Promoting Volunteerism And Community Engagement

🌍 𝐖𝐡𝐲 𝐖𝐞’𝐫𝐞 𝐅𝐚𝐢𝐥𝐢𝐧𝐠 𝐨𝐧 𝐂𝐥𝐢𝐦𝐚𝐭𝐞 — 𝐀𝐧𝐝 𝐒𝐨𝐦𝐞 𝐎𝐩𝐭𝐢𝐨𝐧𝐬 𝐭𝐨 𝐅𝐢𝐱 𝐈𝐭 🔥 A new study in the American Economic Review ( 👉 https://lnkd.in/eNjb32py) reveals why so many climate policies still struggle to gain traction—even though the majority of people worldwide believe climate change is a serious threat. After surveying over 40,000 people across 20 countries, the authors found that public support for climate policies hinges on three things: ✅ Does the policy reduce emissions? ✅ Is it fair to low-income households? ✅ Will I personally lose or benefit? That’s it. It’s not that people don’t care — they do (also a finding in our Triodos Bank survey for the Netherlands 👉 https://lnkd.in/enEc3-gZ). However, support drops unless climate policies are effective, fair, and relevant to daily life. 💡 The researchers tested how information changes minds. And here’s the kicker: Explaining how climate policies work (and why they’re fair) shifted attitudes far more than fear-based messaging about climate impacts. 🚨 This couldn't come at a more urgent time. Allianz, one of the world’s largest insurers, just warned that the climate crisis is on track to destroy capitalism itself ( 👉 https://lnkd.in/ecPpF4ed). Insurers are already pulling out of high-risk regions. But this research shows there’s hope — and a path forward. We need to: 🔵 Communicate better — focus on how policies work, not just why we need them. 🔵 Design for fairness — people back climate taxes when the revenues go to those who need it most. 🔵 Move beyond "pay to pollute" — bans and public investments often feel fairer to citizens than market-based tools alone. Right now, it can feel like no one in power truly cares. But that’s exactly why we need to have better policy designs ready for when the political winds shift. One thing is sure: climate policies will become unavoidable. We can’t negotiate our way out of rising temperatures, and we can’t delay wildfires, floods, or food insecurity with parliamentary debates or denial. The sooner we prepare bright, fair, and effective solutions, the better positioned we’ll be when reality forces action. Let’s not waste that window.

Important research from the ESRI which finds “the impact of active travel schemes is often more positive than people expect.” The study identifies that there is “strong international evidence that improving active travel facilities boosts rates of cycling and walking. Knock-on effects on local food and retail businesses tend to be positive or neutral, while such schemes can also reduce traffic congestion. However, despite benefits of reduced emissions, better air quality and improved public health, proposals to alter existing infrastructure to facilitate active travel frequently face opposition from communities, usually based on negative expectations about the effects on businesses and traffic.” It is welcome to see timely research that addresses the social science involved in building support for climate action, beyond what is technically possible or necessary: “The review also points to multiple psychological biases that may hinder support, including “status quo bias” (the preference for things to remain the same even if change is beneficial), “primacy effects” (overweighting of the first piece of information encountered about schemes), “messenger effects” (evaluations of information based on who it comes from rather than what it contains) and “collective illusion” (e.g., belief among supporters of schemes that they are in a minority).” Proactively communicating about and consulting on climate initiatives, designing them for the good of many not the few, and designing in multiple co-benefits is critical if we are to scale sustainable mobility projects as rapidly as required. https://lnkd.in/d-a697bV

The Future of Law is Women “I became a lawyer for selfish reasons. I thought I could do a lawyer’s job better than any other.” - Ruth Bader Ginsburg, former Justice of the U.S. Supreme Court For decades, the legal profession was known as an “old boys’ club,” a place where men dominated leadership roles and set the rules. But that era is ending fast. As a policy expert once noted, “Law firms remain a boys’ club, even those with many women working there, which tends to reflect the fact they were established by men in more ‘traditional times.’” But today’s numbers tell a different story: • By 2026, women will achieve gender parity in the legal profession, and soon after, they will become the majority of practicing lawyers. • Women now make up 56% of law school students in the U.S., a trend that began in 2016. • Women account for 41% of all practicing lawyers, and they are rapidly climbing into leadership roles. • Women are the majority of law firm associates, and their influence is growing across all sectors of law. What This Means for the Profession: This isn’t just a demographic shift and a cultural transformation. Women in law are redefining how the profession works, what it values, and how success is measured: • Work-Life Balance is a Priority: Women want flexible work arrangements, and firms that provide this will keep the best talent. • Leadership Looks Different: Women excel in collaborative, mentorship-driven leadership. Firms that recognize this will thrive. • Purpose Over Profit: Many women choose roles in public interest, government, and corporate counsel, seeking impact over income. • Bias is Real. Fix It: Gender bias and harassment still exist. Firms serious about success must enforce zero-tolerance policies and build an inclusive culture. Why This is Good for Business: Diverse teams perform better. Firms that adapt to this shift will attract top talent, serve clients better, and lead the industry. The future of law is about having more women at the table, and about ensuring they lead, their voices are heard, and their impact is undeniable.

