Podcasts about mansfield rule

Pat Gillette is one of the country's leading voices on gender equity in the legal profession. A seasoned employment litigator, rainmaker, and law firm leader, Pat spent 40 years in practice before shifting her focus to empowering women lawyers through speaking, writing, and consulting. She is a sought-after advisor on advancing women and diverse attorneys in leadership and business development. During her legal career, Pat was recognized as a top employment litigator and trial lawyer by Chambers and other industry rankings. She served as a rainmaker and firm leader before leaving Orrick, Herrington & Sutcliffe in 2015 to devote herself to changing the legal landscape for women. She also joined JAMS as a mediator, bringing her deep expertise to complex employment disputes. Pat is the author of Rainmakers: Born or Bred, a research-based exploration of the characteristics that drive successful business development in law firms. Beyond her work in practice, she co-founded the Opt-In Project, a national initiative designed to increase the retention and advancement of women in law firms. She was also part of the 2016 Diversity Lab Hackathon team that developed the Mansfield Rule. WHAT'S COVERED IN THIS EPISODE ABOUT WOMEN AS RAINMAKERS AND LAW FIRM LEADERS For many women in Biglaw, the message has long been you can be a rainmaker or a leader, but not both. Pat Gillette disagrees. In this episode of The Lawyer's Edge, Elise Holtzman sits down with Pat Gillette to discuss why women lawyers must advocate for themselves, step into leadership, and take control of their careers. Drawing on her decades of experience and groundbreaking research on rainmakers, Pat unpacks the systemic barriers that hold women back, the myths about business development, and the practical strategies women can use to break through. She shares why firms must do more than talk about diversity—they must remove the structural obstacles that keep women from developing business and taking on leadership roles. She also reveals how women can successfully build books of business while balancing other responsibilities. 2:02 – Pat's legal career and why she transitioned from practice to advocacy 6:21 – The slow evolution of gender equity in law firms—and what still needs to change 8:09 – The hidden structural barriers that impact women's rainmaking potential 10:55 – How the Mansfield Rule is redefining leadership opportunities in law firms 14:00 – The biggest misconception about business development—and why women are built for it 19:36 – How prioritization and compartmentalization are key to long-term success 22:43 – Why women must actively seek mentorship and sponsorship 27:05 – The simple but powerful career advice Pat gives every woman lawyer: Just ask! MENTIONED IN JUST ASK! HOW WOMEN CAN SUCCEED AS RAINMAKERS AND LAW FIRM LEADERS Pat Gillette | Pat Gillette on LinkedIn Rainmakers: Born or Bred by Patricia K. Gillette Get Connected with The Coaching Team at hello@thelawyersedge.com SPONSOR FOR THIS EPISODE… Today's episode is brought to you by the Ignite Women's Business Development Accelerator, a 9-month business development program created BY women lawyers for women lawyers. Ignite is a carefully designed business development program containing content, coaching, and a community of like-minded women who are committed to becoming rainmakers AND supporting the retention and advancement of other women in the profession.  Early Bird Registration is now underway for our 2025 Ignite cohorts. If you are interested in either participating in the program or sponsoring a woman in your firm to enroll, learn more about Ignite and sign up for our registration alerts by visiting www.thelawyersedge.com/ignite.

On this episode of Dimensions of Diversity, host Lloyd Freeman welcomes back Courtney Munnings, Mansfield Rule & Knowledge Sharing Manager, Diversity Lab, to discuss the critical need for disability inclusion in the legal profession. Courtney first appeared on Dimensions of Diversity in 2022 for an episode entitled, Neurodiversity: Being Autistic and Encountering the Workplace, which is linked below.On today's episode, Courtney shares more information on Diversity Lab's Disability Inclusion Commitments, including the inspiration behind the initiative. Munnings outlines the commitments, such as creating employee resource groups, conducting annual surveys, removing physical and digital barriers, and enhancing hiring and mentorship opportunities for employees with disabilities. The discussion emphasizes the importance of ensuring inclusion for all dimensions of diversity and creating accessible work environments where all individuals can thrive.Dimensions of Diversity is a podcast created by Buchanan Ingersoll & Rooney, highlighting diversity in the workplace. Hosted by Lloyd Freeman, Chief Diversity & Inclusion Officer, the podcast features meaningful conversations with industry and community leaders working to advance D&I.Link to Neurodiversity: Being Autistic and Encountering the Workplace: https://www.bipc.com/dimensions-of-diversity-neurodiversity-being-autistic-and-encountering-the-workplace  

Going through life masking to fit in can be exhausting and lead to burn out. Learning to believe the way you are is the right way to be can unlock your power and potential. Courtney Munnings, Diversity Lab's Mansfield Rule and Knowledge Sharing Specialist, successfully navigated law school and big law firm life prior to confirming she is autistic and dyslexic and has OCD. In this episode of BS: Beyond Stereotypes, Courtney shares her courageous journey with Merle Vaughn.

