May 2016

Capital Connection is published monthly for members of the Capital Chapter of the Association of Legal Administrators to provide information for the education and benefit of legal administrators, law office managers, managing partners of law firms, and other law related associations. Capital Connection is not engaged in rendering legal, financial, or tax counseling or advice through this publication.  The contents of all articles, letters, and advertisements published in Capital Connection should not be considered endorsements by the Capital Chapter of ALA nor the opinion expressed therein of any products advertised.   Contributing authors are requested and expected to disclose financial an/or professional interests and affiliations that may influence their writing position. Articles and materials accepted for publication are subject to editing by the editorial team and become property of the Capital Chapter of the Association of Legal Administrators. Links to Capital Connection may not be shared without permission from the Chapter. 
Editor: Jacqueline Moline 
Associate Editors: Paula Serratore; Cindy Conover
​Contributing Editors: Barbara Mannix; Sahar Andrade, MB.BCh; Jessica Davis; Vanessa Partin; Michelle Scott; Jennifer Tatum; ​​Marsha Forest & Jack Pearpoint; Arnold Sanow, MBA, CSP; Carmen C. Weissbratten; Lance Breger 
Newsletter Designed By: Jessica Davis


In this issue:

President's Message

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​As you will see in this month’s newsletter, we are highlighting Diversity & Inclusion, such a hot topic right now.  I grew up here, in Northeast Washington, DC, an area I would consider to be very diverse.  I consider myself lucky to have the parents I have and the opportunity to live in D.C. and grow up in such a diverse community.  As much as I experienced, it was still a version of diversity that was pretty sheltered.  Where we grow up and all that we experience helps shape who we are.  Part of that shaping includes the inherent biases we all have.  Being honest with ourselves and knowing how to overcome or work through our biases can be so important.  Are we accepting of everyone?  Do we put ourselves in someone else’s shoes when dealing with difficult issues?  Do we make sure we are inclusive of everyone and all types of diversity?
 
In our positions, we are responsible for managing a diverse workforce, and this brings a new level of understanding to diversity and inclusion.  We should help our firms understand that a well-rounded, diverse workforce brings wonderful insight, knowledge and spirit to our offices.  We are very fortunate to have our offices in and around DC, not every part of our wonderful country has the diversity we have. We should not only accept it, we should embrace it and live it.
 
The Capital Chapter is committed to providing education and resources on Diversity & Inclusion.  I hope you have all had a few moments to read the “inclusive workplace” articles in the series being circulated each Friday as part of the News in the Capital Chapter e-mails.  Be sure to go back and read the ones you may have missed.

​Barbara Mannix

New ALA Capital Chapter Members

Sharon M. Green
Assistant to the Administrative Director
Sullivan & Cromwell LLP
1700 New York Ave., N.W.
#700
Washington, DC 20006
greens@sullcrom.com
 
Taisha C. Smith
Office Administrator
Norton Rose Fulbright US LLP
799 9th St., N.W.
Suite 1000
Washington, DC 20001
taisha.smith@nortonrosefulbright.com
Angela C. Morrow
Accounting Manager
Millen, White, Zelano & Branigan PC
2200 Clarendon Blvd.
Suite 1400
Arlington, VA 22201
(703) 243-6333
morrow@mwzb.com
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Members on the Move

Please join us in wishing the following members well in their new positions!
Amanda M. Galich
Attorney Development & Legal Recruitment Coordinator
Cadwalader, Wickersham & Taft LLP
700 Sixth St., N.W.
Washington, DC 20001
amanda.galich@cwt.com 
Alana Harder-Washington
Human Resources Director
Sidley Austin LLP
1501 K St., N.W.
Washington, DC 20005​
alana.washington@sidley.com 

Workplace Diversity: What is Unconscious Bias & How to Manage it? Part 2

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Sahar Andrade, MB.BCh
Sahar Consulting, LLC

In the first part of this post we visited the meaning of Unconscious Bias.

Why should we care about Bias in the workplace?
If decision makers (managers, supervisors, directors, project managers or executives) have Bias they can either promote someone with no merit (positive bias) or hold someone back as by not considering for a promotion (A mother because the promotion involves a lot of traveling); or not hiring a very qualified person (Not hiring pregnant females, or assuming that some physically challenged people can’t handle the job). Bias unconsciously can evolve to stereotyping which can lead to discrimination which in turn can lead to law suits losing not only a lot of money but losing the organization’s reputation with future inability to attract, recruit and retain qualified diverse employees.
We tend to prefer hanging out or working with people that look like us, feel like us, talk like us and have values and beliefs like us; even when we are asked for resources or referrals we still gravitate towards people like us because we know what to expect so it is comfortable and safe. We are more tempted to rapidly judge others or criticize them if they do not fall within the lines we have set for ourselves or within the values and beliefs we grew up cherishing.
If we step out of that comfort zone as anything else, we panic as we step into unknown territory, and we find it difficult to relate to others that are different; and we tend to shy away out of fear or lack of understanding
Solutions
We all have bias and prejudice and discussing them is risky as it is easily misunderstood or mistaken for racism.
1- Self-Awareness:
– Take the implicit association test by Harvard– you will be surprised I promise you.
– It starts by knowing who we are and what is our culture as well as what values and beliefs do we carry within ourselves
– Recognize that it is normal for human beings to have unconscious preferences and biases that influences their decisions
– Identify our own unconscious bias
– Form a habit to notice the first thoughts that come to your mind when you meet someone that is different; we have the power to watch them when they first pop in our brains to deal with them
2- Understand that our Bias reactions most of the time are not towards the person in front of us but are actually a reaction to a gut feeling, or a reaction to an old impression or an old memory that we acquired either through our parents, through the Media or even seen a movie that had similar characters.
3- It takes a willingness to have an open mind not being defensive and have the courage not only to admit that we have bias but to work on correcting them
4- Use the power of Neurogenesis: Which is creating new mental paths for our brains to process information in areas that do not play to our individual or organizational strengths. As any change it is not easy, but with perseverance, will, openness to accepting different things and people, and commitment either from the person or from the organization it can happen.
5- Find common ground: As human beings we will always have something in common no matter how small or far-fetched it is like being dog owners, or loving rock and roll music or dancing etc…
6- Realize that our assumption of what is “acceptable” or normal may not appear or feel the same to others.
7- Educate yourself on different cultures and people, ask questions respectfully and be generous in educating others that ask for your help
8- Last but not least have compassion and empathy towards other human beings no matter how similar or different they can be
9- Accept (not tolerate) people for who they are not who you want them to be
10- Create a culture of inclusion in which we are adding more people, not subtracting anyone.
11- Leverage your Emotional Intelligence (Discussed in a future post)
Sahar Andrade, MB.BCh
Sahar Consulting, LLC
www.saharconsulting.com
 
