The Capital Connection Q3-2024 ALA

Capital The

Q3 2024 September

Live From the Desk: President’s Message I hope everyone had an enjoyable summer and Labor Day weekend. For me, it came much quicker than expected but suffice to say I look forward to the change from summer to fall. The end of summer marks a time of transition, reflection, and growth. A few of us (with a tear or two in our eyes) ushered our children into a new school year; some of us prepared for the Fall class of associates (fresh off the heels of a packed summer associate program); while others meticulously worked Karen Lee, President the numbers and processes to transition our firms into a new fiscal year.

Regardless of the task, the change in the seasons marks the closing of one chapter and the anticipation of a new one. In grand style, we helped with one such transition for Devan Tatlow, the recipient of the 2024 Toni K. Allen Scholarship. The Toni K. Allen Scholarship Luncheon and Networking Event was held at Modean (DC), where a sold-out crowd of Members, Business Partners, and friends of the Chapter gathered to celebrate Devan and his accomplishments. Devan graduated from the School Without Walls of Washington, DC and is attending Harvard University this year. Devan has an (Continued on the following page)

In This Edition: ` Live from the Desk: President’s Message ` Welcome New Members & Business Partners ` Chapter Member Anniversaries ` Business Partners Success Stories ` Community Spotlight – DE&I ` Save the Date - Upcoming Events

` Previously On... ` Chapter/Member Wins and Appreciation ` Legislation! What is Trending? ` Community Engagement ` Click here to view our Administrative Committees.

extraordinary story. Devan is only 18 years old and is a two-time cancer survivor; having been twice diagnosed with acute promyelocytic leukemia, the first time as a toddler. Devan is now cancer free. Since he was 11, he volunteered with multiple charitable causes that have raised over $2 million for cancer research. As a result of his experiences, he is committed to supporting ongoing pediatric cancer research and making quality healthcare accessible for all children. Devan decided to focus his studies on health policy and cancer research to sure up his ability to support these efforts as a career. Devan was unable to attend in person due to a family emergency, but he sent a special message to the Capital Chapter (CLICK HERE to view). We were honored to have Alex Liesegang, the 2023 scholarship recipient and his mom attend the luncheon and share a few words about how the scholarship impacted him and how he is doing in school. All of this would not have been possible without the hard work of the 2024 TKA Scholarship Selection Committee (Joel Chagadama, Ericka Brundage, Joanna Davis, Qeyana Hart and Courtney Leonard). Thank you!

As you prepare for the months ahead, please take a moment to view the host of educational sessions and networking events on the Chapter Calendar of Events. Marie Woods, President-Elect, has been working with our Educational Communities, Business Partners and nationally recognized subject matter experts on educational sessions geared to helping you navigate your day-to-day responsibilities as well as strategically planning your next steps.

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In addition to educational sessions facilitated locally, we continue to expand our Capital Chapter educational footprint on the national stage. The Capital Chapter is the host chapter for the ALA 2024 Intellectual Property Conference. Congratulations to Ericka Brundage, Chair of the 2024 IP Conference Planning Committee on a successful planning session. The conference takes place on September 13-14 at The Westin Washington, DC City Center. Under Ericka’s leadership, the committee enlisted the help of Capital Chapter Business Partners to serve as session presenters and as a result of the Committee’s efforts, they surpassed the ALA National sponsorship and attendee goals by more than 100%.

Kudos Ericka! You can still register to attend by clicking HERE. Congratulations to VP-Elect, Communications Emmanuel Adedigba on receiving the Paula Barnes Emerging Leaders Scholarship (sponsored by the Middle Tennessee Chapter of the ALA) to attend the Chapter Leadership Institute in Salt Lake City, Utah. See more details in the Chapter Member Wins & Appreciation section.

Tania Jose, VP of Business Partner Advisory, and Fawn Elzie, VP-Elect of Business Partner Advisory, have been working to bolster our Business Partner program and re-starting the Business Partner orientation session to showcase the benefits of our program.

We also have several fun networking events planned which will offer more opportunities to collaborate and connect with fellow Members and Business Partners. Our Business Partner

Appreciation Event will be held on October 8 at La Vie (at the Wharf) in the Penthouse. We invite you to join us to show our appreciation and thanks to our Business Partners for their loyalty and dedication to the Capital Chapter, with the backdrop of the Potomac River, monuments and the Capitol.