Diversity Lab, an incubator for innovation, collaborates with law firms and legal departments to increase diversity and inclusion in the legal profession. Diversity Lab's initiatives are rooted in data, behavioral science, and design thinking, and it is committed to not only test its initiatives but also to share the results and lessons learned. This episode discusses one of Diversity Lab's innovative initiatives, the Mansfield Rule. This rule is designed to increase diversity in leadership and the pipeline to leadership in law firms.When this episode was recorded, Baker Donelson was in the certification process for Mansfield 5.0.  We have since achieved Mansfield 5.0 Certification Plus status.  Additionally, special guest Natalia Marulanda was Diversity Lab's Mansfield Rule Director at the time of the recording. Our Host this Week:Brian Fernandez, Associate, Baker DonelsonCheryl Hunt, Diversity and Inclusion Manager, Baker DonelsonSpecial Guest:Natalia Marulanda, former Mansfield Rule Director at Diversity Lab, currently the Talent Retention and Development Director at Gunster

Jennie Brooks, host of the Unstoppable Together podcast chats with Senior Vice President Josh Petty of Booz Allen's legal department about Diversity Lab's Mansfield Rule and certification. Tune in as they discuss the diversity, equity and inclusion impacts on legal teams in the workplace, what the process entails, specific measures they adopted, and more.

After a yearlong journey participating in the Mansfield Rule 5.0 Certification process, Jackson Walker achieved not only certification, but 5.0 Certification Plus status. Jackson Walker partner Suzan Kedron, who leads our Diversity & Inclusion Committee, and Chad Cole, Social Impact and Sustainability Manager, joined the Fast Takes podcast to discuss the Mansfield 5.0 program and the firm's commitment to diversity, equity, and inclusion. Related Resources: JW Diversity & Inclusion Website » Jackson Walker Achieves Mansfield 5.0 Certification Plus Status » For additional JW Fast Takes podcasts and webinars, visit JW.com/Fast. Follow Jackson Walker LLP on LinkedIn, Twitter, Facebook, and Instagram. The music is by Eve Searls.

California's recently passed FAST Recovery Act is causing waves in the industry, but what will the real impacts be? Riley Lagesen, chair of the Restaurant Industry Group at Greenberg Traurig, shares how the legislation could impact foodservice operations within California and potential impacts for the nation as a whole. More About Riley Lagesen: Riley Lagesen, chair of Greenberg Traurig's Global Restaurant Industry Group, serves as lead counsel to many of the nation's most well-known restaurant brands and culinary talent. Riley's passion for the restaurant industry comes from his many years as a restaurant employee, and later, a restaurant owner, in Los Angeles. He saw an opportunity for law firms to better serve restaurant industry clients, and has dedicated his career to supporting both clients and the restaurant industry. Learn more here: https://www.gtlaw.com/en/professionals/l/lagesen-riley More About Greenberg Traurig: Greenberg Traurig, LLP has more than 2500 attorneys in 43 locations in the United States, Europe, Latin America, Asia, and the Middle East. The firm reported gross revenue of over $2 Billion for FY 2021 and is consistently among the top firms on the Am Law 100, Am Law Global 100, and NLJ 250. On the debut 2022 Law360 Pulse Leaderboard, it is a Top 15 firm. Greenberg Traurig is Mansfield Rule 4.0 Certified Plus by The Diversity Lab and the Center for Resource Solutions Green-e® Energy program certifies that the firm's U.S. offices are 100% powered by renewable energy. The firm is often recognized for its focus on philanthropic giving, innovation, diversity, and pro bono. Learn more at: www.gtlaw.com. Follow The Food Institute Podcast on LinkedIn: https://www.linkedin.com/company/78452767/admin/

In 2013, after many years working in large law firms and co-founding one of the first legal metrics start-ups, Caren Ulrich Stacy took time out to reflect on how she could bring together what she had done with what she had experienced to solve a problem that keeps knocking at her door – how do women who had left legal practice for a variety of different reasons, find their way back to it? The answer was the OnRamp Fellowship, the first returnship program for law firms that later extended to legal departments. It grew into the Diversity Lab, an incubator for innovative ways of boosting diversity and inclusion in the legal profession. The Lab ran a series of Women in Law Hackathons from 2016 – The Mansfield Rule was an idea from the first Hackathon that grew wings in US, Canadian and UK law firms and legal departments too. Named after the first woman lawyer in the US, Arabella Mansfield, its focus is on boosting and sustaining diversity in leadership and the pipeline to leadership. The Lab also subsequently established the Move the Needle initiative, a wonderful collaborative experiment between the Lab and four founding law firms, resourced over 5 years, the outcome being to produce empirical data (which will include a Report) about diversity and inclusion in hiring, retention and advancement. The Report, when released, promises to provide a tried and tested blueprint for advancing diversity and inclusion in the legal industry. What Caren has accomplished with the Diversity Lab and these two amazing initiatives (of many) we discussed, is remarkable and outstanding! What's also critically important is that the work and outcomes are supported, every step of the way, with data, data analysis, and metrics – they provide an empirical and quantifiable foundation that differentiates these initiatives from others and, tells a story that is both deeply personal but also objectively verifiable!  Caren is the Founder & CEO of the Diversity Lab; the Founder of its On Ramp Fellowship; was recently appointed as the Lead Diversity, Equity, Inclusion & Accessibility Advisor to the USPTO; holds roles with the UN Women initiative, and holds Fellowships at The College of Law Practice Management and the Tory Burch Foundation. If you would prefer to watch rather than listen to this podcast, you'll find the video here. About the Future 50 Series In the Future 50 Series we're chatting with legalpreneurs who, through their ideas and actions, are challenging and transforming legal BAU all around the world. If you would like to recommend people for this Series, please contact us at: CLI@collaw.edu.au.

