Virginia G Essandoh

October 07, 2023 | The Legal Intelligencer

We have long known that embracing diversity, equity, and inclusion is the right thing to do for our firm, our profession, and our communities. By learning from our experience and applying our insight, we are making our journey toward equity—deliberately, thoughtfully, and intentionally.

By Virginia G. Essandoh

5 minute read

December 08, 2014 | The Legal Intelligencer

Gatekeepers open the doors to employment, opportunity and advancement in our legal organizations. They are lawyers and staff who screen resumes and candidates, they assign work, and they recommend lawyers for promotion and advancement.

By Virginia G. Essandoh

6 minute read

February 26, 2010 | The Legal Intelligencer

essandoh

By Virginia G. Essandoh and Lynn E. Rzonca

4 minute read

February 26, 2010 | The Legal Intelligencer

essandoh

By Virginia G. Essandoh and Lynn E. Rzonca

4 minute read

September 26, 2008 | The Legal Intelligencer

Affinity groups, also called advocacy groups, employee-resource groups and networking groups, comprise employees who have come together because of shared experiences or backgrounds to provide support and networking opportunities.

By Virginia G. Essandoh

8 minute read

September 27, 2013 | New Jersey Law Journal

Despite real efforts to improve the numbers, women and minorities are under-represented in N.J. law firms. Why is this? And what can we do about it?

By Virginia G. Essandoh and Barbara A. Casey

8 minute read

October 23, 2008 | National Law Journal

The benefits of affinity groups at law firms are tangible and intangible, says Virginia Essandoh, director of diversity at Ballard Spahr Andrews & Ingersoll. Their existence demonstrates a firm's commitment to fostering a welcoming environment and creates an inclusive environment for lawyers and staff. They provide an outlet to address issues affecting certain groups in the firm and provide a number of benefits. Essandoh explains what makes an effective affinity group as well as describes their challenges.

By Virginia G. Essandoh

8 minute read

November 05, 2007 | National Law Journal

Remember George on "Seinfeld"? He had great success when he decided to do the opposite of what he normally did. Maybe law firms need to take that kind of drastic approach when they consider creative options for improving diversity.

By Virginia G. Essandoh

10 minute read

August 13, 2012 | The Legal Intelligencer

In 2011, the Philadelphia Diversity Law Group introduced an initiative focused on the retention and advancement of diverse associates. The group recognized that the ability to generate a book of business and be indispensable to client relationships was critical for diverse lawyers to advance in large law firms. Key to establishing those relationships and ultimately a book of business is hands-on instruction in what it takes to be a rainmaker. The Rainmaker Mentor Program was designed to address the lack of access diverse attorneys often have to the networks, contacts and business relationships all attorneys need to ascend to partnership.

By Virginia G. Essandoh

6 minute read

March 14, 2011 | The Legal Intelligencer

Increasingly, four generations of lawyers can be found working alongside each other. That reality holds great implications for recruitment, retention and advancement at law firms because generational identities affect expectations and behaviors.

By Virginia G. Essandoh

9 minute read