September 4, 2014
By Saharconsulting
https://saharconsulting.wordpress.com/2014/09/08/workplace-diversity-what-is-unconscious-bias-how-to-manage-it-part-2/

May Quarterly Networking Lunch

Jessica Davis
Membership Coordinator & Event Planner, ALA Capital Chapter

The May Quarterly Networking Lunch was held on Thursday, May 5th in the W Washington’s Pinea restaurant. Despite the scheduled patio reception being rained out, guests had a great time networking and purchasing Toni K. Allen Scholarship Fund 50/50 raffle tickets over festive mocktails before the meal.

After Chapter President Barbara Mannix delivered her opening remarks, attendees got to know each other better while passing dishes around the table during the family-style Italian feast. After lunch, new member James Norton joined Vice President and Vice President-Elect of Community Services LaVerne Anenia and Claudia Baragano at the front of the room to draw the winning raffle ticket. Congratulations to Qeyana Hart, our 50/50 raffle winner! Qeyana generously donated back $100 of her $200 winnings to the Scholarship Fund.

The meal wrapped up with a fun and interactive dessert: torrone – a traditional Italian confection made of hard, crunchy nougat and nuts. Guests used wooden mallets to break apart the treat, which resulted in lengthy discussions on hammering technique and plenty of laughs. Everyone left the lunch with a souvenir mallet and a few new friendly faces to look for at the next Chapter event.   

May 2016 Diversity Observances

Vanessa Partin
Associate Director, Human Resources, Kirkland & Ellis LLP
Chair, Diversity & Inclusion Committee

May is Asian-American and Pacific Islander Heritage Month in the United States. The month of May was chosen to commemorate the immigration of the first Japanese to the United States on May 7, 1843, and to mark the anniversary of the completion of the transcontinental railroad on May 10, 1869. The majority of the workers who laid the tracks on the project were Chinese immigrants.

May is also Older Americans Month, established in 1963 to honor the legacies and contributions of older Americans and to support them as they enter their next stage of life. In addition, May is Jewish American Heritage month, which recognizes the diverse contributions of the Jewish people to American culture.

Several other observances for the month of May include:

May 3: Lailat al Miraj. On this day, Muslims celebrate Prophet Muhammad’s night journey from Makkah to Jerusalem and his ascension to heaven.
May 5: Cinco de Mayo which commemorates the Mexican army’s 1862 victory over France at the Battle of Puebla during the Franco-Mexican War (1861-1867). This day celebrates Mexican culture and heritage, including parades and mariachi music performances.
May 5: The Jewish “Holocaust Remembrance Day” (Yom Hashoa) memorializing the heroic martyrdom of six million Jews who perished in the Nazi Holocaust.
May 15: Buddha Day (Vesak or Visakha Puja), which marks the occasion of the birth, spiritual awakening and death of the historical Buddha.
May 15: Pentecost, which commemorates the descent of the Holy Spirit upon the Apostles and women followers of Jesus. It is celebrated on the seventh Sunday after Easter.
May 17: International Day Against Homophobia, Transphobia and Biphobia, a global celebration of sexual and gender diversities.
May 20: Lailat al Bara’a, celebrated as the night of forgiveness by Muslims.
May 21: World Day for Cultural Diversity for Dialogue and Development, a day set aside by the United Nations as an opportunity to deepen our understanding of the values of cultural diversity and to learn to live together better.
May 26: A Catholic celebration in honor of the Eucharist. In the dioceses of the United States, the celebration is transferred to the following Sunday, May 29, 2016.
May 30: Memorial Day in the United States. It is a federal holiday established to honor military veterans who died in wars fought by American forces. Click here to learn more.

April Networking Happy Hour

Jessica Davis
Membership Coordinator & Event Planner, ALA Capital Chapter

On April 20th, Capital Chapter members and Business Partners gathered in the Postscript lounge of the Lowes Madison Hotel to network over sangria and Argentinian bites from Jose Garces' Rural Society restaurant. 
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How Diversity, Inclusion, and Acceptance Relate?

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Sahar Andrade, MB.BCh
Sahar Consulting, LLC
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During my years of Diversity & Inclusion training and consulting, have seen numerous organizations giving their employees a few hours training of Diversity without following up with inclusion strategies.

Just a reminder that Diversity without inclusion will call out our differences, increasing exclusion rather than inclusion. Diversity & Inclusion are two faces of the same coin. Including others is to accept them for who they are, and not who we want them to be.

It’s easy to love the people that are just like us, that look and dress like us, that is a no-brainer, and doesn’t take a lot of effort. The real challenge comes when we have to deal with people that are different than us, people we don’t agree with, or as far as we are concerned they are making poor choices, it is easy for us to size them, to put them in a box, keep them at a distance, and declare that they are not our cup of tea.

So we exclude people instead of including them, we write them off, and ignore them because they are not meeting our expectations and standards, when we should actually accept them for who they are. Diversity by definition has multiplicity and variety in its meaning, it is about adding not removing.

My personal mantra in life is “I will accept you even if I do not agree with you”, we might be on different paths of our lives at this moment, may be in a week, month, or year we might get to that point of our journey where we see eye to eye. Writing you off means that I might be losing a great friend, a positive presence in my life, or a great learning experience.

Even if I don’t agree with your lifestyle, your doctrine, friends you are choosing, I am not supposed to judge you but to accept you. We need to realize that everyone is on a journey, where they are right now is not where they are going to end up, they are unfinished product, and they are still working on themselves, exactly as we are.

We start labeling people “they are a mess, they are too liberal or too conservative, too old, too young and the list goes on." Do not be self-righteous, take off the judgmental glasses, you or a loved one could be in the same position any time suffering from the same things you are being critical and judgmental about.

Many of people’s actions, expectations, values, and beliefs are linked to their culture, blind spots and bias are passed from parents to children. People do what they do because this is what the best they know, until you wind up in their shoes, been raised in their families, fought the battles they fought, you can’t understand why they are the way they are. We weren’t born the way we are today, we evolve through our experiences and even culture evolves through time.