Wine anyone? Back by popular demand is our Member and Business Partner

Wine Tasting event, which will be held at Wilkinson Barker on November 14.

Save the date for the Capital Chapter Holiday Event, which will be held at The Fairmont Hotel on December 12 at 6pm.

As always, thank you for your support of the Capital Chapter!

Chapter Leadership President Karen Lee Jones Robb PLLC President-Elect Marie Woods Van Ness Feldman LLP Immediate Past President Janeanne Gorman HWG LLP Secretary/Treasurer Shera Berini Harris St. Laurent & Wechsler LLP Secretary/ Treasurer-Elect Linda Padron Kaplan Hecker & Fink LLP

Vice President, Business Partner Advisory Tania Jose Baker Hostetler

Vice President-Elect, Diversity, Equity, & Inclusion Deorsay Pratt Gilbert LLP

Vice President-Elect, Business Partner Advisory Vice President, Communications Fawn Elzie Joanna Hurt Kobre & Kim LLP McCarter & English, LLP Vice President, Vice President-Elect, Community Services Communications Dr. Joel Chagadama Emmanuel Adedigba GKG Law, PC Elias Law Group LLP Vice President-Elect, Community Services CHAPTER STAFF Ericka Brundage Senior Director Merchant & Gould Carol Montoya Vice President, Diversity, Executive Director Equity, & Inclusion Erika Freunde Tiffany Montgomery Saul Ewing

The Capital Connection is published on a quarterly basis for members of the Capital Chapter of the Association of Legal Administrators to provide information for the education and benefit of legal administrators, law office managers, managing partners of law firms, and other law related associations. Capital Connection is not engaged in rendering legal, financial, tax counseling or advice through this publication. The contents of all articles, letters, videos, and advertisements published in Capital Connection should not be considered endorsements by the Capital Chapter of ALA nor the opinion expressed therein of any products advertised. Contributing authors are requested and expected to disclose financial and/ or professional interests and affiliations that may influence their writing position. Articles and materials accepted for publication are subject to editing by the editorial team and become property of the Capital Chapter of the Association of Legal Administrators. Links to Capital Connection may not be shared without permission from the Chapter.

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WELCOME NEW MEMBERS AND BUSINESS PARTNERS

We extend a warm welcome to our newest Members! ` Michael Buettner....................................... Finance Director, Caplin & Drysdale ` Rachael Conti.................... Human Resources Manager, Feldesman Leifer LLP ` Maridyan Delgadillo....................... Secretarial Coordinator, Sidley Austin LLP ` Sherrice Flowers....................Secretarial Services Manager, Sidley Austin LLP

New Business Partners

We extend a warm welcome to our newest Business Partner!

ASSOCIATE LEVEL

Chapter Member Anniversaries Each quarter, we get to ring in a number of member anniversaries. Thank you for your time and the commitment you have shown to the Chapter. We are grateful to have dedicated and loyal members like you!

5 YEARS Suzanne Hawes – Chief Human Resources Officer, Sterne, Kessler, Goldstein & Fox PLLC Lynda Tompkins – Law Firm Administrator, Husch Blackwell

10 YEARS Sarahi Estrella – Director of Human Resources, Finnegan, Henderson, Farabow, Garrett & Dunner, LLP Jackie Johnson – Office Administrator, Kilpatrick Townsend & Stockton LLP Sandra Lucian – Office Administrator, Blank Rome LLP

15 YEARS Rhonda Cherwek – Controller, Banner & Witcoff, Ltd. Julie Hooper – Associate Director of Administration, Gibson, Dunn & Crutcher LLP Leslie Spencer – Senior HR Business Partner, Buckley LLP Sabine Curto – Senior Director of Administration, Kirkland & Ellis

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Business Partner Spotlights

Top Challenges of Remote Access and How Your Firm Can Overcome Them

By Darragh Fitzpatrick, Executive VP, Tabush Group In today’s fast-paced environment, having access to your applications and data from outside the office is a must. Attorneys and staff must be able to solve an unexpected client emergency or handle other business-critical issues from anywhere.

