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Innovating Talent Management: Ch. 7 - Diversity & Inclusion as the Key to Innovating TM

Innovating Talent Management: Ch. 7 - Diversity & Inclusion as the Key to Innovating TM

Liz Duff, Lisa Webley, 2016.

Note: This item is an individual chapter from the book Innovating Talent Management. Once the PDF is purchased, you have two weeks from the date of purchase to download the PDF. If you have any questions, please contact info@nalp.org. You can find a link to purchase the full book below.

"Diversity and Inclusion as the Key to Innovating Talent" (Chapter 7 from Innovating Talent Management), begins by exploring the diversity dilemma in the legal profession(s). It discusses the importance of defining “talent” so that we understand and direct efforts appropriately in managing and developing it. The chapter provides a comprehensive literature review of initiatives in diversity and inclusion, talent management and human resources, cognitive psychology, and decision-making, which it then draws on to explain why diversity initiatives have not been more successful. It identifies and evaluates how talent diversity has been managed in the context of the legal profession through what the authors describe as three waves of diversity strategies: “(1) measures to remove indirect discrimination; (2) measures to encourage low participation groups to enter into and thrive within the legal profession; and (3) positive steps to promote an inclusive workplace beyond protected characteristics and by attempting to limit the influence of unconscious bias on decision-making,” before providing some possible avenues for future initiatives. It concludes with the suggestion that “diversity could be used as a case study in TM legal entities to develop a more effective approach to TM generally within law firms, one that will be of benefit to all lawyers and support professionals rather than just those who are from traditionally low participation groups.”

Providing helpful tips, tools, and suggestions that support talent management professionals in their work as change agents and intrapreneurs, Innovating Talent Management acts as a resource for law firm leaders, legal department leaders, COOs, and CEOs as they consider their growth strategies and business priorities in the next decade. Law schools will also find this a helpful resource as they review, reshape, and relaunch their curricula to prepare graduates for the 21st century legal marketplace.

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