You can accept people for who they are, and they might still reject you, or may not respond the right away, may not seem like it is doing any good, because people’s hearts might not ready for acceptance and love at the moment, that doesn’t mean that will never be ready. It is fine, you always deal with people the way you are and not as the way they are. The more you plant the seeds of love, the more chances these seeds will grow one day, when the right season comes around. Hate leads to more hate, exclusion and discrimination give birth to anger, frustration and sometimes violence. MLK said “Darkness cannot drive out darkness: only light can do that. Hate cannot drive out hate: only love can do that.”

We feel sometimes we need to convict people, tell them all the things they are doing wrong, all the things they are guilty of, we forget that negative leads negative, we forget that we are not here to judge, we do not need to straighten anybody out, “love and acceptance never fail”, when we value people they give us value back; when we are merciful, kind, understanding, and accepting we can never know whose heart we will touch, whose life we will change.

Human beings have a tendency to look at what they do not have rather than what they have, they look at the differences rather than similarities, and they talk about what they do not stand for instead of sharing what is it that they stand for.

I rather leave a legacy for what I stood for: Accepting and loving people for who they are, forgiving people, and giving second chances, the courtesy I would like to be extended by people to me.

So I do accept you for who you are: Black or White; Hispanic or Middle Eastern; Christian, Muslim, Buddhist, Jewish, Atheist; Gay, Transgender or Straight; able or disable; old or young; right wing or left wing- in other words, it doesn’t matter to me, even if you draw a box to keep me out, I will draw a bigger box to include us both.

Just think about this world if we loved and accepted each other without expectations and without judgments, so what if others are not your Siamese twin, they are not supposed to be, even if they do not share your principles, values, beliefs and views- we are all human beings looking for the same basics: Love, family, happiness, security and belonging. No matter how different we might look externally or mentally we will always have something in common no matter how small it is. Living things respond to kindness.

Who is to say who is right and who is wrong, in whose book? The only fact that remains is that no one is perfect (not even me), so do not have tunnel vision, do not draw that line in the sand, do not exclude everyone that doesn’t fit your standards, do not focus on the differences and what separates us.

We are different to someone else, we all have accents to someone else, we do not have to see eye to eye so we can accept each other, variety is the essence of life, what matters is the condition of our heart and soul.

So, be the reason, be the tool, be the hand that plants the seed of kindness in other people’s heart, you don’t need to tell them what they’re doing wrong, be that helping accepting hand, acceptance pulls people in.

Remember at one time or another, someone helped you, accepted you for who you are, was kind to you, forgave you – return the favor show the same love and mercy.

Before you judge someone get to know them, before you dismiss them listen to their story, there is usually a good reason why people are the way they are, we got to give them room to the process of changing, we don’t help them by judging them, it’s not about meritocracy it is about acceptance.

Give the benefit of the doubt, too often we would judge what we don’t understand, we judge what we fear so we give ourselves a reason why we shouldn’t accept the differences, we do not like change, and we do not like to get out of our comfort zone.

Do not judge someone after a glance, or by their appearance, how many times we look at someone and decide in a split second if we like them or not. Ask yourself would you like or appreciate been treated that way? Acceptance is NOT Tolerance– when you tolerate something you just put up with it, acceptance is different, accepting others is a celebration of who they are, is saying I am no better than you.

When you accept others, you bring joy and happiness to your heart, your life will have meaningful relationships either personally or professionally.

                              “He who is different from me does not impoverish me – he enriches me. Our                                   unity is constituted in something higher than ourselves – in Man… For no man                               seeks to hear his own echo, or to find his reflection in the glass.”
                              ― Antoine de Saint-Exupéry

                                     “Let our differences make a difference in the world”

Sahar Andrade, MB.BCh
Sahar Consulting, LLC
www.saharconsulting.com
 
September 4, 2014
By Saharconsulting
https://saharconsulting.wordpress.com/2014/08/17/diversity-inclusion-and-acceptance/
Click Here to Watch the Capital Chapter's Submission for ALA's 60 Seconds of Fame Video Contest!

Royal Cup Coffee Spotlight: Collaboration Through Coffee

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Michelle Scott
Senior National Account Manager, Royal Cup Coffee

​The world of office coffee has changed and grown dramatically over the last several years.  Coffee programs are no longer just an employee benefit but an amenity that truly boosts employee morale, satisfaction, and collaboration.  Chances are, many of us have gone through an office renovation or move in the last few years.  When planning the pantry/kitchen space, the theme has been open collaboration spaces that force employees to gather, team build, and create unity as they enjoy that freshly brewed cup of caffeine to get them through the day.  These think tanks are becoming the centerpiece of where work is being done in the office and the taste and quality of the beverages offered are vital.  At Royal Cup, we understand that good tasting coffee is important. 

Coffee is important to employees.  A freshly brewed cup of steaming hot coffee is something that people can find commonality with.  Regardless of age, tenure at the firm, or interests, you can create conversation over coffee and tea.  With moving trends that have now shifted to café style office coffee kiosks, employees can create specialty espresso and latte beverages without ever having to leave the office.  There aren’t only two options anymore.  Between bean to cup machines and micro roasted organic blends, you can create an in office experience that tells a story.    

Many people may not realize that Royal Cup is a coffee roaster.  At our headquarters in Birmingham, Alabama, we roast 58 million pounds annually.  We work to stay ahead of trends, always researching what is new in the market.  Cold brew coffee, nitrogen infused coffee kegs, sustainable beans, and fresh on demand tea are only a few of the exciting products that are coming from our own collaboration stations.  Yes, we can sell you any name brand coffee or tea product that you would ever want, but we love being able to share our own story about the RC coffees as well.
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So… when you start working on the next renovation project or are looking to move and upgrade your space, remember how important the cup of joe can be to your employees.  Take the time to understand how important the afternoon espresso pick me up is and why the pantry is more than just an eatery.  It’s not just about coffee, it’s about the experience and as we like to say around Royal Cup, we invite you to Savor the Experience.

Michelle Scott
Senior National Account Manager
With Royal Cup 8+ years
“My favorite part about ALA is the people and friendships I’ve made over the years.”

The Reviews Are In

The Event Planning Guide eBook is a hit! Check out what these members have to say about the book:

“As legal administrators, we must often plan events and, certainly, are always interested in employee retention. “The Leader’s Guide to Event Planning & Employee Retention” by ALACC, provides practical advice/info on planning events, games and food options, which have been tested and succeeded. No need to start from scratch when looking for ideas. I am sure many of us have asked the question, “what are others doing?” Well, the Guide will provide quantitative and qualitative data to answer this question.”

