Executive Women's Networking Blog

Do the Costs of Child Care Prevent Women from "Leaning In"?

Epstein Becker & Green, P.C. — Wed, 01 May 2013 14:09:45 -0500

One important part of the evolving conversation about Sheryl Sandberg’s book, Lean In: Women, Work and the Will to Lead, is the economic impact of child care on working women. This is particularly true for low- and middle-income women who are neither eligible for benefits afforded to those at the poverty level nor in a position to pay for acceptable full-time child care.

According to a 2010 report from the National Association of Child Care Resource & Referral Agencies, more than 11 million children under the age of five regularly spend time in some type of child-care setting every week because their mothers work—whether due to need or want (or both). The quality and cost of these facilities vary greatly; even where relatives provide the care, the cost is not necessarily free.

While men have increasingly assumed a greater portion of child-care responsibilities, it remains true that women are the ones who shoulder most of the load. Attention to issues of pregnancy, maternity, and paternity leave has provided some relief, but the obligations of parenthood hardly end after the first 12 weeks. School closures, school volunteerism, extracurricular activities, and a host of other child-care and family matters don’t wait for the weekend.

Many child-care providers, whether individually hired or working for child-care centers, must have care arrangements in place for their own children. Both women (and it is usually women on both sides) face personal, social, and economic costs when hours run long, a child falls ill, a storm hits, or a car breaks down.

A recent opinion piece by Lilian Faulhaber, an associate professor of law at Boston University, in the New York Times entitled “How the I.R.S. Hurts Mothers” notes that middle-class women, more than others, face economic disincentives to enter and advance in the workplace because of the federal tax code. Currently, the federal child and dependent-care tax credit decreases as household income increases. The practical effect is that the lower-paid spouse’s earnings (usually the woman’s) end up being taxed at a higher marginal rate. Since child care is, for the most part, paid from after-tax income, the cost of such care becomes an increasingly larger slice of the family’s income pie. When payroll and state taxes are added to the mix, many women take home only slightly more money than what they pay their child-care providers. Higher-paying leadership jobs—the ones to which Lean In encourages women to aspire—require longer hours, resulting in increased child-care costs. It is not surprising, therefore, that many women “choose” to opt out, rather than lean in.

These challenges are not new, nor are they the same for every family. But for many women who aspire to “lean in,” as Ms. Sandberg encourages, the decision involves more than personal ambition. As one successful woman has reminded us, “It takes a village.” Women cannot, and should not, be expected to negotiate these issues alone. Beyond leaning in, as a society, we should be facilitating and improving child care for working women.

Why the Technology Industry Can Help Build A Better Workplace

Epstein Becker & Green, P.C. — Thu, 04 Apr 2013 07:58:19 -0500

By Michelle Capezza

I recently read Sheryl Sandberg’s Lean In, which includes a call to action for men and women to end gender bias in the workplace. Yet, Lean In is not only a discussion about gender bias and stereotypes, women being held back or holding back themselves but, it’s a call to action as a society to work together toward equality. A common question that has followed for many who have read the book is where do we begin; how can we move forward as a society to address the issues that face all of us in the workplace, men and women of all races, cultures, ages, and religious backgrounds. How do we all, regardless of our backgrounds or position in life, move forward to lead more happy, prosperous, fulfilling lives while delivering to our employers. It seems insurmountable, and, also unfortunate to say we cannot do anything unless the entire world changes. But from an economic standpoint, can’t we make changes one business at a time, one industry at a time?

The technology industry seems well-poised to make advancements in this regard as it is an industry replete with intelligent, creative, forward-thinking people and the perfect place to set standards, trends and changes. The technology industry is also fertile ground for start-up businesses to start from scratch and implement new ways of thinking about getting things done. This industry can advance the workplace of tomorrow by implementation of progressive workplace policies and benefits while achieving what has yet to be achieved in technological advancements.

The time is long overdue to examine workplace policies and benefits which are already governed by a myriad of employment and benefit laws in the U.S., and find ways to further develop or expand these policies. Research has shown that one of the keys to productivity and improving the company bottom line is fostering an engaged and happy workforce. When workers feel valued and able to progress in their positions, they are more likely to contribute their all to the job and the company. Workplace policies alone will not end workplace biases or discrimination, but they can provide the workplace culture and supportive infrastructure that will enable all workers to perform their jobs to their best ability, to have their performance judged based on objective, realistic and attainable goals, and allow them the flexibility to juggle their personal and familial responsibilities in order to be the happy and fulfilled workers they need to be in order to attend to their employer’s demands.

In this vein, and as a starting point, I encourage our technology business leaders to strategically think about the following types of workplace policies and benefits that can be implemented or enhanced in their companies to foster revolutionary change:

Creative solutions to the 24/7 workweek (which may include flexible work schedules, shifts or mid-day siestas that can still equate to 40 hours per week minimums)

Remote Working Arrangements (which may include certain standards for in-office time)

Incentive Compensation Programs based on objective metrics and hours of service

Performance reviews conducted by objective third-parties

Paid maternity and paternity leave policies (which may include gradual return-to-work programs during the first 3 to 6 months following birth or adoption)

On-ramp and off-ramp Programs for men and women to re-engage workers who may have left or need to leave the workplace for a myriad of reasons

Business Development and Mentoring Programs to provide roadmaps for business-specific progression tailored to the company’s needs

Sabbaticals (which can include time-off for professional enhancement to serve business needs)

Wellness Programs (to promote the health and well-being of workers)

Dependent Care Reimbursement Account Plans

On-Site Child Care

Access to long term care policies at group rates

This list is not exhaustive. Once an assessment is completed regarding the business’ current workplace and benefits policies in effect, I encourage business leaders to work with legal counsel to determine how to further develop or implement these types of policies and benefits in compliance with applicable laws. We at Epstein Becker & Green are well-positioned to assist in this endeavor.

