Tag: women in law

How Marketers Can Better Support Inclusion for Women Lawyers of Color — Today

A new in-depth report from the American Bar Association, Left Out and Left Behind: The Hurdles, Hassles and Heartaches of Achieving Long-Term Legal Careers for Women of Color, draws on data and interviews to tell the story of what life is like for women lawyers of color. The report, authored by social scientist Destiny Peery, past ABA president Paulette Brown and Chicago attorney Eileen Letts, demonstrates why, despite increased efforts by firms and the profession generally, to improve diversity and inclusion, women of color continue to face barriers to advancement and are much more likely than white women counterparts to leave the profession.

This report is essential reading for any law leader who is serious about making true substantive changes that will improve the retention and advancement of women of color — particularly those leaders whose firms are posting “Black Lives Matter” messages in internal communications and on social media channels. Becoming an antiracist law firm does not end with a slogan or “messaging” — it requires an honest examination of formal and informal policies and practices, and a reckoning with the impact of those policies on lawyers of color. Then it’s time to reimagine how your firm runs to make sure opportunities are fairly distributed.

While it’s very important to hear and sit with the stories individual lawyers share from their experience of implicit and explicit bias, if I know my audience of driven, task-oriented marketers and communicators, you will be skipping to the end, where the report recommends next steps for firms that want to take action. Below I outline those general recommendations, and then consider the role of the marketing department in helping to make them a reality.

Adopt Best Practices for Reducing Biases in Decision-Making. “[P]revious research that has shown that high levels of subjectivity in promotion standards, selection for assignments, compensation decisions, and performance appraisals are often colored by stereotypes and serve as institutional and structural barriers to the advancement of women of color and other underrepresented attorneys.”

What Marketers Can Do: How does your department determine which partners receive marketing and communications support as they work to build their business? Is there a way to distribute those resources — help with individual lawyers’ social media channels, assistance writing and placing thought leadership, nominations for awards and key boards of directors — more fairly to elevate your firm’s diverse attorneys? How can you help advise up-and-coming partners on which opportunities will be the best use of their limited time and make the biggest impact on their business development?

Improve Access to Effective, Engaged Mentors and Sponsors. “[W]omen of color are especially likely to report that they lack access to mentors or sponsors who are well-connected and have power and influence to both clue them into important dynamics of the workplace and effectively advocate for them.”

What Marketers Can Do: Marketers have a great opportunity to help create mentorship and sponsorship relationships through the business development and proposal-writing process. By now, most rainmakers and practice leaders understand that business clients demand to be served by diverse teams. So they’re being thoughtful about including diverse attorneys in pitch decks and other materials. You can help move that inclusion to the next level by adding a follow-up communication step to your BD process in which all named/pictured team members de-brief and offer feedback. This is a simple way to build a platform upon which younger and diverse attorneys can demonstrate their value in front of the senior partners who can shape their career opportunities. In addition, you can use channels like the internal firm newsletter to educate more senior partners on how to effectively advocate for diverse attorneys — and, in doing so, help the firm stand out as a leader on an issue that matters very much to clients.

Take an Intersectional Approach to Addressing Diversity and Gender. “[B]lindness to or ignorance of the ways that gender and race (as well as other social identities) can interact to create distinct experiences” has so far limited what firms have been able to achieve. Firms must acknowledge that, while they are still disadvantaged, white women’s careers develop differently because of their access to privilege. They navigate networking differently, are viewed differently by colleagues, clients, and judges, and receive distinct treatment when it comes to work distribution and performance evaluation.

What Marketers Can Do: Take a look at how you use words like “diversity,” “equity,” and “inclusion” in internal and external firm communications. Do you grapple with intersectionality — that is, the way that experiences of race and gender (and class and sexuality and ability) intersect for your attorneys — in your messaging? Are there ways that your “diversity” initiatives and communications erase the experience of women who are not white? How could you make changes to address this issue?

 “[O]ur participants mentioned again and again the myriad ways that the culture of the legal profession interfered with their abilities to succeed, to feel valued, and sometimes to persist in the legal profession.”

