For the past two years, employers across the nation have moved with unprecedented speed to adapt to the COVID-19 pandemic, developing remote work policies and conducting interviews, onboarding, trainings, meetings, conferences, and other business virtually. As more employees are being asked to return to work, the question arises as to what that “return” looks like, particularly for disabled lawyers. What lessons have legal employers learned in rethinking the “office” environment? How can they apply these lessons to make the workplace more welcoming, accessible, and inclusive for disabled individuals? Will employers now allow all employees to telework more days and have flexible schedules? Will there be an increase in accommodations requests to telework exclusively and work a flexible schedule? Will law firm life look different as a result? In celebration of this year's National Disability Employment Awareness Month theme, "America's Recovery: Powered By Inclusion," our esteemed panel of legal employers and disabled lawyers share their experiences and tackle these and more questions.
- Joanne Christopher, Senior Human Resource Manager, Reed Smith LLP
- Anat Maytal, Associate, BakerHostetler
- Calandra S. McCool, Associate, Big Fire Law & Policy Group LLP
Lindsay Callantine, National Director of Legal Recruiting, Seyfarth Shaw LLP
Co-Sponsor: ABA Coordinating Group on Practice Forward
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