Technology has brought us the ability to accomplish tasks that were previously unimaginable. The technology industry can also help us re-design the workplace of tomorrow. All businesses can thrive and be more profitable when everyone is engaged, valued and firing on all cylinders.

The Next Hundred Years -- Let's Keep the Conversation Going!

Frances Green — Thu, 28 Mar 2013 13:49:42 -0500

It is time to join the conversation about women in the workplace. A recent article in The Wall Street Journal noted that an employed female spouse’s/partner's contribution to family earnings has hovered, on average, at 47% since 2009. But also in that year, as the article states, the contribution jumped from 45%—the biggest single year rise since 1990.

We are witnessing an extraordinary transformation of household responsibilities. Women are fast replacing men as the "hunter-gatherers." As a result, inter-generational confusion abounds even among women in the workplace. Women in their 50's and beyond are more than likely to judge those in their 20's and 30's by different standards borne of their personal experiences and thus have different expectations of women with whom they work. This affects the acceptance of working remotely, childcare responsibilities, etc. And this might make for a candid discussion in the workplace and one that is perhaps needed as more and more women are managed by other women!

The Women’s Initiative of Epstein Becker Green, of which I am a member, celebrated Women's History month by opening our New York office on March 21, 2013, to Artists of the Americas (AOTA) and its display of the work of female artists from around the globe. The cocktail event was attended by clients and friends who form the backbone of our Women's Initiative. It was a wonderful way to honor and appreciate the talent of international women artists and, of course, network with the terrific women who attend the various Women's initiative events that we sponsor throughout the year. This Women's Initiative event recalls the fact that the first Women's Suffrage Parade in Washington, DC, took place on a cold March day a century ago, because women still had not been given the right to vote!

As Women's History month comes to a close, our firm has joined Sheryl Sandberg's Lean In forum. We need to work together to support each other—as women—in following our dreams and ambitions.

A Personal Perspective on the Telecommuting Debate

Epstein Becker & Green, P.C. — Thu, 14 Mar 2013 10:27:41 -0500

by Lori A. Jordan

On February 22, 2013, Yahoo announced that in June the company will end its long-standing telecommuting policy that allowed employees to work remotely, in some cases on a full-time basis. The decision became instant news, not in the least because Yahoo CEO Marissa Mayer had become a new mom just a few weeks before. The internal memo from the company’s HR head, which was immediately leaked to the public, explained:

To become the best place to work, communication and collaboration will be important, so we need to be working side-by-side. That is why it is critical that we are all present in our offices. Some of the best decisions and insights come from hallway and cafeteria discussions, meeting new people, and impromptu team meetings. Speed and quality are often sacrificed when we work from home.

While the memo acknowledged that employees might “occasionally have to stay home for the cable guy,” they were urged to “use their best judgment in the spirit of collaboration.”

The Internet became immediately ablaze with articles and editorials debating the merits of the decision, whether it signals the demise of telecommuting. Responding to the uproar, Yahoo has publicly stated that elimination of its telecommunication policy was not “a broad industry view on working from home,” but rather about “what is right for Yahoo.” While many companies continue to embrace telecommuting, at least one other company has followed Yahoo’s lead.

So, what does this all mean for women in the workplace?

When I first read about the Yahoo decision, I was taken aback. While I do not have a regular work-at-home schedule, I have had occasions where I required and appreciated the flexibility provided by telecommuting. In August 2011, I found myself stuck on the West Coast because of Hurricane Irene. Facing a court-ordered deadline that week, I set up shop in a temporary “office” (aka a relative’s dining room) with my laptop, wrote the required brief and throughout remained available to respond to clients by email and telephone. While I doubt that even Yahoo would object to telecommuting because of a natural disaster, the point is that while my clients, supervisors, and colleagues knew that I was out of the office (and in another time zone), deadlines were met, issues were promptly addressed, and no one expressed the slightest concern about my physical absence from the office.

Then too, there are the days where the availability of telecommuting has allowed me to work from home when I felt too ill to come to the office. I can remember sitting red-nosed and stuffy in front of my computer surrounded by tissue boxes, cold remedies, and a never-empty mug of hot tea thinking about how grateful I was to be able to work from home, without being second-guessed or worried about my decision. Even though under the weather, I was more relaxed and productive than I was on the days that I reported to the office despite being sick. I’m also sure that my co-workers appreciated the days that I stayed home and kept my germs out of the office.

It is true that telecommuting can have a downside. When I have worked remotely for periods of more than a couple of days, I did start to feel isolated from my co-workers. I missed the ability to quickly pop into a colleague’s office to discuss an issue and brainstorm. In that respect, I can understand Yahoo’s view that it is beneficial to have people present in the office to facilitate and increase communications and the collaborative process.

I have spoken with female colleagues and friends about the virtues and drawbacks of telecommuting from their perspective. We all agree on the importance of permitting telecommuting—at the least—when emergencies or unexpected problems arise at home. Looking at the bigger picture, the flexibility offered by telecommuting, even if not full time, is particularly beneficial to women in helping to maintain a balance between work and family.

All of my women co-workers who are mothers have had to remain at home to care for an ill child, at one time or another. Rather than take a vacation day (when they would in any event be connected to the office by smart phone, tablet, and laptop), they have been able to save the commute, work remotely, and care for their children.

