BakerHostetler NUMBER OF ATTORNEYS 2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

Transcription

1 PNC Center, 1900 East 9th Street Suite 3200 Cleveland, oh Phone: Fax: LOCATIONS Atlanta, GA; Chicago, IL; Cincinnati, OH; Cleveland, OH; Columbus, OH; Costa Mesa, CA; Denver, CO; Houston, T; Los Angeles, CA; New York, NY; Orlando, FL; Philadelphia, PA, Seattle, WA; Washington, DC DIVERSITY LEADERSHIP Head(s) of Firm: R. Steven Kestner, Chairman Diversity team leader(s): Ronald S. Okada, Professional Development Partner and Chicago Managing Partner-in-Charge NUMBER OF ATTORNEYS TOTAL NUMBER OF ATTORNEYS Currently As of December 31, 2014 Firmwide U.S. offices only

2 Law Firm Demographic Profile Does your firm have more than one tier of partnership? Yes ASSOCIATES (2014) SUMMER ASSOCIATES (2014) White/Caucasian African-American/Black 10 7 Hispanic/Latino 7 4 Asian Multiracial 2 2 Openly GLBT 6 1 Total White/Caucasian African-American/Black 1 0 Hispanic/Latino 0 3 Asian 2 1 Multiracial 1 0 Total EQUITY PARTNERS (2014) NON-EQUITY PARTNERS (2014) White/Caucasian African-American/Black 1 0 Hispanic/Latino 3 0 Asian 3 2 Total White/Caucasian African-American/Black 4 3 Hispanic/Latino 5 5 Asian 2 5 Multiracial 1 1 Openly GLBT 4 2 Total OF COUNSEL (2014) NEW HIRES (2014) White/Caucasian African-American/Black 1 4 Hispanic/Latino 2 2 Asian 1 3 Multiracial 1 2 Total White/Caucasian African-American/Black 2 4 Hispanic/Latino 5 3 Alaska Native/American Indian 0 1 Asian 6 7 Multiracial 1 0 Openly GLBT 4 0 Total 82 49