Growing up, I was told that people like me ... those from lower socio-economic backgrounds – don’t go into careers like law. Yet, my male counterparts from similar backgrounds were applauded for their ambitions. That moment stuck with me. It made me question why certain aspirations are encouraged for some, but seen as unrealistic for others. It made me aware of the unspoken barriers that exist – not just in terms of gender, but also class, networks, and access to opportunities. While the legal profession has made significant progress in gender representation, challenges remain – particularly for women at senior levels and for those who don’t follow the traditional pathway into law. A Thomson Reuters report highlights key areas where women in law still face barriers: – Bias in hiring and progression: Women, especially those from lower socio-economic backgrounds, may not always have access to the same networks and opportunities as their more privileged peers. Unconscious bias can play a role in hiring, promotions, and client-facing opportunities. – Retention challenges: Women continue to leave the profession at higher rates than men, often due to career progression barriers, work-life balance concerns, and lack of mentorship at senior levels. – The gender pay gap: Despite positive change, disparities remain, particularly at the most senior levels, where women are underrepresented in full-equity partnerships and top leadership roles. These findings reflect industry-wide challenges, but many organisations and individuals are actively working to address them. How do we empower more women to not only enter the legal profession, but thrive in it? – Mentorship and sponsorship: Encouraging senior professionals to actively support, mentor, and advocate for women at earlier stages in their careers. – Flexible and inclusive career pathways: Recognising that not all lawyers take the same route, and ensuring alternative pathways (like solicitor apprenticeships or CILEX) are valued. – Challenging biases: Recognising the intersection of gender and socio-economic background, and ensuring hiring and promotion decisions are based on ability, not connections or privilege. I would love to hear your thoughts – what do you think needs to change to ensure women can thrive in law? #IWD2025 #WomenInLaw #BreakingBarriers #DiversityInLaw #SocialMobility #EquityInLaw

🇦🇪 Can a law firm be kind, profitable, and built for people—from the ground up? In our latest episode of the Legally Speaking Podcast ™️ – Dubai Miniseries, sponsored by Clio - Cloud-Based Legal Technology, I sat down with Clotilde Iaia-Polak, Managing Partner of Yungo Law, and one of the UAE’s most community-driven legal founders. Clotilde isn’t just building a law firm—she’s building a movement. 💡 From being one of the first to prove remote legal practice could work in the UAE… 💡 To founding a firm focused on financial independence, flexibility and career opportunity for women… 💡 To organising sold-out events like “Skill Building for Women, by Women”… Clotilde’s journey is a testament to values-led legal entrepreneurship. Here’s what we covered in this episode: ✔️ Creating an inclusive legal practice model – How Clotilde rebuilt her firm post-COVID with a flexible, human-first structure supporting working mothers and career returners. ✔️ Financial independence as empowerment – Why financial literacy and access to justice are central to protecting women and children. ✔️ The reality of business development – From social media to AI, she shares how small firms can punch above their weight in a competitive market. ✔️ What she looks for when hiring – Hint: It’s not your grades or where you trained—it’s your passion beyond law. Clotilde’s standout insight: 💬 “If your passion becomes your business, your business will thrive. You can be profitable—and do good.” 🎙️ Recorded on location in Dubai, this episode dives into the real story of what it takes to build a firm that’s flexible, inclusive, and future-ready in a rapidly evolving region. 🔗 Now live on Spotify, Apple Podcasts, YouTube, or wherever you get your podcasts! Is your firm empowering people—or just employing them? Please share your thoughts in the comments below. 👇 #LegallySpeakingPodcast #WomenInLaw #LegalCareers #LegalEntrepreneurship #LegalCommunity