For some women whom I have spoken with, a regular schedule of one day a week of working from home has enhanced their experiences as a parent and provided greater career satisfaction. Added to this is the practical reality that telecommuting can reduce the high costs of childcare. One friend admitted that telecommuting is the only way she can financially afford to remain in the workplace until her child is old enough to attend school on a full-time basis.

No doubt, telecommunicating is a balancing act. Women have observed that it can be difficult to remain in people’s thoughts if they do not regularly see them in the office. Those who telecommute may need to speak-up for key assignments and to make their presence, abilities, and ambition known.

From my own experience and from talking with friends and colleagues, it is clear that telecommuting, in some capacity, can be remarkably effective, result in greater productivity, and lead to greater job satisfaction.

Ultimately, each employer must (and will) decide whether and to what extent telecommuting fits into its culture, goals, and business model. With the ever-expanding availability of remote technology and the ability to be e-connected 24/7, companies should not easily dismiss the value of a telecommuting option for attracting and retaining talented employees who require some flexibility.

Celebrating 2013 Grace Institute Graduates and Women's History Month

Wendy Marcari — Tue, 12 Mar 2013 10:58:08 -0500

My colleague Fran Green was the keynote speaker at a ceremony held on March, 6, 2013, at Cooper Union in New York City to celebrate the 2013 graduates of Grace Institute. Founded by W.R. Grace in 1897, Grace Institute provides tuition-free, practical job training for underserved New York area women. Since its inception, Grace Institute has trained more than 100,000 women, including Fran, who is a graduate of the program.

Fran, a Member of the Firm and one of the founders of the Women's Initiative of Epstein Becker Green, spoke from experience and the heart in her moving address. She told the graduates, “Self-worth was the greatest gift Grace Institute gave to me—wrapped in my certificate of course completion. That certificate—the same as you will receive tonight—and my self-worth were inextricably woven together like a tapestry. Self-worth gave birth to self-confidence; self-confidence got me a job which gave birth to self-sufficiency.” Fox News Television featured the graduation as well as Fran’s remarks on a March 7 broadcast.

The graduation, appropriately occurring in March—Women’s History Month—illustrates the continued relevance, benefit and importance of promoting gender equality, providing opportunities for women, celebrating the contributions of women in history and today, and responding to the challenges faced by women and girls. Women’s History Month had its origins in 1981, when Congress proclaimed the week of March 8 as “Women’s History Week.” In 1987, Congress declared the entire month of March as “Women’s History Month.”

As the National Women’s History Project, a great resource for information and materials about the role of women in U.S. history, has eloquently stated: “To ignore the vital role that women’s dreams and accomplishments play in our lives would be a great mistake. We draw strength and inspiration from those who came before us—and those remarkable women working among us today. They are part of our story, and a truly balanced and inclusive history recognizes how important women have always been in American society.”

In this spirit, on March 21, 2013, the Women's Initiative of Epstein Becker Green will host a private exhibition of artwork by women artists, presented in association with Artists of the Americas (AOTA), to celebrate Women’s History Month. This engaging program will explore women's contributions to the world through an arts perspective.

We encourage you to be part of the celebration and the conversation. Give some thought to issues that affect women, discuss them with others, and find ways to further the drive toward equality. Together we can help make our country, our communities, our businesses, and our schools better for everyone.

Woman to Woman: Save for Retirement!

Epstein Becker & Green, P.C. — Wed, 06 Feb 2013 13:32:49 -0500

by Michelle Capezza

As an employee benefits attorney, I am troubled by the statistics that show that Americans of all ages are financially ill-prepared for their retirement years. For women, this is caused and compounded by a myriad of factors, including a longer life expectancy than men, income disparities, maternity and other leave time away from the workforce, child and elder care expenses, and conservative or lack of financial planning. For busy working women juggling many responsibilities, it is imperative to carve out the time to purposefully and responsibly plan for retirement.

If your employer provides employee benefits such as a 401(k) plan, it is crucial to participate in the plan. Employers undertake a lot of responsibility and expense making retirement plans available for their employees, and this benefit should not be left on the table. If your employer does not offer retirement benefit plans, it is all the more important to establish your own individual retirement savings program. Follow these tips when setting up an action plan for 2013:

Enroll and Contribute. If your employer offers a 401(k) plan or similar contribution plan, enroll and contribute as much as you can up to the maximum limit allowed. The elective contribution maximum limit for employees who participate in 401(k), 403(b), and most 457 plans is $17,500 for 2013. If you are age 50 or older, you might also be able to make an additional catch-up contribution to your 401(k), 403(b), and most 457 plans up to $5,500 in 2013. If you contribute to a 401(k) plan on a pre-tax basis, you will be able to lower the income that you pay taxes on in the year of the contribution as well as obtain tax-free earnings on the investments that grow while the money is in the plan. If you contribute to a Roth 401(k), you will not lower your income taxation as a result of the contribution, but your withdrawals in retirement will not be taxed (under current law). Some employers might even provide a matching contribution—such as 50% of your contribution up to 6% of your salary—that you can only obtain if you contribute to the plan. It is important to become familiar with your plan and all of its features, including any vesting requirements for employer contributions. Figure out how to contribute to the plan in an amount that is comfortable for you but also sufficient to contribute to your living expenses in retirement.
Confirm Automatic Enrollment Status. If you were automatically enrolled in an employer plan, you should consider taking a more active role in the program and adjusting your contribution level and investment selections. You might not even realize what percentage of your salary is being contributed to the plan or what it is invested in. If you are able to contribute more than the default amount of your salary that was chosen for you in an automatic enrollment, increase your contribution level and select investment options that make sense for you.
Review Plan Investment Information. Become familiar with your plan investment information, fee, and expense disclosures. Make sure that you understand the investment options under the plan and are making informed choices and actively managing your account. Seek out resources of information that may be available from your employer, plan service provider, online educational tools, or other plan literature and documents, including your summary plan description and investment prospectuses.
Save in an IRA. If you do not have access to an employer-sponsored retirement plan, consider establishing your own individual retirement account. IRS Publication 590 provides valuable information regarding individual retirement accounts and how they may fit into your overall financial plan. If you do contribute to an employer sponsored plan, or if your income exceeds the limits for the different types of IRAs available, consider making a non-tax-deductible contribution to a traditional IRA. You can still benefit from tax-free growth on your investment earnings. You can even make an IRA contribution for 2012 by April 15, 2013. The limit for 2012 contributions was $5,000, increased to $5,500 for 2013.
Educate Yourself. There are plenty of books, manuals, and articles available on retirement and financial planning. Start at the Women And Retirement Savings Web page, created by the U.S. Department of Labor’s Employee Benefits Security Administration. This page provides resources for assistance with retirement planning, such as the publications titled Savings Fitness: A Guide to Your Money and Your Financial Future and Taking the Mystery Out of Retirement Planning. Explore all the options available to you, as well as consider other issues, such as health insurance and life insurance. If you already know the basics and want help getting to the next level and managing investments, consider seeking professional assistance with a financial planner.

There is no guarantee that these retirement savings programs will always be available. Employers can amend or terminate plans, and the laws can change. While you have access to retirement savings vehicles, take advantage of them. Get a game plan together and figure out what you can save for retirement. When retirement day arrives, you will be glad that you took these actions.

My Women's Initiative Journey: 25 Years in the Making

Epstein Becker & Green, P.C. — Tue, 04 Dec 2012 10:40:39 -0500

by Linda Altschul

On December 3, 2012, I, along with several others in the New York office of Epstein Becker Green, will be honored at a reception to acknowledge our milestone anniversaries at the firm. I am privileged to be celebrating my 25th anniversary.

What an exciting journey this has been! Moving from Reno, Nevada, to New York City was a major change for me. I interviewed at several law firms at that time, but Epstein Becker Green made me an offer that I couldn’t refuse. The female partner who was looking for an assistant became the first in the line of many mentors who have contributed to my longevity at the firm. While I was an assistant, I had the opportunity to help organize the annual New York Labor and Employment Client Briefing, which just celebrated its 30th year, assisting friends and clients in learning about the latest issues in labor and employment law.

Ronald Green, one of the named partners of the firm, was and continues to be an incredible mentor to me (as well as to attorneys and other assistants). My ambition was to advance at the firm, and it was his mission to help me meet that goal. I have had the privilege of working with Mr. Green to advance and continue the firm’s client briefings and “First Wednesdays” and to host meetings on cutting-edge issues.

I became the firm’s New York Recruitment Coordinator, a position that helped me build wonderful relationships that remain to this day, and later moved to the Marketing Department, where I have had the opportunity to work with women attorneys to plan events and initiatives to benefit the Women’s Initiative of Epstein Becker Green. Ten years ago, our Women’s Initiative was first introduced; it is my hope that women associates who join the firm today will continue the fine legacy that Frances Green, Mickey Neuhauser, and Joan Disler have created.

It means so much to me to see that the female summer associates whom I helped recruit are now becoming partners at the firm, while others have moved into in-house positions or the private sector. The weddings that I have attended throughout the years and the birth announcements that I continue to receive make me realize how very fortunate I have been to share my professional life with women who have made a difference, not only at Epstein Becker Green, but with their clients and in the communities where they live.

When we host a Women’s Initiative or alumni event, it is amazing to see that even those women who have left the firm continue to support Epstein Becker Green. I look around my office and see parting gifts from those who came to say “good-bye” and await the impending flood of holiday cards with family photos from Epstein Becker Green attorneys and alumnae.

I thank Epstein Becker Green for an amazing 25 years. I hope that I have made and will continue to make a difference!

Our Women's Initiative Is Nominated and Shortlisted for the 2013 Chambers USA Women in Law Awards

Epstein Becker & Green, P.C. — Mon, 03 Dec 2012 16:36:57 -0500

We're pleased to announce that the Women's Initiative of Epstein Becker Green has been nominated and shortlisted for a Chambers USA 2013 Women in Law Award in the category "Most Innovative Gender Diversity Initiative." The winner will be announced at a reception and awards ceremony on January 15, 2013, at the Harvard Club of New York City.

The Women's Initiative, now in its 10th year of existence, enhances and develops the careers of the firm's women attorneys by providing opportunities both inside and outside of the firm to network, share information, acquire new skills, and develop rewarding professional relationships with other women. Its members edit and contribute to this blog.

The Chambers USA Women in Law Awards honor women attorneys in private practice and in-house who have made outstanding contributions to furthering the advancement of women in law and recognize law firms that have created a positive environment for women to work in.

And the Survey Says . . . Results of the NAWL Foundation's "National Survey of Women's Initiatives: The Strategy, Structure and Scope of Women's Initiatives in Law Firms"

Epstein Becker & Green, P.C. — Thu, 29 Nov 2012 14:55:17 -0500

by Maxine Neuhauser

It’s been 10 years since EBG inaugurated its Women’s Initiative program with the goal of enhancing the careers of professional women by providing opportunities both inside and outside the office to network, share information, acquire skills, and develop rewarding professional relationships. Although we didn’t realize it at the time, we were part of movement. As reported by the NAWL Foundation®, during the past decade, women’s initiatives and women’s affinity groups have become a staple of law firm culture. Programs like ours are aimed at helping women advance into higher levels of practice, i.e., gaining equity status, generating and receiving credit for business, participating in firm governance, and achieving greater compensation.