In this episode of the Legal Marketing 2.0 Podcast, Guy is joined by Gina Carriuolo to discuss the importance of remembering the basics and making time for team coordination. Gina is the Chief Marketing Officer at Robinson and Cole, an Am Law 200 firm. Robinson and Cole is also a Mansfield Rule certified firm, established over 175 years ago with 230 attorneys and is a deeply rooted culture of collaboration, civility, and inclusion. Gina has over 30 years of legal marketing experience, having served as the director of marketing of Locke Lord and its predecessor firms for 14 years. She now leads the firm's overall business development, marketing and communication strategies.

There were a number of SNAFUs the past couple of weeks here at The Geek in Review, but even with scheduling difficulties and personal emergencies, we wanted to get an episode out this week. In order for everyone to "get their geek on," we created an "Information Inspirations" episode. We'll be back next week with more traditional content, but we hope you enjoy our musings on news and ideas around the legal industry. Information Inspirations Bill Henderson's State supreme courts and the challenges of PeopleLaw discusses the power that state supreme courts have in the regulation and delivery of the legal industry and access to justice. These courts have the power over the market structure, dispute resolution, and licensure of the practice of law. However, the Justices are reluctant regulators and Henderson suggests that they need to shake off this reluctance and fix a system that is in serious need of change. The American Bar Association is poised to change a series of law school accreditation rules and the change could go into effect as early as this fall. This round of changes deals with anti-discrimination training that law students need to take before they can graduate. The ROSS v. Westlaw battle continues with ROSS recently crying foul that Westlaw is using copyright arguments to maintain what they claim to be a monopoly on legal information. Julie Sobowale dives a little deeper on one issue that affects both US and Canadian legal research innovators, and that is access to primary materials like case law. Law School 1Ls and 2Ls shouldn't just look at BigLaw for their summer associate work. Working with startups or venture capital firms may be another option out there. The legal industry looked to the NFL's Rooney Rule to help guide our own version through the Mansfield Rule. While the NFL gave a good blueprint for how to expand the search for minority talent, a recent lawsuit by former Miami Dolphin Head Coach, Brian Flores, alleges that it is also a blueprint for how to claim we are doing great things for minority hiring, but the reality is that it is a check-the-box and continue-as-normal process. The era of COVID produced a major shift in the concepts of virtual court proceedings. While we've had bumps in the road, it seems that virtual courts are here to stay. Bonus Inspirations (Non-Legal Podcasts That Inspire Us!!) Sacred Scandal Comic Book Couples Counseling Contact Us Twitter: @gebauerm or @glambert. Voicemail: 713-487-7270 Email: geekinreviewpodcast@gmail.com. Music: Jerry David DeCicca Transcript: 3 Geeks

In this week's episode of Movers, Shakers & Rainmakers, Zach and David discuss what firms and in-house legal departments are doing to promote diversity and inclusion, including the Mansfield Rule and how firms are going about obtaining Mansfield Certification. Also, David breaks down the hirings of two former Supreme Court clerks by McGuireWoods, and Zach highlights Greenberg Traurig's recent office openings in Long Island and how they plan on implementing their new "Work Near Home" strategy. Tune in and be sure to like and subscribe!    Programming note! In two weeks we will have our first guest on the podcast: Monique Burt Williams, CEO of Cadence Counsel, the in-house division of Lateral Link.

Welcome to another episode of Tech Transfer IP. Today I am pleased to speak with Elaine Spector. Elaine is a patent attorney with Harrity & Harrity with over twenty year's experience in intellectual property law. Elaine's current practice consists primarily of prosecuting patent applications with a focus on electromechanical technologies.  Before joining Harrity & Harrity, Elaine worked in private practice for over fifteen years handling various intellectual property matters, including patent application drafting and prosecution, trademark prosecution and enforcement and litigating complex patent cases in federal courts. Her extensive litigation experience provides her with a unique perspective in prosecuting patent applications. Listen as Elaine shares some key differences between working in a University Tech Transfer office and working in a law firm. She also talks about the Rooney Rule and how Hannity has improved it by making it Rooney Rule 2.0, and how the Rooney Rule is different from the Mansfield Rule.  Elaine discusses her company's rigorous hiring process to remove bias, the factors that contribute to the problem of having a small amount of diverse individuals in the legal profession, and the programs her office has launched to help bring more women into her firm, like the Annual Women's Patent Law Workshop and the Minority Firm Incubator Program to name a few. Elaine shares some suggestions for small firms that might struggle to develop diversity and inclusion procedures, standards, and programs. She says that reaching out is one action step patent professionals can take to improve diversity for the Patent Bar.   In This Episode: [02:26] Welcome to the show, Elaine! [02:48] Elaine shares her career journey from a University Tech Transfer office to a law firm. [06:16] She worked at John Hopkins Technology Transfer, which later changed its name to Tech Ventures. [06:46] What are some of the key differences between working in a University Tech Transfer office and working in a law firm? [09:18] Elaine discusses the Rooney Rule 2.0 and how Harrity takes the rule even further. [10:28] How is the Rooney Rule different from the Mansfield Rule? [12:39] Elaine doesn't believe that the "Heavy Stick" approach suggested by some corporations will be effective in helping meet diversity requirements. [15:01] Elaine speaks about her company's rigorous hiring process and how it removes the likelihood of bias. [17:20] Can you tell us about the factors contributing to the problem of not enough diverse individuals in the legal profession? [20:01] Elaine discusses Harrity's office's Annual Women's Patent Law Workshop. [21:46] Elaine discusses another program Harrity has recently developed which is training women and helping them pass the writing part of their application process. [22:31] Elaine shares some other programs her firm has that focus on diversity and inclusion. [24:28] Elaine speaks about the Minority Firm Incubator Program they are launching. [27:39] Harrity has launched a diversity channel this year with a weekly vlog. [28:58] How does your diversity committee handle these programs? [31:01] Elaine shares some suggestions for small firms that might struggle to develop diversity and inclusion procedures, standards, and programs. [33:04] Elaine believes the changes proposed by USPTO will help with gender diversity, and she shares some other degrees that should be included. [35:05] What is the one action step patent professionals can take today to improve diversity for the Patent Bar?   Find Elaine: Email  

