Calendar / Events

Refund/Cancellation Policy: Requests for refunds for cancellation of registration fees for IILP programs must be submitted in writing at least 10 business days prior to the date of the event. These requests will be processed within 60 days after the program. Registration fees paid for any programs solely presented and cancelled by IILP will be refunded within 90 days.

Upcoming events

    • 23 Oct 2019
    • 3:00 PM - 7:00 PM (CDT)
    • EXELON, 10 S. Dearborn, Chicago

    Return on Investment (“ROI”)


    • The profit from an activity for a particular period compared with the amount invested in it

    If imitation is the sincerest form of flattery, then the legal profession certainly wants to flatter the world of business. The past decade or two has seen the legal profession adopt and imitate the structure, personnel, protocols, and values of the business world. Our profession now boasts Talent and People Officers, business plans, and articulated core values. We use acronyms like KPIs (Key Performance Indicators), ERGs (Employee Resource Groups), and EAPs (Employee Assistance Programs). It’s understandable given that the business world comprises the clientele of so many lawyers and law firms. And if it encourages efficiency, productivity, and a better way to meet the needs of employees, it’s not necessarily a bad thing.

    But how do we determine whether a business value is the right one for the legal profession? If you’ve been involved in D&I (“Diversity and Inclusion”) in the legal profession, you can’t help but be well aware that budgets aren’t infinite and fundraising and financial sponsorships play a determinative role in which D&I efforts/programs/initiatives/etc. get to see the light of day. Competition for D&I dollars can be fierce. And more and more often, funders – law firms and corporate law departments – will query the ROI. What return can they expect for any particular D&I activity? Will their lawyers return with new business if they send them to a minority bar convention? Will they be able to market their inclusion on a “best of” list or herald their designation as the winner of an award if they sponsor an event? Will their lawyers get to network with high-powered business executives if they sponsor or underwrite a reception? Mind you, none of this is “bad” in and of itself. But it does raise the question: is one of the reasons the legal profession continues to lag behind other professions in terms of its diversity because as a profession we continue to fund D&I in ways that generate returns that may not actually advance D&I in a meaningful way? Is ROI the right measure for D&I? If it is, how do we make sure that efforts that may be meaningful and have significant impact but not result in obvious returns can still get adequate funding? If not, what might be a better way to think about distinguishing among the myriad D&I offerings and limited resources and appropriately assessing and evaluating D&I efforts?

    As the Institute for Inclusion in the Legal Profession (“IILP”) celebrates its 10th anniversary, please join us for an unprecedented discussion addressing whether ROI is the appropriate measure for D&I:

    Wednesday, October 23, 2019

    Program: 3:00 PM – 6:00 PM

    Reception: 6:00 PM – 7:00 PM

    Hosted by


    10 S. Dearborn 


    • 29 Oct 2019
    • 1:00 PM - 6:30 PM (UTC-00:00)
    • Baker McKenzie, 100 New Bridge St, London EC4V 6JA, UK

    For today’s global corporate law departments and law firms, diversity, equality, and inclusion can pose particular challenges as they try to satisfy demands for greater diversity among their in-house and outside counsel, meet the requirements of government and professional regulation, operate in a variety of countries that require sensitivity to a wide range of cultural, religious, and social norms, and apply their own notions of equal opportunity, fairness, and ethics.

    Compounding that, the emphasis upon diversity and inclusion differs dramatically in different parts of the world, with the UK and US being at one end of the spectrum while other countries may be at the other. To meet the challenge, most global corporate law departments and law firms employ one or more structures to develop, implement, and lead their efforts to become more diverse and inclusive: Affinity Groups, Diversity Committees, Diversity Professionals, Chief Diversity Officers, and Diversity Partners are among the more common structures/positions they use. But not all these groups or individuals function the same way, or have the same scope of responsibility or operations, or approach their roles in a predictable or uniform manner, and certainly the outcomes differ and can be uneven.

    So, join us for a half-day program examining the roles, responsibilities, structural capabilities and capacities, strategies for, reasonable expectations and outcomes from, and best uses of, the various diversity and inclusion roles and organizational structures within global corporate law departments and law firms.


    1:00 PM – 1:30 PM           Registration

    1:30 PM – 1:35 PM           Welcome

    1:35 PM – 2:35 PM           Pipeline into the Profession

    You can’t diversify the legal profession without considering how to expand entry opportunities for those from underrepresented backgrounds to become lawyers. How do we build a more effective pipeline into the profession for students who are women, racial minorities, openly LGBT+, have disabilities, or come from under-privileged socioeconomic backgrounds? How are the legal professions in the UK and US seeking to increase the numbers of successful lawyers who represent that diversity and what might they learn from each other?

