Law new is a growing field in the legal industry. All firms need to understand it and be able to harness its ideas. This will help them discover a new source of revenue without impacting other areas of practice that are their primary focus.
The legal industry must adopt fluid, collaborative delivery mechanisms that more closely resemble those of its corporate customers and society at large. This will mean greater collaboration between legal practitioners, allied legal professionals on the business of law side, and in-house legal departments; integration of the legal supply chain, erasing artificial, lawyer-created distinctions between provider sources; and increased collaboration with other industries and professions to achieve outcomes that deliver significant value to businesses and their customers.
These changes will create a legal industry that is more holistically diverse, cognitively, demographically, and culturally. Its workforce will be more creative, tech and data proficient, empathetic, and team-oriented. It will also be more fluid and adaptive, enabling it to respond rapidly to changing customer demands and opportunities. The industry will embrace the customer-centric mindset that is driving a radical transformation in most other business sectors.
This is a time of rapid change, where traditional approaches no longer work. Law firms are struggling to keep up with the pace of innovation in other industries and to compete in the digital marketplace. They are looking for ways to cut costs and operate more efficiently. However, they are also experimenting with new ways of doing business.
The New Laws were the result of a reform movement that emerged as a reaction to what were considered less effective, decades-old Leyes de Burgos. The laws were designed to regulate relations between the Spanish and their newly conquered indigenous peoples in the New World. They were the first human rights laws in the New World and aimed to end the system of forced Indian labor known as encomienda.
Despite intense business opposition, this law was passed and will require employers in California with 15 or more employees to include salary ranges in job postings. However, it is unclear how much this will actually affect pay gaps and inequality.
While this is a small step in the right direction, it will force companies to be more transparent about their pay practices. It will also make it easier for workers to compare wages. However, this is a small part of the larger push to address gender bias in salaries.
The New Laws will be enforced by the state attorney general and the district attorneys. In addition, a commission will study how to better support survivors of domestic violence and provide resources to prevent and address the problem. This is a critical issue and one that deserves further investigation.