New findings show that law firms that piloted the Mansfield Rule have grown the racial and ethnic diversity of their leadership by more than 30 times the rate of other firms. These firms have also exceeded the norm in the rates at which racially diverse lawyers progressed into partnership and at which women lawyers progressed into leadership roles.  As the legal industry continues to struggle with diversity, these are notable results – especially considering that the Mansfield Rule is an idea borrowed from the NFL's Rooney Rule and hatched in a hackathon. The basic idea is simple: firms commit that they will consider candidate pools that are at least 30% diverse when hiring senior associates and partners, promoting into equity partnership, and filling management positions. But as Lisa Kirby, chief intelligence and knowledge sharing officer at Diversity Lab, explains, there is more to it than a simple percentage. Kirby, a former lawyer who oversees Mansfield Rule certification, joins host Bob Ambrogi to explain what the Mansfield Rule is, how it promises to drive diversity in law firms and legal departments, and how its scope and reach are expanding.  Thank You To Our Sponsors This episode of LawNext is generously made possible by our sponsors. We appreciate their support and hope you will check them out.  Paradigm, home to the practice management platforms PracticePanther, Bill4Time, and MerusCase, and e-payments platform Headnote. Law Insider, producer of the show Contract Teardown, where they analyze the contracts that others are talking about.  A reminder that we are on Patreon. Subscribe to our page to be able to access show transcripts, or to submit a question for our guests.

https://vimeo.com/552248078 Uber's Eve Lewis talks about using the Mansfield rule to guide diversity recruiting and retention efforts. Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listening as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:17All right, Hello fellow romantics. Chris Hoyt, CXR's president today's matchmaker for the next 15 minutes as you find a professional love match, courtesy of this eXpertease segment of the CareerXroads podcast, if you haven't listened, watched or been part of the eXpertease segments before, this is the speed dating of podcasts. And this is sort of how it works. CareerXroads is connecting you with an industry leader almost every week so that they can share with you one thing they'd like to make sure you know about their career or their professional journey. Now, if you're fortunate enough to join us live, then you can jump in the chat channel and drop in a question of your own for our guests. And if I swipe right on it, should there be enough time we'll get it covered today. But if time forces me to swipe left, don't worry, it's me, not you. And you'll find it posted in the free and public forums we host over at CXR.works/talenttalks. Now, if you didn't already know, the focus of our topics, were actually built from the results of our 2021 CXR talent acquisition priorities research. And this is where hundreds of verified team leaders and practitioners weighed in on what was most important to them this year. Now you can find that report for free within the research and report section of CXR.works. So turn up the volume and lean way in. We're getting started today with our first time guests Eve Lewis, who is the global inclusive recruiting director at Uber. I got it, where they're using something you may have heard about the Mansfield rule to guide their diversity recruiting and their retention efforts. Now, Eve Welcome to the show. How are you? Eve Lewis, Uber 1:44Thank you, I'm doing well thrilled to be here. Been I've never actually been introduced in speed dating context. So this is the first three I'm super excited to be here this afternoon. Chris Hoyt, CXR 1:53If you may be very fortunate could be the last time you're introduced that way. Eve Lewis, Uber 1:57As long as everyone swipes right, I guess right? Chris Hoyt, CXR 2:01That's right. Everybody's gonna swipe right on us today. I always like to start these sort of rapid fire segments with a little bit of background on our guest team. So can you can you tell us a little bit about yourself? Can you give us sort of the escalator pitch about Eve Lewis and the work she does at Uber? Eve Lewis, Uber 2:17Yeah, so I've been in diversity. I won't say recruiting, but some segments and capacity of diversity, outreach, recruitment, evangelism for my entire career, I started at Microsoft, about for there for about 15 years. And then from there, I was with Oracle and IBM. And then now I am thrilled to lead the function at Uber. Essentially, I've done everything from marketing, to outreach to candidate engagement, pretty much everything on the spectrum from initial engagement through to hire. And then now at Uber, I lead a team that specifically tasked with enabling and driving interest applies and hires among all diversity constituency groups globally. Chris Hoyt, CXR 2:58I love it. And I love the fact that these are not small organizations that you've been at, right. And you know, the old saying, you know, the bigger the wheel, the longer it takes for the revolution. So it's so it's really interesting that you're pushing to sort of make an impact here. Now. We're talking about the Mansfield rule. And my understanding is that this came around out of out of Women's Law Firm, hackathon. Exactly. Back in like 2015 2016, something like that. Exactly.