One popular way to work from outside the office is a remote desktop access solution where a third-party service allows users to see and interact with their desktop from anywhere. However, remote access is not without its challenges.

TOP CHALLENGES OF REMOTE ACCESS FOR YOUR FIRM 1. Connection Quality A reliable internet connection is essential for remote access. Unfortunately, connection quality can vary greatly. Public places like hotels, coffee shops, and retail stores have a huge server load, which leads to poor internet connections and weak WiFi signals—a common frustration of many remote desktop experiences.

2. VPNs VPNs (Virtual Private Networks) on a public Wi-Fi connection are extremely risky because you’re only securing that connection, which leaves the device vulnerable to a security breach.

3. Performance There are many low-cost remote access methods available that do not have the speed necessary for working productively.

The delays inherent in these solutions mean they are only viable options for quick tasks.

They may also have limited capabilities, such as not allowing for local file or printer access.

4. Security Security is a significant concern when remotely accessing sensitive data,

particularly over public Wi-Fi networks.

These hotspots are convenient but are also highly susceptible to breaches.

Unauthorized access to sensitive data while using shared Wi-Fi can lead to severe security breaches, putting firm and client information at risk.

These vulnerabilities may not become evident until much later. A virus can enter your computer from a public Wi-Fi network and sit dormant, only activating after the user logs in at the office, then entering, infecting, and spreading through the firm’s network.

5. Phishing Schemes As technology has become more advanced so have the cyber attacks—and they are not slowing down anytime soon. One increasing concern regarding remote access is phishing.

Phishing, which was traditionally limited to emails, has evolved to text and even voicemail. One malicious file download or false credential entry can lead to exposed confidential data or access to financial accounts, costing your firm both financial and reputational harm.

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6. Application Availability Some systems restrict access to only certain programs configured by the IT administrator.

Often, users need access to other applications, special plugins, configurations, or files from their desktops that are not available on the remote access server.

7. HQ Must Be Online Most remote desktop solutions require both the servers and the desktop in the office to be online. This poses a challenge in the event of a natural disaster, an internet or power outage at the host location, or a server crash rendering remote access unavailable.

hardware, software, maintenance, upgrades, training, and support. These costs add up quickly, especially for small and midsize firms with limited budgets and personnel. Having an in-house team of cloud, cybersecurity, and network experts (just to name a few) is unrealistic for many firms.

RESOLVING REMOTE ACCESS CHALLENGES WITH CLOUD SOLUTIONS

8. Lack of Cohesiveness With people working in different areas, in various departments, on siloed solutions, a lot can slip through the cracks. Multiple solutions mean working with multiple vendors, licenses, and support teams, ultimately hindering your firm’s efficiency when something goes wrong.

While the challenges we’ve discussed may make remote access seem daunting, you can easily overcome them by leveraging cloud solutions, which enable people to work securely from any location, exactly as they do in the office.

The right cloud solution will ensure consistent connection quality and performance through optimized infrastructure. Plus, some cloud solutions can eliminate the extensive hardware and maintenance costs associated with onpremise IT solutions.

9. Costs Implementing and maintaining a remote access system is expensive. It requires

Contact: Darragh Fitzpatrick dfitzpatrick@tabush.com

Launching a Skyrocketing and Successful Marketing Initiative

By Jocelyn Brumbaugh, Founder, Builden Partners When marketing initiatives are launched properly, law firms have the potential to drive progress, enhance firm culture and meet evolving industry standards.

Whether focused on rebranding,

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positioning attorneys for thought leadership opportunities or diversity and inclusion, these initiatives can enhance lawyer retention and strengthen the firm’s reputation within the legal community

and beyond. However, executing these initiatives successfully can be challenging, requiring planning and coordination to ensure alignment with firm needs.

To ensure the success of a new marketing initiative, law firms should concentrate on three key elements, which can also be deployed across other initiatives, such as diversity and inclusion, mentorship programs, professional development and community engagement.

1. SMART Goals Specific, measurable, achievable, relevant and time-bound (SMART) goals provide a roadmap for what an initiative aims to achieve and set benchmarks for success.

By defining these objectives at the outset of an initiative, you can help ensure that efforts are aligned with the firm’s strategic priorities and that progress can be effectively tracked.

