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.
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.
Our team is very excited to announce new partnerships with eight new law schools. We now have partnerships with 11 schools in total. These additions are a pivotal part of our growth and recruitment strategy, especially as we interview candidates for the fall 2020 class of junior legal professionals.
The school’s motto of “Truth and Service”, its rich institutional history, and the notoriety of its distinguished alumni led one of our founders, Bryan Parker, to attend Howard’s Homecoming in the fall of 2019. While there, Bryan talked with Howard students to get their perspective on the legal job market, diversity in the legal industry, and Legal Innovators' business model.