Diversity may seem like a buzzword in the legal industry, but recent years have proven the conversation around equity is critical for the future of the law. In this episode, McGlinchey Managing Member Michael Ferachi and Chief Diversity Officer & HR Director Eliska Plunkett discuss what it means for a law firm to walk the walk when it comes to diversity and inclusion in 2021, including the firm’s new #McGlincheyForward initiative and participation in Diversity Lab’s “Mansfield Rule” certification and LCLD’s “Leaders at the Front” programs.

As the Deputy General Counsel of Womble Bond Dickinson (US) LLP, Alison Bost advises hundreds of attorneys across the country regarding legal ethics, professional responsibility and risk management. During her TendingBar interview, Alison describes a legal career built on counseling other lawyers, and we delve into the challenges of managing potential conflicts of interest in a large firm that advises thousands of clients. In the wake of repeated tragedies involving unjustified killings of black Americans by police, the American public has spent most of 2020 engaged in renewed discussions about systemic racism. Unfortunately, the public debate often lacks a shared vocabulary or a conceptual framework necessary to make those discussions fruitful. Forward-thinking businesses and professional organizations, by contrast, have in recent years begun to recognize the importance of diversity within their ranks, as well as the persistence of systemic challenges facing diversity initiatives. Within Womble, Alison has therefore organized nationwide efforts to educate attorneys about the science of implicit bias -- certainly timely in today's climate. Most of our TendingBar interview discusses implicit bias, and we introduce viewers/listeners to Project Implicit (http://implicit.harvard.edu), the freely available online toolset created by a collaboration among professors at Harvard, the University of Virginia and the University of Washington. TendingBar recommends Project Implicit as a framework to teach and learn about implicit biases in a non-threatening and eye-opening way. With Alison’s leadership, Womble now participates in the Mansfield Rule, a nationwide program among law firms designed to interrupt and overcome the negative impacts of implicit bias in the law firm workplace. Mansfield-participating firms make commitments to include diverse candidates in all of their key hiring and promotion decisions (and other aspects of firm operations). Alison describes Womble’s participation, and we discuss the reality that diverse organizations demonstrate higher productivity (and higher profits). Key Discussion Moments (minutes:seconds) 2:30 From French Major to Lawyer 6:50 Taking Conflicts of Interest Seriously 14:00 Understanding Implicit Bias and the Legal Workplace 21:27 Project Implicit as a framework for teaching about implicit bias 27:35 The Mansfield Rule 34:30 Alison’s life advice for would-be lawyers?

Diversity and inclusion consultant Michelle Silverthorn is a former columnist for ALA's Legal Management magazine and a speaker at past conferences, including the Brezina session at the 2019 Annual Conference & Expo. Now, with her own company and a brand-new book under her belt, she rejoins ALA to discuss the current state of diversity, inclusion and equity and whether a permanent shift is coming to the workplace.You can read an excerpt from Michelle's book, Authentic Diversity: How to Change the Workplace for Good, in the next issue of Legal Management, which is out on October 9. Visit her website to find out how to purchase the book, Read past Legal Management columns by Michelle here. In this episode, she mentions the Nice White Parents podcast and the Mansfield Rule. Listen to that podcast here and read more about Mansfield Rule here.Speaker BioMichelle Silverthorn is the Founder and Chief Executive Officer of Inclusion Nation, a diversity consulting firm that partners with forward-thinking organizations to design authentic, inclusive workplaces built for success. A graduate of Princeton University and the University of Michigan Law School, she lives in Chicago with her husband and two daughters.

Diversity and inclusion consultant Michelle Silverthorn is a former columnist for ALA's Legal Management magazine and a speaker at past conferences, including the Brezina session at the 2019 Annual Conference & Expo. Now, with her own company and a brand-new book under her belt, she rejoins ALA to discuss the current state of diversity, inclusion and equity and whether a permanent shift is coming to the workplace. You can read an excerpt from Michelle's book, Authentic Diversity: How to Change the Workplace for Good, in the next issue of Legal Management, which is out on October 9. Visit her website to find out how to purchase the book,  Read past Legal Management columns by Michelle here. In this episode, she mentions the Nice White Parents podcast and the Mansfield Rule. Listen to that podcast here and read more about Mansfield Rule here. Speaker Bio Michelle Silverthorn is the Founder and Chief Executive Officer of Inclusion Nation, a diversity consulting firm that partners with forward-thinking organizations to design authentic, inclusive workplaces built for success. A graduate of Princeton University and the University of Michigan Law School, she lives in Chicago with her husband and two daughters.

Pat Gillette is one of the country's leading experts and most sought-after speakers on gender diversity and equality.  Rated as a top employment litigator and trial lawyer by Chambers and other organizations for 40 years and as a leader and rainmaker in her firms, Pat decided to resign from her firm to pursue her passion for empowering women through keynote speaking and writing.  She was also invited to join JAMS in San Francisco. Pat is the 2018 recipient of the AB Margaret Brent Award, the highest honor given to women lawyers for their professional achievements and for advancing the interest of women lawyers. She has also received many other awards for her work toward gender equality.  Among Pat's many achievements that have influenced the advancement of women in the legal profession are the 2007 Opt In Project, which was a nationwide initiative to change the structure of law firms, The Rainmaker Study, which is the focus of her book "Rainmakers: Born or Bred", and the Mansfield Rule, which as the brainchild of the team she co-led at the 2016 Diversity Lab Hackathon.   www.patriciagillette.com/ www.patriciagillette.com/article/rainmakers-born-or-bred    

