Question

you are one of the People Managers at a new mid-sized law firm in Toronto as of September, 2019. The law firm differentiates itself from the competition by emphasizing their commitment to pro-bono work. They also try to appeal to a newer generation of lawyers by rejecting the standard 80-hour workweek. One of the ways they do this is through great benefits and rewards, virtual/work from home days, and a great coaching program for employees. You have been hired to oversee the following for 2020: • Talent and recruitment • Key talent development (including associates to partner level) • Learning and development • Diversity and Inclusion Additional information on projects under each of the above: • Talent and recruitment o The law firm plans to recruit key talent from 3 Canadian law schools. The Recruitment team (of 5) will be spending 2 days each in hotels near the 3 university campuses to help plan recruiting events for new grads. o Recruiting will take place in April, just in time for associates to begin in the fall (September) o Assume $70/night for hotel cost • Key Talent Development o Key Talent needs to be identified early on. For 2020, 5 individuals will need to be identified (2 partners, 2 associate lawyers, and 1 articling law student). The group of 5 will spend a day at a golf course and will have a chance to participate in golf activities as well as networking. o In addition to the 1 day of golf, the group of 5 will have a chance to participate in a full day workshop (7.5 hours) for SDI training which will be covered by the firm. This includes hiring of an external SDI facilitator ($230/hour) as well as paying for SDI assessments ($40 per person). • Learning and development – key projects here include the following: o New associate training o Experienced associate training o Partner training • Diversity and Inclusion o The firm will be new to this and is looking to implement a D&I heavy focus. They would like to allocate some money in the budget to this focus area. A few starters would be to hire a dire

Answer 1

The law firm's focus on pro-bono work, rejecting an 80-hour workweek, and strategic talent initiatives align with contemporary values, attracting newer lawyers seeking purpose, work-life balance, and professional development in 2020.

The law firm's strategic emphasis on pro-bono work, rejection of an 80-hour workweek, and robust investment in talent development align with contemporary values, attracting and retaining a newer generation of lawyers in 2020. By prioritizing pro-bono work, the firm underscores a commitment to social responsibility, appealing to individuals seeking purposeful and impactful legal careers. The rejection of an 80-hour workweek signals a departure from traditional norms, recognizing the importance of work-life balance and promoting employee well-being.

In overseeing talent and recruitment, the firm's targeted approach at Canadian law schools, with the recruitment team strategically planning events near university campuses, demonstrates a proactive strategy to attract top-tier candidates. The commitment to identifying key talents early, fostering team cohesion through a golf day, and investing in professional development via SDI training reflects a progressive and holistic approach to talent management. The learning and development initiatives for new associates, experienced associates, and partners further underscore the firm's commitment to continuous growth and skill enhancement.

In the realm of Diversity and Inclusion, the firm's dedication to implementing a robust strategy and allocating budgetary resources indicates a genuine commitment to fostering an inclusive workplace, recognizing the diverse perspectives and backgrounds that enrich the legal profession. These initiatives collectively contribute to the firm's appeal to a new generation of lawyers seeking purpose, balance, and a supportive professional environment.

The probable question maybe:

"How does the law firm's emphasis on pro-bono work, rejection of an 80-hour workweek, and investment in talent development contribute to attracting and retaining a newer generation of lawyers in 2020?"