2. Engage stakeholders early Ensure buy-in and initiative relevance by involving key stakeholders from the start—this can include leadership, staff and potentially clients or external partners.

Their input will help shape the initiative to address needs and foster a sense of ownership and commitment. Engaging stakeholders early also helps facilitate the implementation and integration of the initiative into the firm’s existing structure.

3. Develop and communicate a comprehensive plan A detailed plan outlines the necessary steps, timelines, resources and responsibilities for achieving the initiative’s goals. This plan ensures organized

execution and provides a clear framework for accountability. Alongside the plan, a robust communication strategy is vital for keeping stakeholders informed and engaged. Regular updates and transparent communication help maintain momentum, address any issues promptly and reinforce the initiative’s importance.

Once launched, it is essential to continuously monitor and evaluate progress. Regular assessments using both qualitative and quantitative metrics help track whether the marketing initiative is meeting its objectives. This ongoing evaluation allows for timely adjustments and improvements, ensuring the initiative remains effective and aligned with its goals. By staying responsive to feedback and performance data, you can enhance the initiative’s impact and ensure its long-term success.

An example of these steps in action can be found in this case study, in which a women’s initiative at a national litigation firm lead to a 68% increase in female equity partners.

Whether firms are launching a marketing or other initiative, incorporating SMART goals, early stakeholder engagement and a comprehensive plan can significantly enhance the likelihood of success.

By focusing on these foundational principles, firms can ensure the initiative is strategically aligned, well-supported and effectively executed, leading to lasting results.

Contact: Jocelyn Brumbaugh jocelyn@buildenpartners.com

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The Demand for Skilled Legal Talent in 2024: Strategies for Leaders

By Katie Lundholm, Vice President, Branch Director - Legal Talent Solutions, Robert Half Law firms and legal departments plan to add professionals in a variety of roles in the second half of 2024. Robert Half’s Demand for Skilled Talent report finds that 50% of firms and departments would like to hire for new permanent positions, while 41% aim to staff vacated ones. Yet, a striking 91% say they struggle to find the skilled professionals they need.

How can your organization attract and retain talent that meets current demand and equips you to handle emerging trends in the legal field? Here are some tips to optimize your hiring and recruitment practices as you’re faced with a scarcity of skilled candidates.

ATTRACT MORE TALENT

BY OFFERING FLEXIBILITY Many legal professionals have proven they can deliver high-quality work when operating remotely. Despite this, many organizations are keen to have their staff return to the office, potentially overlooking their workforce’s preferences and proven capabilities. Only 24% of legal positions in 2023 offered fully remote or hybrid work arrangements. If your organization can provide more flexibility, you’ll strengthen your appeal to candidates who value autonomy and work-life balance.

BENCHMARK YOUR COMPENSATION LEVELS Use the Robert Half Salary Guide to benchmark your firm’s pay against industry

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standards. Up the ante with perks and benefits that reflect your commitment to your team’s well-being and development, such as health and wellness programs, legal conference sponsorships and continuous learning opportunities. By aligning compensation packages with the expectations of today’s workforce, you position your organization as a top choice for discerning legal talent.

BUILD A CULTURE THAT RETAINS TALENT With two in five legal professionals eyeing a job change in the first half of 2024 talent retention is critical. Here are some tips to ensure your employees feel valued, engaged and motivated to stay: ` Foster team spirit and collaboration: Encourage teamwork and cooperation, not just within legal teams but across departments. This approach is particularly relevant given the strategic focus on technology integration and expanding practice areas, which often require cross-disciplinary collaboration. ` Recognize and reward: Implement a recognition program that celebrates both individual achievements and team successes. Informal, but public, mention of a team member’s accomplishments, such as acknowledging their successful negotiation of a complex contract that resulted in significant cost savings or

revenue generation for the company, can be very motivational. ` Promote work-life balance: Providing flexible arrival and departure times for office workers, generous leave and support for personal projects or sabbaticals shows a deep appreciation for employees’ time and well-being.

