![]() No one should act on such information without appropriate professional advice after a thorough examination of the particular situation. Although we endeavor to provide accurate and timely information, there can be no guarantee that such information is accurate as of the date it is received or that it will continue to be accurate in the future. The information contained herein is of a general nature and is not intended to address the circumstances of any particular individual or entity. A majority of these organizations are already in the new reality phase in dealing with the impacts of the pandemic. Pathfinding HR organizations do not focus exclusively on the short-term issues, but also on purpose-driven priorities that made them strategic leaders before COVID-19 now, it is helping them to get through the pandemic with greater agility than their peers. More proficient in using data analytics to target and recruit the future workforce (98 percent versus 44 percent).More likely to invest in leading technologies-focusing less on replacing core systems and more on artificial intelligence and custom app development (39 percent versus 31 percent).More confident that their organization can attract, retain, and develop the talent needed to meet growth objectives, and they are likely to lay off fewer employees (10 percent versus 17 percent).Compared to their counterparts, Pathfinders are: These Pathfinders report stronger performance across several dimensions crucial to the HR function and see the function as a strong value driver in their organization. For more information about LCLD, click here.An elite group of HR organizations identified as “HR Pathfinders” emerged again this year - roughly 10 percent of the survey population. By producing tangible results in member institutions, LCLD works to promote inclusiveness with the ultimate goal of building a more equitable and diverse legal profession. LCLD’s action programs are designed to attract, inspire, and nurture the talent in society and within our organizations, thereby helping a new and more diverse generation of attorneys ascend to positions of leadership. Jamie focuses his practice on employment litigation, with a concentration on wage and hour class and collective actions and defending and enforcing non-compete and non-solicit agreement matters.įor more information about Porter Hedges diversity initiatives, visit our Diversity and Inclusion page on the Firm’s website.Ībout Leadership Council on Legal Diversityįounded in 2009, LCLD is a growing organization of more than 400 corporate chief legal officers and law firm managing partners who are personally committed to creating a more diverse and inclusive legal profession. It’s a program that can truly enhance one’s career.” Grey, Jr., the LCLD Pathfinder Program “exposes participants to intensive training, experiential learning, and opportunities to network with peers and esteemed LCLD Fellows and Alumni in small group gatherings. Our partnership with LCLD furthers our commitment to support the advancement of our diverse attorneys in leadership roles within the firm and in our community,” said Managing Partner Rob Reedy.Īccording to LCLD President Robert J. “Participation in LCLD leadership programs has proven to be important development tools for our diverse attorneys. The seven-month professional program trains high-performing, early-career attorneys on foundational leadership and relationship-building. The LCLD Pathfinder Program was developed to identify, train, and advance the next generation of leaders in the legal profession. Houston has been selected as a member of the 2022 Leadership Council on Legal Diversity (LCLD) Pathfinder Program. ![]() Porter Hedges is pleased to announce that Jamie L.
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