Pat Gillette is one of the country's leading experts and most sought-after speakers on gender diversity and equality. Rated as a top employment litigator and trial lawyer by Chambers and other organizations for 40 years and as a leader and rainmaker in her firms, Pat decided to resign from her firm to pursue her passion for empowering women through keynote speaking and writing. She was also invited to join JAMS in San Francisco. Pat is the 2018 recipient of the AB Margaret Brent Award, the highest honor given to women lawyers for their professional achievements and for advancing the interest of women lawyers. She has also received many other awards for her work toward gender equality. Among Pat's many achievements that have influenced the advancement of women in the legal profession are the 2007 Opt In Project, which was a nationwide initiative to change the structure of law firms, The Rainmaker Study, which is the focus of her book "Rainmakers: Born or Bred", and the Mansfield Rule, which as the brainchild of the team she co-led at the 2016 Diversity Lab Hackathon.  www.patriciagillette.com/ www.patriciagillette.com/article/rainmakers-born-or-bred

In this episode, we speak with Diversity Lab’s Chief Intelligence & Knowledge Sharing Officer, Lisa Kirby, and Lelia Hock, Director, Legal Department Partnerships & Inclusion Initiatives to find out how Pricing, Innovation, Client Value, and Legal Project Management teams can help to prevent the potential negative impact of the current crisis on all the advances that have been made in diversity in the legal industry. Lisa Kirby, Chief Intelligence & Knowledge Sharing Officer at Diversity Lab. Lisa brings 20 years of experience in the legal profession to Diversity Lab. She has served as a practicing attorney, talent management professional, and law firm consultant. Lisa began her career as a litigator, practicing at two large law firms. She then spent several years as a professional development manager at Goodwin Procter LLP, where her contributions included helping to launch and lead the firm’s Women’s Initiative and developing a new parent coaching program. As a consultant with Edge International, Lisa advised a wide range of domestic and international law firms on strategic and talent management issues. At Diversity Lab, among many other duties, Lisa has led the creation and implementation of the needle-moving Mansfield Rule, now in its second certification year. She is a sought-after speaker who has been featured as a keynote speaker, presenter, and panelist on a variety of topics related to diversity & inclusion in the legal profession. Lisa also is a prolific author, having contributed articles on innovative ideas in diversity and professional development to publications like The American Lawyer, Law Practice, and Professional Development Quarterly.Leila Hock, Director, Legal Department Partnerships & Inclusion Initiatives, Diversity Lab. Leila joined Diversity Lab with over 10 years of experience in the legal field, as a law firm associate, in-house counsel, and coach and consultant to law firms and associates. Leila began her career in the corporate practice at Mayer Brown’s Chicago office. She then spent three years practicing in the in-house legal department at Kraft Foods, supporting the global contracting needs of Kraft’s procurement and outsourcing teams. When the call of the mountains hit, Leila took a role as the first and only US in-house counsel for a global oil field services company in Denver, supporting all of the company’s US legal needs. Throughout her legal career, Leila supported a diverse legal workforce by creating and managing internship programs for diverse candidates and taking an active role in affinity groups for women and diverse counsel.In 2015, Leila completed her professional coaching certification with the Institute for Professional Excellence in Coaching and began a successful private coaching practice. Leila worked with several law firms and legal groups to develop professional development curricula geared toward business development and enhancing the “softer” skills required to advance in today’s professional world. KEY TAKEAWAYSClients are doubling down on Diversity. Legal Departments are being more deliberate in the diversity data and metrics that they require from their legal service providers.Spotlight on Work Allocation. Ensure that diverse lawyers are doing career-advancing work and that during this crisis cutting edge work is spread evenly across the firmYou Can Make a Difference: From scoping, staffing to matter management you can keep diversity front of mind and play a role in advancing diversity in your firm or legal department.To find out more about Digitory Legal please visit our website at www.digitorylegal.com.

While among corporations, women now comprise 28 percent of general counsel in the United States, the situation is worse in law firms where women represent only about 19 percent of equity partners. Scores of law firms have signed on to "The Mansfield Rule, "named after Arabella Mansfield, the first woman ever admitted to practice law in the U.S. Self-certification with this rule implies that firms must actively consider diverse candidates, including women for at least 30 percent of open leadership and governance roles in the firm, including equity partner promotions and lateral hires. Many other firms have signed on to implement formal sponsorship programs designed to retain and promote women attorneys to partnership, with the intent of limiting the high volume of female attorneys who leave the profession before they can get to a leadership position. intellectual property (IP) law is unfortunately not an outlier to this situation, despite the fact that in law schools IP classes are still mostly attended by female students. In this environment, today’s guest truly stands out. Cristina Carvalho is the managing partner of Arent Fox LLP, a law firm based in Washington, D.C., USA, with around 450 lawyers globally. She joined the firm in 1997, and in 2016 she was appointed managing partner at the firmwide level. In today’s episode, we discuss with Ms. Carvalho the challenges she faced to raise to the top, the pivotal role of women mentoring programs, what it means to be one of the most powerful women in Washington, D.C., the opportunity and asset of being both a Brazilian and American lawyer, and how IP can ultimately be a tool to promote a more inclusive business field. This episode is part of Brand & New’s Women’s Empowerment in IP series, as part of the International Trademark Association’s “The Women’s LeadershIP Initiative.”Every two weeks, on Tuesday, Brand & New gives the floor to inspiring individuals, with a 360-degree vision, to help brand owners, intellectual property lawyers, and marketing and finance professionals (and beyond!) stay curious and agile in an ever-evolving business environment. Brand & New is a production of the International Trademark AssociationHosted by Audrey Dauvet - Contribution of M. Halle & S. Lagedamond - Music by JD BeatsFOR MORE INFORMATION, VISIT INTA.ORGTo go further:About Cristina Carvalho (link to https://www.arentfox.com/attorneys/cristina-carvalho)Also of interest:- International Trademark Association’s “The Women’s LeadershIP Initiative” (link to https://www.inta.org/Press/Pages/The_Womens_LeadershIP_Initiative_0320.aspx)- Brand & New podcast (March 8, 2020): International Women’s Day : Women’s Empowerment in Intellectual Property (link to: https://www.inta.org/Programs/Pages/Podcasts.aspx)- Forbes.com: "How IP rights empower women" (link to https://www.forbes.com/sites/lorenzomontanari/2018/04/26/how-ip-rights-empower-women/#7f464a296e73)- Managing IP: “International Women’s Day: IP counsel reflect on gender challenges and progress” (link to https://www.managingip.com/Article/3863249/International-Womens-Day-IP-counsel-reflect-on-gender-challenges-and-progres