Astrid Emond
IP Prosecution Manager
Baker Hostetler
 
“I think everyone will find this book useful and interesting.  It is chock full of ideas.  Everything from Staff Appreciation, Summer Outings, Holiday Events, Morale Building Events and more.  I think it is a valuable resource for all of us who are tasked with coming up with new ideas on all firm events.  I love it.”

Elaine C. Gregg
Administrator, Washington, DC Office
Lowenstein Sandler LLP
 
“This resource is one-stop shopping for many of our questions asked on the list serve.  No more scrolling through old emails to find the information. A wonderful resource with valuable information. Thank you ALACC Community Service for providing this valuable resource.”

Dorothy Mooney
Executive Director
Powers Pyles Sutter & Verville PC
 
"At first glance, I noted that there was a lot of information -- more than I expected.  The Leader's Guide to Event Planning & Employee Resource is a great tool for event planning!”

Karen Jenkins
Secretarial Manager
Zuckerman Spaeder LLP
 
 
“I bought this book to get new ideas for different events.  It’s full of great information and new ideas.  I already used one of them for a Staff Appreciation breakfast, and everyone said it was the most fun activity we’d ever done.  We played a game of Family Feud, and departments competed for a department lunch.  They of course had to do the bonus round to win, which they did!  Some of the questions were firm specific, and some of them were general.  Teams had fun competing, and it helped unify the departments.  I can’t wait to try some more of the ideas!”

Karen Laumoli
Firm Administrator
Wilkes Artis, Chartered



​Don't miss out - buy your copy today!

Sustainability Tip of the Month

This month's tip is provided by Silver Business Partner Newmark Grubb Knight Frank

Temperatures are rising - ask building maintenance to inspect thermostats semi-annually to ensure they are working properly.
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To find out how to get the full value for energy savings through greening your lease, reach out to Jennifer Tatum at Newmark Grubb Knight Frank at 202-312-5771.

Inclusion! The Bigger Picture

​​Marsha Forest & Jack Pearpoint

Our key question as we initiate a new millennium is "How do we live with one another?" Inclusion is about learning to live WITH one another. Inclusion means "being with."

Inclusion means inclusion! It means affiliation, combination, comprisal, enclosure, involvement, surrounding. It means WITH... Inclusion means BEING WITH one another and caring for one another. It means inviting parents, students and community members to be part of a new culture, a new reality. Inclusion means joining with new and exciting educational concepts (cooperative education, adult education, whole language, computer technology, critical thinking). Inclusion means inviting those who have been left out (in any way) to come in, and asking them to help design new systems that encourage every person to participate to the fullness of their capacity - as partners and as members.

Inclusion Means Welcome

"I want to be included!" This simple statement is being spoken, signed, facilitated, key-boarded, whispered and shouted by people of all ages, shapes, sizes, colors and cultures. Many are making the request for themselves while others are asking for their friends or aging relatives. It is a simple request and the answer is equally easy. "Welcome! We want to include you. Come and be a part of us and our community."

Why does this humble proposal evoke such strong reaction? Why is welcoming people labeled "disabled" seen as an activity of the "radical fringe"? Hospitality is not radical. Caring for our families and friends is not radical. In fact, hospitality and caring are foundations of our culture. So why the intense reaction about inclusion?

We believe that the Inclusion issue cuts directly to the core of our values and beliefs. Inclusion seems so simple, so full of common sense, and yet it is complex. Inclusion sets off fire works in the souls of those involved. Inclusion challenges our beliefs about humanity and cuts deep into the recesses of our hearts.

Inclusion is NOT about placing a child with a disability in a classroom or a school. That is only a tiny piece of the puzzle. Rather, inclusion is about how we deal with diversity, how we deal with difference, how we deal (or avoid) dealing with our mortality.

How else can we explain the emotions unleashed by the presence of a tiny child in a wheelchair or the presence of a teenager with down syndrome in a local school in Canada, the United States or Britain. Why do so many apparently "normal" adults lose their composure with a mere mention of including an excluded child. We conclude that the arrival of this person signals major change, and for many, change is something to fear - something fraught with danger.

However, in danger there is also opportunity for growth. Thus, schools and communities, teachers and citizens, who face their own fears and mortality by welcoming ALL children instantly create the climate for a new kind of growth. Inclusion becomes an opportunity and a catalyst to build a better, more humane and democratic system.

Inclusion does not mean we are all the same. Inclusion does not mean we all agree. Rather, inclusion celebrates our diversity and differences with respect and gratitude. The greater our diversity, the richer our capacity to create new visions. Inclusion is an antidote to racism and sexism because it welcomes these differences, and celebrates them as capacities rather than deficiencies. Inclusion is a farce when it only means "white, bright and middle class." Inclusion means all - together - supporting one another.

A child or adult with a disability is a symbolic personal crucible where we face our feelings about differences head on. Inclusion is about how we tolerate people who look, act or think differently than so called "ordinary" people. Inclusion can be deeply disturbing for it challenges our unexamined notions of what "ordinary" and "normal" really mean. Our hidden values are paraded before us in action and reaction. Some of what we see is discomforting. The questions become very personal. How would I feel if I were unable to walk, talk or move? How would I feel if I had a child who was labeled? How do I feel about myself? How would I feel if I were disabled by an accident? And ultimately, the one common issue we all face (or deny). How do I feel about growing older? Where will I live? With whom will I associate? Will people (my family and my friends) care for me when I need help, or will they cast me aside? Will I live an endless death waiting hopelessly, helplessly, uselessly in a nursing home ward? What will become of me when I am old?

Inclusion instigates this kind of reflection. No wonder people react! Reflection is vital to everyone. Life must be examined to be lived fully. It may be painful, but the inquiry can be the beginning of building new personal futures. We owe a debt of gratitude to people who present us with this magnitude of challenge. Thus, welcoming people with challenging differences into our schools and communities is not simply for their benefit, it is for OUR health and survival.

The Three Monsters...

In talking to school and human service people internationally, three themes emerge when we discuss inclusion. Inclusion means facing what we call the three monsters .