    • Nicholas Cheffings, Senior Counsel, HoganLovells and Chair, PRIME
    • Kent D. Lollis Vice President & Chief Diversity Officer, Law School Admissions Council
    • Chris White, Founder and CEO, Aspiring Solicitors

    2:35 PM – 3:35 PM           A Deep Dive into Work Allocation

    A number of London law firms have started using work allocation programs. When designed and implemented properly there is better retention of women (and probably other diverse) lawyers and firms see increased productivity and profitability. American law firms are now considering work allocation programs too, hoping to learn from their London offices/counterparts. Here, we’ll learn from the leading expert on work allocation programs, Dave Cook of Mason & Cook and some of the London firms successfully using work allocation, and subject them to a rigorous discussion about how these programs really work and the kinds of results firms and companies could expect to see.

    • Dave Cook, Mason & Cook
    • Sarah Gregory, Partner, Baker & McKenzie
    • Camilla Graham, Business Manager, Dentons
    • Laura Seiler, Deputy Head of Commercial, Norton Rose Fulbright 

    3:35 PM – 3:45 PM           Break

    3:45 PM – 4:15 PM           Appreciating Social Mobility as an Element of Diversity: A Conversation with John Collins, Director of Legal, Compliance, Regulatory Affairs and AML for Santander UK

    John Collins has long been an advocate for greater diversity and inclusion, particularly when it comes to the importance of social mobility as a component of diversity. Here, we’ll interview Mr. Collins to learn more about what drives his commitment to diversity, his advocacy for social mobility, and how it fits into the legal profession’s diversity and inclusion goals.

    • John Collins, Director of Legal, Compliance, Regulatory Affairs and AML; Santander UK
    • Shalini Sharma, Director and Managing Legal Counsel, NatWest Markets

    4:15 PM – 5:15 PM           EMEA and Global D&I

    Diversity and inclusion are becoming increasingly important in law firms and with their corporate clients in both the UK and the US. While some keep their D&I efforts distinctly separate by country or region, others are starting to explore ways to integrate them globally or at least between Europe and the US. Here, we’ll discuss different models for sharing, partnering, or integrating an organization’s EMEA D&I efforts into a global D&I strategy.

    • Claire Manches, Vice President & Corporate Counsel, PGIM Real Estate
    • Luisa Menezes, Vice President & Associate General Counsel Regulatory Policy & Strategy, Philip Morris International
    • Daniel Winterfeldt, Partner, Reed Smith

    5:15 PM – 5:30 PM           What’s on the UK/US D&I Horizon?

    • Min Rodriguez, Head of Diversity & Inclusion (interim), Diversity & Inclusion Team, The Law Society of England & Wales
    • Sam Mercer (invited)
    • Sharon Jones, CEO, Jones Diversity Group


    5:30 PM – 6:30 PM           Networking Reception

    • 21 Nov 2019
    • 1:00 PM - 6:00 PM (PST)
    • Hewlett Packard Enterprise | 6280 America Center Drive | San Jose CA 95002

    The U.S. legal profession has devoted a great deal of attention to issues of diversity and inclusion within its membership. What has been missing, however, are the coordination, communication, and cooperation needed to stay abreast of trends and developments and to learn about the many different facets of diversity, including the diversity within diversity. The IILP Review seeks to fill that void. It uniquely gathers data, academic research, personal observations, and analysis of current efforts. The Review reflects IILP’s desire to dig into the facts and to provide a forum for candid discussion. 

    This symposium will feature the IILP’s 2019-2020 Review on the State of Diversity and Inclusion with presentations from some of its authors, as well as a roundtable panel discussion about Diversity and Inclusion.

    The IILP Review serves as the focal point for nine symposia that we are presenting around the country so that our profession can discuss these issues in person. We hope that you and others from your organization will join us at these symposia and share your thoughts and insights.

    Each of the symposia on the state of diversity and inclusion in the legal profession features:

    • Highlights of the most current data and statistics about diversity within the legal profession;
    • Presentations on "diversity within diversity" and the implications for the legal profession; and,
    • A discussion about the state of diversity and inclusion in the legal profession.

    Please note: exact times, speakers, and agenda are still being confirmed. Please email Jenna Meyers at with any time sensitive questions. 

    Agenda and speakers to be posted soon. 

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