3 Strategic Plan and Diversity Leadership How does the firm's leadership communicate the importance of diversity to everyone at the firm? BakerHostetler is committed to incorporating diversity into our workforce and business strategies. Everyone in the Firm receives communication on the value of diversity and inclusiveness through a Diversity and Inclusion Commitment Statement and ongoing articles and updates on the Firm's website and intranet. This working environment of inclusion is fostered through the Firm's internal and external newsletters and through Chairman updates to everyone in the Firm. Additionally, the Professional Development Partner monitors diversity progress and provides updates regularly throughout the year to Firm Management at management meetings, retreats and other programs. The Firm has a Diversity and inclusion Brochure, which is available to internal and external constituents and provides an overview of the Firm's commitment to diversity (past, present and future). The Firm's website is frequently updated with diversity information. The Firm provides a self-identification form to all new hires, so that they can voluntarily decide if they want to provide racial, ethnic and LGBT self-identification. This has allowed us to track openly LGBT attorneys for the first time. Furthermore, a representative group of our LGBT community requested and helped draft language in applicable policies/procedures to specify LGBT language so that ALL attorneys and staff are treated the same. The Firm actively supports a number of diverse organizations and events both nationally and within each office's community. Recognizing the importance of maintaining the commitment to diversity during these difficult economic times, the Firm has been diligent in continuing to support female and minority organizations by providing time, financial resources and participation. The community service projects each attorney has supported and been involved in throughout the year are listed on his or her performance goals. Who has primary responsibility for leading diversity initiatives at your firm? BakerHostetler is led by Chairman and Partner R. Steven Kestner, who oversees all Firm initiatives. Ronald S. Okada, the Firm's Professional Development Partner and Chicago Partner-in-Charge, has primary responsibility for leading the Firm's diversity initiatives. Does your law firm currently have a diversity committee? Yes If yes, does the committee's representation include one or more members of the firm's management/executive committee (or equivalent)? Yes If yes, how many attorneys are on the committee, and in 2014, what was the total number of hours collectively spent by the committee in the furtherance of the firm's diversity initiatives? Total attorneys on committee: 22 Total hours spent on diversity: [No response] Comments: The specific hours spent working on the Firm's diversity and inclusion initiatives are not currently tracked. The Diversity and Inclusion Committee and 's Committee meet on a quarterly basis, either through phone conferencing or in person. Does the committee and/or diversity leader establish and set goals or objectives consistent with management's priorities? Yes If partially, please explain. Yes. Management's goals include steady growth of the Firm and improved communication and migration of the Firm's client base to more sophisticated work for our clients. The goals of the Diversity and Inclusion Committee, on which the Firm's Chairman serves, coincide with these Firm goals in several ways. The Firm's steady growth plans include the addition of strong lateral partners. The Diversity and Inclusion Committee has a goal of ensuring that minority candidates are proactively recruited and are strongly considered. The Firm's goal of improved communication includes reporting information to everyone in the Firm on all significant Firm initiatives, including diversity-a goal shared by the Diversity and Inclusion Committee. The marketing department has been designed so that every office and practice group has a marketing manager to ensure that their programs and successes are being acknowledged and communicated to others. The Firm's goal of migrating our client base to increase the amount of sophisticated legal work includes the use of diverse teams of attorneys for significant clients-also a goal shared by the Diversity and Inclusion Committee. Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm? Yes If yes, is it formal or informal? Yes, the Firm has a formal set of initiatives aimed at increasing diversity. The Diversity and Inclusion Committee establishes, pursues and measures initiatives. Further demonstrating our commitment to diversity, the Diversity and Inclusion Committee introduced the Diversity Fellowship Program. Open to any second year minority or LGBT law student, successful applicants to the program will receive up to a $25,000 award and a position in our summer associate program. The first Diversity Fellow was a summer associate in our Washington, D. C., office and became a fall associate in In 2015, we will have a diversity fellow in our Cleveland office. Another initiative is the Paul D. White Scholarship, established in The scholarship provides financial assistance and practical experience to minority law students. Since its inception, the program has granted more than $2 million in related summer associate and scholarship monies. The Firm currently has nine Paul White Scholars employed in its Cincinnati, Cleveland, Denver, Houston, and Washington, D. C., offices. In 2011, the Firm elected its first Paul White Scholar to the partnership. In addition, the 's Committee provides recommendations with respect to issues facing women lawyers. Within individual offices, committees have organized events to bring together female clients and prospective clients for networking and socializing. Throughout the year, the offices hold their own celebrations benefiting numerous nonprofit organizations and featuring remarks by high-profile women in leadership roles. How often does the firm's management review the firm's diversity progress/results? Quarterly

4 How is the firm's diversity committee and/or firm management held accountable for achieving results? BakerHostetler On a quarterly basis diversity demographics for both attorneys and staff are tracked, reviewed and reported. Also, there is ongoing analysis of diversity staffing reports for major clients to ensure that minority attorneys receive an opportunity to provide meaningful work and decision making for the Firm's high-profile clients. BakerHostetler has found the collection, analysis and reporting of this data to be extremely valuable in assessing diversity progress and maintaining accountability. The Firm's Chairman, Professional Development Partner, Management Committees, Diversity and Inclusion Committee and key clients receive these reports. The Diversity and Inclusion Committee meets several times a year and reviews current strategies and initiatives to track progress. This open disclosure is an essential aspect of establishing accountability for achieving results. Is your firm minority-owned or women-owned? No

5 Law Firm Diversity Initiatives INITIATIVES FOR ALL DIVERSE ATTORNEYS Already Completed Currently Addressing Not a Current Priority Undertake communication from firm management that diversity is a top priority of the firm Formalize diversity plan and committee with action steps and accountability to management Conduct firmwide diversity training for all attorneys and staff Focus on strengthening firm's mentoring program Conduct internal diversity needs assessment (e.g., culture and environment surveys) and/or retain diversity consultant to examine how firm culture might be more welcoming of minorities Support law firm's internal affinity networks Hire a director of diversity or other full-time professional to implement the firm's diversity program Coordinate or work with clients on diversity issues Develop/expand relationships with minority bar associations and other legal diversity organizations to offer firm's support of these networks

