February 17, 2021 at 11:15 AM
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Biglaw’s efforts to address the need for diversity and inclusion among their ranks continue to be of great importance to firms across the country. But thus far, only one firm has partnered with Legal Innovators, an alternative legal services provider focused on innovative talent management solutions, to drive systemic change in its recruitment and training strategies. Only one firm will use Legal Innovators’ ingenious methodology to create a diversity pipeline for incoming associates.
That firm is Orrick Herrington & Sutcliffe.
The firm brought in $1,158,537,000 gross revenue in 2019, putting the firm in 31st place in the most recent Am Law 100 ranking. Under Orrick’s diversity pipeline pilot program with Legal Innovators, recent law school graduates will have the opportunity to join the firm as fellows, and may be offered full-time associate positions after two years. Legal Innovators will also offer training to other diverse attorney
During the fall 2017 semester, I vividly remember the early August mornings when the hallways of Brumby were fragrant and thick with hairspray. Girls were awake no later than 4 a.m., perfectly styling their hair and putting on a full face of makeup, primping themselves for the long days of sorority recruitment in the sweltering Georgia heat. Panhellenic sororities at the University of Georgia promote a culture in which itâs easy to get your worth mistaken for your ability to stand uncomfortably sweaty while engaging in repetitively draining small talk all day.
Other than my inability to apply eyeshadow, I seemed to fit right in with all the other naive freshmen, unable to see anything inherently wrong with this scenario. Now that Iâm a senior, itâs clear the standards required to assimilate into a prestigious sorority force women to embody a certain level of commercialized femininity to feel welcome. Despite the progressive changes of today, Greek life continues to re
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By removing these gender-coded words, companies see nearly 30% more applicants, a recent study reveals.
Yet only 38% of companies remove these words, which is troubling as companies seek to bring in a diverse talent pool.
For managers who want to get serious about diversity, rooting out unconscious bias in every step of the hiring process is crucial. That includes being aware of each word you use in a job post.
Without knowing it, hiring managers may be excluding applicants by using gender-coded words, or words that most perceive to be associated with either a male or female gender identity.
Albemarle Corporation (NYSE: ALB), a leader in the global specialty chemicals industry, announced today that Albemarle CEO Kent Masters has signed the CEO Action for Diversity & Inclusion pledge.
#10000BlackInterns: a force for positive change 15 February 2021: ICAEW and leading firms in the accountancy sector have joined an initiative committed to transforming the horizons of young Black professionals in the UK.
The #10000BlackInterns initiative is designed to help transform the prospects of young Black people in the United Kingdom.
The overall aim is for more than 20 industries to join together to collectively provide 10,000 internships to young Black people over the next five years.
Starting in the summer of 2022, organisations involved in the programme will offer paid work experience across a wide range of sectors and will play a part in providing training, development and mentoring opportunities for the Black community.