EBG was one of the more than 100 law firms that participated in a survey conducted by the NAWL Foundation, the research and charitable arm of the National Association of Women Lawyers (NAWL), to provide benchmark data on the structures, strategies, and scope of women’s initiatives among the nation’s largest law firms.

The NAWL Foundation® has just released the results in a report, “National Survey of Women’s Initiatives: The Strategy, Structure and Scope of Women’s Initiatives in Law Firms.” A copy of the report is available for downloading by clicking here.

Have our programs succeeded? Have we made a difference? Do we need to evolve? Stay the course? Are our goals still relevant? We are gratified to be part of an important movement to advance women in the legal profession and grateful for the data, analysis, insights, and suggestions provided by the NAWL Foundation survey and to the many women (and men) who contributed to the project. We will certainly be taking the information into consideration as we begin our second decade and take on the questions of “what works?” and “what’s next?”

Thanksgiving Recipes from My Mother

Epstein Becker & Green, P.C. — Tue, 20 Nov 2012 11:59:58 -0500

by Maxine Neuhauser

My mom worked full-time outside the home as a writer and editor while managing a “Brady Bunch” household with six kids, a grandma, and our spaniel mutt, Shorty. Between the nine of us (not counting Shorty), and the assorted friends, cousins, aunts, and uncles from our dual family household, we always had a crowd at holiday times. With Thanksgiving around the corner, I thought I’d share her recipe for Thanksgiving turkey.

First, buy a turkey on sale.

Cook the turkey before Thanksgiving, on a weekend when you have free time. It doesn’t matter how far in advance. The three-day Columbus Day weekend often works well.

After the turkey is cooked, slice it and layer the meat into a large disposable aluminum pan. Re-use a pan you already have because there’s no reason to waste money on new pans. After putting all the turkey into the pan, place the skin on top to retain moisture.

Wrap the pan in plastic wrap, such as Glad Wrap or Saran Wrap. Then, cover again with aluminum foil. Place in freezer.

A day or two before Thanksgiving, take the pan out of the freezer to thaw. On Thanksgiving morning, put the turkey into a skillet. Discard the skin; save the pan.

Add water to the skillet with some chicken bouillon cubes. Cover and simmer on low until the company arrives, whatever time that is. Serve with ketchup and enjoy your company.

This is a true recipe. My mother called me at work to give it to me the year I decided to host Thanksgiving. For my mom, holidays were for spending time with friends and family, not for being in the kitchen. While I didn’t follow her turkey recipe (which was, after all, one of the reasons I had volunteered to take over Thanksgiving), her essential element to a happy holiday – enjoying the time with the people with whom you spend it – is a recipe I always try to remember.

However you celebrate the holiday, enjoy it. As for me, this year I will be celebrating in one of my favorite ways – with my family and as a guest of a friend who cooks the turkey fresh.

Epstein Becker Green Recognized Among the Top "Best Law Firms for Women" by Working Mother & Flex-Time Lawyers

Epstein Becker & Green, P.C. — Wed, 14 Nov 2012 12:33:00 -0500

by Carrie Valiant

As a member of the Women’s Initiative of Epstein Becker Green, I am very pleased and proud to report that our firm has been recognized among the top "Best Law Firms for Women" by Working Mother & Flex-Time Lawyers!

The firm was recognized in the following categories: leadership, compensation and advancement of women; development and retention of women; flex-time; and time off and leaves.

Read the Epstein Becker Green profile on the Working Mother website and the firm’s full press release regarding this recognition.

Amy Ellis Nutt on Hurricane Sandy and Coping with Unexpected Loss

Epstein Becker & Green, P.C. — Tue, 06 Nov 2012 16:56:48 -0500

by Maxine Neuhauser

Hurricane Sandy has provided us with substantial food for thought since our October 17 program during which we explored what it means to “have it all.” In the aftermath of the storm, and seeing the devastation and the damage suffered by so many in the region, I am left thinking, “No power, no problem.” All of us at Epstein Becker Green certainly hope that all our friends and colleagues have weathered Hurricane Sandy with only a minor disruption, but we know that there are many, including in our own Epstein Becker Green family, still struggling with the loss of property and power.

Pulitzer Prize winning journalist Amy Ellis Nutt, who spoke at our Women’s Initiative event a year ago, wrote an evocative piece about the storm’s descent upon the Jersey Shore entitled “48 Hours that Forever Changed New Jersey,” which appeared on the front page of the Sunday, Nov. 3, 2012, edition of the Star Ledger. Those of us who attended Amy’s program were uniformly struck by her insightful and poignant voice—not to mention great journalism.

Another inspirational article by Amy, published a few weeks before the storm, discusses coping with unexpected loss and finding a future in a traumatically changed world. The article, “Marooned in the Moment,” is a fascinating exploration of loss, resilience, self, family, hope, fear, talent, and devotion.

We found both articles illuminating, poignant, and worthy of sharing with you. We would be pleased to hear from you about them.

The Women's Initiative of Epstein Becker Green Hosts 10th Anniversary Event

Epstein Becker & Green, P.C. — Mon, 22 Oct 2012 11:27:31 -0500

by Regina Kiperman

On Wednesday, October 17, 2012, I, along with over 125 hard-working, well established female professionals, made time to learn what it means to have it all by attending Epstein Becker Green’s Women’s Initiative event titled “Feeling Great and Making a Difference: What Does It Mean to Have It All?”