6 Law Firm Diversity Initiatives INITIATIVES SPECIFICALLY FOR MINORITY ATTORNEYS Already Completed Currently Addressing Not a Current Priority Increase the number of minority attorneys at the associate level Increase the number of minority attorneys at the partnership level Increase the number of minority attorneys in leadership positions Focus on strengthening firm's mentoring program for minority attorneys Manage/monitor allocation of work assignments and/or hours billed to ensure minority attorneys have equal access/inclusion on top client matters INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS Already Completed Currently Addressing Not a Current Priority Institute a formal part-time policy that addresses partnership prospects Increase the number of women at the associate level Increase the number of women at the partnership level Increase the number of women in leadership positions Focus on strengthening firm's mentoring program for women Manage/monitor allocation of work assignments and/or hours billed to ensure women have equal access/ inclusion to top client matters

7 Law Firm Diversity Initiatives INITIATIVES SPECIFICALLY FOR OPENLY GLBT ATTORNEYS Already Completed Currently Addressing Not a Current Priority Offer same-sex domestic partners the same benefits available to married individuals Increase the number of GLBT attorneys at the associate level Increase the number of GLBT attorneys at the partnership level Increase the number of GLBT attorneys in leadership positions Ensure that EEO and non-discrimination policies specifically address gender identity INITIATIVES SPECIFICALLY FOR ATTORNEYS WITH DISABILITIES Already Completed Currently Addressing Not a Current Priority Increase the number of attorneys with disabilities at the associate level Increase the number of attorneys with disabilities at the partnership level Increase the number of attorneys with disabilities in leadership positions Ensure that EEO and non-discrimination policies specifically address individuals with disabilities

8 Pipeline Initiatives Does your firm actively engage in initiatives to feed the diversity pipeline by encouraging minority students to consider law as a career and/or assisting them in pursuing such opportunities? Participate in established pipeline programs, such as SEO, Legal Outreach, Prep for Prep or Street Law Fund scholarships for minority high school or college students tor high school or college students Participate in or host mock trial programs or career events Provide internships or employment to minority high school or college students Outreach to middle school students Please discuss any additional efforts to reach out to diverse undergraduates, high school, middle school or grade school students. [No response]

9 Recruitment - New Associates Does your firm annually recruit at any of the following types of institutions? Ivy League schools: Columbia University, Harvard University, University of Pennsylvania and Yale University. Other private schools: American University, Capital University, Case Western Reserve University, Duke University, Fordham University, Georgetown University, George Washington University, Hofstra University, New York University, Northwestern University, Stanford University, Stetson University, St. John's University, University of Chicago, University of Denver, University of Miami, University of Notre Dame, University of Southern California and Washington and Lee University Law School. Public state schools: Cleveland State University, Florida State University, Ohio State University, University of California Los Angeles, University of Cincinnati, University of Colorado, University of Florida, University of Houston, University of Kentucky, University of Michigan, University of Minnesota, University of Texas and University of Virginia. Historically Black Colleges and Universities (HBCUs): None Diversity job fairs: Lavender Law Conference and Rocky Mountain Diversity Legal Fair Do you have any special outreach efforts directed to encourage minority law students to consider your firm? Hold a reception for minority students Advertise in minority law student association publications Participate in or host minority law student job fairs Sponsor minority law student association events Firm lawyers participate on career panels at schools Outreach to leadership of minority student organizations Scholarships or intern/fellowships for minority students Other (please specify) Do you have any programs specifically targeted at first-year students? Paul D. White, BakerHostetler's first minority partner, inspired his partners at BakerHostetler to create an annual scholarship for law students of Black or African American, Hispanic or Latino, Native Hawaiian or Pacific Islander, Asian, American Indian or Alaska Native descent. The scholarship, named in his honor, includes a paid summer clerkship and a $7,500 award. Although Mr. White passed away in 1997, his legacy lives on. More than $2 million in scholarships and clerkships for minority law students has been awarded in his name. Through The Paul D. White Scholarship, Mr. White continues to inspire young lawyers to believe in what they can become through education, commitment and leadership.

