Senior Manager, Diversity & Inclusion, Women’s Initiatives

Morrison & Foerster

Morrison & Foerster LLP, an Am Law 50 law firm with 16 offices worldwide, has an opening for a Senior Manager, Diversity & Inclusion, Women’s Initiatives.  We are welcoming applicants who are interested in working from our Washington D.C.Los AngelesSan FranciscoPalo Alto, or New York Offices.

The Opportunity

Morrison & Foerster have been a trailblazer in diversity and inclusion initiatives within the law firm environment for decades, we are very proud of the awards and recognition we have received for our accomplishments to date.  We are now looking for an innovative and driven Senior Manager, Diversity & Inclusion, Women’s Initiatives to continue to move the needle within the firm, and the legal industry at large, and help build upon the success we have had to date.

RESPONSIBILITIES:

Guided by department objectives and priorities, and in consultation with the Chief Diversity & Inclusion Officer (CDIO), the Women’s Strategy Committee (WSC) and the Diversity Strategy Committee (DSC), the Senior Manager, Diversity & Inclusion, Women’s Initiatives supports the development and execution of programs to support the recruitment, retention, promotion and advancement of women attorneys, and diverse attorneys more broadly.  The successful candidate will partner with appropriate parties to develop programming, business processes, goals and measurements that meet the firm’s diversity goals.

The Senior Manager, Diversity & Inclusion, Women’s Initiatives acts as a resource and advisor to the firm’s women attorneys and, as appropriate, other diverse attorneys and LGBT lawyers regarding professional development and engagement. The successful candidate will also interface with individual partners and the practice groups regarding the performance, utilization, and engagement of women attorneys; administers, implements, and supports the firm’s attorney-related women’s and diversity initiatives; organizes local and firmwide programs supporting the firm’s attorney-related women’s and diversity initiatives. Primary responsibilities will be for the firm’s domestic offices in the U.S.

ESSENTIAL FUNCTIONS

The essential functions of the role include, but are not limited to, the following.

ATTORNEY RECRUITMENT

  1. Lateral (associates only)
  1. Assist in building and driving awareness and engagement for women’s and diversity recruitment.
  2. Participate in interviews and onboarding with women lateral candidates, as requested by Attorney Recruiting, Diversity & Inclusion and/or the CLTO.
  3. Develop and manage relationships with women bar associations and other relevant organizations in an effort to further the firm’s diversity recruiting efforts.
  1. Law School
  1. Attend OCI hospitality suites, Women’s/Diversity events, and other recruiting events, as requested by the Chief Legal Talent Officer (CLTO), CDIO, and/or the Director of Law School Recruiting & Outreach.
  1. Benchmarking, Analysis and Reporting

In consultation and collaboration with the CDIO and WSC:

  1. Manage data collection for the Mansfield Certification process.
  2. Help assess the effectiveness of the firm’s recruiting women/diversity initiatives.
  3. Track, analyze and report women’s related recruiting metrics. Analytically present findings and action plans.
  4. Provide regular reporting to the CDIO and/or Women’s Strategy Committee on women’s recruiting initiatives and goals. Draft business plans supporting annual goals.
  5. May assist in providing women’s/diversity recruitment data for client and survey requests.
  6. Work with the Diversity and Inclusion Team and Marketing and Attorney Recruiting to provide content for and oversee the creation of marketing/recruiting materials related to women’s initiatives.
  1. Program Management
  1. Coordinate with Marketing on external and internal communications, including marketing materials, sell events, and social media to ensure brand strategy.
  2. Identify and implement trends and best practices in women’s hiring, particularly as it relates to lateral hiring.
  3. Educate recruiters and others in the firm on diversity recruiting hiring trends and best practices.
  4. Manage competing deadlines and incorporate project management principles.