After spending the majority of her legal career practicing employment law for an international law firm, Pat leveraged her deep knowledge in gender diversity and equality in the workplace to become an outspoken advocate for women's issues in business. Listen in to our lively discussion to learn about The Mansfield Rule (in which Pat was an integral architect) and how professional services firms can productively address gender and diversity equally into their business practices.

With the new decade comes a new tagline for The Geek in Review introduction. Let us know what you think of the change. Ellyssa Valenti Kroski is the Director of Information Technology/Director of Marketing at New York Law Institute and is the editor of the new book, Law Librarianship in the Age of AI. Whenever there is a monumental shift in technology and processes, there will be winners and there will be those who are left behind. The authors of this compilation give the readers a path to better understanding what Artificial Intelligence is, and what it isn't. Ranging from the basic understanding of AI concepts to listing specific tools occupying the AI space within the legal industry, to the benefits, risks, and ethical issues surrounding the tools, this book covers a lot of ground. It's definitely worth checking out. In addition to the book, Ellyssa discusses her other books and projects, including makerspaces and using escape room activities for professional development and end-user training. She will be running an escape room event at the Ark Group's 14th annual Law Firm Library, Research & Information Services in New York, NY, March 12-13, 2020. The escape room is called Escape the Library: The Search for Alexander Hamilton and the Missing Librarian: A Time Travel Adventure. Apparently, Alexander Hamilton did not die from his duel with Aaron Burr but is actually a time-traveler. Whether true or not, it sounds like a lot of fun. Attendees can get a 20% discount on the conference by entering the code "ESCAPE" when registering. Information Inspirations We've covered how BigLaw is adopting the Mansfield Rule to increase diversity within the ranks and is basing that rule upon the National Football League's Rooney Rule. Hopefully, BigLaw does better than the NFL has. When the Rooney Rule was adopted in 2003, there were three black NFL head coaches. At one point, that improved to eight. However, habits persist and after nearly seventeen years in, the NFL coaching ranks are back to exactly where we started. Three. If BigLaw is to do better, it must be vigilant, and firms not complying should be called out. Marlene's inspiration discusses what happens when your career so encompasses your life, that you can't separate yourself from your job. In a recent Harvard Business Review article, author Janna Koretz discusses the effects of what psychologists call "enmeshment" where professionals are so intertwined with their career identity, that they lose their self-identity. She describes ways to understand if your identity has become enmeshed with your career, and methods to break free of that enmeshment. The example she uses is a partner at a large firm, and we all probably know that this type of career/personal identity enmeshment is very prominent within the legal industry. Listen, Subscribe, Comment Please take the time to rate and review us on Apple Podcast. Contact us anytime by tweeting us at @gebauerm or @glambert. Or, you can call The Geek in Review hotline at 713-487-7270 and leave us a message. You can email us at geekinreviewpodcast@gmail.com. As always, the great music you hear on the podcast is from Jerry David DeCicca.

Veteran general counsel Diana Toman and Womble Bond Dickinson litigator Cathy Hinger sit down with Mark to talk about the Mansfield Rule and its impact on diversity in law firm leadership. To learn more about the Mansfield Rule, go to http://bit.ly/2pTTdz1

Lisa Kirby is the Chief Intelligence & Knowledge Sharing Officer at Diversity Lab. Lisa brings 20 years of experience in the legal profession: served as a practicing attorney, talent management professionals, and law firm consultant. Lisa began her career as a litigator, practicing at two large law firms. At Diversity Lab, among many other duties, Lisa has led the creation and implementation of the needle-moving Mansfield Rule, now in its second certification year. She is a sought-after speaker who has been featured as a keynote speaker, presenter, and panelist on a variety of topics related to diversity & inclusion in the legal profession. Lisa is also a prolific author, having contributed articles on innovative ideas in diversity and professional development to publications like The American Lawyer, Law Practice, and Professional Development Quarterly.   Episode Resources https://www.diversitylab.com/ https://www.diversitylab.com/team_members/lisa-kirby/ https://twitter.com/DiversityLabCo   Episode Highlights What is Diversity Lab - 1:32 Diversity and Inclusion in the legal profession - 1:44 Working with law firm partners - 3:19 Diversity Lab's crew - 10:06 Doing research - 10:20 Their goal - 15:10 Having a resource library - 15:31 Some common misconceptions - 16:40 Considering people - 17:47 Future for the industry - 20:02 Be as inclusive as possible - 20:40 Lawyers with disabilities and inclusive practices - 21:33 New considerations about the legal industry - 23:49 Diversity of law schools - 24:56   Subscribe, Share and Review To get the next episode subscribe with your favorite podcast player. Subscribe with Apple Podcasts Follow on Spotify Leave a review on Apple Podcasts

