The bottom line benefits of gender diversity
There are lots of valid debates about the benefits of diverse workplaces. Should businesses do more to retain their female staff because they bring different talents to the workplace, for example? Or do men and women have the same skill sets, rendering policies that make it harder for women to progress at work unfair for women and an own goal for businesses looking to expand their talent pool?
Those kinds of debates might seem academic, but news this
week of threatened shareholder revolts against
companies with few women in their boards show just how
important it is for businesses to think carefully about their
Lawyers in private practice – particularly
those in the US – will know that it is not just
companies who are under scrutiny in this area. Clients are
increasingly asking to see figures from law firms that reveal
how many women and minorities have become senior associates and
been promoted to partnership.
But what can businesses and law firms do to ensure they
retain their female legal talent and keep the talent pipeline
flowing? Women IP professionals will have the opportunity to
share best practices they can take back to their firms at an
event in New York next week, as well as hear about the latest
IP developments around the word.
Managing IP’s International Women’s Leadership
Forum is a one-day event designed to bring together senior
and junior women IP practitioners to network and strengthen
their professional relationships. Entry to the Forum is free
for in-house counsel, R&D professionals and academics and
registration includes membership of Managing IP’s
Network (for more information on that, contact my
colleague Vicki Taylor at firstname.lastname@example.org).
I look forward to seeing some of you there.