MAKE GREATER USE OF CONTRACT TALENT The legal world is increasingly embracing contract talent. In fact, 53% of legal managers say they plan to add more interim professionals to their teams in 2024. These are areas where they are most likely to use contract professionals: ` General administrative (e.g., administrative assistant, file clerk) ` Legal administrative (e.g., legal secretary) ` Legal research and analysis (e.g., paralegal, legal assistant) ` Law firm administration

(e.g., legal administrator, office manager) ` Legal specialist (e.g., patent agent, records manager) ` Litigation support and eDiscovery (e.g., eDiscovery specialist, document coder) Contract professionals can help close staffing gaps while you continue your recruiting efforts. Engaging interim workers also allows law firms and legal departments to leverage their specialized expertise for specific projects and even spot future permanent stars.

The quest for skilled legal talent in 2024 is set against a backdrop of high demand and low unemployment. Emphasizing a culture of growth, collaboration and technological innovation positions your firm or department not just as a great place to work but also as a launchpad for professionals eager to be at the leading edge as the legal field evolves.

Contact: Katie Lundholm katie.lundholm@roberthalf.com

Community Spotlight: Diversity, Equity & Inclusion

From Allyship to Abandon-Ship: How Do We Stop the Cycle?

By Joy Stephens & David B. Sarnoff of Loeb Leadership Over the past few decades, companies and professional services firms implemented diversity, equity, and inclusion (DE&I) programming and training to varying degrees of success. Some organizations created executive level positions that had

a direct line to leadership while others pushed responsibility farther down the corporate org chart without empowering professionals to implement strategies and hold people accountable. However, after the murder of George Floyd in May

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2020, many industries—from law firms to consumer companies to educational institutions—made grand pronouncements of their rekindled and enduring commitment to ideas such as allyship, DE&I programming, pipeline initiatives and the hiring of DE&I professionals. These organizations pledged to raise awareness of inequity and to create inclusive workplace cultures (when we say inclusive, we mean inclusive for everyone, including white men). These organizations posted DE&I mission statements on their websites and described how it was part of their corporate culture. Sadly, these efforts have turned out to be largely performative and, in some cases, blatantly disingenuous.

Many opponents of DE&I and affirmative action have recently scored historic victories in the Supreme Court: rolling back affirmative action, revoking voting protections and ending certain policies that addressed discrimination. The collateral damage of these efforts has caused many of the commitments made after George Floyd’s murder to disintegrate before our eyes. DE&I positions at all levels of organizations have been eliminated or gutted. Universities in Texas and Florida have terminated scores of DE&I positions at state institutions of higher education and have even demonized the word diversity. The term “woke,” which began a century ago as a reminder to be alert in dangerous places has since become weaponized to infer a nebulous, indefinable threat used to push rational people into irrational behavior. The commitment to allyship after George Floyd’s murder has been abandoned by many. It is also obvious to many in the DE&I space why this has

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happened, but what may not be as obvious to some is that this keeps happening.

It is important to note that several law firms, companies, and non-profits, even under threat of litigation, have doubled down on their commitments to inclusion and equity. However, far too many have used recent court decisions as an excuse to retreat, rollback advances in diversity and surrender. This behavior perpetuates the cycle of broken promises and performative allyship that cuts and runs when the going gets tough. And it is just that—a cycle.

Unfortunately, it’s not the first time in our history, but just one of many examples. For perspective, let’s take a brief overview of our history where this has happened.

Let’s use the story of the African American struggle as an example: Beginning with end of the Civil War, General Sherman met with twenty black ministers in Georgia to discuss what the future of newly freed slaves could look like. After this meeting, General Sherman issued Field Order 15 in January 1865, three months before the official surrender of the Confederacy in April of 1865 at Appomattox. Field Order 15 provided, in short, that each newly freed family would receive forty acres to farm. These forty acres would come from subdividing the plantations of slave owners for the benefit of newly freed slaves. Shortly after the order went into effect, the U.S. military started to implement the order and assign fortyacre plots of land to families. Because some families were granted the use of army mules, the order became known as “40 acres and a mule.” However, this promise was short lived and was the

beginning of broken promises to African Americans in the quest for equity in a post slavery society. (This story is where famed director Spike Lee found the inspiration to name his company “40 Acres and a Mule Filmworks”.)