What Marketers Can Do. So much! 1) Take a look at your firm’s (pre-Covid, in-person) events. Where are they typically held? Do you always choose locations and activities that are most comfortable for wealthy white men? How might you change things up? 2) Does your firm have a written editorial style guide? If so, does it include a section on inclusive language so that everyone knows how to use language in the most inclusive ways possible? 3) If your intended audience for your internal firm communications is “everyone,” are you sure your language and framing actually accomplish that goal, or are you unintentionally treating a white reader as the default? 4) What other unexamined policies, practices, habits and conventions may implicitly communicate to diverse partners that they don’t fully belong? Learning how to spot potential for “othering” and exclusion in communications and other marketing activities is an important skill your department needs to teach its junior members and encourage them to practice.

True change that makes law firms into more equitable and inclusive workplaces for all lawyers must happen on both the systemic and individual levels. While many of the most sweeping and necessary changes are out of the hands of junior and senior legal marketers, there are plenty of things we can do within the scope of our influence that will make a difference. And the time to start is now.

© 2020 Page2 Communications. All rights reserved.

ARTICLE BY Debra Pickett at Page 2 Communications.

For more on diversity in law firms, see the National Law Review Law Office Management section.

Three Ways Legal PR Specialists can Support Your Firm’s Diverse Attorneys

Law firms serving corporate clients face increasing pressure not only to make their workplaces more diverse and inclusive overall, but also to ensure that more women and people of color occupy top positions of power. Last January’s open letter from 170 general counsel serves as the most pointed example of this client demand. In it, they called on law partners to “develop, promote and retain talented and diverse attorneys”—or risk losing business to firms that take diversity and inclusion seriously.

Law firm leaders who have long paid lip service to these goals without actually changing their recruiting, professional development or performance evaluation practices face a true crisis, and mapping out a path forward that satisfies client demand, not to mention the moral imperative to create firms that better represent our society, will require a multifaceted approach. It might surprise you to learn that a sophisticated communications and media strategy is a crucial piece of that plan.

While public relations may not seem to have an obvious connection with diversity efforts, PR partners who specialize in the legal sector can provide law firm leaders with strategic, targeted support to meet their goals for equity. Effective law firm PR partners can help you:

Audit current initiatives. Most firms are doing something on diversity and inclusion, with varying results. If these initiatives are not yielding the desired outcome, it’s time to think about why. Sometimes the real problem is not a lack of effort but the flawed thinking behind a program.

For example, many initiatives intended to address gender equality target differences in women’s approach to risk-taking, negotiation, and work-life balance. While that may sound like progress, focusing on individual women’s choices furthers beliefs and stereotypes that have been debunked by decades of reliable data about fundamental gender differences. Men and women are not nearly so different as we persist in believing. They behave differently in various settings not because of inherent traits but because of organizational practices that reward and punish men and women differently. Equity initiatives that target systemic issues like parental leave and the pay gap are more likely to improve the promotion and retention of women.

As your approach to improving diversity evolves, your internal and external communications need to evolve too. PR support can help you demonstrate a more sophisticated understanding of the problems and the solutions—and show clients that you are serious about making measurable progress.

Reimagine networking. Today’s attorneys know they must provide excellent client service and master the art of business development. That typically involves some form of networking: getting out of the office to form relationships with clients and prospects, and planting the seeds for referrals and new business down the road. But old-fashioned networking—on the golf course, in the bar, at the country club—is not always a strategy that works for women, people of color, LGBTQ lawyers, and others who have come to the field from outside the old boys’ network. If you are serious about supporting your diverse attorneys, you can get proactive about professional development that helps them build their business in ways that work for them. And your PR team can help these attorneys become more active in relevant professional organizations, nominate them for awards, boost their online and social media presence, and facilitate alternative networking opportunities.

Activate a hands-on media strategy. A customized, targeted plan to promote your diverse attorneys’ immense skills and experience, as well as their innovative approaches to old problems, is key to raising their profiles and, by extension, your firm’s profile as well. PR support can help attorneys build relationships with the reporters who cover issues in their practice area so that they can become expert sources. Attorneys can partner with writers to create thought leadership articles for the publications most widely read by their clients and prospects. Nothing helps you take control of the narrative about your firm like media opportunities that highlight the skills and experience of your current and future diverse superstars.