The first monster is Fear: Will I be able to do this ? Since fear is the dominant emotion, it is important to note that the fright is OURS - not theirs. This is about OUR fears. We are afraid WE might fail. All the change literature talks about the need to learn by doing: failing quickly, noting our learning, and moving on to try again. The lesson is: face the fear dragon; stare it down. Name it and move on.

The second monster is Control: If I include this child, it will mean giving up control. I can't do this all by myself; I will have to ask others (including students, parents, other teachers) to help. This means admitting that "I" don't have all the answers - that "I" am not in total control. We believe it is time to give up this fantastic illusion and learn to share control. Ask for help and watch the future blossom and unfold. Cooperation and collaboration thrive as control is replaced and fades into oblivion with fear.

The third monster is Change: Inclusion is the beginning of change. "I am afraid of change therefore I won't include people." There is no question that inclusion means change. But change is not optional. It is here. Our choices are limited. We can grow with change, or fight a losing battle with the past. Choosing inclusion gives us the opportunity to grow with change. Our motto is: Change is inevitable; growth is optional. We recommend growth.

We believe it is imperative to meet these monsters head on -- laugh and cry and talk about them, and then move into a new and better future. In fairy tales, monsters turn up at the most inopportune times - especially just when you think you have them licked. We suspect that there are more monsters to be discovered. Perhaps the next one will be the monster of complacency. "I've got it all under control. Relax and go back to sleep. It will be all right...." Watch out for exclusion monsters yet unnamed, they are lurking in the shadows.

Curriculum adaptation and modification are NOT the key issues for inclusion or for life. Fear, Control and Change - building new structures with new partners are the keys. The most exciting new partners will be fresh from the margins of our systems. They won't know the rules, so they won't be constrained by the quagmire that sucks us into the swamp. The best partners will be rich in diversity with a wealth of creative energy. Inclusion is messy by definition, but it will build new models for the next century. The values will be clear: cooperation, not competition; participation, not coercion; relationships, not isolation; interdependence, not independence; friendships, not loneliness.

The Need to Belong

Inclusion isn't a new program or something one "does" to or for someone else. It is a deeply rooted spiritual concept that one lives. It is not a trendy product or fad to be discarded. It is not a new label - "the inclusion kids". It is not a bandwagon. People are either included or excluded. One cannot be a little bit pregnant or a little bit included (like the myth of "inclusive" recess or lunch). One is either "in" or "out". One either belongs or doesn't belong. If we exclude people, we are programing them for the fight of their lives - to get in and to belong.

Most excluded people perceive that they have nothing to lose, and everything to gain in the battle to belong. Many youth consider it a matter of life and death. Teenagers join gangs because they are desperate to belong - to have meaning. Even when the gangs kill, youth join. The gangs meet their needs. Gangs are a logical response to society's failure to make teenagers feel belonging. When our youth literally die to belong, it is a searing warning for us to look hard at the system in which we live.

Many suggest that with our society in crisis, we need to mount the barricades and defend our turf. Typical responses include: hire more police, build more jails, create more special education, administer more electro-shock, issue more behaviour modifying drugs. Control, control, control. There is another possibility. We could strive to welcome and include everyone, to build a society with more acceptance, more love, more care, more compassion.

Our world has serious challenges. We must face them honesty, analyze, learn from the past, then move forward. The need for change is not negotiable. The only question is whether we run with it, or be dragged kicking and screaming into the year 2000. Dealing with change is like running white water rapids. It is dangerous - but if you train and plan, it is the thrill of a life time. Change is here. Our societies are white water chutes. There is no portage. Our choices are limited: will we shriek with joy as we run the rapids, or will we just shriek?

Our world is rife with conflict. We must not deny it. Instead, we must strengthen our capacity and learn to live with differences and conflict while avoiding the tendency to slide into violence as a solution. Conflict is legitimate. We can agree to disagree. Resorting to violence is no longer viable. It will be our destruction.

With the advent of new technology, the critical issues of this new revolution of compassion will be to learn how to live with one another. If we are to survive, we will enter an era of "high touch" and genuine personal communication. Who better to instruct us in this new venture than those who have been excluded and rejected in the past.

Teenage suicide, random violence, drive by shootings and gangs are simply signals of a deep social malaise that won't be cured by microwave thinking or slick packaged answers. We must think deeply. We must make tough decisions and be willing to work hard. Inclusion makes us think deeply about what we want our world to be. Who do we want as neighbors? What do we want our communities, churches, synagogues, mosques and schools to look like?

​We believe communities of diversity are richer, better and more productive places in which to live and to learn. We believe that inclusive communities have the capacity to create the future. We want a better life for everyone. We want inclusion!

If we can pinpoint bomb cities half way around the globe, and send men and women into space, surely we can figure out how to live together with "liberty and justice for all". Inclusion is truly and simply a matter of will.

Our Centre is committed to work with people anywhere and everywhere to make this value a reality. Communities which reject the richness of diversity, continue to put us all at risk - personally and internationally. Our future depends on our capacity to learn to live together without war - creating societies that build capacity with compassion for one and for all. Inclusion is about rebuilding our hearts and giving us the tools for the human race to survive as a global family.

Jack Pearpoint, Lynda Kahn & Cathy Hollands, Inclusion Press International & The Marsha Forest Centre
47 Indian Trail, Toronto, ON M6R 1Z8 Canada
www.inclusion.com
E-mail: inclusionpress@inclusion.com

Internship Poll Results

April Lunch & Learn: Teams That Work... Build Rapport, Relationships & Connect!

Arnold Sanow, MBA, CSP
Sanow Professional Development

I hope you enjoyed my presentation, "Teams that Work ... Build  Rapport, Relationships and Connect!" Here are the key takeaways from the session:

1. Moment of Truth: Every time you have a meeting, transaction or
communicate with another person an impression is formed. This impression
can be positive/negative, help/hinder or make or break a relationship.

2. Our goal is to make every meeting, interaction and transaction Positive, Memorable and Special. Are you displaying any communication crushers that are derailing your connections?

3. People are thinking about 3 things in determining if
they want to build a relationship with you

Can I trust you?
Are you committed to excellence?
Do you care about me?