10 Recruitment - New Associates ALL 2L SUMMER ASSOCIATES (2014) OFFERS MADE* (2014) White/Caucasian Hispanic/Latino 0 1 Asian 2 0 Total * Summer associates who received an offer of full-time employment White/Caucasian Hispanic/Latino 0 1 Asian 1 0 Total OFFERS ACCEPTED* (2014) NEITHER ACCEPTED NOR DECLINED (2014) * Summer associates who accepted an offer of full-time employment * Summer associates who neither accepted nor declined an offer of full-time employment because of postgraduate clerkship/fellowship White/Caucasian Hispanic/Latino 0 1 Asian 1 0 Total White/Caucasian 1 1 Asian 0 0 Total 1 1

11 Recruitment - Lateral Associates and Partners BakerHostetler LATERAL ASSOCIATE HIRES (2014) LATERAL OF COUNSEL HIRES (2014) White/Caucasian African-American/Black 0 2 Hispanic/Latino 3 1 Asian 2 1 Total White/Caucasian 10 6 Hispanic/Latino 1 1 Asian 1 3 Total LATERAL PARTNER HIRES* (2014) NEW PARTNERS PROMOTED* (2014) * Both equity and non-equity * Both equity and non-equity promoted from associate or of counsel rank White/Caucasian 16 5 Hispanic/Latino 0 1 Asian 0 1 Total 16 7 White/Caucasian 12 6 African-American/Black 1 1 Asian 0 1 Openly GLBT 1 0 Total 13 8 NEW EQUITY PARTNERS* (2014) * Whether hired laterally or promoted from within White/Caucasian 12 2 Asian 0 0 Total 12 2

12 Recruitment - Lateral Associates and Partners BakerHostetler What activities does the firm undertake to attract diverse attorneys? Partner programs with women, minority, gay/lesbian or disability-focused bar associations Participate at diversity job fairs Attend events at diversity legal organizations Seek referrals from other attorneys Utilize online job services (e.g., MCCA Job Bank) Hire recruiting professional who specializes in identifying diverse candidates Other (please specify) Do you use executive recruiting/search firms to seek to identify new diversity hires (partners or associates)? Yes If yes, are any of these executive recruiting/search firms women and/or minority-owned? Yes If yes, list all women and/or minority-owned executive search/recruiting firms to which the firm paid a fee for placement services in the past 12 months: [No response]

13 Retention and Professional Development A T T O R N E Y S W H O L E F T T H E F I R M I N ST-YEAR ASSOCIATES White/Caucasian 0 0 African-American/Black 0 1 Asian 1 0 Total 1 1 2ND-YEAR ASSOCIATES White/Caucasian 2 1 Asian 0 0 Total 2 1 3RD-YEAR ASSOCIATES White/Caucasian 3 3 African-American/Black 0 1 Hispanic/Latino 1 0 Asian 0 2 Total 4 6 4TH-YEAR ASSOCIATES White/Caucasian 1 1 African-American/Black 0 1 Hispanic/Latino 1 0 Asian 0 0 Total 2 2 5TH-YEAR ASSOCIATES White/Caucasian 0 2 Hispanic/Latino 0 1 Asian 0 1 Multiracial 0 1 Total 0 5 6TH-YEAR ASSOCIATES White/Caucasian 3 0 Asian 2 1 Total 5 1

14 Retention and Professional Development A T T O R N E Y S W H O L E F T T H E F I R M I N TH-YEAR ASSOCIATES White/Caucasian 6 2 African-American/Black 0 2 Asian 0 1 Total 6 5 8TH-YEAR PLUS ASSOCIATES White/Caucasian 5 3 African-American/Black 0 2 Hispanic/Latino 1 0 Asian 0 0 Multiracial 1 0 Openly GLBT 1 0 Total 7 5 OF COUNSEL White/Caucasian 5 6 Asian 0 0 Total 5 6 NON-EQUITY PARTNERS White/Caucasian 15 7 African-American/Black 0 1 Asian 1 0 Total 16 8 EQUITY PARTNERS White/Caucasian 0 0 Asian 1 0 Total 1 0