With clients pressuring law firms to change their ways, creating a diverse and inclusive workplace has gone from a lofty goal to a strategic imperative. This necessary transformation presents leaders with significant challenges, but the good news is you don’t have to go it alone. Experts in communications and media strategy can help you take practical steps to develop and support the diverse attorneys who serve your most valued clients.  And, of course, as you would expect, PR professionals can also help you share the good news about the progress you’re making in advancing diversity and inclusion in your firm.

© 2019 Page2 Communications. All rights reserved.

This article is by Debra Pickett of Page 2 Communications.

10 Trailblazing Female Lawyers Who Shaped American History

In a world where less than 36% of working attorneys are women, it can be tempting to dwell on the long road ahead in achieving equal footing for women in the legal profession. While continuing along this road to equity in representation not only between women and men in law, we must remember that the foundations for this path are already in place. This road, although by no means complete, was paved by many trailblazing women who fought and endured to show the world just how preposterous it was to think only men could be lawyers. Listed chronologically, here are ten female lawyers who refused to remain silent about their passion for the law, and who in turn set up a foundation for the countless brilliant rising women lawyers to come.

  1. Margaret Brent

In 1638, Margaret Brent became the first woman to practice law in colonial America when she was named the executor of the estate of Lord Calvert, who was the governor of the Maryland Colony.  Records indicate Brent’s practice included more than 100 court cases in Maryland and Virginia. Amazingly, there is virtually no record of another female attorney in America until the mid-1800’s; covering a span of over two hundred years.

  1. Myra Bradwell

After founding the “Chicago Legal News” a widely circulated and regarded legal newspaper in 1868, Myra Bradwell was an early pioneer for women practicing law. She wrote a well-received column on “Law Relating to Women,” highlighting hot-button topics such as suffrage, but her most significant contribution came in 1873 when Bradwell appealed to the United States Supreme Court in what many believe to be the first sexual discrimination case in American jurisprudence.

In Bradwell v. Illinois, Myra Bradwell argued she was qualified to practice law in her home state of Illinois because she was a United States Citizen. At issue was the question of whether the right to receive a license to practice law is guaranteed by the Fourteenth Amendment to the United States Constitution to all American citizens. Not surprisingly, the answer was no; the Supreme Court held that states could statutorily deny women the right to practice law.

  1. Lemma Barkaloo

Lemma Barkaloo was the first woman to apply for admission to Columbia University Law School when her application was rejected in 1868. Two other women applied and were also immediately denied entry.  George Templeton Strong of Columbia wrote at the time: “Application from three infatuated young women to the law school.  No woman shall degrade herself by practicing law in New York especially if I can save her ‘Women’s Rights Women’ are uncommonly loud and offensive of late. I loathe the lot.”

The following year, Barkaloo was accepted to Washington University in St. Louis, Missouri and begins as a first-year law student. Unfortunately, she didn’t last long; after enduring a year of non-stop harassment from male classmates, she left the school. Barkaloo passed the Missouri bar exam but died soon after during a typhoid epidemic in 1870 and was unable to fulfill her dream of practicing law.

  1. Lettie Burlingame

In 1886, Lettie Burlingame, a stanch suffragette, started an organization at the University of Michigan called The Equity Club. Originally intended solely for female law students and law alumnae, the organization grew, making it the first professional organization for women lawyers. Burlingame eventually went into private practice and was regarded as a highly skilled lawyer until her death in 1890.

  1. Lyda Burton Conley

In 1910, Lyda Burton Conley became the first Native American female lawyer in America. Her motivations were pure; she taught herself the law to protect her tribe’s cemetery burial land located in Huron Park Indian Cemetery from being sold. Unfortunately, she lost her case, and the U.S. Supreme Court refused to rehear it; however, Conley had raised enough public support through her efforts that the House of Representatives Indian Affairs committee finally banned desecration of the cemetery in 1912.

  1. Genevieve Rose Cline

Genevieve Rose Cline was the first woman federal judge in America, nominated in 1928 by President Calvin Coolidge to the U.S. Customs Court, where she served for twenty-five years. Cline earned her Bachelor of Laws degree from Baldwin-Wallace College in 1921 and then entered private practice with her brother. In addition to her legal prowess, Cline was an early advocate for consumer protection, women’s rights, and the suffrage movement.