As I entered the Estrela Penthouse of Le Parker Meridien in search of great women, fine food, and smart conversation, I, a young associate, started to wonder: Do I have it all? Quickly resolving, like all aspiring women do, that I do not have it all, my next thought was: How do I get it!? This was followed by: How will I find the time? I continued to pontificate while noshing on a delicious spread – mini gyros with tzatziki sauce, moist caprese, soft and crumbly swedish meatballs, and of course, chardonnay. Feeling energized and invigorated, I navigated the jovial room in search of both new and familiar faces.

The room was buzzing with excitement as three spectacular, intelligent, and insightful women took their seats at the panel. Reverend Khadijah Matin, who works in healthcare in staff coaching, training in cultural competence and interfaith spirituality (among other things!), has been called “a woman who walks through walls.” Diahann Billings-Burford, Esq., Chief Service Officer for the City of New York, is a woman whose mission is to tap the power of the people to meet pressing challenges in NYC. Nancy J. Belli, Fitness Director for Asphalt Green, is a woman who wants us to be active and view stress as a good thing! The panelists were ready to share their secrets and tell us how to make the most productive use of our time.

Reverend Khadijah spoke first. I watched the room nodding their heads in unison as the Reverend told us to constantly evaluate ourselves, our needs, our desires, and to see opportunity in everything. We have to make changes and adjustments to all situations. Find your passion and break through that glass ceiling!

Next Diahann reminded us that having it all means different things to different people. For some, having it all means marriage and children. For others, having it all means having a job and career that we are very serious about. But no matter how hard we work, where we are, or who we become, we have to give back. Diahann described just a couple of the hundreds of opportunities to volunteer in the city, and emphasized the goal of achieving impactful, measurable outcomes.

Finally, Nancy explained the need to move, move, move, sleep, move, move, move, stress a little, move, move, oh yes, and move. I learned how to stretch, breathe, and have a vacation, all without ever having to leave my desk!

Amazing – all three panelists!

As I made my way home that evening, I could not help but think about the panelists’ messages to me: Reverend Khadijah Matin: “find your passion”; Diahann Billings-Burford: “use your BLANK for good”; and Nancy J. Belli: “get energy and wellness through physical activity.” And I resolved right there and then to follow their advice.

I started the next day by using a ball chair!

Women's Initiative Member Michelle Capezza Receives Excellence in Achievement Award from Peter W. Rodino, Jr., Society

Epstein Becker & Green, P.C. — Mon, 01 Oct 2012 15:14:10 -0500

Michelle Capezza, a member of the Women’s Initiative of Epstein Becker Green, is being recognized with the Excellence in Achievement Award from the Peter W. Rodino, Jr. Society at Seton Hall School of Law for her commitment to excellence and compassionate service in the field of law.

The award ceremony will be held at the Society’s annual banquet on October 17, 2012, in Newark, New Jersey. Click here to read more.

Women General Counsel Are Gaining Ground in America

Epstein Becker & Green, P.C. — Wed, 22 Aug 2012 10:46:04 -0500

by Wendy G. Marcari

A new progress report from the Minority Corporate Counsel Association (MCAA) reveals a significant increase in the number women general counsel among Fortune 500 companies. Women now hold the top legal position at 21% of Fortune 500 companies, reaching an unprecedented high of 108 women in 2011, up from 44 women in 1999 when MCCA began tracking this information. Six states account for half the list: California, New York, Texas, Illinois, New Jersey and Virginia. Women general counsel also are increasingly diverse; 16% of the group identified themselves as minorities.

This study confirms a positive trend at large corporations in America. What’s driving it? MCCA President, Joseph K. West, told Law360 that growing transparency and greater focus on diversity in corporate legal departments are contributing factors. In addition, West pointed to corporations appreciating the value of retention, development and growth of talent.

At law firms, the gap in the number of women equity partners is not diminishing as quickly. In 2011, approximately 15% of equity partners were women, according to The National Law Journal. As the number of women general counsel increases and more corporations demand diversity and visibility from the firms they engage, we hope to see more law firms embracing a culture of equality and diversity in which women are promoted to positions of leadership and governance.

I am fortunate to be a member of Epstein Becker Green, a law firm committed to, and recognized for, advancing the careers of women and maintaining a significant percentage of women partners in leadership and management positions. Among the accolades our firm has received for its integration and promotion of women, are the following:

Received a 2012 Gold Standard Certification from the Women in Law Empowerment Forum
Ranked fifth on the MultiCultural Law magazine's 2012 "Top Law Firms for Women" list
Ranked as one of the top 10 law firms for female partners, in a 2012 survey conducted by Law360
Placed in the top 20 in The National Law Journal's most recent ranking of the 250 largest U.S. law firms by number of women partners
Ranked eighth in the nation among the 200 largest firms for its percentage of women attorneys by The American Lawyer's most recent "Women in Law Firms" study

It is a privilege for me to practice law in an environment in which the contributions of women are vital to the firm’s success. We invite you to learn more about Epstein Becker Green’s Women’s Initiative and share your thoughts and comments.

Women's Initiatives Need to Focus on Greater Effectiveness

Epstein Becker & Green, P.C. — Tue, 14 Aug 2012 11:00:14 -0500

by Anisha Mehta, 2012 EBG Summer Associate

“As I recently reported, some folks are getting tired of those gender diversity initiatives, questioning whether they are time-suckers or irrelevant.” —Vivia Chen, Careerist

Women’s initiatives have become commonplace as companies have implemented programs designed to attract and retain female talent, create pathways to leadership, and increase employee satisfaction. Despite the prevalence of such initiatives, many people question their utility. Are they creating the opportunities that they were intended to? Are they elevating more women into management, or merely adding time-consuming tasks to the plates of already stretched-too-thin corporate women? In other words, are women’s initiatives achieving their laudable goals?

