Resources for Human Development’s Post

Talent in the Legal Profession is now live on Globe Law and Business Ltd's website. I contributed a chapter entitled 'A career in law – changing attitudes to the legal profession', alongside a list of brilliant authors. Details below!

"Slaughter and May has started tracking when lawyers enter its London headquarters in an effort to crack down on those shirking in-office requirements." according to The Telegraph. Interesting approach to making your employees feel respected, valued, and treated like adults. If someone has an issue with an individual's performance and believes they are 'shirking' - that's a performance issue to be managed. It shouldn't be an invitation (or excuse) to make a blanket statement that impacts the entire workforce. It's also interesting to note on their website that in their Diversity and Inclusion section, they state: "We focus on examining and adjusting the system for greater acceptance of different leadership styles and ways of working. Our people are drawn from different backgrounds and have different viewpoints, which enables us to collaborate to find innovative solutions for our clients. This is why we aim to attract, recruit, develop and retain a diverse pipeline of talent. It’s about creating an environment where everyone can feel valued, included, and able to be themselves" Well, we're sorry Slaughter and May, but actions speak louder than words. Isn't it time we called out these double-standards? Let us know what you think in the comments 👇 #diversityandinclusion #returntooffice #companyculture

I. Stephanie Boyce FKC, FRSA: The last few years have seen a change in this approach with law firms leading the way in the Social Mobility Employer Indexhttps://lnkd.in/dYvQGfVW & Company states: “Historically, the legal sector has faced criticism for its lack of diversity and inclusivity. Entry into the legal profession often required not only academic excellence but also access to elite networks and resources. This exclusivity perpetuated a cycle where individuals from privileged backgrounds had a more straightforward path to success, while others faced formidable obstacles.” The last few years have seen a change in this approach with law firms leading the way in the Social Mobility Employer Index, an annual benchmarking and assessment tool for employers, which evaluates employers’ efforts to enhance social mobility. As president, […]Justice News247

I. Stephanie Boyce FKC, FRSA: The last few years have seen a change in this approach with law firms leading the way in the Social Mobility Employer Indexhttps://lnkd.in/dYvQGfVW & Company states: “Historically, the legal sector has faced criticism for its lack of diversity and inclusivity. Entry into the legal profession often required not only academic excellence but also access to elite networks and resources. This exclusivity perpetuated a cycle where individuals from privileged backgrounds had a more straightforward path to success, while others faced formidable obstacles.” The last few years have seen a change in this approach with law firms leading the way in the Social Mobility Employer Index, an annual benchmarking and assessment tool for employers, which evaluates employers’ efforts to enhance social mobility. As president, […]Justice News247

Deciding against that next managerial role can cost you. Research based on the Visier Inc. Community Data by a team of Economists at Northwestern University - Kellogg School of Management led by Benjamin Friedrich and Nicola Bianchi and team - found that managers earn, on average 33% more than individual contributors. At the top levels of the organizations, the difference is 50%! Check out this video where Benjamin Friedrich and I discuss why this matters for #retention, #compensation discussions, and #dei. https://lnkd.in/e_EVG4nS

“For law firm leaders, focusing on culture is not just a strategic investment in your firm’s future; it’s the right thing to do.” In light of the recent FTC ban on noncompetes, Lauren Lynch, Chief Marketing and Culture Officer at Mandelbaum Barrett PC, emphasizes the critical importance of fostering a positive workplace culture in today’s edition of the New Jersey Law Journal. Lauren dives into five key aspects essential for maintaining and enhancing law firm culture, focusing on employee retention and recruitment. These areas encompass diversity and inclusion, team investment, work-life balance, transparency and collaboration, as well as recognition and rewards. Read the full article here: https://bit.ly/3WaNDVF #LawfirmCulture #WorkplaceCulture #FTC #EmployeeRetention #Noncompete

What you say on your own time may still be your employer's business — and can get you fired Even legal speech can get you fired, if it hurts your employer's reputation https://ow.ly/zQwN50Q9VCj #groupbenefits #employeebenefits #consulting #leadership #communication #culture #compensation #wellness #employeeengagement #cgib #productivity #roi

Although some companies have tied executive incentives to diversity, equity and inclusion (DEI) goals, organizations take a variety of approaches to achieving goals. It takes more than just incentives to drive change. “DEI needs to be about culture, not compensation. Executives play a pivotal role in culture by setting the 'tone at the top.' Greg Stoeckel, managing director and consulting team leader at Pearl Meyer.  After the recent Supreme Court ruling on affirmative action, now is a good time to review your DEI programs, to make sure they are not only legal, but effective; look beyond the statistics to see if your initiatives are working. #executivecompensation #incentives #dei #diversity #humanresources #compensation #companyculture #totalrewards

Happy Administrative Professionals Day to Tonya Toops and Laurie Brobst Mckeon! They are the best at what they do and our team would not be the same without them. Here's to celebrating all Administrative Professionals and their important contributions to the workplace. #administrativeprofessionalsday #mcdaniellaw #womeninlaw #girlfirm