  1. Sarah Tilghman Hughes

Appointed to the U.S. District Court for the Northern District of Texas in 1961 via a recess appointment by John F. Kennedy, Sarah Tilghman Hughes was confirmed the following year by the United State Senate. Her roots in public service ran deep, beginning her career as a police officer helping prostitutes and runaway girls get their lives back on track. While living in a tent by the Potomac River, Hughes attended George Washington University Law School at night. Upon graduation, Hughes entered private practice in Dallas, Texas, and also served as an elected state representative before opting to sit as a state judge from 1935-1961 on the Texas District Court. In the frenetic aftermath of President Kennedy’s assassination, Sarah Tilghman Hughes was called upon to administer the oath of office to Vice-President Lyndon B. Johnson, making her the only woman in U.S. history to swear in a United States President.

  1. Sarah Weddington

Few lawyers can match the professional debut made by Sarah Weddington. The late 1960’s were not necessarily an inclusive environment for women lawyers, so she had her work cut out for her. Luckily, she became interested in a case that caught her eye and agreed to take it pro bono. Sarah Weddington was only 26 years old when she became the youngest person ever to argue and win a Supreme Court case. You may have heard of the case; the caption was Roe v. Wade.

  1. Sandra Day O’Connor

After earning her law degree from Stanford in 1952 and serving two terms in the Arizona state senate, Sandra Day O’Connor worked her way through the legal system as an attorney and ultimately a judge. Two years after winning election to the Arizona Court of Appeals, President Reagan appointed her to the United States Supreme Court in 1981, making her the first woman justice to serve on the Supreme Court in its 191-year history. She served for twenty-four years, during which she established herself as one of the most influential voices on the Court until her retirement in 2006.

  1. Janet Reno

In 1993, Janet Reno became the first female Attorney General of the United States. She went on to serve for both terms of Bill Clinton’s presidency, making her the longest-serving Attorney General in U.S. history. Reno’s tenure was not without controversy; she took full responsibility for the 1993 botched raid of the Branch Davidian complex in Waco, Texas.

Another high-profile case involved the deportation of a 6-year-old Cuban boy named Elian Gonzalez, who was the only survivor of an escape attempt by twelve Cubans on a small boat. Despite intense pressure from Cuban exiles in South Florida, Reno was personally involved in the case, which culminated in Immigration and Naturalization Service agents storming the home of the boy’s relatives and taking him at gunpoint. A photo of the young child hiding in a closet being discovered by heavily armed agents made the front page of every newspaper in America, but Reno stood her ground based on her belief that she was upholding the rule of law. Janet Reno died in 2016 after a long battle with Parkinson’s Disease.

Final Thoughts

These comprise just the tip of the iceberg of the countless women whose contributions to the field of law were invaluable. While history has done them the disservice of forgetting too many of these sacrifices, the spirit of these gifts is kept alive by the women who choose to pursue the legal profession every day. The road has been tremendously difficult and excessively long. However, the spirit, resilience, and brilliance of these determined legal giants have shown countless young women that it is one they are entirely capable of traveling along.

 

© Copyright 2018 PracticePanther.
This post was written by Jaliz Maldonado of PracticePanther.

Building a Book of Business and Advancing to Law Firm Leadership: Women who Have Navigated the Course Discuss Core Elements of Success

law firm leadership

At a time when only 4 percent of the 200 largest U.S. law firms have women in firm-wide leadership positions[1], only 19% of the equity partners at the “50 Best Law Firms for Women” are women and 96% of AmLaw firms report that their highest paid partner is male[2],  it seems opportune to see what women in leadership roles have to say about advancing to firm leadership, strategies for building a book of business, mentorship, and ways they have found and nurtured success. The National Law Review connected with attorneys Ann Zucker[3] and Anthoula Pomrening[4] at this year’s Managing Partner Forum’s Leadership Conference in Atlanta, GA.  We recently had the opportunity to speak them, as well as attorney Paula Fritsch, regarding their leadership roles at their firms.

Communication, Transparency and Trust Building at all Levels of the Firm

Navigating a leadership role can be a challenge, but communication and transparency go a long way.  Zucker, of Carmody Torrance Sandak & Hennessey LLP, points out that “Trust among the lawyers in our firm is based upon predictability, transparency and forthrightness….the leadership team can foster that atmosphere by modeling those traits.”  Along those lines, Fritsch of McDonnell Boehnen Hulbert & Berghoff LLP[5] says ” Communication is key . . . I’ve seen the biggest strides when the partnership can have open and frank discussions about an issue.  Issues that are decided through back channel and closed door discussions can result in division.” Zucker agrees, saying “Communicating with the partners and employees frequently about what is going on at the firm encourages an atmosphere of trust.”