Starting over in a new country is hard. Starting over as a lawyer is even harder. Lotus Menezes knows this firsthand. She left Tanzania for law school in South Africa, then moved to Canada, and requalified during the COVID-19 pandemic while raising a family. Her story is inspiring, and her energy is contagious. Today, she is a Staff Lawyer at Blakes in Toronto, practicing corporate and commercial law and still keeping her passion for art alive. Additionally, she gives back through CABL, the OBA, and other organizations. The part that stayed with me most was when she said: “When you become a lawyer, you must give back first!” In our conversation, we talked about: • How to adapt when your career crosses borders • Why community and mentorship are lifelines for internationally trained lawyers • The power of combining law, art, and service This episode is for anyone starting over, building a career from scratch, or seeking ways to integrate all aspects of themselves into their professional life. Adaptability, Connection, and Giving Back with Lotus Menezes is now live on Studying Law Around the World. Apple: https://lnkd.in/dnPeHMDq Spotify: https://lnkd.in/dbYZq7A YouTube: https://lnkd.in/ds6geXkU

How it’s going Day 7 of living on a CA’s food budget Even outside of this social experiment, I shop around to find cost-savings. In my household I’m the primary grocery shopper, meal planner and cook. I’m always impressed by women who aren’t – and I wonder how they managed not to fall into the trap of taking on that extra work. I used to wear my mastery of the kitchen as a badge of pride. I wonder how many other deceptive “badges” I have accumulated over the years? It’s easy to accept the way things are, if you’ve never known anything different, and if you don’t think to challenge the norms. Today we celebrate South Africa’s National Women’s Day. The day commemorates the 1956 march of approximately 20 000 women (of all races) to the Union Buildings in Pretoria to petition against the country's pass laws during the apartheid era. Those women were not afraid to challenge the status quo. For women brave enough, entry into the legal profession has not been easy. In April 1923 the first (white) female advocate was admitted in South Africa. The first white female attorney was admitted in 1926. It was only in 1967, more than 40 years later, that the first black female legal practitioner was admitted. But admission alone doesn't guarantee success. By 1994 there were only 2 female judges in South Africa. Both were white. That same year, the first 2 black female judges were appointed. While those appointments were significant, they did little to change the patriarchal nature of legal practice in South Africa. After practising for almost 20 years at the Bar, I moved to the Competition Commission. At that stage, less than 6 years ago: * There were no female silks in the Eastern Cape – and had never been. * The Eastern Cape Bar had no sexual harassment policy (and wasn’t interested in one), and it prohibited female advocates on maternity "leave" from sub-letting their chambers to reduce their monthly expenses. * Female lawyers (and in fact any woman) entering the High Court in Gqeberha (Port Elizabeth) in heels, had to carefully tiptoe into the building or face tripping, getting stuck, or losing their shoes – thanks to the obstructive mat at the entrance to the court building. * The High Court in Makhanda (Grahamstown) had no female lawyer’s bathroom or robing room. I once came upon a vagrant having a french bath in the public female restroom, so I preferred to make use of the only robing room available – for “Male Advocates”. When I did use that robing room, I did so at the risk of sharing the sights and sounds of the well utilised, open urinal attached to the room. Did any of this stop me from doing my work as an advocate? Clearly not. But did it make me feel like an unwelcome trespasser? For sure, yes. Maybe it's time the legal profession considers the status quo and identifies the changes needed. Happy Women's Day!

Over 50% of law graduates are women. Yet, by age 40, many leave the profession. I’ve seen the mid-career exodus firsthand. Why does this happen? ❌ They face the "motherhood penalty." ❌ Crippling childcare costs. ❌ Career stagnation. ❌ Lack of support. This lack of support forces them to ask, "Is it worth it?" The toll on their mental health, parenting, and overall well-being becomes overwhelming and while some may view the ability to quit as a luxury, the underlying issue for women, mothers, and parents remains profound and pressing. My early career in a female-led firm was promising. But the legal profession doesn’t make it easy for working mothers to thrive. A recent study found that 36% of female lawyers have considered leaving the profession, often citing work-life balance and lack of support as primary reasons. In contrast, a much smaller percentage of male lawyers report facing similar challenges. Where do these women go? ✅ Founding their own firms ✅ Legal industry roles in business development, marketing, and more Or, they end up: ✅ Leaving the workplace altogether For those who continue their careers, these shifts often offer better work-life balance, helping women find new paths to success. To retain female talent, legal teams must evolve: ✅ Implement flexible work policies ✅ Create supportive environments ✅ Recognize the value of retaining mothers & parents It's also worth noting that investors and the SEC are paying attention. The SEC requires reporting on Human Capital, recognizing that people are a crucial asset. Supporting working mothers isn’t just about doing the right thing; it's about smart business. Investors know that when companies invest in their people, especially working mothers, it leads to better business outcomes. Change isn’t just important—it’s essential. Women and parents deserve better support to thrive in their careers. Supporting working mothers benefits everyone in the profession. PS: What challenges do you see in retaining talent? #legal #lawmoms #lawparents

