CBA Record May-June 2020

Coming Together: Second Annual CBAWorking Women’s Legal Summit By Carolyn Amadon, CBA Editorial Board A t first glance, the meeting of 100 leaders of Chicago’s legal com- munity revealed distinguished

recommendations for the group. “Define success.” E. Lynn Grayson (Partner, Nijman Franzetti) “Leverage your worth.” Jennifer Levin (Principal Attorney, Jennifer L. Lavin, P.C.) “Boldly advocate for yourself.” Lizzy Diaz-Ortiz (Vice President and Senior Advisor, Governance and Inclusion, BMO Harris) Regarding the question of compensa- tion, Grayson emphasized that the gender pay gap still exists. In 2020, average pay for women in the legal profession remains at 80% of average pay for male colleagues. The breakout is more sobering for women minorities (African Americans: 61%; Native Americans: 58%; Latinas: 53%). These disparities perpetuate because the salary base remains lower for women. Grayson reminded participants to “assert yourselves, claim credit for your work, and take advantage of resources to connect with mentors. Advocate for yourselves where you are in your careers.” Diaz-Ortiz challenged law firms and corporations to use strategic promotions of women in organizations to correct inherent bias and equalize the pay gap. Lavin (who also holds a PhD in Gender

that often stand in the way of achieving workplace goals: affinity bias (tendency to get along better with those we view as “like us”); gender bias (unconscious bias that men do better than women); and gender harassment (unwelcome advances directed at employees due to gender). She added that bias in the workplace can be self-perpetuating because of the limited number of top leadership positions held by women. What’s the remedy? Kramer recom- mends women develop a sisterhood focused on creating roles for themselves, revising workplace policies and developing mentorship programs. Attack bias directly, starting with difficult conversations. Armed with grit – a growth mindset, a coping sense of humor, and self-confidence – women can support one another and overcome workplace bias. “Learn to name the outrageousness of the treatment and practice resilience,” she added. Leveling the Playing Field The panelists knew exactly what message to convey to attendees when asked by moderator Pamela DiCarlantonio, Partner, Major, Lindsey &Africa, to name their top

panelists and speakers gathered from prominent members of the profession: an appellate court justice, bar association leaders, managing partners and section leads of major law firms, law firm found- ers and solo practitioners, and officers and general counsel of major corporations based in Chicago. At second glance: the leaders were all women. So were the participants. Incoming CBA President Maryam Ahmad opened with a story of the first strong woman in her life. “My mother was CEO and CFO of our household,” Ahmad said. After a schoolyard bullying incident, “my mother taught me that strong women fight for themselves.” She encouraged women in the room to pull on their own internal strength to combat negative expe- riences and position themselves for success. Overcoming Gender Bias “Add ‘get what you want’ to your TO DO list,” Andrea “Andie” Kramer (Partner, McDermott, Will & Emery) framed her session, listing three workplace obstacles

How to Negotiate Compensation and Prepare for Your Next Career Steps

Law Firms • Maximize the quantitative aspects of your work • Create written business plans • Keep running documents of individual and team accomplishments; bring your file to the table • Add to your resume “as you go” • Add pro bono work, bar association involvement and leadership development into billable categories • Develop an emergency action plan (in case you need to transition immediately) • Develop your brand – inside and outside the firm

In-house Counsel • Keep a brag book of individual and team kudos • Show the solutions-oriented value you have provided to business leaders in the organization • Know in advance the compensation levels for the organization (including equity and stock) • Know when to ask based on internally published schedules (including quarterly incentives) • Know your pay grade and leeway for negotiation • Be prepared to negotiate your raise with a bulleted counteroffer (This is what I accomplished; this is what I deserve) • Ask for 10% more • Develop an emergency action plan • Develop your personal brand – inside and outside the organization

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