Diversity and Inclusion As the Key to Innovating Talent Management in Law Firms?

In this chapter we argue that there is a need to reconceptualise what we mean by talent in the legal profession beyond a view that the most valuable people are those who have the highest fee-earning potential or the best CV packed with excellent grades and exceptional experiences and extra curricula achievements. And further we need a more sophisticated understanding of how organisational decision-making may be structured to provide developmental opportunities to allow talent to be nurtured and to flourish on individual and team levels. In turn, we suggest that planning, management and accountability cycles within legal entities need to be strengthened so as to ensure creativity and success in a context in which it is possible to deliver on the promise of fair access and promotion. Consequently, this chapter explores the diversity problem within the legal profession(s), further it interrogates what is “talent”, and how and why we should seek to manage and develop it. It then evaluates how talent diversity has been managed in the legal professional context, examined through what we have categorised as three waves of diversity strategies. We interrogate why diversity initiatives have not been more successful given the efforts placed on them by professional bodies and firms themselves. We posit that by using diversity as a case study in talent management legal entities may develop a more effective approach to talent management generally within law firms that will be of benefit to all lawyers and support professionals rather than just those who are from traditionally low participation groups.

Beacon

Artwork using Internet search engine technology to make people’s online desires, interests and orientations visible, presenting random search term enquiries in a variety of forms including a railway information sign, an art gallery installation and an online website. activity, curiosity and desire. The project sampled and analysed how ‘search terms’ were used by the public as live data. It then re-presented them on a website, in a gallery and latterly on a bespoke mechanical railway flap-sign, thus creating a snapshot of online enquiry at any give time. Beacon’s originality lies in the manner in which it has taken abstract digital data and found different expressions for it. Thus the work extends debates in media arts that focus on purely virtual and online expressions of data, by developing online information into new non-digital material forms and contexts such as railway signs. This research has been developed over a three year period. Initially with software only and then on receipt of AHRC small grant (£5000) with the lauded Italian manufacturer Solari of Udine, Italy and BFI Southbank. It represents the culmination of a body of research that asks whether live data can be used as material to make artworks. Beacon was specially developed for the Tate Britain programme 40 artists 40 days, produced in conjunction with the UK Olympic Games bid and intended to “create a unique countdown calendar that will focus attention on Britain’s exceptional creative talent”. The project is exhibited by the Tate website ‘Tate Online’ presently in perpetuity. The gallery version of this work is currently held in five private collections in the USA and is shown regularly in galleries around the world. The railway flap-sign is owned by BFI Southbank and will eventually be sited there permanently. All work is developed jointly and equally between Craighead and her collaborator, Jon Thomson, (Slade).

中国四个城市吸引海外回流人才比较研究：一个政策的视角 (Returned highly skilled migrants in four Chinese cities: a policy perspective)

Most studies of returned highly skilled migrants in China were guided by a national approach, emphasizing how the size and direction of the return migration were shaped by national policies and practices. What have been overlooked are the flows of returned skills at the municipal level where talent attraction and employment really take place. To fill this gap, the author conducted a comparative study of the returned highly-skilled migration in Beijing, Shanghai, Guangzhou and Shenzhen, the four most important cities in China. Based on in-depth interviews with returned skills from different countries and with various occupational backgrounds, complemented by the analysis of talent policies that have been issued by each city since the early 1990s and relevant statistical data, this study finds that, first, municipal cities tend to make ‘localized policies’ in order to suit local situation and to increase flexibility and efficiency in their effort of enticing of talents, demonstrating a wide range of variations not yet discussed in previous literature. It is thus crucial to pay timely attention to municipalities in order to obtain a more accurate and balanced picture of returned skilled migration in China. Second, the flow of returned skills shall be perceived in a broader analytical framework, in which the attractiveness to skills comes mostly from the long-term career potentials made possible by the industrial structure of individual city and mediated by social, cultural and geographical factors. It is only within this larger framework and through the interaction with other factors that government policies play their modulator roles.

Private school quality in Italy

Private school enrolment may lead to worse subsequent performance in further education or in the labour market. If students differ in their ability not only to pay but to take advantage of educational opportunities (“talent” for short), private schools attract a worse pool of students when publicly funded schools are better suited to foster progress by more talented students. In the data we analyze, the impact of observable talent proxies on educational and labour market outcomes is indeed more positive for students who (endogenously) choose to attend public schools than for those who choose to pay for private education.