4. It's how you say it not just what you say - 7/38/55

To be more approachable, likable, and trustworthy SOFTEN your image

Smile
Open
Forward Lean/Focus
Territory
Eye Contact
Nod

5. Avoid misunderstandings

* Repeat the message back to make sure you were understood
* Ask questions
* Have them repeat it back to you - (be careful it might be taken the wrong way)

7. Everything begins and ends with attitude. Have an attitude of gratitude -
Ask yourself, "What am I grateful for at this moment"

8. Don't take things personally

9. The key to popularity, "Be interested, not just interesting"

10. Make sure you review the top 10 acts of rudeness and eliminate the ones
you are doing - see book or memory card deck, "Get Along with Anyone, Anytime, Anywhere"

11 . Appreciate to Appreciate. #1 motivating factor

12. Understand others first before having them understand you. In other
words, you must communicate in the ingredients that others find as
important and not just what you find as important.

13. "The most important ingredient in the formula for success is knowing how
to get along and connect with people" Teddy Roosevelt

14. Beware of your "Rule Book." Understand this concept and your stress
level will go way down. How are your should's, shouldn'ts and ego getting in the way of building good connections and relationships

15. "50% of all our obstacles to success center around team dynamics
Culture eats strategy for breakfast" Bill Sullivan, Agilent Technologies

16. Use the flip side exercise to keep your attitude adjusted at all times. 
 
17. Say "NO" in a nice way - USA - Understand, Situation, Action
 
18. Work on developing ground rules and guidelines to build better communication and team collaboration
 
19. Review the steps to talk to someone in a "nice" way
 
20. Get Customers and Co-Workers singing your praises - 6 keys - Attitude, Be Reliable, Be Responsive, Be Credible, Beware of Your Appearance, Empathy. 
 
21. I always start out my in-depth team building workshops and facilitation's by going over ground rules and guidelines with the staff. These are the attitudes, behaviors and beliefs that the team agrees to live and work by. It’s the basis for building the culture you want.
 
22. Take action --- Practice the 5 second rule - "Just Do It" 

You also may be interested in viewing a short 3 minute video on how to get along that I did for the ABC world morning news.

If your team or others you know would like to build stronger customer and workplace engagement and relationships to build better teams and leaders, please contact me or let others know. I appreciate all referrals and would love to work with you. Please go to www.arnoldsanow.com or email speaker@arnoldsanow.com. 

Click here to view the Teams That Work presentation handouts
Click here to view the Get Along Memory Cards Exercises and information on purchasing Get Along Memory Cards

Arnold Sanow, MBA, CSP, is a speaker, seminar leader, facilitator and coach. He has delivered over 2,500 paid presentations to more than 500 companies, professional service firms, associations and governmental agencies. He is the author/co-author of 6 books to include; "Get Along with Anyone, Anytime, Anywhere" and "Present with Power, Punch and Pizzazz". His topics focus on people skills, team building, leadership, communication, getting along, persuasion, customer service, presentation skills and relationship selling. Arnold was recently named as one of the top 5 best "bang for the buck" speakers in the USA by Successful Meetings Magazine speaker@arnoldsanow.com - 703-255-3133 ---- Want to become a speaker/trainer? Contact Arnold at 703-255-3133. 
  
Sign up for Arnold's 2 minute tips newsletter at speaker@arnoldsanow.com
Want to start your own speaking and training business?  Contact Arnold at 703-255-3133 

HR Section Update

Carmen C. Weissbratten
HR Manager, Hyman, Phelps & McNamara P.C.
Chair, Human Resources Section

The HR section invited Leigh Isaacs, IGP, CIP, the Director of Records & Information Governance at White & Case LLP to join our April meeting and lead the discussion on recordkeeping – What to Keep and For How Long? With the ever-changing client expectations, and the shift towards a more paper-light environment, we are often left with questions on what constitutes client material and whether or not we should be filling it electronically, on paper, or both.

All of our firms have an ethical duty to maintain complete client files, preserve and protect records and interests of clients, and to manage and reduce the risk of this information being obtained by other outside parties. However, the cost of housing all these files can at times be cost-prohibitive, and even unnecessary. But we cannot be too quick about deleting and destroying files. In order to do so there have to be policies and procedures in place that address a course of action, a schedule, and that are backed up by research and due diligence.

The first step in due diligence and research is to label and categorize all of the files we have. Once we have a list of categories, it is important to know where all of these files are stored. Too often firms assume that files are either paper files or they are stored in a document management system. Yet, depending on firm size and resources, there are multiple other databases which house this information: HR Systems, Accounting Systems, SharePoint, Data warehouse, Shared drives, just to name a few.

Once you have an idea of the types of files you have, and where they are stored, it is important to establish a team in charge of information governance, or records management. These people should be responsible for conducting the research, understanding the case laws, regulations pertaining to recordkeeping, ethics opinions, and reviewing any contract or agreements already in place with clients regarding their files. It is important to remember that the client owns the file, so there is an ethical obligation to communicate with the client prior to disposing or destroying of any client files.

Even with all the research and the necessary guidelines and recommendations in place for a records retention period, there is still the need for a records retention policy. There are a number of steps to follow before disposing or destroying documents, so it is important to have a records management team who can handle all the logistics.

Recordkeeping is a cumbersome task that all firms have to deal with. After Ms. Isaacs’s presentation, we all came away with new ideas and suggestions on how to better address recordkeeping, and our obligation to our clients. 

Click Here to View the Presentation

Top Angel Tree Award

​The ALACC was awarded the Top Angel Tree Award by the Salvation Army for our 2015 Angel Tree Program participation. In 2015, the Chapter adopted over 1800 angels. Thank you to Jenna Carter for her hard work in coordinating the Chapter’s participation.

The Not-So-Secret Power of Your Posture

Lance Breger
Executive Wellness Coach & Founder of Infinity Wellness Partners
​
Stand up tall!

Sit up straight!

Stop slouching!

Have you ever stopped to think why children and teenagers around the world have been hearing these commands since what seems like the beginning of time?

It’s most likely because it took our prehistoric ancestors millions of years to stand up straight and now that we finally have…we’re ruining it! Our sedentary societies, technological advances, fixed machine-based strength training, and the sad state of our body-minds are reversing our progress.
Picture
I hate to say it, but the latest science now proves that our nagging mothers and teachers were right…there is an undeniable power in your posture that impacts your physical, mental, and emotional health!

Posture Problems

The posture of today’s professional is pathetic! The average individual is sitting for 13.5 hours per day and the majority of these hours are spent hunched over a keyboard, tablet, steering wheel, plate, and remote control. Also the average professional spends 2-4 hours on their smartphone every day!
Picture
Our bodies and posture were designed and evolved to move specifically through the six primal movement patterns of pushing, pulling, squatting, lunging, twisting, and bending. The primal movement patterns of our millennium are fork to face, glass to mouth, fingers to keys, thumbs to screen, and jaw open and close.

