Moving from Talk to Action – Concrete Steps to Promote Diversity and Inclusion Dr. Paola Cecchi-Dimeglio, Senior Research Fellow, Harvard Law School and Chair of Research Initiative for Women and Minorities Patricia Gillette, Board Member, Legal Momentum; Board Member and Director of Development, Directwomen; and Co-Chair, The Opt In Project Melanie Heller, Vice President and General Manager, Bloomberg BNA Moderator: Anirma Gupta, Co-Founder, ChIPs and General Counsel, Tanium Inc.

Ten years ago, women were underrepresented

And ten years later . . .

Moving from Talk to Action – Concrete Steps to Promote Diversity and Inclusion

Gender Balance System Design[GBSD]: A nudging strategy Strategy for inclusive Leadership Preferences & Choices Data & Analytics driven OB change Problems Male dominated environment Language and content is gendered - Job worth applying for? - Compensation scheme? - Team-work? - Flexible work? Attracting Evaluation is affected by stereotypes Filling in blanks [representativeness heuristics and confirmation bias] Automatic activation Interview process Dilemma of cultural fit Recruiting Work assignments [valuable accounts] [Bias] performance appraisal Credit vs. input Accountability for success or failure of others Retaining Competition vs.Cooperation Referrals [experience, expertise, reputation] Origination credit Client succession Leadership roles [from partners to Chair] Sustaining © 2016 P. Cecchi Dimeglio Design enablers Shape content [algorithms / match] Establishing a sense of belonging [monitor & report] Desirability of job assignments Blind evaluation of candidates Dual evaluations Structure interviews and assess tasks Score assignments by value and introduce weighting factors Comparative and sequential Capture incentives to bolster success Support builders “Quid pro quo” Leadership toolkit from individual to collective thinking Capture incentives to gain group support Source: Paola Cecchi-Dimeglio

IMPACT RECRUITING NUDGES © 2016 P. Cecchi Dimeglio

IMPACT RETAINING NUDGES © 2016 P. Cecchi Dimeglio Source: Paola Cecchi-Dimeglio

Why Gender Balance System Design [GBSD] works… Summary Why Gender Balance System Design [GBSD] works… Its easier to change organizational biases than individual biases Design solutions exist to attract, promote, retain & sustain women talent within law firms and in-house departments © 2016 P. Cecchi Dimeglio