💃 The newest episode of A LA LATINA podcast is out! As their first featured attorney, I talk about leadership, career, and breaking barriers. Moving to the US at 24 was when my Latina identity first emerged. Back in Colombia, I was simply Colombian - it wasn't until I arrived here that I began understanding what it means to build a career as a Latina in the legal profession. The numbers tell a story: only 5% of all lawyers are Hispanic, despite making up 18.5% of the U.S. population. In 2023, we hit a milestone that's both encouraging and sobering - Black and Latina women each reached 1% of all partners in U.S. law firms for the first time. In this candid conversation, I shared my journey of learning to bring my whole self to work, embracing work-life integration rather than chasing balance, and how certain experiences pushed me to be bolder, more creative, and gain perspective about what truly matters in life and career. Some key reflections from our discussion: • "You are not made partner, you make yourself partner" • "Being human allows others to be human" • "People respond to vulnerability with vulnerability" Thank you Claudia Romo Edelman and Cynthia Kleinbaum Milner for creating this platform for Latina voices. I hope my story resonates with others charting their own paths in spaces where we're still underrepresented. 🎙 Available on all podcast platforms: https://lnkd.in/eSvuAvgV #LatinaLeadership #WomenInLaw #DiversityInLaw #WorkLifeIntegration #AuthenticLeadership American Bar Association; NALP; A LA LATINA: The Playbook to Succeed Being Your Authentic Self; Denisse G. Gomez Zepeda; We Are All Human Foundation

Stakeholders Mapping Exercise Report Date: Today Location: Maji Moto Location, Lake Bogoria Landscape Objective: To identify and map key stakeholders for the upcoming "Agroecology for Climate Action" project in the Lake Bogoria Landscape, funded by the Global Environment Facility (GEF). Methodology: * Participatory Rural Appraisal (PRA) Techniques: * Venue Mapping: Participants were asked to identify and map key locations within Maji Moto relevant to the project (e.g., farms, water sources, community centers). * Social Mapping: Participants were guided to identify and map key individuals and groups within the community (e.g., farmers, women groups, youth groups, elders, local leaders, government officials). * Ranking and Prioritization: Stakeholders were ranked based on their influence, interest, and potential impact on the project's success. Key Stakeholders Identified: * Community Members: * Farmers (individual and groups) * Women's groups * Youth groups * Elders * Government Agencies: * County Agriculture Department * County Water Department * Kenya Wildlife Service (KWS) * Local Government Officials * Conservation organizations working in the Lake Bogoria area * Development organizations * Private Sector: * Input suppliers (seeds, fertilizers) * Market intermediaries * Research Institutions: * Universities and research centers conducting agroecology research Stakeholder Analysis: * High Influence, High Interest: * Community members (farmers, women's groups) * County Agriculture Department * High Influence, Low Interest: * KWS (potential for conflict over land use) * Some government officials * Low Influence, High Interest: * Some youth groups * Selfhelp groups * Low Influence, Low Interest: * Some market intermediaries Recommendations: * Build Strong Community Partnerships: * Establish effective communication channels with key community stakeholders. * Ensure active participation of women and youth in project planning and implementation. * Empower CBOs to play a leading role in project activities. * Strengthen Government Collaboration: * Seek active support and collaboration from relevant government agencies. * Ensure that project activities align with government policies and regulations. * Address Potential Conflicts: * Proactively engage with KWS to address potential land use conflicts. * Develop a clear communication strategy to address community concerns. * Capacity Building: * Provide training and capacity building opportunities for community members, CBOs, and government officials. * Monitoring and Evaluation: * Establish a robust monitoring and evaluation system to track progress and address emerging issues. Next Steps: * Develop a Stakeholder Engagement Plan: Based on the stakeholder analysis, develop a comprehensive plan for the engagement Indigenous Women and Girls Initiative