Lowenstein Chair and Managing Partner Gary M. Wingens and Bankruptcy, Financial Reorganization & Creditors' Rights associate Arielle B. Adler participate in this presentation hosted by the LGBT Rights Section of the New Jersey State Bar Association.
Diversity and inclusion may have finally made it into the lexicon of most legal employers and into many workplace cultures, but the statistical story for diverse legal professionals in recent years remained one of almost negligible positive change. The events of 2020 have challenged us all and exacerbated the burdens that disproportionally impact members of diverse communities, including attorneys and other legal professionals at all levels of experience and in all sectors. But the new reality also illuminates the role legal professional settings have in responding to these challenges and the opportunities presented for further eliminating the effects of structural barriers that inhibit the experiences of belonging in diverse professional settings. Increasing representation and promoting inclusivity in our workplaces (whether virtual or physical) are starting points in building workplace cultures and employing operational structures that are rooted in empowering legal professionals rather than simply managing them. But there are more tools and opportunities to eliminate the effects of implicit and structural biases once workplaces become more diverse and inclusive.
As the range of legal work environments strive to strengthen recruiting and hiring practices, it is not enough to seek diverse representation. It is not enough to invite people to the table. To create professional environments where all legal professionals thrive as their most authentic selves, we must address inclusion, retention, and belonging. To achieve the goals of diversity, inclusion, and belonging in legal professional settings we must understand the structural and interpersonal dynamics that shape diverse workplace cultures.
This program, which offers Ethics/Professionalism credits and satisfies the new Diversity, Inclusion, and Elimination of Bias credit requirement, considers successful strategies that actively and purposefully dismantle legal workplace dynamics that unintentionally yet materially delay, inhibit, or even preclude professional success for many attorneys.
- Arielle B. Adler, Associate, Bankruptcy, Financial Reorganization & Creditors' Rights, Lowenstein Sandler LLP
- Gary M. Wingens, Chair and Managing Partner, Lowenstein Sandler LLP
- Lisa R. Burke, Diversity, Inclusion, and Community Engagement Program Coordinator, New Jersey Administrative Office of the Courts
- Lloyd Freeman, Chief Diversity & Inclusion Officer, Buchanan Ingersoll & Rooney PC
- Sylvia-Rebecca Gutierrez, Associate, Gibbons PC
- Emily A. Kaller, Partner, Greenbaum Rowe Smith & Davis LLP
- Rippi K. Karda, Associate General Counsel, Verizon Communications Inc.
- Cheyne R. Scott, Partner, Chasan Lamparello Mallon & Cappuzzo PC