Becoming One with Your Chair

The human body has an amazing ability to adapt to stimulus and stress applied to it – posture is no different. When the human body is exposed to a stimulus or stress regularly enough it will adapt for efficiency and ease. Your body will adapt to sitting for long periods of time by changing your muscles and spine so that you most resemble the position you take in your chair. You can get more of the details of this transformation and how to correct it in my Uber Driver Body-Balancing Plan article.

Posture adaptations are not limited to just sitting. I have many tall clients that share their struggles with posture from constantly looking down to speak to us more vertically challenged individuals and the uncomfortable reality they face with one-size-doesn’t-really-fit-all office workstations.

Posture changes can happen from so many other life factors such as nine months of pregnancy, repetitive movements (i.e. sports and daily activities), sleeping position, negative thinking, emotional guarding, large breast tissue, breast implants, carrying a bag dominantly on one arm or over one shoulder, high heels, improper breathing patterns, and even inflammation of the gut (stress, foods, drinks, artificial ingredients, and medical drugs) that deactivates the core muscles causing your hips to weaken knees to drop inward and feet to flatten.

I can’t wait any longer to share 5 not-so-secret powers your posture plays on your physical, mental, and emotional health:

1. Pain
As posture changes so does muscle lengths and strengths as well as spinal curves and joint positions. In combination, all of these postural distortions exacerbate muscle imbalances, reduce joint range of motion, produce faulty movement patterns, and deliver excessive sheer force on the spine ultimately leading to aches, pains, injuries, and surgeries anywhere from head to toe. Have you ever experience daily pain? Pain sucks up human resources like the use of vitamin C (70% greater utilization) and drains physical, emotional, and mental reserves out of the person experiencing it. The skeleton is similar to any structure, when there is a faulty foundation it is much more likely it will collapse. Restoring posture and ideal body alignment through corrective ergonomics and exercise will simultaneously increase energy flow and reduce pain.

2. Energy
Put your body into an exaggerated slumped posture and take a deep breath. Now reposition yourself with soldier-like perfect posture and take another deep breath. Was there a difference? There should be! A crooked body is like a bent antenna or garden hose, where the information (nerves) and energy (blood and oxygen) flow will be disrupted and experience resistance. As an example, it’s estimated that poor posture (above slumped example) reduces lung capacity by 30%! That means you have 1/3 less oxygen uptake that your body can use for energy conversion and metabolism. Poor posture is stressful on the body and mind because when we are out of alignment our structure can no longer evenly distribute the stress of living evenly and our energy flow is compromised leading to fatigue. Also maintaining optimal posture takes muscular endurance, willpower, and mindfulness that all ask today’s fatigued professional to exert even more energy. Poor posture is a reflection of one’s vitality and energy as we slouch when exhausted.
3. Hormones
Our physical posture is intimately connected to our mental and emotional state due to the direct, swift, and predictable impact it has on our hormonal levels. Amy Cuddy’s outstanding TED Talk ‘Your Body Language Shapes Who You Are’ shares that blood panels performed on individuals that hold closed-down (poor) seated and standing postures compared to open, upright (power) postures for two minutes found significant differences in cortisol and testosterone levels. Holding poor postures/poses increased cortisol (breaking down stress hormone) and decreased testosterone (building-up hormone) versus power postures/poses that inversed low testosterone and high cortisol in two minutes!




​High Power



Low Power
4. Confidence
Picture the body position of someone who is confident. I guarantee you are envisioning them standing with their chest up, shoulders back, and head held high. Now picture someone who was lacking confidence and how differently they are positioned. Most likely their body language was in a protective, defensive, and make-myself-small- as-possible state with arms crossed, collapsed chest, and downward head. Posture has both an internal and external psychological impact on our confidence. Externally when we are presenting a proud posture we are perceived that way by the outside observer and unconsciously treated that way. Internally exaggerating a perfect posture also changes our self-esteem. We can use the power of posture to bring ourselves to the mental and emotional state we desire by adopting the matching/corresponding body language. This is scientifically supported by a 2009 study published in The Journal of Social Psychology conducted by Richard Petty.

5. Mood
When you hear emotional descriptors like ‘depressed’,  ‘overwhelmed’, ‘life is weighing on me’, and ‘heart-broken’ what body position do you envision? Certainly not super-hero like! You picture a cartoon character sulking with a rain cloud following them around. On the other hand, it is impossible to not smile or to stay in a sour mood when you are skipping. Even without saying anything, posture wears our emotions on our sleeve for everyone to see. There are two interesting posture terms one called ‘Green Light’ posture that tells us an individual is open for engagement and ‘Red Light’ posture which innately communicates to outsiders they are closed for business metaphorically! Pay attention to what light you are shining out to the world and how your emotions can dictate the signals you are sending to everyone around you. Here is another fascinating piece from Amy Cuddy in a 2015 New York Times article that states posture causes greater negative bias, fear, and less assertiveness. Also the smaller the electronic device we use (phone, tablet, laptop, etc.) the more collapsed our body posture becomes.

Mindful Posture 21-Day Challenge

After reading my 5 not-so-secret powers of your posture, I know you are going to be hyperaware of how you are sitting and standing. Let’s harness your inspiration by practicing mindfulness around your posture for the next 21 days to form a habit. For the next 21 consecutive days every time you catch yourself in a less than optimal posture…bring your chin parallel to the ground, roll your shoulders back/down and slightly lift your chest. Also take note of how your confidence, energy, and mood are influencing your posture in a positive or negative way. 

I am excited for you to experience the power of your posture for yourself and I am confident that it will bring you interesting insight that can help you improve your body, life, and work from moment to moment!

Lance Breger is an Executive Wellness Coach and the Founder of Infinity Wellness Partners, a comprehensive corporate wellness company that prepares executives and organizations for the most productive and healthy work-life. Lance has led online/on-site training programs for over one thousand professionals through his company’s four pillars of wellness: fitness, nutrition, mind/body and ergonomics.

