Pennsylvania Pulse

Expert Analysis

• A Call For Personal Accountability On Diversity And Inclusion

  While chief legal officers are increasingly involved in creating corporate diversity, inclusion and anti-bigotry policies, all lawyers have a responsibility to be discrimination busters and bias interrupters regardless of the title they hold, says Veta T. Richardson at the Association of Corporate Counsel.

• Learning How To Code Can Unleash New Potential In Lawyers

  Every lawyer can begin incorporating aspects of software development in their day-to-day practice with little to no changes in their existing tools or workflow, and legal organizations that take steps to encourage this exploration of programming can transform into tech incubators, says George Zalepa at Greenberg Traurig.

• Supporting Associates Amid Pandemic's Mental Health Toll

  As junior associates increasingly report burnout, work-life conflict and loneliness during the pandemic, law firms should take tangible actions to reduce the stigma around seeking help, and to model desired well-being behaviors from the top down, say Stacey Whiteley at the New York State Bar Association and Robin Belleau at Kirkland.

• The Importance Of Client Engagement In Law Firm Innovation

  As clients increasingly want law firms to serve as innovation platforms, firms must understand that there is no one-size-fits-all approach — the key is a nimble innovation function focused on listening and knowledge sharing, says Mark Brennan at Hogan Lovells.

• The Unique Challenges Facing Women-Owned Law Firms

  In addition to establishing their brand from scratch, women who start their own law firms must overcome inherent bias against female lawyers and convince prospective clients to put aside big-firm preferences, says Joel Stern at the National Association of Minority and Women Owned Law Firms.

• The Pursuit Of Wellness In BigLaw: Lessons From My Journey

  Jane Jeong at Cooley shares how grueling BigLaw schedules and her own perfectionism emotionally bankrupted her, and why attorneys struggling with burnout should consider making small changes to everyday habits.

• Why We Must Recruit And Advance More Black Prosecutors

  Black Americans make up a disproportionate percentage of the incarcerated population but are underrepresented among elected prosecutors, so the legal community — from law schools to prosecutor offices — must commit to addressing these disappointing demographics, says Erika Gilliam-Booker at the National Black Prosecutors Association.

• Series

  Ask A Mentor: How Can Associates Deal With Overload?

  Young lawyers overwhelmed with a crushing workload must tackle the problem on two fronts — learning how to say no, and understanding how to break down projects into manageable parts, says Jay Harrington at Harrington Communications.

• A Scientific Path For Improving Diversity At Law Firms

  Law firms could combine industrial organizational psychology and machine learning to study prospective hires' analytical thinking, stress response and similar attributes — which could lead to recruiting from a more diverse candidate pool, say Ali Shahidi and Bess Sully at Sheppard Mullin.

• Series

  Ask A Mentor: How Can Associates Seek More Assignments?

  In the first installment of Law360 Pulse's career advice guest column, Meela Gill at Weil offers insights on how associates can ask for meaningful work opportunities at their firms without sounding like they are begging. 

• Legal Sector Regulatory Reform Is Key To Closing Justice Gap

  In order to improve access to justice for those who cannot afford a lawyer, states should consider regulatory innovations, such as allowing new forms of law firm ownership and permitting nonlawyers to provide certain legal services, says Patricia Lee Refo, president of the American Bar Association.

• Guest Feature

  5 Ways Firms Can Avoid Female Atty Exodus During Pandemic

  The pandemic's disproportionate impact on women presents law firms with a unique opportunity to devise innovative policies that will address the increasing home life demands female lawyers face and help retain them long after COVID-19 is over, say Roberta Liebenberg at Fine Kaplan and Stephanie Scharf at Scharf Banks.

• What Hiring Law Firms Should Consider Instead Of Grades

  With law schools forgoing traditional grading due to the pandemic, hiring firms that have heavily weighted first-year grades during the on-campus interview process should turn to metrics that allow a more holistic view of a candidate, says Kate Reder Sheikh at Major Lindsey.