Chairman and Co-Founder of Legal Innovators, Jonathan Greenblatt, sits down with Ari Kaplan on Reinventing Professionals, to share some of his industry knowledge and solutions to some of the biggest challenges facing the legal profession in today’s market.
In the wake of protests sparked by the murder of George Floyd and others over the recent weeks, companies are trying to figure out how to better incorporate diversity and inclusion into their business structures. Over the years, progress on this front has been notably slow, but many view the current atmosphere as an opportunity to enact real, systemic change for the better.
On June 30, 2020, Legal Innovators hosted a panel of leading professionals, moderated by Bryan Parker, our CEO and co-founder, to discuss the challenges for companies and firms in embracing meaningful diversity and inclusion (D&I) initiatives and identify key solutions on how to address them. The following are some key takeaways of the discussion.
Statistics show that there is disproportionate representation of minorities in law firms and in-house that does not reflect society or the corporations they represent. The legal profession is one of the least diverse professions in the United States. Last week, Bryan Parker, CEO of Legal Innovators, was featured in Episode 78 of Clio’s Daily Matters podcast, where he discussed the significance of data and metrics in enhancing diversity in today’s legal industry and the changes law firms need to make.
Last week, in a landmark decision for LGBTQ rights, the Supreme Court ruled 6-3 that the Civil Rights Act of 1964 applies to workplace discrimination on the basis of sexual orientation and gender identity. Title VII of the Civil Rights Act has protected workers for decades from wrongful termination by their employer based on a number of characteristics, including race and sex. However, protections pertaining to “sex” had not been inclusive of sexual orientation and gender identity. Such federal protection has been long sought after by the LGBTQ community.
There are lessons to be learned from COVID-19 that should provide the impetus for change to address some of the structural flaws in the way Big Law recruits and develops legal talent.
Any analysis must acknowledge that while it may be easy to make broad proclamations about the permanent changes to Big Law that will arise from COVID-19 and its aftermath, it is dangerous to do so. Traditionally, Big Law does not change quickly or permanently by way of seismic shifts. It changes cautiously and slowly, often only after a strong market leader breaks with the past to provide cover to the entire profession – and particularly when clients press for, or at least approve, of a new approach.
For small and medium sized businesses, legal disputes as a result of the current COVID-19 pandemic are probably inevitable. To help professionals consider their options as well as their legal rights and obligations, we're hosting a webinar, together with FTI Consulting, The International Institute for Conflict Prevention and Resolution, and other partners.
On April 10th - in the middle of the COVID-19 pandemic - Legal Innovators CEO and Co-Founder Bryan Parker spoke with two of the Three Geeks, Marlene Gebauer and Greg Lambert, to talk about the Legal Innovators model and why the retention of junior legal talent today can't be the equivalent of a coin flip.
Here's what Greg and Marlene had to say after their conversation with Bryan:
Greg: “This issue of spending seven figures on recruits to your law firm over the years and then having the retention of your investment be essentially a coin flip…it’s something we’ve been saying for a long time now that’s ripe for disruption and it seems like Bryan is one of the people on the cusp of that wave.”
Marlene: “Exactly. This is a perfect time to start examining that because you cannot do all of the traditional things that you’ve done before. So attempting to look at this in a different way is quite timely.”
If you haven't tuned into the Three Geeks podcast and blog yet, you'll want add it to your list. They share resources, predictions, and strategic insights from their geeks...and guests. You can access episode #74 featuring Bryan through:
In the meantime, here are a few excerpts you won't want to miss, including a very fun and informative segment with Bryan Parker at the very end of the episode (hint: he's a "Sneaker Head") . Click on each timestamp to listen to the podcast.
The coronavirus pandemic has pushed telecommuting and digitalization of offices into overdrive, with many companies now requiring employees to work remotely and most large cities ordering non-essential employees to stay at home. Where the option to video conference into a meeting was once the exception, it is now the rule. And where office workers could once rely on IT departments to monitor and support all of their technological needs, work from home employees must now be more proactive than ever in understanding and adapting to a new remote work culture. Working from home has added many new variables into companies’ cybersecurity platforms that IT professionals are struggling to keep up with and that cyber criminals are exploiting.
With the global economy besieged by the COVID-19 pandemic, many businesses are trying to figure out how to operate amidst a global crisis that has produced a major market disruption. After taking time to slow down and assess the situation, businesses must start thoughtful planning on how to survive this unprecedented time. This planning may include right-sizing cost structures for an unknown time period and investment in activities that can keep the business going as much as possible during this interim period. If a business can successfully navigate these murky waters, it gives itself the best chance possible to re-build and successfully compete in the marketplace on the other side of this market disruption.