I hope to make the case in this article that associate competency frameworks have the potential of being the single biggest breakthrough in the history of law firm diversity.
Before I make my case I would like to confess certain biases that lead me to this conclusion:
1. Meaningful career development requires sustained self-investment by diverse associates and sustained developmental investment by partners (and senior associates), collectively, “partners” — partners who must perceive a future return on their investment in advance of committing to ongoing investment.
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