But, trust building and effective communication doesn’t happen overnight; it is a long, strenuous process.  points out that it is not too early to begin building the trust, even if you aren’t in a position of power in your firm.  She says, “The trust building process is long term, it doesn’t begin when you start work on the Executive Committee.” Earlier leadership positions help build the trust, but being a presence at the firm and having relationships with colleagues, no matter where you are in the firm or where your career is at the moment is important.  As Pomrening,  of McDonnell Boehnen Hulbert & Berghoff LLP, points out, “I began as a law clerk 19 years ago; I have known many of these people for almost 20 years.”

In any leadership role, however, being able to tune into what is best for the firm as a whole is crucial.  Zucker says, “decisions in a law firm are tough because sometimes there are conflicts among what’s best for the client, what’s best for the firm and what’s best for the individual lawyer.  I think some of the blurriness disappears if you can identify the answer to each of those questions.”  Pomrening agrees, saying, “You have to think about the whole–what’s the best thing for the clients and the firm, rather than an individual attorney?  I try to stress that in whatever I do on a daily basis.  Whether it’s a pitch or identifying a leadership position for somebody else, I’m always looking at it in terms of what is best for the whole.”

Own Your Destiny – Build a Book of Business

One important thing for all attorneys and success in a law firm environment is being able to find ways to nurture and build your own book of business.  Being able to successfully generate new matters for the firm is an important step in finding success, wherever your career takes you.  Fritsch says, “You have to get yourself out there and make yourself visible.  Pick an area that interests you and become an expert in that area, and if that is in a niche space, even better.”   Ann Zucker emphasizes that the best way for individuals to generate business is to do what they like to do.  She says, “You have to do what you are comfortable doing.  If you do something you are not comfortable doing it’s going to show and it’s not going to be useful.  For example, if your thing is talking on panels on a specific topic, then do that. If you like to write articles, then focus your time on that. You don’t have enough time to do things that you don’t like or that you are not good at. But you need to figure out what’s best for you, where do you shine and focus your efforts there.”

Find Someone or a Group of Someones Who Can Help You Through the Process – Keep up Your End of the Relationship

Mentorship is also important when establishing yourself in a law firm, both in honing legal skills and building the relationships that are so crucial to generating business.  Though it can be tricky for some younger female associates to develop such relationships as the vast majority of practice groups leaders and other law firm management members are older males.  Zucker says, “A good mentor puts you in a position where you can grow and learn, and they are always going to be cognizant of that–if it’s taking you to court, bringing you to a client pitch, taking you along even if you are not necessarily needed–so you can develop relationships.  These are opportunities to develop legal skills, but also business–Clients get to see you and you have to get out there for people to get to know you.”  In order to make a mentor relationship work, it takes effort on both parts.  Paula Fritsch says, “A mentee should be open with the mentor about what they want out of the relationship, and the mentor may have different ideas for the relationship.”

As with everything, communication is key.  Zucker points out that the relationship requires time and effort, saying, “Both the mentor and the mentee need to take time to nurture the relationship.  Whether official or unofficial relationships, you need to spend time–lunch, cup of coffee, to check in to see how things are going, what opportunities they are looking for.”  As with any meaningful relationship, sometimes things need to be said that are hard to hear.  Fritsch suggests, “as a mentee, be prepared to take some criticisms from your mentor – they may have some things to share that are hard to hear, but a good mentor shares the good and the bad to help you grow.”

Another strategy Anthoula Pomrening suggests is to have a group of trusted colleagues as a sounding board.  These are individuals you can run ideas by, and try things out on to see how they sound or how to approach a problem.  By trying different approaches–out loud, you can get a sense of what resonates and perhaps more importantly, what doesn’t. Pomrening says, “This group can help you address certain situations that you aren’t sure how to approach, and it is very useful.”

Even though women and men enter law school in equal numbers, and work next to each other as associates in equal numbers, a huge disparity in leadership positions and income still exists at law firms. Women who have moved up in the ranks despite the odds, build trust and relationships early in their careers and as they advance. Young female law firm associates who want to advance and prosper generally do best when they find not only a mentor, but a sponsor or community of advisors who can help them navigate the hidden rules of advancement in their firm’s hierarchy and discover the tools necessary to build a book of business.

