Greater Milwaukee Jobs

August 14, 2014

Greater Milwaukee Jobs

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2 GREATERmilwaukeeJOBS • August 14, 2014 "If professional service firms want to sell talent, they need to recruit and keep the best of the entire talent pool," said Manar Morales, presi- dent and CEO of Diversity & Flexibility Alliance, a nation- al forum dedicated to the promotion and retention of w o m e n l a w y e r s a n d work/life control for all attor- neys. Here's an employer and employee guide for how to navigate the challenges that lead people to leave. It is based on a panel discussion by Miami lawyers. Inclusion: Don't leave women and minorities on the fringes. Amy Furness, a shareholder with the lawfirm of Carlton Fields Jorden Burt in Miami, says having some- one in a leadership role who recognizes and shows a com- mitment to diversity by his actions can help the message o f i n c l u s i o n p e r m e a t e throughout the firm, which can be particularly important for those partners who may not be thinking about diversi- ty when they choose staff to work on their cases. "Getting leadership involved in ensur- ing inclusion prevents (diver- sity) from becoming margin- alized," Furness said. Accountability: It is easy to create company policies that promote diversity, flexi- bility and volunteerism and work-life control. But there are some partners who will tell young associates that if they want to be successful, they should not take advan- tage of those policies. That is w h e r e a c c o u n t a b i l i t y becomes crucial. Lee, an equity partner at Holland & Knight, said part- ners at her firm are evaluated – and even compensated – based partly on how many opportunities they provide to women and minority associ- ates and what they've done to support diversity and inclu- sion. "The only way to drive change is to factor it into compensation," Lee says. At her firm, partners "are asked about who is on their team and how they are working with the client to ensure the team is diverse and how they are supporting the firm's broader diversity efforts." Lee say ties between a commitment to values and compensation happens at all levels. Associates perform a self evaluation, too. They are eligible for a diversity kudos bonus if they have done something extraordinary. Morales says some firms she has worked with actually detail how much compensa- tion a lawyer lost out on for not being inclusive. "They actually say you would have gotten X, but you got Y because you didn't work on things we value." Flexibility: At some point, the success of the firm – and the diverse talent pool – will depend on whether it offers flexibility, Morales says. Most associates want a repu- tation for getting things done; however, they want control over how and when. "We need to change the mindset around flexibility," Morales says. "When man- agers hear flexibility, they think people don't want to work as hard. Flexibility is not just reduced hours but also control over hours. It's a different way to approach work and people actually achieve increased effi- ciency." Morales advises firms not to put their flexibility program under their women's initiative, but to make it a firm-wide busi- ness issue. "Research shows men want flexibili- ty as much as women." At most firms, men are taking advantage of flex- ibility – although infor- m a l l y a n d q u i e t l y . Morales found at one firm, a senior male part- ner works from home every Monday, but few realize it. "Flexibility will be embraced when firms encourage people who have power to be open about how and when they use flexibility." Succession: While most law firms have eliminated a mandatory retirement age, many of the boomers at the top will begin paring back in the next decade. As leaders retire, it creates opportunity for the next generation – and for more inclusion. Some firms already are planning ahead. Nikki Lewis Simon, a shareholder at Greenberg Traurig in Miami, says her firm has worked consciously to bring women and minority lawyers into leadership, onto the executive committee and onto committees that interact with senior management. This allows the firm to address issues of the next generation not just years from now, but today. "I think the next generation of leaders will have a sense of mutual respect: With them, it isn't us and them, it's we. There's an understanding that we all have stuff we want to accomplish outside the office." Transparency: Women who have made it to the top have this advice for others: Don't over-explain. Women tend to give a detailed explanation for why they need to leave early or work from home. "They give much more information than necessary," says Yuliya Laroe, a lawyer and business coach. Laroe say that often hurts them when partners assume if they don't see them in the office, they are with their kids. "We need to empower ourselves to believe it's no one's business as long as we have met our deliver- ables." Simon, a mother of five, says she advanced to partner while on maternity leave, and has been quite clear about her whereabouts to derail assumptions: "I let them know when don't see me, it doesn't mean I'm not work- ing. It just means I'm not working here. I'm doing something to advance cause of the firm." Sponsorship: In addition to defined responsibilities, asso- ciates need help identifying growth opportunities if they are going to advance to the partnership level. For women and minorities, having a sponsor can be crucial for finding those opportunities. In the past, men have had greater success finding spon- sors – senior partners who advocate for their advance- ment. Now firms are consid- ering organized sponsorship programs and becoming more proactive about creat- ing a culture of sponsorship that includes women and minorities. Diversity . . . from page1 Apply online for Nursing Assistant Training at: www.cedarcareers.org It's more than a job, It's a calling If you are a TEAM PLAYER who is caring • compassionate • patient You qualify for our Nursing Assistant Training Program. Candidates successfully completing the training will be eligible to become certified through the State of WI. In exchange, Cedar Community requires a ONE year employment commitment in our Skilled Nursing Facility working 3 - 5 days per week including alternating weekends / holidays on PMs (2:30 p.m. - 10:30 p.m.) or NOCs (10:30 p.m. - 6:30 a.m.) Nursing Assistant Training Program Mon., October 6 - Thurs., October 30 PAID CLASS & CLINICAL TIME (7 a.m. - 3:30 p.m.) Lakeshore Newspapers in West Bend is currently seeking a highly motivated and creative Graphic Artist to fill an immediate part-time opening. Responsibilities include: designing advertisement layouts on Mac computers, following detailed instructions while applying creative touches, page imposition and working in a fast-paced environment with multiple deadlines. Experience in QuarkXpress, Adobe Photoshop, Indesign and Illustrator a plus. The qualified candidate must possess a degree/certificate or 2 years of work experience in the graphic design field. Lakeshore Newspapers is a division of Conley Publishing Group, an EOE offering dental, voluntary life, 401(k) and more. If you have what it takes to be part of our production team, please send your resume, cover letter along with salary requirements in confidence to hrd@conleynet.com GRAPHIC ARTIST GRAPHIC ARTIST Distributed by: Conley Distribution 262-513-2646 ©2004 by Conley Media LLC – Waukesha County Independent and Locally Owned GREATERmilwaukeeJOBS is published weekly by Conley Media LLC – Waukesha County, 801 N. Barstow St., Waukesha, WI 53186. Contents of this publication may not be reproduced in any form without the written consent of the publisher. GREATERmilwaukeeJOBS assumes no liability for any error in copy or content. It is the advertiser's responsibility to be aware of the laws pertaining to employment advertising. Subscriptions are available for $34 (non-refundable) for a 6-month subscription. Call 262-513-2698 for information. Call Center Director: Cindy Shaske, 262-306-5016 cshaske@conleynet.com Account Executive: Donna Armstrong, 262-513-2698 darmstrong@conleynet.com Story Coordinator: Dwayne Butler, 262-513-2626 dbutler@conleynet.com Production: Patricia Scheel 262-513-2690 GREATERmilwaukeeJOBS To place an ad: Call us at: 262-513-2698 – or fax us at: 262-542-6082 deadline: Noon on Wednesdays A publication of Conley Media Volume 16 • Number 48 • August 14, 2014 • H E A L T H C A R E • T E C H N I C A L / P R O F E S S I O N A L

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