives. Let's break free from preconceived notions and bias, and embrace a culture that genuinely celebrates talent and potential. #MeritOverAppearances #EmpowerYoungTalent #InclusiveProfessionalCulture

I don't often post on LinkedIn, however when my company asked me to share with a few lines/thoughts on my experience on how I got to the successful position in my career and the challenges I faced for International Women's Day. I decided to put pen to paper, and this is my story.   "When I started on my journey to become a lawyer, I knew there were going to be a few challenges along the way, first of all, I took the unconventional route and chose to work, and to study part-time. What I did not expect, was to be told that because 1) I was a woman, 2) I was black and 3) I did not go to Oxford or Cambridge I should think again, in other words lawyers did not look like me or come from the average working-class background.   I am so proud and thankful that I did not listen, but dismissed the negative stereotyping and chose to overcome my ‘disabilities’ and to make them my purpose and not my excuse.   This type of thinking gave me the vigour, the strength, and the determination, which I channelled into my studies and to achieving my goals. I am by no means unique, this is not just my story, but the story of talented women up and down the country and around the world, of all shades, shapes, and ethnicities.   Sadly, fast forward to 2024, there are still not enough women and even less women who look like me at the top of this profession. We are still paid less than men, we are still judged on what we look like and not the skill and talent that we bring to the table.   Despite our achievements, the top rung of the ladder remains stale, pale and male and the glass ceiling remains ever so visible and highly polished.   What needs to change.   Education, Education, Education.              . Educating and nurturing our young women to believe in themselves, follow their dreams and to jump over and not creep under the hurdles.   ·   Educating our sons to also achieve but to respect women, their capability and their worth.   · Educating the old guard, the establishment that change must and will come, and, if they are wise, they should be a part of this change.   We will not and should not wish or expect a female takeover, but to work collaboratively with our male colleagues in an environment where we are empowered, and our contributions, skills knowledge are acknowledged and respected and well utilised." 

It's important

We cannot dismantle the system using the same tools and approaches used to build it. The focus should be delivering content that supports a goal or specific outcome. Participant selection should focus on how an individual's experience contributes to or could benefit from experiencing the program.

DEI. It stands for diversity, equity and inclusion, and it's a term that's been in the news a lot recently, often to discount the qualifications of certain individuals who are hired or appointed to influential positions. Today, Maureen McTeer writes about how the term "DEI hire" isn't new. In fact, it's been used against women for decades - you can read the full article here, exclusively on The Honest Talk 👇 https://lnkd.in/eN_r7-xm

New Year. New Barriers to Break. According to the recent report by the National Association for Law Placement, 2023 witnessed unprecedented achievements in diversity. Progress in Numbers: - For the first time, women constitute the majority of associates, marking a significant milestone at 50.31%. - Associates of color experienced a 1.8 percentage point increase, reaching 30.15%, the largest gain in over three decades. While the numbers of women and associates of color reached all-time highs, it's crucial to acknowledge the work that lies ahead, especially in the journey toward equitable partnership representation. As a young-ish female partner in an AmLaw 50 firm, I'm proud of the strides we've made in elevating women, but it's disheartening to see the persistent gap in reaching partnership positions. Let's make 2024 the year of greater change through open dialogue and mentorship programs that actively address and dismantle barriers, ensuring every talented woman has a fair shot at the highest ranks of leadership in her law firm. #NewYearNewOpportunities

Unveiling the Truth: Diversity in Big Law!    Our newly released white paper, “Diversity in Big Law: Insights and Strategies,” sheds light on real-world stories and insights from diverse attorneys across the United States. With over 600 participants sharing their experiences, the results are captivating.     Did you know: While 68% of the survey respondent said their firms offer formal mentoring programs, only 37% of the firms provide career planning for women and minorities. Dive deeper into these findings and more. Download the report today: https://lnkd.in/eGZgpHX4 #DiversityInLaw #BigLaw #Inclusivity #LegalProfessionals 

The power of having a Network!