Kathryn Rubino joins Joe for a discussion of the latest Mansfield Rule efforts and the problem of lagging Biglaw diversity generally. From reputational rankings to deequitization to bar exam shenanigans the obstacles to building a truly diverse workforce in law are more baked into the system than current reforms seem able to handle.

Pat Gillette is one of the country’s leading experts and most sought-after speakers on gender diversity and equality. She speaks regularly at law firm retreats, conferences, ABA meetings, State Bar meetings and industry events. For most of the 40 years over which Ms. Gillette practiced law, she was rated as a top employment litigator and trial lawyer by Chambers and other organizations and was a leader and rainmaker in her firms, At the end of 2015 she resigned as a partner at Orrick, Herrington and Sutcliffe, LLP to pursue her passion for empowering women through keynote speaking and writing. She was also invited to join JAMS to mediate employment cases and now has a successful mediation practice. Ms. Gillette’s newest book, “Rainmakers: Born or Bred” is filled with practical tactics and strategies that can be easily implemented to enhance business development skills and books of business. The book highlights the nationally acclaimed Rainmaker Study and includes helpful tips from rainmakers and clients across the country. This groundbreaking study, coupled with Ms. Gillette’s insights from her own experiences, brings a fresh perspective and approach to business development. Ms. Gillette has been widely recognized for her work to advance women in the profession. Most recently, she was chosen as the 2018 recipient of the ABA Margaret Brent Award, the highest honor given to women lawyers for professional achievements and advancing the interests of women in the profession. She has also received the ABA Golden Hammer Award, the California Women Lawyers Association’s Fay Stender Award, the Transformational Leadership Award as one of the Top Women Rainmakers, and the Barristers Association of San Francisco Award of Merit. Ms. Gillette is the co-founder of the Opt-In Project, a nationwide initiative focused on changing the structure of law firms to increase the retention and advancement of women. Her team at the 2016 Diversity Lab Hackathon created the Mansfield Rule, requiring that 30% of all candidates for leadership positions be women or minorities. The Mansfield Rule has been adopted by over 60 firms nationwide and is increasing the visibility and pipeline of women and minorities for leadership positions in firms and organizations. Ms. Gillette has been a Commissioner on the ABA Commission on Women in the Profession, a member of ABA’s Gender Equity Task Force, Co-Chair of the BASF No Glass Ceiling Initiative, a member of the National Women Lawyers Association Board and Foundation, and she serves on several non-profit boards dedicated to protecting and promoting women, including Equal Rights Advocates and DirectWomen, Ms. Gillette is the proud mother of two successful and enlightened sons and lives in Kensington, California with her husband of 40+ years. She was an elected official in her town and is active in political and community organizations and activities. Visit Ms. Gillette’s website at www.patriciagillette.com. --- Support this podcast: https://anchor.fm/freeman-means-business/support

Diversity Embraced It’s 2019 and the Diversity Lab remains front and center in the conversation on Law Firm and In-house Legal department diversity.  Late last summer we sat down with On-Ramp Fellowship Managing Director, Jennifer Winslow and the Mansfield Rule initiative leader, Director, Lisa Kirby.  The Mansfield rule supports the diversification of law firm leadership, and the OnRamp Fellowship is the largest re-entry platform for female lawyers and other professionals. An outcome of Diversity Lab’s 2016, Women in Law Hackathon, the Mansfield Rule has been moving the needle increasing awareness around diverse candidates for leadership and the transparency on who should be considered for leadership.  For Mansfield Rule 2.0 the program has expanded to include LGBTQ+ leadership candidates as well as measurement of inclusion and engagement in formal pitches.  The program which initially launched in 2017 with 44 firms, today has 65 firms participating in Mansfield 2.0.    Today, clients are looking for and confirming that they are benefiting from the value of diverse teams/diversity of thought. The OnRamp Fellowship program started in 2014to alleviate concerns specific to work breaks and provide access to experienced lawyers looking for opportunities.   Ever since the OnRamp programming has been replenishing leadership pipelines with experienced lawyers alleviating concerns specific to work breaks; while providing access to experienced lawyers looking for opportunities.  Those applying for the program are typically unemployed or underemployed doing part-time or contract work.  Most are empty nesters with their eyes wide open.   Challenges include technology – whether you’ve been out 2 years or 20 the technology has changed.   The positives include resilience and problem-solving skills that only come through experience. Looking back measurement and accountability was a missing element in many diversity programs.  By bringing challenges front and center the Diversity Lab has prevented programs from fading or ‘fizzling out’.  Today, information sharing; data; and accountability remain a significant part of the Diversity Lab’s success.

During the Mansfield Rule pilot year, 41 large law firms became Mansfield Certified, which means they considered at least 30% women and attorneys of color for leadership and governance roles, equity partner, promotions and senior lateral positions. For show notes, visit: www.practicingwhileblack.com/podcast