Author : Jatrine Bentsi-Enchill
Many law firms understand the importance of building a diverse workforce. The changing demographics within the United States have signaled to firms that diversity is an important goal that will affect the firm's viability and ultimately the bottom line.In response, many firms have launched diversity recruitment efforts designed to bring more women and attorneys of color into the firm. The problem has been that within a few years of being hired attorneys that qualify as "diverse" leave the firm in search of more inclusive, diverse and culturally competent work environments. Below are some critical reasons why attempts at creating diversity have failed.1) Lack of Commitment at the top: In order for diversity initiatives to succeed, there must be vigorous support for it at the senior level of the firm or organization. Partners are the change agents of the firm. Committees formed to address issues of diversity, recruitment, retention and cultural competence must be lead by key leaders within the firm.2) Failure to assess the firm's environment: Assessment is critical in helping to create and implement an effective diversity initiative plan. It's critically important to understand an organization's level of development before launching a diversity or cultural competence initiative. Firms must be prepared to assess their hiring practices, overall culture, interpersonal relationships, views about diversity and promotion practices3) Over emphasis on recruitment and hiring: Relying on recruitment as a primary means of creating diversity will prove to be an ineffective strategy. Instead, recruitment is simply an initial step in the overall process. Firms must ensure that their work environment can support a diverse staff. Next, firm-wide, culturally effective systems and practices must be implemented in order to prevent excessive attrition among women and attorney's of color. Retention and development of a strong and diverse pool of attorneys depends upon the firm's ability to create a work environment that values and leverages difference, mentors cross culturally and consistently measures and monitors the progress and development of all attorneys.4) Failure to include diversity objectives in the organization's strategic plan: Many firms fail to include diversity goals into the firms overall vision and plan for growth and development. Organizational change is a process and in order to successfully reach objectives related to diversity, goals must be included in the firm's strategic plan. Firms successful in building a diverse workforce have implemented specific strategies in the areas of hiring, retention, professional development, communication, promotion, mentoring etc.5) Lack of understanding of diversity phases: Many firms fail to view the creation of a diverse organization as a developmental process. Diversity and cultural competence develops along a continuum. In the early stages of the process, firms need to define diversity, identify problems and opportunities, provide education and awareness, and develop a leadership plan along with the business case for diversity, a clear vision and well defined goals. Finally firms must understand that building a diverse and inclusive work environment is an ongoing effort.6) Ignoring the importance of training and development: Cultural competence and diversity training with a focus on building awareness and alliances vs. "blaming and shaming" is critical to creating a productive, diverse and inclusive workforce. Staff must have the opportunity to explore current views and misconceptions around issues of inclusiveness, race, gender, sexual orientation, religion and individuals with physical challenges. Failing to link training and development with firm-wide diversity objectives will result in the firm's inability to build an inclusive and diverse organization.7) Cultural Incompetence: Many firms communicate a desire to build an inclusive and diverse work environment yet they still place a high value on "sameness". Whether consciously or subconsciously this value for sameness is communicated to others in the firm. Instead, firms need to develop a high level of cultural competency. Cultural competence requires that organizations:• Have a defined set of values and principles and demonstrate behaviors, attitudes, policies and structures that enable them to work effectively cross-culturally.• Have the capacity to (1) value diversity, (2) conduct self-assessment, (3) manage, appreciate and leverage the dynamics of difference, (4) acquire and institutionalize cultural knowledge and (5) adapt to diversity and the cultural contexts of their employees and the clients and communities they represent. Think of cultural competence as fertile ground upon which to plant, grow and develop a successful recruitment, retention and firm wide cultural diversity program. Without the necessary foundation, efforts to build a diverse team of attorneys will prove to be unsatisfactory.Contact Info:Jatrine Bentsi-Enchill, J.D., CPCC704 814 6135JBE@EsqDevelopmentInstitute.comAbout The AuthorJatrine Bentsi-Enchill, J.D., CPCC is an attorney and the founder and director of the Esq. Development Institute, an organization committed to helping lawyers excel personally and professionally. The Esq. Development Institute specializes in Executive and Personal Coaching for lawyers and training processes for law firms in the areas of leadership, communication, diversity and cultural competence, management development and work-life balance. JBE@EsqDevelopmentInstitute.com, www.EsqDevelopmentInstitute.com.
