Practical LawConferences

• Characteristics of the millennial/next generation. What are their drivers and their turn offs? Are they ubiquitous? Do they vary by gender, social demographic and age of entry to the sector?
• What new skills and competencies are organisations looking for in their future leaders?
• Where do current leaders have to re-educate themselves  and do (re)entrants to the sector have to accept that some compromises on their expectations are an unavoidable “price of entry” to legal roles?
• What are the new, business orientated roles within the legal profession and do they offer the potential to be respected and rewarded as a leader at equivalent partner level?
• What impact does the media, social media, work peers and home social setting have on career expectations?
• How much career structure and planning should organisations offer employees? How helpful is it?
• Understanding what senior leaders are doing to nurture younger talent in their organisation.
• Does technology change and the resulting business practice and role changes favour or disadvantage female progression? If so in what ways and what can be done to respond to this?

• Why is traditional partnership not as attractive to women?
• Similarities and differences at the Bar, new law firm model law departments and public sector
• Ensuring the organisation has the right data on the individuals at every stage-gate across their career. What is the impact?
• What is being done to capture the data to drive the correct decision making organisation-wide?
• Ensuring there are enough suitable candidates to internally and externally in your pipeline.
• How are firms positioning themselves to make themselves attractive to the female talent pool?

• Agile working
• Working allocation
• Ex-officio roles/ successions planning
• Technology
• Male advocate buy-in and support for working Dads
• Support and coaching for managers
• Reverse mentoring
• Fostering the right culture to avoid inappropriate behaviours in the workplace
• Intervention
• How do you know it is working?

• Portfolio of careers. What options are available to you?
• Moving into the entrepreneurial legal tech start-up space
• How to bring the female leadership pipeline to fruition?

• What has worked and what has made a difference?
• Sharing lessons learnt

Women’s career paths are rarely straight line.  Learn how to attract those experienced women who have stepped off a career ladder and are now ready to reignite their legal careers.  Hear from experts about the keys to sourcing, developing and retaining this vital talent pool.

• Understanding the objectives of the requirements and disclosure as part of a multi-year strategy to achieve the aims of the legislation as well as the paperwork
• What is it measuring and what are the metrics for success?
• Gauging reactions to company data: are organisations being honest with company data?
• Determining how it will enable organisations to put in plan useful and positive steps
  • Who are the relevant stakeholders across the ecosystem who can ensure there is more diversity across the board?
• To what extent does the media force change and the reputation of your organisation?
• How do you incentivise retain and promote your workforce?
• Measuring and celebrating success to entrench the gains made and encourage further improvements

This session will examine whether positive discrimination is the right basis to move forward? If so, which form, for how long, what does success look like? How do we deal with the consequences for those discriminated against as a result?

• Examining the status quo
• Why are we still looking at them and why they matter?
• Accountability and intervention
  • Changing the composition
  • Measuring and celebrating success

• Does the appetite exist from the buy-side to make change?
• What can GCs do to change the behaviour of law firms when buying legal services?
• Changing the behaviour – or changing the provider?
  • Alternative models of firms: LPO, direct to Bar instruction, legal publishers
• Identifying and managing common self-inhibiting behaviours in yourself and in your team

The page will be updated with further details on the agenda once they are confirmed.