After Lincoln’s assassination in April 1865, President Andrew Johnson, previously a slave owner, immediately rescinded Field Order 15. Instead of farming their own land, creating financial stability and self-sufficiency, African Americans in the south were forced into being sharecroppers or tenant farmers which was in effect a form of legalized slavery. Another example that is often obscured, minimized, or overlooked is the fact that during the Reconstruction Era from 1865-1877, over 2000 African Americans served in state legislatures and held positions as judges and sheriffs.

There were even sixteen black men in the U.S. Congress at this time. The Reconstruction Era also saw passage of the Thirteenth Amendment abolishing slavery, the Fourteenth Amendment granting citizenship to those born in the United States, and Fifteenth Amendment granting black men the right to vote.

However, the contested election of Rutherford B. Hayes in 1876 led to what is known as The Compromise of 1877, allowing the U.S. government to effectively abandon the emancipated populations in exchange for political stability at the federal level. Once again, this movement toward advancement and self-sufficiency was attacked by white southerners who opposed equality, giving rise to terrorist organizations such as the Ku Klux Klan that instilled fear, committed random and gratuitous murder

and torture to roll back advances and isolate and intimidate black communities across the south. It saw the rise of the Daughters of the Confederacy, who led a hugely successful misinformation campaign to push southerners to ‘reimagine’ the reasons for and outcome of the Civil War. This also marked the beginning of Jim Crow laws and terrorism that reigned for another 100 years.

From the late 1870s through the 1970s, African Americans were denied equal education, the opportunity to own land or live in communities they wanted to live in and were denied access to higher education and employment opportunities. Even black soldiers returning from war were not allowed to purchase homes in towns such as Levittown, on Long Island, that were purchased for under $10,000 and now worth over $400,000, allowing a transfer of generational wealth that was denied to the overwhelming number of African American GIs. Also, during this time, thousands of African Americans were lynched, their towns and communities attacked and burned to the ground in Tulsa OK, Rosewood FL and St. Louis MO, among other places. Their ability to vote was met with threats and violence acting as a deterrent to exercising one’s constitutional rights. In almost all of these atrocities, there was no justice or compensation for the victims, even when the perpetrators were identified. The most famous of these is the story of Emmet Till, who would be eighty-three today, had he been allowed to live.

This “broken promise” cycle is not confined to the treatment of African Americans. Native Americans, who have suffered mass slaughter and displacement, have been the recipients of innumerable

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broken promises. Every interaction the First Nations have had with the United States Government has ended in a broken treaty (more than 500), the most recent of which was the transfer of Apache lands to private mining companies in 2021.

Aside from ethnically based breaches of trust, the LGBTQ+ community has similarly seen substantial and devastating reversals of pledges over the last thirty years. 2023 alone saw a record number of anti-LGBTQ+ pieces of legislation raised in nearly every state (over 600). Even self-labelled “allies” who loudly say they support gay rights have continued to vote for politicians who are blatantly hostile toward the community. Similar breaches of trust can be said for Asian Americans, Latinos, Jews, and other communities who were victimized, discriminated against and subjected to broken promises.

While there were success stories of African Americans, Native Americans, Latinos and more achieving greatness in the military, science, education, performing arts and athletics, the vast majority were victims of bigotry, segregation and biased policies and practices preventing them from achieving equity in American society. As the Civil Rights movement gained momentum in the 1950s and 1960s, America witnessed desegregation of many school districts, enrollment in previously segregated state universities and the passage of the Voting Rights Act to ensure the protections of the Fifteenth Amendment, that no one be denied the right to vote based on race.

Additionally, there was the passage of the Civil Rights Act of 1964, prohibiting discrimination on the basis of race, color,

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religion, sex or national origin. Provisions of this civil rights act forbade discrimination on the basis of sex, as well as race in hiring, promoting, and firing.

Affirmative action policies were also established in the 1960s and 1970s to address historical discrimination and promote diversity in education and employment. These policies aimed to level the playing field for marginalized groups by providing them with access to opportunities that had long been denied to them. Affirmative action sought to dismantle systemic barriers and create a more inclusive society where meritocracy was not hindered by race or ethnicity.

While opponents of affirmative action claimed it diluted the caliber of the role, affirmative action has always required that applicants be “qualified” for the position. Some opponents seek to confuse affirmative action with quotas, which have been outlawed as unconstitutional since the 1970s. Affirmative action seeks a truly merit-based society.

