The Thomson Reuters Institute’s Transforming Women’s Leadership initiative and the University of Pennsylvania’s Carey Law School proudly present the second installment of a three-part webinar series on advancing equity in leadership. Leveraging nuanced insight and brand new research around allyship and inclusivity, this series offers meaningful solutions toward advancing career and leadership opportunities for underrepresented individuals in the workplace.
Given their positions of leadership, Fortune 500, Am Law 100 and the Big Four accounting firms have the ability to help shape diversity and inclusion policies for entire industries. As progressive employers, each organization capitalizes upon inclusive work-family policies that yield improved employee retention, reduced absenteeism, dynamic workplace culture, and robust brand reputation. Yet, for all the investments in people and policy, more can and should be done. Anchored by insights from a new UPenn/Thomson Reuters study, this conversation explores the inherent synergies between progressive work-family policies and broader behavioral reform, especially as persistent concerns like sexual harassment threaten to erode organizational health. How can employers actively align and curate organizational guidelines with a healthy corporate ethos?
Rangita de Silva de Alwis, Associate Dean for International Programs, University of Pennsylvania Carey Law School
Neil Sternthal, Managing Director, Global Large Law & Canada, Thomson Reuters
Susan Bright, UK Managing Partner, Global Managing Partner for Diversity and Inclusion, Hogan Lovells
Michael Machado, Student Researcher, University of Pennsylvania Carey Law School
Megha Parekh, Senior Vice President and Chief Legal Officer, Jacksonville Jaguars
Mark Wasserman, Managing Partner, Eversheds Sutherland (US) LLP, Co-Chief Executive Officer, Eversheds Sutherland Limited
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Please consider accessing other webinars in this series: