Leadership has China’s domestic security agency also said July 9 it would investigate evidence of “malicious” short-selling.
“But due to lack of access to work opportunities and sponsorship, unconscious bias in talent management practices, such as interviews and performance reviews and the pay gap, many of these qualified diverse lawyers leave law firms before reaching leadership positions.” Law firms participating in a project focused on increasing diversity is not new, says professor Joan Williams of the University of California’s Hastings College of the Law in San Francisco, who also serves as director of its Center for Work Life Law.
China’s market rout ended July 9, after government regulators ordered listed companies, state-owned enterprises, and their employees to buy stocks.
In a hackathon press release, the group is described as being focused on “innovative ways to close the gender gap and boost diversity in law firms and legal departments by leveraging data, behavioral science and design thinking.” “In-house legal departments have been gently nudging law firms to increase their diversity for decades,” she adds.
“This is a way for the legal departments to say: ‘We’re not just wagging a finger at you; we’re supporting you being mindful, innovative and thoughtful about how you approach diversity and what you do to get it.’ ” Stacy, who previously did recruitment and training for Arnold & Porter and Weil, Gotshal & Manges, acknowledges that some law firms say they’d like more diverse leadership but blame the fact that they haven’t established that on “a pipeline issue.” “In reality, there are plenty of qualified diverse lawyers—specifically women—in the pipeline, at least initially,” she says. Of course not,” she says when asked about the Diversity Lab project.
The Shanghai Composite Index ended up 5.76% and the Shenzhen A-share Index rose 3.75%, and both were up in morning trading on July 10.