Affirmative action provided opportunity for large sections of underrepresented communities to seek education, employment, and higher living standards (with white women being the greatest beneficiaries of affirmative action).

However, the underrepresented were also competing with affluent communities that had access to better schools, resources, test tutoring and generational wealth. The greatest predictor of academic success is how much money your parents earn.

Even with advancements in the workplace, the number of professionals from underrepresented communities remains woefully low for a variety of

reasons including unconscious bias, discrimination, poor recruiting strategies, lack of mentorship and sponsorship. The percentage of law firm partners who are African American remains in the single digits, even though multiple studies from top business schools and consulting firms demonstrate that the most diverse teams tend to be among the top in innovation, productivity, and efficiency. As the U.S. workforce became more diverse as a result of affirmative action and educational opportunities, the economy grew exponentially and lifted up everyone. The military has said that diversity is essential to national security to defend our country, and even the military academies are being sued to revise their admission practices.

So why does this cycle of give and take continue to repeat itself? Why do so many people in positions of power believe or assume that diversity will take away from them? It starts with the mindset that the economy and job opportunity are a zerosum game. If one believes that there must be ‘haves and have nots,’ then naturally one would want to be on the side of the ‘haves.’

This mentality is based on a misconception though, that to have, someone else must not have. It’s the same as saying that you won’t give your piece of the pie to someone else because then you would have no pie.

But it’s really more like sharing fire than pie. If I light your torch with mine, we can both navigate the darkness faster. The difference between these two thought processes is the source of fuel. If you believe that others are just ‘feeding off of you,’ then you will struggle to see helping them as beneficial to yourself. But if you see them as only needing ‘a spark for their

own fuel,’ then it’s easier to understand how they bring their own resources to the table and are able to contribute to making the whole of society greater than the sum of its parts. All they need is to have access to the same spark you once used. It is the work of true visionary leaders to share their spark, not to eat their pie alone in the dark.

It is critical that leaders not retreat but rather educate themselves and consult experts on how to achieve diversity, equity and inclusion under the current circumstances. They need to further understand what practices and strategies to further inclusion can still be implemented in light of recent rulings.

Also, be mindful that from a generational perspective, Gen Z, in large part, strongly supports DE&I initiatives and they are on pace to outnumber Baby Boomers in the workplace by 2025.

The goal of this article was not to give a single solution, for none exists. The goal of this article was to help the reader recognize that we are again at a point of inflection in our history, and we can collectively choose to break this cycle. As Dr. King said, “the arc of the moral universe is long, but it bends toward justice.” How will you demonstrate courage? What are you willing to do?

Contacts: Joy Stephens, MBA, is a Senior Consultant and CCE-Certified Coach at Loeb Leadership joy@loebleadership.com David B. Sarnoff, Esq., ACC, is Director of Strategic Partnerships and a Certified Executive Coach at Loeb Leadership dsarnoff@loebleadership.com

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SAVE THE DATE!

The Chapter has the following events planned. For more information and to register for these events, please visit the Event Calendar on our website. We hope you can join us!

SEPTEMBER

NOVEMBER

9/10 Education Session: Harnessing the Power of Generational Diversity – From Typewriters to TikTok 9/12 HR Community Meeting 9/19 Education Session: Labor Law Update 9/24 Small Firm & Branch Office Community Meeting

11/5 DEI Community Meeting 11/7 Legal Operations Community Meeting 11/14 Quarterly Networking Wine Tasting Event 11/26 Small Firm & Branch Office Community Meeting

DECEMBER

12/3 DEI Community Meeting OCTOBER 12/5 Legal Operations Community Meeting 10/1 Education Session: Overview of Employee 12/12 Capital Chapter Holiday Soiree Business Resource Groups 10/3 Education Session: The Shift from Traditional Office Services to Hospitality/Hotelling 10/8 Business Partner Appreciation Event 10/10 HR Community Meeting 10/22 Small Firm & Branch Office Community Meeting

PREVIOUSLY ON...

Thank you to everyone that attended our Toni K. Allen Scholarship Presentation & Networking Lunch in July! Click here to see photos from this event!

MISSED AN EVENT? Be sure to check out the ALA Capital Chapter Calendar of Events for all upcoming events and educational sessions.

