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OnRampIn-House–FrequentlyAskedQuestions

A Partnership Between the ACC Foundation and the OnRamp Fellowship to Support Women Re-Entering the Legal Profession

in Corporate Legal Departments WhatistheProblem?Thelegalprofessionhasaleakypipeline.Plentyofhigh-performinglawyersenterthelegalprofession.Butmanyoftheselawyers–womeninparticular–leavewithinafewyears.Why?Manyleavetoraisechildrenormanageotherfamilyobligations.Othersjustaren'tagoodfitfortheareaoflawtheychoseearlyintheircareer.Oncethesewomenlawyersexittheprofession,it’snoteasyforthemtogetbackin.Lawfirms,legaldepartments,andotherorganizationsdonotknowwhereareturnerfitsuponherreturnwithintheircurrenthierarchy,compensation,andadvancementschemes.Becauseofthesere-entrychallenges,thereisanuntappedpoolofexperiencedhigh-performerswhohaveastrongdesiretoreturntoandadvanceintheprofession.A2010studybytheCenterforWork-LifePolicyfoundthat73percentofwomentryingtoreturntotheworkforceafteravoluntarytimeoutforchildcareorotherreasonshavedifficultyfindingajob.

Inamarketthatremainstremendouslycompetitivefortoptalent,legalorganizationscannotaffordtooverlookthisuniquecollectionofhighlytalented,diverselawyers.So,howdolegalorganizationsidentifyandrecapturethisincrediblyvaluableasset?WhatisOnePotentialSolution?OnesolutionistheOnRampIn-House,whichissimilartothe“Returnship”programsatGoldmanSachs,JPMorgan,andCreditSuisse.OnRampisare-entryplatformthatmatchesexperiencedwomenlawyersreturningtotheprofessionwithlawfirmsandlegaldepartmentsforone-year,paidpositions.Thisuniqueexperientiallearningprogramgivesreturningwomenlawyers–manyofwhomhaveoptedoutofthelegalfieldforaperiodoftimetoraisechildren–anopportunitytodemonstratetheirvalueinthemarketplacewhilealsobroadeningtheirexperience,skills,andcontacts.ThegoaloftheOnRampistoreplenishthetalentpipelineinlawfirmsandlegaldepartmentswithexperiencedwomenlawyerswhohavethepotentialandthedesiretoadvanceintoleadershiproles.

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Legalorganizationsthatparticipateintheprogramgainaccesstoanuntappedgroupofexperienced,diverselawyerswhowanttoreturntotheprofessionbutfaceuniquechallengesduetotheirextendedhiatusesfrompractice.TofacilitatesuccessfulOnRampplacements,applicantsarerigorouslyscreenedandmatchedwithlawfirmsandlegaldepartmentsbasedonculturalfit(i.e.,thevaluesofthelawyermatchthevaluesoftheorganization)andthelawyersuccesstraitsthatareessentialforadvancement.Ifselectedfortheprogram,thereturninglawyersarealsoprovidedcareerdevelopmentsupportthrough:(1)unlimitedaccesstoonlineCLEfromthePracticingLawInstitute;(2)trainingbyspecialistsinnegotiations,businessdevelopment,andleadership;and(3)one-on-onecoachingbythemostreputablelegal-careerexpertsintheprofession.AdditionaldetailsontheFellowship,includinghowitworks,thebenefits,thecosts,andtheanticipatedoutcomes,areincludedbelow.HowDoesOnRampWork?TherearefivemaincomponentsoftheOnRampprogram:Theparticipants,thescreenandmatch,theinfrastructure,themonitoring,andtheoutcomesanalysis.TheParticipants.ReturningLawyers–Lawyerswiththreeormoreyearsofexperiencewhohavetakenahiatusofatleasttwoyearsareeligibletoapply.SincethegoaloftheFellowshipistoincreasethenumberofwomeninleadershiproleswithinlawfirmsandlegaldepartments,applicantsshouldhaveastronginterestinworkingforandadvancingwithinafirmoracorporation.OnRampapplicantsaresourcedthroughthreeprimarymethods,including:(1) SocialmediaplatformssuchasLinkedIn,Facebook,andTwitter;(2) PressannouncementsfromlegaltradepublicationsandinfluentialorganizationssuchastheABA

CommissiononWomenintheProfessionandNationalAssociationofWomenLawyers;and(3) PersonalcontactsandconnectionsthroughtheFellowshipcontributorslistedonAppendixAand

severalreputableheadhunters–manyofwhomhavedirectaccesstohundredsofhighly-qualifiedwomenwhoarelookingforopportunitiestoreturntotheprofession.

LawFirmsandLegalDepartments–Organizationsthatwanttoreplenishtheirowntalentpipelinewithdiversehigh-performers,whilealsodevelopingandadvancingthecareersofreturningwomenlawyersareencouragedtoparticipate.LawfirmsandlegaldepartmentscanusetheFellowshipasacost-effectiveandlow-riskmethodforfillinglaterallawyeropenings.TheScreeningandMatchingProcess.AllOnRampapplicantsarerigorouslyscreenedbytheOnRampFellowshipDirectortoassesstheircurrentexperience,skillset,anddesiretoreturntoandadvanceinalawfirmorlegaldepartment.As

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partofthescreeningprocess,eachapplicantisexpectedto:

1) Completeabatteryofonlineskills,personality,andvaluesassessments,whicharesimilartothehiringanddevelopmenttoolsusedincorporateenvironments;

2) TakeawritingassessmentdevelopedbyleadingwritingauthorityRossGuberman;and3) Participateinabehavioralinterviewconductedbyalawyer-hiringexpert.

Oncetherigorousinterviewprocessiscomplete,theFellowshipDirectorgeneratesa“ScreeningScorecard”thatcompareseachcandidatetothefirm’sorlegaldepartment’sspecificcultureandsuccesstraits.Theorganization’scultureandsuccesstraitsareassessedthroughtwostudies,detailedbelow,conductedbytheFellowshipresearchers.

Culture/ValuesAssessment–Forthisanalysis,theorganization’slawyersareaskedtotakeabrief10-minuteonlinesurveytoratetheirtopvalues.ThisinformationwillallowtheFellowshipDirectortorecommendcandidatesthatarethebestmatchesbasedonculturalfit(i.e.,thevaluesoftheFellowsmatchthevaluesofthelawyersinthepracticegroup/division).Significantresearchshowsahigherlevelofproductivity,engagement,andretentionwhenteammembers’valuesmatch.ThefindingsoftheCulture/ValuesAssessmentareanalyzedfortheoverallorganizationandalsobrokendownbypracticegroup/division,office,gender,andotherdemographicstoprovidetheorganization’sleaderswithgranulardataonthecultureofthefirmorlegaldepartmentaswellassimilaritiesanddifferencesamongitspracticegroup/divisionandoffice. BrightSpotInterviewswithSuccessfulLawyers–Individual30-45minutephoneinterviewsareconductedbytheFellowshipDirectorandresearcherswith10-25high-performingwomenandmenlawyersattheorganizationtogatherinformationontheirsuccess.TypicallycalledaBrightSpotStudyinsocialscience,thisanalysisallowstheFellowshipDirectorandtheorganizationtobetterunderstandwhylawyersinparticularofficesorpracticegroups/divisionsaresuccessful.Thegoalistolearnwhatcontributestotheirsuccesssothatthosebehaviors,skills,andapproachescanbereplicatedintheFellowshipprogramandbeyondattheorganization.Theorganization’sleadersareprovidedwithaconfidentialreportoutliningthefindingsthatcanbeusedforlawyerhiring,careerdevelopment,training,andothertalentmanagementpurposes.

ThefinalApplicantScorecardandcorrespondingdocuments(i.e.,résuméandwritingassessmentresults)aresenttotheparticipatingorganizationsthathaveopeningsintheofficelocationsandareasoflawinwhichtheapplicanthasindicatedaninterest.Afterreviewingtheapplications,theorganization’sleadersareencouragedtopersonallyinterviewtheirtopapplicantstodeterminewhowillreceiveaFellowshipoffer.Note:TheOnRampIn-HouseFellowsareemployedandpaidbythelawfirmorlegaldepartment.Itistheorganization’sresponsibilitytoperformanypre-hireandpost-hirenewemployeeprotocolssuchasbackgroundandconflictschecks.TheInfrastructure.

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Inexchangeforaone-yearstipendof$125,0001plusbenefits,theFellowworksfull-timeoncomplexlegalprojectsandreceivesongoingfeedbackfromadesignatedlawfirmorin-houselawyeradvisor.AlthoughtherearenosetguidelinesregardingthetypesofprojectstowhichtheFellowcanbeassigned,thereisarequirementthattheprojectssupportskilldevelopmentinareas–suchasbusinessacumenanddecisionmaking–thatarenecessaryforadvancementinthelawfirmorlegaldepartment.TofurtherbenefittheFellows’careeradvancement,theyreceiveexternalsupportfromexpertsinthelegalfield(seeAppendixA).Theseadditionalbenefitsinclude:

• Unlimited,freeaccesstoonlineCLEcoursesofferedbyPLI;• Trainingbyspecialistsinnegotiations,leadership,oraladvocacy,projectmanagement,and

clientrelations;and• Counselingfromexperiencedlegal-careercoacheswhoworkone-on-onewiththeFellows

throughouttheyeartoassistwiththeirskilldevelopmentandtopreparethemforsalarynegotiationswithfutureemployers.

AFellowwhodoesexcellentworkwillconcludetheFellowshipwithacurrentprofessionalreferencethatcanbeleveragedasshepursueshernextendeavor.And,ifarelevantpositionisavailable,aFellowcaninterviewwiththelawfirmorlegaldepartmentforalonger-termrole.TheMonitoringProcess.ToensureasuccessfulFellowshipexperience,thelawfirm/legaldepartment,theFellow,andtheFellowshipDirectorareexpectedtoshareresponsibilityfortheprogramasoutlinedbelow.Thelawfirmorlegaldepartmentwill:(1)designatealawyeradvisorintheFellow’spracticearea/divisiontoserveasthemaincontactforworkallocationandfeedback,includingprovidingtheFellowwithaperformancereviewtwiceduringtheyear;and(2)providetheFellowwithastipendandaccesstoitsinternaltrainingand/orcareerdevelopmentactivitiesduringtheone-yearterm.TheFellowwill:(1)monitorherownworkloadandtrackherprogresstowardsgainingthesuccesstraitsneededtoaddvaluetotheorganizationanditsclients;and(2)checkinregularlywithherlawyeradvisorandanyotherpartners/in-housecounselsheworkswithtoobtainfeedbackonherworkandskilldevelopment.TheFellowshipDirectorwill:(1)checkinatleastquarterlywiththeFellowandthelawyeradvisortomonitortherelationship;and(2)ensurethattheFellowhasaccesstoCLEresources,anexperiencedcareercounselor,andotherexternalopportunitiestodevelopskillsandcontacts.TheOutcomesAnalysis.Withtheendgoalinmind–toincreasethenumberofwomenlawyersinlawfirmandlegaldepartmentleadershiproles–theFellowshipDirectorwillperiodicallycheck-inwiththeFellowsandtheirlawyeradvisorstoobtainfeedbackontheFellows’performanceandpotentialadvancement

1$125,000isthecurrentOnRampstipendforthemajorityoftheparticipatingU.S.lawfirmsandlegaldepartments.Onselectoccasions,forsmallermarketsandcompanies,thestipendrangesfrom$85,000to$115,000.

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possibilities.Inaddition,oncetheBrightSpotStudyInterviewsandtheCulture/ValuesAssessmentarecomplete,theFellowshipDirectorwillanalyzetheresultsandprovideacomprehensivereporttotheorganization’sleaders.WhataretheBenefitstotheParticipatingOrganizations&ReturningWomen?

Detailedbelowisanoverviewofthebenefitsofparticipating.

LawFirms/LegalDepartments Fellows

- Assessmentofanorganization’sculturetoincreaselikelihoodofasuccessfulFellowshipmatch

- Accesstoanuntappedpoolofexperienced,high-performinglawyersforafractionoftypicalplacementfees

- Increasedpipelineofwomenintolawfirmsandlegaldepartments

- ExperiencedlawyerataFellowshipsalary- Visibilityinthelegalmarketplaceasan

innovatorandsupporterofdiversity- Ongoingsupportandguidancefromalegal

talentexpert- Limitedone-yearcommitmentofmoney

andresources

- Apaid,experientiallearningopportunitytogaintheskillsnecessaryforadvancement

- UnlimitedaccesstoonlineCLEresources- Careerguidancefromexperiencedand

reputablecoachesinthelegalprofession- Trainingbyexpertsinnegotiations,

leadership,projectmanagement,andbusinessdevelopment

- Anunderstandingofthecurrentlegalmarketandprofessionalexperiencesavailable

- Up-to-dateworkreferencesandexpandedlegalconnections

- Knowledgeofskillsand“fit”toleverageoneselfduringfuturesalarynegotiations

WhataretheCostsforParticipatingOrganizations?TherearetwocostsassociatedwithOnRampIn-House.Thefirstcostisthestipend($125,000forU.S.lawfirmsandlegaldepartmentscurrentlyparticipating)andthebenefitspaidtotheFellows.Theonlyothercostisa$40,000OnRampfacilitationfeepaidtoDiversityLab,thecreatorsandfacilitatorsoftheOnRampIn-HouseandOnRampFellowship.Thefeecovers:(1)theCulturalAnalysis;(2)theBrightSpotStudy;and(3)thescreeningandplacementofFellowshipcandidatesforoneyear.Aportionofthefacilitationfee(50%-$20,000)ispaidupfronttocoverthecostsoftheCulture/ValuesAssessmentandtheBrightSpotInterviewsaswellasthescreeningofpotentialcandidates.Theremainingfee,(50%-$20,000)isonlypaidiftheorganizationhiresoneormoreFellowsduringtheyear.WhataretheAnticipatedOutcomes?Theendresultisadiverselawyerwhoreturnstotheprofessionwithupgradedskillsandexperience,additionallegalcontacts,anexcellentreference,andarenewedambitiontopracticelawandserviceclients.Inturn,thelegalprofessionandparticipatingorganizationsbenefitfromapreviouslyuntappedpoolofhigh-performingtalentand,hopefully,increasedgenderdiversity.

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About the OnRamp Fellowship Founder BackgroundCarenUlrichStacyhasmorethan20yearsofexperienceinrecruitment,development,anddiversitywithlawfirmssuchasArnold&Porter,Cooley,andWeilGotshal.Afterco-foundingLawyerMetricsandservingasPresidentforseveralyears,CarencreatedtheDiversityLab.TheLab'shallmarkproject–theOnRampFellowship–isthefirst“Returnship”everlaunchedforwomeninlawfirmsandhasnowexpandedintofinancialservicesandlegaldepartments.Caren'sworkhasbeenfeaturedinFastCompany,TheNewYorkTimes,HarvardBusinessReview,TheNationalLawJournal,Bloomberg,andonFoxNews.RecentProjectsAsCEOoftheDiversityLab,Carenworkswithahighly-regardedteamoftalentexperts,datascientists,andorganizationalpsychologiststocreateandexperimentwithinnovativetalentinitiativesthatcultivateandsustaindiversityinorganizations.Toinspireotherstoinnovate,CarenispartneringwithStanfordLawandBloombergtoexecutetheinaugural“WomeninLawHackathon”–apitchcompetitionaimedatgeneratingideasthatwillboosttheretentionandadvancementofwomeninlaw.Awards&HonorsCarenwasawardedtheNationalAssociationofLegalProfessionalsMarkofDistinctionin2009,theCollegeofLawPracticeManagementInnovActionAwardin2014,theMs.JD“StrengthinNumbers”Awardin2015,andtheABAGoldenHammerAwardin2016.The"TakeALittleAction"videoandwebsitethatCarencreatedwithSteveGluckmantoshowcaseindividualswhoareadvancingwomenacrossindustrieswasawardedthe2015Catalyst#DisruptTheDefaultaward.Inadditiontotheseawards,shewaselectedasaFellowoftheCollegeofLawPracticeManagementin2010–anhonorawardedtofewerthan200individualsinthecountry–andappointedtotheColoradoSupremeCourtChiefJustice’sCommissiononImprovingtheLegalProfessionin2013.IndustryLeadershipCarenservesasanadjunctprofessorfortheUniversityofDenverSturmCollegeofLaw,aJudicialPerformanceCommissionerforthe20thDistrictinBoulder,Colorado,andaboardmemberforDirectWomen.SheisalsothefounderandeditorofTalentThinkTank.com,acollaborativeblogwithmorethan25talentmanagementexperts.Overthepasttwodecades,shehascontributedtomorethan200talentanddiversitypresentationsandpublicationsandauthoredseveralhighlyregardedbooks,including“LoyaltybyDesign:APracticalGuideforDevelopinganEffectiveAttorneyIntegrationProgram.”

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AppendixAOnRampContributors

Legal Training & Career Counseling Experts

DavidFreemanBusinessDevelopment

CatherineMacDonaghLegalLeanSixSigma

CarolFrohlingerNegotiationSkills

BrianJohnson&MarshaHunterOralAdvocacy

SusanHackettWhatClientsExpect

IdaAbbottFindingaSponsor

TimLeishman&SteveArmstrongManagementSkills

RossGubermanWritingAssessment

EllenOstrowCareerCounseling

BetsyMunnellCareerCounseling

RosalieChamberlainCareerCounseling

SangLee,DianeCostigan&TeamCareerCounseling

NaomiBeard,JoeySilberfein&TeamCareerCounseling

JordanFurlongEvolvingLegalMarket

MegDixonSpencerTimeManagement

LisaHorowitzCareerCounseling

DebbieEpsteinHenryWork/LifeBalance

LarryRichardsResilience

JaneDiRenzoPigottRaisingVisibility