It’s been noted in numerous surveys and articles that female attorney’s median billable and total hours generally lag male attorneys at all levels.   However, for nonbillable hours, women above the associate level record significantly more hours than male attorneys.[6]    Many thanks to the women who took the time to contribute their thoughts, suggestions and nonbillable time to this article.

ARTICLE BY Eilene Spear & Jennifer Schaller of The National Law Review / The National Law Forum LLC
Copyright ©2016 National Law Forum, LLC

[1] Large Law Firms are Failing Women Lawyers, the Washington Post, February 18, 2014

[2] Catalyst.org March 3, 2015 Women in Law in Canda and U.S.

[3] Ann Zucker is the Managing Partner of Carmody Torrance Sandak & Hennessey LLP,  a  Connecticut-based business law firm.

[4] Anthoula Pomrening is an Intellectual Property partner with McDonnell Boehnen Hulbert & Berghoff LLP.

[5] Paula S. Fritsch, Ph.D. is an Intellectual Property partner with McDonnell Boehnen Hulbert & Berghoff LLP in Chicago.

[6] National Association of Women Lawyers and NAWL Foundation Releases Seventh Annual Survey, ABA Young Lawyers Division, October 22, 2012

Next week! Join NAWL at their General Counsel Institute – November 5-6 in NYC

nawl general counsel institute new york GCI national association of women lawyers

Register today!

The last several years have brought significant changes to the General Counsel position and for many, a rise of greater prominence within their companies. Large-scale forces are transforming the economics of corporations as they face challenges related to accelerating competition, cost controls, technology development, reporting transparency, and Wall Street’s focus on short-term profit maximization.

As a result, the General Counsel increasingly has a broader scope beyond being strictly a legal advisor to also being a C-suite executive, senior counselor to the Board, the CEO, and the CFO, and the ultimate guardian of the company’s integrity. The General Counsel and her in-house lawyers are expected to understand the full spectrum of their company’s business and provide expert legal advice, business strategy input, and ethical guidance.

At GCI 11, you will explore ways to create and promote your legal department as a key business partner, develop and employ critical business relationships, and strategically advance your expertise and skills to bolster your prominence within the company. Through powerful personal stories, substantive legal workshops, and GCI’s unique open exchange of ideas, you will soar to new heights as you develop practical solutions to stay relevant in today’s evolving corporate legal and business environments.

Attend the Women, Influence and Power in Law Conference, October 28-30 in Washington D.C.

Wherewomen influence power in law: The Capital Hilton, Washington D.C.

When: October 28-30, 2015

Register today!

The annual Women, Influence & Power in Law Conference offers an opportunity for unprecedented exchange with women outside counsel. This unique event was created with the assistance of an unheralded advisory board comprised of high ranking women General Counsel or direct reports to the GC and were drawn from across the country. These attorneys have the highest levels of expertise and experience in key practice areas.

The Women, Influence & Power in Law Conference is not a forum for lawyers to discuss so-called “women’s issues.” It is a conference for women in-house and outside counsel to discuss current legal topics, bringing their individual experience and perspectives on issues of:

Who Should Attend

  • Chief Legal Officers
  • General Counsel
  • Corporate Counsel
  • Associate General Counsel
  • CEOs
  • Senior Counsel
  • Corporate Compliance Officers

Register for the 3rd annual Women, Influence & Power in Law Conference – October 28-30 in Washington D.C.

Wherewomen influence power in law: The Capital Hilton, Washington D.C.

When: October 28-30, 2015

Register today!

The annual Women, Influence & Power in Law Conference offers an opportunity for unprecedented exchange with women outside counsel. This unique event was created with the assistance of an unheralded advisory board comprised of high ranking women General Counsel or direct reports to the GC and were drawn from across the country. These attorneys have the highest levels of expertise and experience in key practice areas.

