TakeALittleAction.com highlights individuals and initiatives that are “taking action” to advance women in the tech, legal, finance, energy, science, and other communities.  As demonstrated by these efforts, little actions can have big ripple effects.

Click on the featured individuals to learn how you can help to expand these efforts.  Our hope is that you will offer your expertise and assistance to these individuals so their innovative ideas and good deeds can continue to grow. We also hope these stories will inspire you to start your own efforts to advance women in the workforce.

If you are interested in profiling an individual or initiative that advances women in the legal, tech, science, or other industries, please contact Caren Ulrich Stacy at caren@diversitylab.com.

Video Source: Produced by Steve Gluckman (an amazing e-learning expert) and Caren Ulrich Stacy for the Catalyst #DisruptTheDefault Call to Action

— Caren Ulrich Stacy, Founder of the Diversity Lab



The Diversity Lab creates and invests in innovative talent management and diversity initiatives. Data and design-thinking are at the core of everything the Lab does.  The Lab’s hallmark project – the OnRamp Fellowship – has helped boost diversity in law firms as the first “Returnship” ever launched in the legal profession for women lawyers. The Fellowship has now expanded into corporations and financial services firms.  Other current projects include:

— TalentThinkTank.com – Examining innovative talent practices in recruitment, development, and diversity (collaborative blog with more than 25 talent thought leaders)

— Judicial Diversity Initiative – Providing diverse lawyers with details on how to apply for state judgeships and a listing of current openings across the U.S.

— WomenLegalExperts.com – Promoting successful women lawyers across the country who have been identified as experts in their field by Chambers and BTI (Launching in Summer 2016)

— Culture Analysis – Facilitating the first empirical study with legal departments, law firms, and financial services firms to better understand the organizations’ overall cultures as well as the micro-cultures that exist in each practice group/division