Access to Trailblazers: Nan Alessandra’s Background in Ballet and Vision for Diversity Help Her Pointe the Way Forward by Lifting Others Up

Nan Alessandra learned the value of diversity at a young age. She started ballet when she was 3 years old, and for the next 20 years, she met people from across the country and the world. She grew up around teachers and classmates from diverse backgrounds, which increased her confidence in all situations. And in the team-focused world of ballet, she gained an appreciation for how different perspectives can make your team and your performance stronger.

Among other skills, ballet taught Nan to deal with adversity, or what she calls “the art of smiling through it all, even when you may be working against enormous odds.” She also saw this reflected in her grandfather’s attitude and work ethic. A musician who emigrated to New Orleans from Italy, her grandfather didn’t speak English and, as Nan says, “didn’t look or sound like” his peers. When Nan got upset seeing him treated badly because of this, he told her, “Don’t let anyone make you feel bad about yourself. Be proud of who you are.” He persevered even when the deck was stacked against him, but Nan never forgot the adversity she saw him face. This eventually led to her career as an employment lawyer, directing change to make everyone feel welcomed.

From the Ballet Barre to the Legal Bar

As she started her legal career, Nan brought with her the discipline, flexibility and approach to diversity she gained growing up. After law school, she clerked for U.S. District Judge A.J. McNamara of the Eastern District of Louisiana. In this court, she saw Phelps lawyers in action, which made her want to, as she put it, “audition for that role.” With offers from other firms on the table, she agreed to interview with Phelps. This meeting not only helped her decide to join the firm, but shaped her entire career.

When Nan interviewed with the firm’s managing partner at the time, Harry Redmon, he laid out his vision for how to make diversity a hallmark at Phelps. Nan says his clear communication of this vision, and his request that she be a part of it, drew her to the firm. He was also very open, answering every question she asked directly and honestly. Harry knew his mission to foster diversity at Phelps hinged on hiring and looking both within the firm and outside the firm to find people who would be implements of change. This included Nan. His trust in her and her trust in him and appreciation of his vision were major reasons she joined the firm.

Building a Diverse Practice at Phelps

Armed with Harry’s vision and her own life experience, Nan wanted to carry out this commitment to diversity in her practice. She wanted to be “where change could be.” This meant either voluntary change in the boardroom or mandatory change in the courtroom. Knowing that working with businesses on voluntary changes had the best chance of success, that’s where she steered her practice.

Nan became the first female practice coordinator at Phelps and built the firm’s New Orleans Labor and Employment group. When she recruited other talented attorneys to join, she showed the same candor and openness Harry showed her. As a result, she grew the Labor and Employment group into one of the firm’s most diverse practices. She credits this success to the support she was given, which she in turn was committed in giving to her colleagues at Phelps while she was practice coordinator for 20 years.

Nan’s Keys to Promoting Diversity in Business

Nan’s work building her career and supporting the careers of others lends itself well to the advice she gives companies. One key to building diversity is finding, as Nan says, “the best of the best.” When Nan oversaw the firm’s summer programs, she partnered with Tulane’s recruiting department and their efforts to hire minority lawyers, which connected Phelps to incredibly talented candidates.

When you find great candidates, the next step is candor. You need to be open to questions and answer honestly and directly. And don't discourage people from bringing issues to your attention. You can’t avoid or sugarcoat things because they’re uncomfortable. Open and honest conversations are the only way to reach productive solutions.

This approach also shows authenticity. Nan says, “If someone doesn’t trust the messenger, they’re not going to embrace the message.” Be clear and upfront about your vision and expectations, and you’ll get buy-in. But then you need to show people you mean what you say. Practice what you preach.

Authenticity begins with sincere outreach, but it takes work and commitment. That’s where support comes in. To have confidence in their career, people need to know that they’re being backed up. Support people along the way and do what you can to help them succeed. Identify candidates who can be a part of your commitment to diversity. Then put stepping stones in place for them to carry on the vision while building successful careers.

How Young Lawyers Can Support Diversity

Many of Nan’s tools for businesses apply to young lawyers, too. Her advice includes:

• Be candid, honest and authentic.
• When meeting with potential employers, don’t be afraid to ask direct questions.
• Put yourself in new situations and surround yourself with diverse groups of people. This will make you comfortable in any setting and teach you how to work with and support others.

Diversity starts with commitment, and just not with words. It takes an ongoing dedication and a direct approach to make sure all perspectives are included, supported and valued. With style and grace, Nan entered a male-dominated field and continues to work hard to position others to diversify the legal profession. It’s a worthwhile goal that provides invaluable dividends.