Keyword : legal,legal business,lawyers,lawyer tips,legal coaching
วันอาทิตย์ที่ 9 มีนาคม พ.ศ. 2551
Protect Your Business With Non-Disclosure Agreements
Author : Richard Chapo
Every business should protect proprietary information when
dealing with independent contractors, vendors and other
businesses. The best way to do this is to use a
non-disclosure agreement, often referred to as an "NDA."What is an NDA?An NDA is an agreement between two parties to protect
confidential information disclosed in a business
transaction. The proprietary information can include
business methods, finances, client lists, and anything that
isn't already readily available in the public arena. If a
party subsequently breaches the NDA, the injured party can
sue for damages, an injunction against further disclosure
and attorney's fees.Directional NDAIn many situations, only one party requires the protection
provided by an NDA. If you invent a new product, you are
going to need an NDA from manufacturers, distributors, etc.,
before you discuss the product with them. While this may
seem like common sense, most businesses fail to carry the
thought through to their daily activities.Practically every business hires independent contractors,
but they rarely obtain NDAs prior to disclosing information
to the contractors. For example, do you use third parties to
create or maintain your websites? Did you obtain NDAs from
any of them? If not, what's to keep that party from using
your business methods on other sites? A directional NDA can
keep this from occurring.Mutual NDAAs the name suggest, a mutual NDA allows two parties to
protect confidential information. The mutual NDA is
typically used when two businesses are negotiating a joint
venture. Each party must disclose enough information to make
the negotiations viable, but neither wants that information
made public if the negotiations fail. If negotiations go
well, additional non-disclosure information will be
incorporated into the joint venture agreement to protect
additional information revealed during the joint venture.Refusing to Sign an NDAAlarms and warning lights should go off if a party refuses
to sign your NDA. Unless they can provide a very compelling
reason for the refusal, you should walk away from the
business relationship.When An NDA isn't really an NDAJust because a document is titled, "Non-Disclosure
Agreement", does not mean it provides you with protection.
You should ALWAYS read the language of an NDA because the
document may establish that you are WAIVING all
confidentiality rights. The waiver might be very direct and
read something like, "The disclosure of information pursuant
to this Agreement shall not be considered confidential."
Alternatively, the language may be more indirect and read,
"The parties acknowledge and agree that all information
exchanged pursuant to this agreement has previously been
established in public forums." Regardless, the "reverse
NDAs" strip you of protection and should not be signed.Obtaining non-disclosure agreements should be a standard
practice for your business. Don't exposure your proprietary
business secrets to others without this protection.Richard Chapo is the lead attorney for the law firm
http://www.SanDiegoBusinessLawFirm.com - a firm providing
legal advice to California businesses. This article is for
general education purposes and does not address every facet
of the subject matter. Nothing in this article creates an
attorney-client relationship.
Keyword : non-disclosure agreement, nda
Every business should protect proprietary information when
dealing with independent contractors, vendors and other
businesses. The best way to do this is to use a
non-disclosure agreement, often referred to as an "NDA."What is an NDA?An NDA is an agreement between two parties to protect
confidential information disclosed in a business
transaction. The proprietary information can include
business methods, finances, client lists, and anything that
isn't already readily available in the public arena. If a
party subsequently breaches the NDA, the injured party can
sue for damages, an injunction against further disclosure
and attorney's fees.Directional NDAIn many situations, only one party requires the protection
provided by an NDA. If you invent a new product, you are
going to need an NDA from manufacturers, distributors, etc.,
before you discuss the product with them. While this may
seem like common sense, most businesses fail to carry the
thought through to their daily activities.Practically every business hires independent contractors,
but they rarely obtain NDAs prior to disclosing information
to the contractors. For example, do you use third parties to
create or maintain your websites? Did you obtain NDAs from
any of them? If not, what's to keep that party from using
your business methods on other sites? A directional NDA can
keep this from occurring.Mutual NDAAs the name suggest, a mutual NDA allows two parties to
protect confidential information. The mutual NDA is
typically used when two businesses are negotiating a joint
venture. Each party must disclose enough information to make
the negotiations viable, but neither wants that information
made public if the negotiations fail. If negotiations go
well, additional non-disclosure information will be
incorporated into the joint venture agreement to protect
additional information revealed during the joint venture.Refusing to Sign an NDAAlarms and warning lights should go off if a party refuses
to sign your NDA. Unless they can provide a very compelling
reason for the refusal, you should walk away from the
business relationship.When An NDA isn't really an NDAJust because a document is titled, "Non-Disclosure
Agreement", does not mean it provides you with protection.
You should ALWAYS read the language of an NDA because the
document may establish that you are WAIVING all
confidentiality rights. The waiver might be very direct and
read something like, "The disclosure of information pursuant
to this Agreement shall not be considered confidential."
Alternatively, the language may be more indirect and read,
"The parties acknowledge and agree that all information
exchanged pursuant to this agreement has previously been
established in public forums." Regardless, the "reverse
NDAs" strip you of protection and should not be signed.Obtaining non-disclosure agreements should be a standard
practice for your business. Don't exposure your proprietary
business secrets to others without this protection.Richard Chapo is the lead attorney for the law firm
http://www.SanDiegoBusinessLawFirm.com - a firm providing
legal advice to California businesses. This article is for
general education purposes and does not address every facet
of the subject matter. Nothing in this article creates an
attorney-client relationship.
Keyword : non-disclosure agreement, nda
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