Recent studies by McKinsey & Company sought to answer these questions and unfortunately found that gender diversity initiatives generally are not effective. Of 235 companies surveyed, 90% had gender diversity programs in place, and over 60% had at least 20 different programs. Companies provided their employees with mentoring programs, networking events, flexible scheduling, and much more. However, only 8% of the large companies surveyed had women accounting for more than 25% of the top jobs, with none of the financial services, media and energy companies having a woman CEO. In 66% of the companies surveyed with over 10 gender diversity measures in place, women still only accounted for 13% of top positions.

The statistics reveal much room for improvement. Therefore, it is important to examine how and why programs may have failed, and what steps may be taken to further the goals of the women’s initiatives.

The issue does not appear to be with the number of initiatives in place, but rather the quality. When employees were asked their views on the gender diversity initiatives in place at their companies--how broadly were they applied across the organization, how carefully were they monitored, and how well were they communicated--the results were disappointing. Of 1,768 volunteers (middle management level or lower) surveyed, less than half thought that their CEO was making good on his/her commitment to gender diversity. Only 16% of respondents stated that their company’s mentoring programs were well-implemented in terms of how well it was communicated and how broadly it was applied. Similarly, only 13% of respondents stated that leadership skill building programs were well-implemented at their companies, though a 2010 McKinsey study found that women’s skill building programs are one of the most effective measures to promote gender diversity.

The importance of gender diversity to corporations has been well-documented. Studies have found that companies with more women in executive positions and committees perform better financially than those without any women. It’s time to focus on not only having gender diversity initiatives in place, but also ensuring that those initiatives are well-communicated, easily accessible, and broadly applied. McKinsey identified four area of focus for corporations to increase results from their initiatives.

Senior Management Commitment
- Leaders must lead by example and show that gender diversity is not optional, but necessary.
Knowing the Data
- Companies should know the facts about women in their organizations. When are women dropping out of the career pipeline? How many women leave at each stage?
Change Mindsets
- Old mindsets need to be reset. Companies should emphasize that women are able to work long hours, take on tough assignments, travel for work, and take critical feedback well. They should ensure that no one in the organization believes that the top jobs somehow belong to men.
Company Specific Initiatives
- Companies should use the data that they gather on women at their firm to create particular initiatives to best reach their targets.

Corporations with women’s initiatives should be commended for their efforts. To ensure that such initiatives are truly fulfilling the corporation’s commitment to gender diversity, it is necessary to critically examine which programs are effective and address areas in which the programs may not be producing the desired results. Women’s initiatives, if well-designed and implemented, will benefit the women within an organization as well as the companies that retain and promote women to leadership positions.

Dragging Your Feet in Getting a Sponsor May Be a Drag on Your Career!

Epstein Becker & Green, P.C. — Thu, 26 Jul 2012 09:42:22 -0500

by Nancy Guzenhauser, 2012 EBG Summer Associate

While the importance of having a sponsor to help encourage and propel one’s career is well-documented, women are still more reluctant to use a sponsor than men. The Center for Talent Innovation has conducted two studies – one in the U.S. and one in the U.K. – about the “sponsor effect.” The U.S. study found that sponsorship confers a statistical benefit of up to 30 percent in terms of more stretch assignments, promotions, and pay raises. Both studies found that women are significantly less likely than men to use a sponsor in their careers.

A sponsor is different from a mentor (and many women do have mentors). According to the studies, a sponsor is someone who uses chips (built-up favors or persuasive clout) on his or her protégé's behalf and advocates for his or her next promotion as well as doing at least two of the following: expanding the perception of what the protégé can do; making connections to senior leaders; promoting the protégé’s visibility; opening up career opportunities; offering advice on appearance and executive presence; making connections outside the company; and giving advice. By contrast, a mentor works behind-the-scenes to advise, rather than act as a driving force in one’s career opportunities.

Women comprise one-third of senior management positions in the U.S.; however, women only comprise 3 percent of chief executive positions of Fortune 500 companies. Women tend to “get stuck in the marzipan layer, the talent-rich tranche just below the executive suite.” Lacking a sponsor, and relying solely on “exemplary talent and unflagging dedication,” is one reason, the study suggests, that women do not propel to the C-suite.

Why do women have fewer sponsors? The authors note the “asking problem” as a strong reason. As a whole, men are more likely to ask for things – salary raises, quid pro quo exchanges from networking contacts, to be invited to networking events, for more and greater difficultly work – whereas women tend to still rely on “an invitation to the party.” Additionally, the study found that 77 percent of women value career moves based on meritocracy rather than reliance on networking/contacts, which was viewed to be “playing dirty.” Meanwhile, men have grasped the idea that using networking and sponsorship relationships is integral to achieving the careers they want. While sponsorship cannot be forced, the authors suggest that women should put themselves in situations where potential sponsors can get to know them.

Not only do women use fewer sponsors than men, but the study also indicates that women perceive men to be better sponsors. Women in the study explained that they prefer a male sponsor because men are better connected, are more powerful, know how to succeed, and have more time to sponsor than women. Women sometimes choose male sponsors simply because a female is not available to act as a sponsor; however, the perception that men are better sponsors is just that. Junior women find that men do not have the time and are not willing to “spend their chips” on them.