Lance is also a Master Instructor for the American Council on Exercise and the recipient of the IDEA Health & Fitness Association Program Director of the Year award. Contact Lance: lbreger@infinitywellnesspartners.com ​​

Administrative Committees

Communications and Media Relations
As members of the Newsletter and Media Relations Committee, Chapter members participate in producing the award-winning Capital Connection. Members gather to brainstorm new ideas for editorial themes for upcoming editions. The newsletter reports Chapter business activities such as Section and Committee news and provides information about upcoming educational and other events. It also includes articles of interest to members and other legal management personnel, collected, authored and/or edited by members of the committee. This committee also works with other legal associations and the media to ensure that ALA and the Capital Chapter are represented in the legal industry. The Newsletter Committee welcomes new members.

Contact: Jacqueline Moline, jam@carmaloney.com; Paula Serratore,pserratore@alacapchap.org

Diversity & Inclusion
The Capital Chapter of the Association of Legal Administrators is a professional organization comprised of administrative managers from private, corporate and government legal organizations in the Washington DC, Northern Virginia and suburban Maryland areas.  ALACC embraces and encourages diversity within the legal profession. We value diversity and those initiatives that promote it and look to partner with affiliated professional legal organizations to advance diversity. We not only strive to raise awareness, but to increase our sensitivity in the area of diversity and more closely reflect the diversity of our community at large. Having a more inclusive and diverse legal community will improve the quality of our organizations workforce and respond to our client’s requirements for diversity. As a committee we are very interested in your thoughts, comments, and suggestions about achieving greater diversity in our Chapter, our profession, and in our firms. 

Contact: Vanessa Partin (Co-Chair), vanessa.partin@kirkland.com; Cindy Schuler (Co-Chair), cschuler@skgf.com 
Salary Survey
The Salary Survey Committee is responsible for maintaining, updating and running the local survey each year. They review the positions listed, the job descriptions, and the benefits questions to ensure that the survey remains relevant to the end users. The members of the committee also promote the survey within the Chapter to stimulate participation. In addition, the committee is tasked with selling the license to the survey software to other chapters within ALA for use in their locales. They also provide technical support and logistical guidance to those chapters who purchase and utilize our survey software.

Contact: Sheri Shifflett (Chair), cshifflett@saul.com; Emily Christianson (Co-Chair), echristianson@relmanlaw.com
Listserv: finance@lists.firmseek.com


Member Experience
The Member Experience Committee will establish a welcoming environment for new members to be integrated into the Chapter through a formal Ambassador Program. Ambassadors will provide support and guidance to new members through their first 12 months of membership, ensuring new members realize benefits of membership and become ambassadors of the Chapter. 

Contact: Barbara Kernus (Co-Chair), bkernus@gsblaw.com; Cheryl Flynn (Co-Chair), cflynn@wileyrein.com


Educational Sections

Branch Office Administrators
The Branch Office Adminsitrators Section focuses on a broad range of topics of interest to local adminisraotrs who must coordinate with other officees of their firms. The Section's monthly luncheon meetings, held on the second Tuesday of the month, provide a venue for members to discuss issues of common interest, share ideas, and network. Members are encouraged to raise topics and to recommend speakers.

Contact: Jenna Carter (Chair),  jenna.carter@ropesgray.com; Danita Ellis (Co-Chair), danita.ellis@nelsonmullins.com
Listserv: branchofcadmin@lists.firmseek.com


Office Operations Management
The members of the Office Operations Management Section represent a cross section of legal expertise from functional administrators to branch office managers. The Office Operations Management Section (OOMS) meets on the fourth Wednesday of every month to discuss operations related hot topics. We welcome all members to join the section, especially if you are an administrator in a small law office and you have to wear multiple hats. We can provide you with many best practices to run your operation smoothly.

Contact:  Kenia Garner (Chair),kenia.garner@pillsburylaw.com; Qeyana Hart (Co-Chair), qeyana.hart@bracewelllaw.com
Listserv: ooms@lists.firmseek.com
Intellectual Property (IP)
The Intellectual Property (IP) Section focuses on all aspects of legal management as it pertains to the IP Administrator. The group discusses the complexity of the ever-changing IP environment and how to effectively create and apply IP specific, non-legal procedures in both boutique and general practice firms. 

Contact: Sharon Smith (Chair),smith.sharon@arentfox.com; Kimberly J. Potter (Co-Chair), kpotter@sgrlaw.com
Listserv: ipadmin@lists.firmseek.com



Small Firm Management
The purpose of the Small Firm Management Section is to provide Administrators of law firms with 35 or fewer attorneys educational opportunities through vendor presentations, idea sharing and open forums specifically designed for those who work in smaller firms. The Small Firm Management Section meets the fourth Tuesday of the month at host law firms.

Contact: Julie Tomey (Chair),tomey@thewbkfirm.com; Wilmara Guido-Chizhik (Co-Chair), wguido-chizhik@bookoffmcandrews.com
Listserv: smallfirmadmin@lists.firmseek.com



​
Finance
Based on member feedback the Capital Chapter has formed a new Finance Section. We are seeking active members to helps us get this group up and running in 2016! As we get started, we will be focusing on what issues members are facing within their firms that we may be able to help address together. Topics may range from reviewing new time and billing systems to tax filings and matter budgeting solutions and anything in between. Your input is needed! Please consider adding Finance section meetings to your monthly educational schedule.

Contact: Andy George (Chair),  andrew.george@finnegan.com; Evan Kettig (Co-Chair),  kettige@gotofirm.com
Listserv: finance@lists.firmseek.com
Human Resources
The Human Resources Section operates as a venue for educational information on global human resources issues.  While the Section is mostly comprised of HR professionals, any member is invited to participate in the meetings which typically take place on the second or third Wednesday of each month.  The meetings feature industry speakers or roundtable discussions on topics such as recruiting, benefits, strategic planning, performance management, career pathing, retention and other matters of interest.

Contact: Carmen C. Weissbratten (Chair),cweissbratten@hpm.com; Aryn Blanton (Co-Chair),  aryn.blanton@bracewelllaw.com ​​
Listserv: hr@lists.firmseek.com

Technology
The Technology Section is looking for members to join the group for lively discussions about practical situations we all face daily in the information technology world. With ever-changing IT needs and issues, we will look at our firms' policies and procedures and help develop best practices and speak of the many concerns we all have. Even if you are not in the IT field,  your experiences and opinions will help us in bringing all departments of a law firm together and working on the same page.

Contact: Kenny Mitchell (Chair),  kmitchell@wbklaw.com; Frank Schipani (Co-Chair),  schipanif@gotofirm.com; ​
Listserv: alacaptech@lists.firmseek.com