ATTORNEY DEVELOPMENT

  1. Development of Individual Women Attorneys
  1. Resource and advisor to women attorneys. Act as an individual advisor to women attorneys and, to a lesser extent other diverse lawyers, with regard to their development and engagement. Reach out to each women lawyers on a regular basis. Maintain a regular travel schedule to meet with these attorneys outside of home office. Promptly respond to questions and concerns.
  2. Mentoring Programs. Assist in selection of mentors under the Odyssey Program and the Diversity Mentoring Program for women attorneys; monitor effectiveness of mentors; assist in changes as needed.
  3. Interface with Odyssey Partners and Diversity Mentors, partners, and practice groups. In collaboration with the CDIO, Diversity & Inclusion Manger, the Learning and Development team, work with mentors, mentees, individual partners, and practice group leaders to monitor the progress of individual women lawyers, with particular focus on women of color, LGBTQ+ women, and those returning from leave.  Reach out to individual mentees and partners on a regular basis regarding performance, utilization, and engagement of individual women lawyers, with particular focus on women of color, LGBTQ+ women, and those returning from leave.  In coordination with department and practice group leadership and the Attorney Learning and Development team, assist in performance management related to women attorneys, where necessary.
  4. Oversee and execute the firm’s Sponsorship Initiative, including managing and analyzing all data around the initiative, scheduling all related meetings, managing any related follow up, and executing on the directives of the CDIO, WSC steering committee, and firm leadership.
  1. Women’s/Diversity programs and initiatives
  1. Diversity programs and initiatives. In collaboration with the Diversity & Inclusion Team, Learning and Development team, chairs of the Strategy Committees, and firm management, assist in creating firm programs and initiatives for the development and engagement of our women attorneys, and other diverse attorneys, as appropriate.  Engage in long-term planning in these areas. Administer and support the implementation of strategic initiatives.
  2. Women’s and Diversity Summits. In collaboration with the Diversity & Inclusion team, the Strategy Committees, and the Women’s Summit partners develop, organize, administer and/or support the execution of firmwide summits and workshops in our domestic U.S. offices. Conduct follow-up.
  3. Town Hall Meetings. In collaboration with the Director of Diversity & Inclusion and the Diversity Strategy Committee co-chairs, help organize attorney of color firmwide town hall meetings in our domestic U.S. offices, with the assistance of a Specialist. Conduct follow-up.
  4. Affinity Groups. Help coordinate the Affinity Network/Group program for women attorneys.
  5. Work closing with the Learning and Development team on monitoring/keeping the firm’s parental leave, remote work and other policies that tend to disproportionately affect women attorneys, current.
  1. Benchmarking, Analysis and Reporting
  1. Prepare reports illustrating the effectiveness of the firm’s women’s attorney development initiatives, including monitoring, tracking and analyzing utilization particularly of those returning from leave.
  2. Report regularly to the Strategy Committees’ Steering Committees and/or the CDIO and CLTO regarding the performance, utilization, and engagement of individual women attorneys.
  3. In conjunction with the Human Resources Department, the Learning and Development team, and under the supervision of the CDIO and Learning and Development Director, track, and report diversity related metrics for our women attorneys.
  4. Work with Talent Team to project manage Women’s related surveys, including but not limited to Working Mother.

GENERAL

  1. Competitive Market Analysis and thought leadership.  Monitor and report out on market trends around women’s initiatives, diversity and inclusion.  Serve as a thought leader in the area of women’s initiatives, diversity and inclusion and develop innovative programs to support the recruitment, retention, development and promotion of women and diverse attorneys and summer associates.
  2. Support of WSC Co-Chairs. Manage and attend all WSC Co-Chair weekly/bi-weekly meetings. Schedule, take notes and move all WSC initiatives forward, making sure to track outstanding items.
  3. Support of WSC. In consultation with WSC Co-Chairs, manage, schedule, plan for, and host all Women’s Strategy Committee meetings.  Responsible for scheduling and note-taking. Support the implementation of initiatives developed by WSC Steering Committee.
  4. Representation at events. Represent the firm at appropriate events as the firm’s Women’s/Diversity & Inclusion Senior Manager.
  5. Marketing support. Act as resource to attorneys, CDIO, Strategy Committees, and Marketing regarding women’s-related information and, as appropriate, other diverse attorneys, especially with respect to requests from clients and external organizations (surveys and awards).
  6. Women’s/Diversity Community Page. Oversee the maintenance of the Women and Diversity Community pages/team sites and other D+I related resources on the firm’s intranet.
  7. MoFo.com Site. Work with Marketing to keep all women’s/diversity-related information on the Women’s and Diversity pages current.
  8. Diversity and Inclusion awareness (in particular awareness around Women’s issues). Work with attorneys to raise awareness with respect to women’s and diversity related issues. Assists attorneys in generally working optimally with women, attorneys of color and members of the LGBTQ+ population, including guidance on the mentoring and one-on-one training of women, attorneys of color and other diverse attorneys.
  9. Women’s/Diversity knowledge. Keep current on attorney women’s/diversity-related issues within the firm and in the larger legal community; attends meetings and conferences relating to diversity issues and initiatives in the legal profession.
  10. Assist with client presentations related to Women’s Initiatives.

Ideal Candidate

QUALIFICATIONS

Education and Experience

  1. JD with minimum three years of practice experience; practice experience at a major law firm preferred.
  2. Strong background in developing and administering diversity strategies and initiatives in a professional services environment preferred.
  3. Strong background in training and development in a professional service environment preferred.
  4. Vision and passion for the firm’s women’s/diversity initiatives.
  5. Strong written and oral communication skills.
  6. Strong presentation skills with extensive oral presentation experience.

Teamwork and Applied Skills

  1. Strong sense of accountability, taking ownership over projects and responsibilities and resolving issues proactively.
  2. Ability to take an assignment from inception to completion with minimal supervision or by following broad guidelines.
  3. Strong creative thinking abilities.
  4. Advanced analytical and information gathering skills; ability to evaluate and prioritize extensive, detailed data.
  5. Advanced communication skills, with the ability to interact substantively with all individuals in the firm.
  6. Ability to present ideas comfortably in public forums, including excellent group facilitation skills.
  7. Ability to build teams among personnel in different offices.
  8. Ability to keep confidential information, observations or viewpoints regarding firm personnel or matters with a high degree of professionalism.
  9. Ability to analyze needs and to determine priorities based on business objectives.
  10. High level of accuracy, attention to detail, and excellent proofreading skills.

Who We Are

At Morrison & Foerster, our culture is defined by our deeds. We’re passionate about what we do. We’re equally passionate about how we do it. We resist hierarchies and operate within a model of respect — for our colleagues, their ideas, and the differences that make us stronger. We encourage you to learn more about who we are, and what we do .

Should you find you’re ready to do the best work of your life, we encourage you to let us know!