Retaining & Developing Women Lawyers

Tuesday, December 04, 2007

About

Too many women lawyers are leaving firms, particularly within the first few years of practice. As you and your firm strive to retain the workforce you have invested so heavily in, what can you do to increase the number of female attorneys in the partnership ranks?

The cost to a firm from the loss of female attorneys is huge. A lack of senior women harms recruiting efforts, incurs huge training and recruiting costs to replace those that leave, and can even cause a firm to lose potential and existing clients. Instituting a gender diversity program to address the brain drain is theoretically simple, yet coming up with a framework and specific procedures to retain female attorneys can be extremely challenging.

ACI’s Retaining and Developing Women Lawyers publication focuses on key strategies and best practices that will enable you to implement effective women’s initiatives that will result in developing your existing talent to boost your firm’s competitive advantage. With a speaker faculty comprised of industry thought-leaders, the interactive agenda offers nothing but concrete strategies and solutions that facilitate the retention and advancement of your female attorneys.

Contents & Contributors

About

Too many women lawyers are leaving firms, particularly within the first few years of practice. As you and your firm strive to retain the workforce you have invested so heavily in, what can you do to increase the number of female attorneys in the partnership ranks?

The cost to a firm from the loss of female attorneys is huge. A lack of senior women harms recruiting efforts, incurs huge training and recruiting costs to replace those that leave, and can even cause a firm to lose potential and existing clients. Instituting a gender diversity program to address the brain drain is theoretically simple, yet coming up with a framework and specific procedures to retain female attorneys can be extremely challenging.

ACI’s Retaining and Developing Women Lawyers publication focuses on key strategies and best practices that will enable you to implement effective women’s initiatives that will result in developing your existing talent to boost your firm’s competitive advantage. With a speaker faculty comprised of industry thought-leaders, the interactive agenda offers nothing but concrete strategies and solutions that facilitate the retention and advancement of your female attorneys.

Contents & Contributors

OBSERVATIONS AND SUGGESTIONS REGARDING RECRUITING WOMEN ATTORNEYS
M. Elizabeth “Betsy” McDaniel, Sheppard, Mullin, Richter & Hampton

UTILIZING EMPLOYEE RESOURCE GROUPS – A STRATEGY FOR RECRUITING AND DEVELOPING FEMALE AND OTHER DIVERSE ATTORNEYS
Swafia Lopez Ames, Paul, Hastings, Janofsky & Walker

BRINGING MEN INTO THE DISCUSSION
Brande Stellings, Catalyst
Michael Nannes, Dickstein Shapiro
Karen M. Lockwood, Esq., Howrey

FOSTERING BUSINESS DEVELOPMENT THROUGH “WOMEN’S INITIATIVES”
Sara Holtz, ClientFocus

ESTABLISHING A SUCCESSFUL WOMEN’S ADVANCEMENT PROGRAM: BEST PRACTICES
Eva Wisnik, Wisnik Career Enterprises, Inc.

EFFECTIVE MENTORING OF WOMEN ATTORNEYS
Nancy J. Geenen, Foley & Lardner

SOLVING THE PART-TIME PUZZLE: THE LAW FIRM’S GUIDE TO BALANCED HOURS
Joan Williams, Hastings Law School

SUCCESSION PLANNING: ACCELERATING THE MOVEMENT OF WOMEN INTO LAW FIRM LEADERSHIP
Ida Abbott, Ida Abbott Consulting

A WINNING BUSINESS STRATEGY
Kerry Francis, Deloitte Financial Advisory Services

WOMEN IN THE WORKPLACE: BEST PRACTICES
Mary B. Cranston, Pillsbury Winthrop Shaw Pittman

THE OPT-IN PROJECT REPORT: MAKING THE CASE FOR BALANCE
Patricia K. Gillette, Orrick, Herrington & Sutcliffe, LLP



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