LCLD

“The mentoring that changes a career usually isn’t scheduled. It’s a decision”

Yusuf Zakir, chief talent and inclusion officer at DWT, lays out a roadmap for senior leaders to practice intentional, informal mentoring through everyday choices.

The Mentoring Myth and What Leaders Must Do Differently | Law.com We've built systems that distribute formal mentoring equally, but have let informal mentoring distribute itself inequitably, Yusuf Zakir writes.

To every new mom trying to figure out what comes next professionally, this perspective may resonate.

Deciding whether to stay in the workforce or to take time off to care for one’s own family is a deeply personal decision. In a recent Bloomberg Law column, Ellen Yang, general counsel and partner at DTO Law, offers a simple but powerful piece of advice for working mothers on the fence: stay connected to your professional network.

She writes that leaning into her professional network helped her:

→ remember that other incredible professional women have navigated this before
→ build a support network for career and personal advice
→ stay up to date on legal issues and current events
→ maintain her identity as a professional woman rather than just a sleep-deprived mom

An important reminder that community can help carry us through periods of uncertainty and transition.

New Moms, Go Back to Work If You’re on the Fence. We’ve Got You Opinion: Whether to stay in the workforce after pregnancy is a very personal decision. Developing a support network, staying up to date with current legal issues, and keeping in touch with other professional women can help navigate this choice.

Nearly 1 in 5 people in the US identify as neurodivergent. Which means if you’re not actively designing your culture for neuroinclusion, you’re failing a significant portion of your workforce.

Neurodivergent professionals bring a wealth of essential skills like systems thinking, pattern recognition, and complex problem-solving. And yet, most workplaces still operate on rigid, unspoken norms that reward conformity over contribution.

The result? Talented people spend their energy masking at work, burn out, and ultimately leave.

Forbes outlines 3 practical strategies for leaders serious about building a neuroinclusive culture:

→ Shift from a deficiency mindset to a strengths-based one
→ Prioritize psychological safety
→ Adopt universal design

3 Strategies For A Neuroinclusive Workplace Culture Boost your team’s potential with 3 strategies for neuroinclusion. Move from deficit to strength, build safety, and design for all.

Anyone—an executive, a peer, or a direct report—can engage in effective .

MIT Sloan Management Review offers the following recommendations for those interested in advancing meaningful organizational change:

👉 Prioritize actions that target structures.
👉 Make allyship context-specific, not generic.
👉 Consider public versus private praise.
👉 Offer access, not just affirmation.
👉 Follow up on past actions.

Effective Allies Don’t Just Offer Support — They Change Systems Recent research finds that the most effective allyship addresses the root causes of inequality, not just its symptoms.

Cultivating a “culture of mattering” isn't a nice-to-have—it's a leadership skill.

All members of the LCLD community are invited to join us on April 6 for Built to Belong: The Power of Mattering at Work!

Leadership expert and author Zach Mercurio and LCLD President Robert Grey will explore how effective leadership is increasingly rooted in helping people feel valued and seen.

You’ll learn:
🔸 Why “mattering” is not a soft skill, but a critical leadership capability
🔸 How leadership expectations are shifting in the modern workplace
🔸 Practical ways leaders can foster belonging, engagement, and trust

Register here: https://bit.ly/4uMDHjW

“What’s in it for me?”

This Women's History Month, let’s explore how conversations around gender equality can move beyond women's initiatives and toward a model of gender partnership that engages men. An exercise male leaders can try is the WIIFM Reflection—What's In It For Me? Does a more inclusive workplace allow for more flexible parenthood? Does it reduce the stoic pressure of leadership?

By identifying one personal benefit of a more inclusive culture, leaders can transform allyship from a obligation into an opportunity.

Jennifer McCollum, President and CEO of Catalyst, expands on three strategies to transforming passive allyship into active, mutual accountability.

How To Engage Men As Allies This Women’s History Month New Catalyst research validates men need to be more engaged in women's advancement and Women's History Month. CEO Jennifer McCollum shares new ideas from Men at Work.

“In today’s volatile corporate environment, the most successful leaders have realized a fundamental truth: You cannot effectively lead change if you aren't leading inclusively.”

How To Navigate Change As An Inclusive Leader Inclusive leaders hold space for others, and lead them to the other side, even when they are fearful about the change themselves.

As our 2026 Fellows and Pathfinders prepare for next week’s Spring Meeting, we’re sharing a few networking tips to help you make the most of it.

If networking feels forced or awkward, you’re not alone. But remember, everyone is there for the same reason: to grow as inclusive leaders and build meaningful connections. This article from Bloomberg Law offers a few pointers:

💭 Be curious—Talk about hobbies, passions, and your lives in general. Don’t shy away from social or non-work-related topics.
💡Be memorable — Be observant and engaged. Noticing small details can leave a lasting impression.
👥 Buddy up — A friend can help ease conversations conversations, and even highlight your strengths for you.
👂 Practice listening — As Theodore Roosevelt said, “No one cares how much you know until they know how much you care.”
📱 Connect online — Personalize your LinkedIn outreach to make it more meaningful.
🗓️ Play the long game — Strong relationships take time, consistency, and intention.

Networking for Lawyers - Bloomberg Law To maximize their career potential, lawyers should seek opportunities to network. This article offers tips for building and improving networking skills.

“Organizations don’t need to discard their grant programs, scholarships, mentorship programs, affinity groups, internships, fellowships, and other initiatives focused on advancing inclusion and opportunity.”

“They just need to ensure that anyone who supports those values can participate.”

Legal scholars Kenji Yoshino and David Glasgow examine the real costs of shifting from targeted to universal programming, as well as the hidden upsides.

The Upside of Opening Up DEI Programs to Everyone In the wake of the Supreme Court’s seismic 2023 decision ending affirmative action in higher education—and more than 100 lawsuits challenging organizational DEI efforts—many U.S. companies reexamined their programming, opening up to all employees programs that had previously been restricted to...

This February marks an important milestone: 100 years since the first federal recognition of Black American history.

In 1926, Carter G. Woodson launched a movement to ensure Black history was recognized as essential to the American story. What began as Negro History Week grew into Black History Month, grounded in a simple truth: Black history is American history. Take a moment to learn more about the legacy of the heritage month and its continued impact today.

2026 Marks The 100th Anniversary Of Black History Month — A Brief History 2026 marks the 100th anniversary of federal recognition for Black Americans. What began in 1926 has grown into an overall cultural observance of Black History in February