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Chapter Member Wins & Appreciation On July 18-20, 2024, multiple members of the ALA CapChap Board including Emmanuel Adedigba, Ericka Brundage, Fawn Elzie, Joanna Hurt, and Deorsay Pratt attended the Chapter Leadership Institute (CLI) in Salt Lake City, Utah where the theme was “Heroes and Legends.” Every year, representatives from over 80 ALA chapters gather to network with current and potential chapter officers and engage with members of the national ALA’s Board of Directors and Chapter Resource Team while attending educational sessions to grow leadership skills and help their chapters.

The conference began with an inspiring story from keynote speaker Chad Hymas about leaving a legacy despite an accident which caused him to become a

paraplegic at the age of 27. After a motivating start, educational sessions began with topics such as how to grow Business Partner programs, improving Chapter member engagement, vulnerability and transparency when serving on a board, social media idea exchanges, conference planning, small group ideas and many more. Other highlights included a presentation by CapChap members Ericka Brundage and Joanna Hurt who were last year’s recipients of the Susan L. French Emerging Leadership Fellowship Program.

Their lunchtime presentation connected what they learned over the previous year during the fellowship to the values of the Power Rangers in keeping with the Heroes and Legends theme. Sadly, Ericka and Joanna did not win the

costume contest as their Power Rangers shirts from Amazon arrived too small to wear during the presentation.

Emmanuel Adedigba attended the conference for the first time as a recipient of the 2024 Paula Barnes Emerging Leaders Scholarship sponsored by the Middle Tennessee Chapter of the ALA. The Middle Tennessee Chapter has been doing great things to develop ALA leaders through this scholarship and also led a meaningful session on equal access to mental health resources with their #LOVEDJENNIE initiative.

Everyone who attended CLI came back with lots of ideas for the Chapter and how to improve their leadership skills. The Chapter particularly appreciates the sponsors of both CLI and the Chapter, Centerbase and SurePoint.

Scholarship Spotlight

Toni K. Allen Scholars: Where are they now?

At the July 24, 2024 ALA CapChap luncheon celebrating the Toni K. Allen (TKA) Scholarship, we heard an impressive in-person update from 2023 recipient, Alex Liesegang. The 2024 TKA recipient, Devan Tatlow, was unable to attend the event, but he provided an inspiring acceptance video detailing his plans for college. Karen Lee writes about his impressive resume in her President’s Address. What are previous winners up to? Here is an update from Shaina Adams, one of the two 2022 TKA scholarship recipients.

Shaina is about to begin her junior year at Harvard University. Shaina writes: Thank you so much for supporting me throughout my college career. Your support has enabled me to maintain my focus on my studies and growth as a young adult. My spring semester this year was amazing.

I took four classes taught by amazing professors that introduced engaging content and assignments that developed skills applicable to my future. This semester allowed me to explore my interest in business and international affairs focusing particularly on Asia. One highlight of my semester is the paper I wrote explaining the many factors surrounding Nippon Steel’s acquisition of US Steel. It was very fun to be simultaneously pursuing my interests, interacting with class materials, and engaging with current events.

And I am very much looking forward to my future and the impact I can make in the world.

The Capital Connection

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Legislation

WHAT’S TRENDING? Election Season and Employer Requirements On May 10, 2024, D.C. published final regulations affecting the District’s voting leave law that took effect immediately. Employers must give 2 hours of administrative leave to employees for voting in any election or referendum on a civic matter in their community.

The new regulations require employers to post the Time Off to Vote notice in a prominent location in the workplace at least 60 days before all scheduled elections (including special elections).

Takeaways/Considerations: ` If you do not currently have a voting policy in place, ensure you create a reasonable notice voting policy. ` Employers should provide notice to all employees, including remote employees.

Community Engagement

These fun events are happening in the DMV area!

Ninth Annual Law Rocks Event 9:30 Club, Washington, DC Thursday, September 12, 2024; Doors open 6:30 pm

Maryland Renaissance Festival Annapolis, MD Festival Dates are between August 24 – October 20

Take a look at the EventsDC calendar.

Looking for an end of summer staycation? Find itineraries here.

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The Capital Connection

Maryland State Fair Timonium, MD August 22 – 25; August 29 – September 2 & September 5 – September 8