It is a double-edged sword though as both junior women and potential male sponsors fear that sexual tension will make the sponsorship ineffective. Women cite the sexual tension underlying such relationships and fearing negative perception as a barrier to entering sponsorship relationships, despite overwhelmingly preferring men to women as sponsors. Men also are hesitant to enter a one-on-one sponsorship with junior women because of a fear of a sexual harassment claim. Interestingly, this is uniquely an American problem; only 38 percent of British men indicated that they would be hesitant to enter a sponsorship with a junior female, compared to 64 percent of men in the U.S.

Many companies have invested in sponsorship programs for both women and minorities. These programs help connect women at all levels of their careers with sponsors. The sponsors and the sponsees are not the only people who benefit from the relationship; the company itself will foster a positive environment, where people are more likely to feel invested in the company, and will help build driven leaders within the company.

Readers: We would like to get your reactions and thoughts. Are you reluctant to seek a sponsor? If so, why? Is reliance on networking/contacts enough to move you up in ranks? Do you agree with the respondents to the cited study that a “meritocracy” trumps networking in career advancement?

Nails and Networking: A New Twist on the Traditional

Epstein Becker & Green, P.C. — Fri, 20 Jul 2012 15:45:14 -0500

by Lauri F. Rasnick

Professional women are busier than ever working their way up the corporate ladders, developing their relationships, and handling their personal responsibilities. So, when can a girl get her nails done?

Well, according to a recent article published in the Wall Street Journal blog, more women are making manicure time into business time. Women are natural multi-taskers so this latest trend is of no surprise. It offers the opportunity to socialize and get something accomplished. Women who find it hard to get away and make time for things like manicures, can have an excuse to do so and women who regularly get them, can do it with the business aspect. It is a win-win.

Some women find the traditional networking avenues unappealing. Having meetings in nail salons gives women a chance to enhance camaraderie without having to work on their swings at the golf course or sit in the bleachers at a game. Meeting up in a salon creates a connection over something different and fun.

It is an alternative that has some specific perks to it as well. For example, getting distracted by an incoming message on your iPhone or your Facebook page is difficult to do while the manicurist has your hands in lock down. Without such distractions, conversations can flow more effortlessly. It is easy to talk about lighter subjects and get to know one another when you are in this type of atmosphere. A salon is also more quiet than a noisy ballgame or restaurant and provides the chance for undisturbed conversation.

According to the Wall Street Journal blog article, the trend has developed most significantly in the advertising and publishing world, but seems to be catching on with investment bankers and others. Lawyers may soon join this trend, as one recent article encouraged.

While the mix of nails and networking could prove to be fun and productive, it should not be the location for meeting someone you barely know or discussing important or confidential topics. You would not want to send the wrong message to someone you just met or make a client or business colleague feel uncomfortable to talk about a sensitive subject in such a public location. As always, being appropriate and professional should come first.

In the end, the idea of a manicure and a meeting is a good one. Have fun checking out some stylish summer colors!

Joan Disler's New Article: 5 Hot Benefit Issues This Summer

Epstein Becker & Green, P.C. — Fri, 20 Jul 2012 11:32:53 -0500

Joan A. Disler, Cofounder of the Women’s Initiative of Epstein Becker Green, recently wrote a Law360 article on employee benefits, her chief area of practice in her capacity as Chair of the firm’s National Employee Benefits Steering Committee.

The article, “5 Hot Benefit Issues This Summer” (Law360 subscription required), updates reader on the following topics:

Service Providers Fee Disclosures to Defined Benefit and Defined Contribution Plans: What Must Be Done Now
Employers Must Distribute Participant-Level Disclosures for Their Defined Contribution Plans by Aug. 30, 2012
Summary of Benefits and Coverage Must Be Issued for Open Enrollments Starting On or After Sept. 23, 2012
Plan Fiduciaries Are Held Liable for Violation of Fiduciary Duties in Tussey Case
Employers Must Be Aware of What It Means to Be a Fiduciary

Also see Joan’s Take 5 newsletter on these topics, available in full from Epstein Becker Green’s website.

Epstein Becker Green Receives WILEF Honor for Integrating Women Partners into Leadership Roles

Frances Green — Thu, 21 Jun 2012 09:43:56 -0500

I am very happy to report that my firm, Epstein Becker Green, was awarded the Gold Standard Certification from the Women in Law Empowerment Forum (“WILEF”). WILEF is an organization that provides an educational venue for women in law firms and corporate law departments, and its mission is to help women in law achieve their career goals and foster their retention and promotion. The WILEF’s Gold Standard designation identifies law firms that have successfully integrated and promoted a large percentage of their equity women partners to top leadership and management positions within their organizations.

Since its founding in 1973, Epstein Becker Green has recognized the importance of women to our profession and our success. We are committed to providing opportunities for women attorneys to move into more leadership roles within and outside of the firm. Several of our most successful “rainmakers” at the firm are women who chair a practice steering committee, serve on the board of directors, hold a senior management position, or lead an initiative.

With nearly half of our more than 300 professionals being women, it is important for us to create and foster a workplace where they can thrive. Our Women's Initiative is just one of the many resources that we have to help accomplish this. I am pleased to be one of the cofounders of the Women’s Initiative of Epstein Becker Green, which, since its start in 2002, has created opportunities for women professionals to learn, connect, and grow. Our Women’s Initiative recently celebrated a milestone anniversary with more than 40 women lawyers and executives in attendance at a golf clinic at The Learning Center at Galloping Hill Golf Course in Kenilworth, New Jersey. Ten years on . . . and we’re still going strong!