The Women, Influence & Power in Law Conference is not a forum for lawyers to discuss so-called “women’s issues.” It is a conference for women in-house and outside counsel to discuss current legal topics, bringing their individual experience and perspectives on issues of:

  • Governance & Compliance
  • Litigation & Investigations
  • Intellectual Property
  • Government Relations & Public Policy
  • Global Litigation & Transactions
  • Labor & Employment
  • Executive Leadership Skills Development

Who Should Attend

  • Chief Legal Officers
  • General Counsel
  • Corporate Counsel
  • Associate General Counsel
  • CEOs
  • Senior Counsel
  • Corporate Compliance Officers

Register for the 3rd annual Women, Influence & Power in Law Conference – October 28-30 in Washington D.C.

Wherewomen influence power in law: The Capital Hilton, Washington D.C.

When: October 28-30, 2015

Register today!

The annual Women, Influence & Power in Law Conference offers an opportunity for unprecedented exchange with women outside counsel. This unique event was created with the assistance of an unheralded advisory board comprised of high ranking women General Counsel or direct reports to the GC and were drawn from across the country. These attorneys have the highest levels of expertise and experience in key practice areas.

The Women, Influence & Power in Law Conference is not a forum for lawyers to discuss so-called “women’s issues.” It is a conference for women in-house and outside counsel to discuss current legal topics, bringing their individual experience and perspectives on issues of:

  • Governance & Compliance
  • Litigation & Investigations
  • Intellectual Property
  • Government Relations & Public Policy
  • Global Litigation & Transactions
  • Labor & Employment
  • Executive Leadership Skills Development

Who Should Attend

  • Chief Legal Officers
  • General Counsel
  • Corporate Counsel
  • Associate General Counsel
  • CEOs
  • Senior Counsel
  • Corporate Compliance Officers

Join Inside Counsel in D.C. Next Week! Women, Influence & Power in Law Conference, Sept 17-19

The National Law Review is pleased to bring you information about Inside Counsel’s Women, Influence & Power in Law Conference.

Women, Influence & Power In Law Conference

September 17-19, 2014
The Capital Hilton
Washington, DC

A Unique Conference with a Fresh Format

The Only National Forum Facilitating Women-to-Women Exchange on Current Legal Issues.The second annual Women, Influence & Power in Law Conference has a uniquely substantive focus, covering the topics that matter most to corporate counsel, outside counsel, and public sector attorneys. The event is comprised of three distinct and executive level events.

 

This unique event is the only national forum facilitating women-to-women exchange on current legal issues. This conference is led and facilitated almost exclusively by women, encouraging an exchange between women in-house counsel and women outside counsel on the day’s most pressing legal challenges. With 30 sessions, the event will have a substantive focus, covering topics that matter most to corporate counsel, outside counsel, and public sector attorneys.

The Women, Influence & Power in Law Conference is not a forum for lawyers to discuss so-called “women’s issues.” It is a conference for women in-house and outside counsel to discuss current legal topics, bringing their individual experience and perspectives on issues of:

  • Governance & Compliance
  • Litigation & Investigations
  • Intellectual Property
  • Government Relations & Public Policy
  • Global Litigation & Transactions
  • Labor & Employment

Register for the Women, Influence & Power in Law Conference, September 17-19, 2014 in Washington D.C.

The National Law Review is pleased to bring you information about Inside Counsel’s Women, Influence & Power in Law Conference.

Women, Influence & Power In Law Conference

September 17-19, 2014
The Capital Hilton
Washington, DC

A Unique Conference with a Fresh Format

The Only National Forum Facilitating Women-to-Women Exchange on Current Legal Issues.The second annual Women, Influence & Power in Law Conference has a uniquely substantive focus, covering the topics that matter most to corporate counsel, outside counsel, and public sector attorneys. The event is comprised of three distinct and executive level events.

 

This unique event is the only national forum facilitating women-to-women exchange on current legal issues. This conference is led and facilitated almost exclusively by women, encouraging an exchange between women in-house counsel and women outside counsel on the day’s most pressing legal challenges. With 30 sessions, the event will have a substantive focus, covering topics that matter most to corporate counsel, outside counsel, and public sector attorneys.

The Women, Influence & Power in Law Conference is not a forum for lawyers to discuss so-called “women’s issues.” It is a conference for women in-house and outside counsel to discuss current legal topics, bringing their individual experience and perspectives on issues of:

  • Governance & Compliance
  • Litigation & Investigations
  • Intellectual Property
  • Government Relations & Public Policy
  • Global Litigation & Transactions
  • Labor & Employment