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V O L . X X I I I N O. X X I X D E C E M B E R 1 1 , 2 0 1 7 20 H R / R E C R U I T M E N T F O C U S » C O N T I N U E D F RO M P R E V I O U S PA G E BANGOR, MAINE • 207.947.4501 • RUDMANWINCHELL.COM Just ask our clients, and they'll agree with Jim. For over 100 years, Rudman Winchell has earned the trust and respect of businesses all across the state of Maine. Give us a call and find out what we can do for you. A TRUE STRATEGIC PARTNER FOR YOUR BUSINESS Jim Rogers, President, HealthConnect Networks: "With Rudman Winchell's help and legal expertise , we've saved over a 1,000 hospitals and clinics more than $50 million." Unintended consequences ough well-meaning, such alterna- tive arrangements can sabotage long- term workplace success in other ways. Telecommuting, for example, allows employees of both genders to meet family responsibilities, while allowing them to work. But one lawyer cites potential pitfalls. " e problem I see, as a partner in a law fi rm, is that a lot of advancement is built on relationships. If I have a par- ticularly interesting hearing and I walk by an associate's offi ce, I say, 'Do you want to come along?' and it's a learning opportunity," says Anne-Marie Storey, who practices employment law at Rudman Winchell in Bangor. "If you're not there, you might get overlooked — not intentionally, but just because you're not there. And if you don't get to know the people who ultimately will deter- mine whether you'll become partner, that's also a disadvantage. Even the way assignments are given — that person might not come immediately to mind." Still, the impact isn't entirely negative. "As a new associate, I used to be very vocal that women have to be treated exactly the same way as men," Storey says. "As time went on, I realized that a lot of women are making the choice — 'I don't want to work 100 hours a week. I want to raise my child.' at, to me, is just as empowering as saying, 'I want to be a partner and work 100 hours per week.' e crux of the whole How the public sector addresses gender disparity G ina Tapp, the city of Portland's director of human resources, says the city always looks out for potential gender disparity. For example, the city hires numer- ous engineers and fi refi ghters, histori- cally male-dominated fi elds. "If we see an area where we need more women, we consciously recruit them. We keep communications open with schools or other organizations where women might be trained." Once hired, the city is welcoming, ensuring equal pay, advancement and a voice at the table. HR must defend against attitudinal challenges. "If you're interviewing peo- ple, and a woman comes in and she's pregnant or talks about her young chil- dren, you have to be sure that isn't part of hiring or promotion decisions." 877.700.6800 | mainecf.org Stewards for charitable giving. Helping donors help Maine. For all Maine gives, it's no wonder we give back. For the time you realized Santa Claus could arrive on a lobster boat. For the moment you caught the first hint of wood smoke in the chilly air.

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