15 Retention and Professional Development Please identify the specific steps you are taking to reduce the attrition rate of diverse attorneys. Develop and/or support internal employee affinity groups (e.g., networks within the firm for minorities, women, gay/lesbian attorneys, or individuals with disabilities) Increase/review compensation relative to competition Increase/improve current work/life programs Adopt dispute resolution process Succession plan includes emphasis on diversity and greater inclusion of non-white men and women in firm leadership Work with diverse attorneys to develop career advancement plans Introduce diverse attorneys to key clients, including to lead engagements Review work assignments and hours billed to key client matters to make sure diverse attorneys, particularly non-white attorneys (i.e., minority attorneys, for whom research indicates a greater inclusion problem), are not being excluded: Strengthen mentoring program for all attorneys Professional skills development program for all attorneys Provide a gender-neutral parental leave policy that covers adoptions Other (please specify) Does your firm have part-time/flex-time policies that permit attorneys (male or female) to work alternative schedules? Yes Comments: Yes, BakerHostetler is sensitive to the importance of a balanced life for female and male attorneys and offers part time/flex-time policies that permit attorneys to work alternative schedules. What impact, if any, will the decision to work part time have on an attorney's ability to make a partner, or if already a partner, to remain a partner at your firm? Part-time attorneys have become partners, and other partners have reduced their hours to become part-time. A part-time attorney may be delayed in achieving partner status due to a delay in sufficient experience, but is eligible to achieve partner status once he or she has sufficient experience. How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? 2

16 Retention and Professional Development PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS (2014) Total (full and part-time) Associates Of counsel Non-equity partner Equity partner

17 Management Demographic Profile F I R M W I D E C O M M I T T E E S EECUTIVE/MANAGEMENT COMMITTEE* HIRING COMMITTEE* * Attorneys on the Executive/Management Committee or equivalent * Attorneys on Hiring Committee or equivalent White/Caucasian 11 4 Asian 0 0 Total 11 4 White/Caucasian 8 3 African-American/Black 0 1 Asian 0 0 Total 8 4 PARTNER REVIEW COMMITTEE* ASSOCIATE REVIEW COMMITTEE* * Attorneys on the Partner Review Committee or equivalent * Attorneys on the Associate Review Committee or equivalent White/Caucasian Hispanic/Latino 3 0 Asian 5 0 Total White/Caucasian Hispanic/Latino 3 0 Asian 5 0 Total ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT White/Caucasian 4 5 African-American/Black 3 1 Hispanic/Latino 4 1 Asian 2 2 Openly GLBT 1 0 Total 13 9

18 Management Demographic Profile O T H E R L E A D E R S H I P R O L E S Leadership positions (2014) U.S. office heads Practice group/ department leaders Committee leaders Total number of positions n/a n/a n/a Number of such positions held by: Minorities n/a n/a n/a n/a n/a n/a GLBT attorneys n/a n/a n/a n/a Please provide information regarding all diverse attorneys who currently head offices, practice groups and committees. Enter responses in the following format: Attorney, Office location/practice group/committee (No. of attorneys in office/practice group/committee). U.S. OFFICE HEADS How many offices does your firm have in the United States? 14 Minorities heading offices: Ronald S. Okada, Chicago Office (21) heading offices: Lisa H. Pennington, Houston Office (91) GLBT attorneys heading offices: [No response] Individuals with disabilities heading offices: PRACTICE GROUP/DEPARTMENT LEADERS Minorities heading practices: Ronald S. Okada, Chicago Office All Practice Group Coordinator (21), Manuel J. Asensio III, Columbus Office Employment Practice Group Coordinator (16), Fernando A. Bohorquez, Jr., New York Office Litigation Practice Group Coordinator (89), Maurice Sanchez, Costa Mesa Office Litigation Practice Group Coordinator (8) heading practices: Elizabeth A. McNellie, Columbus Office Unassigned Practice Group Coordinator (3), Deborah A. Wilcox, Cleveland Office Intellectual Property Practice Group Coordinator (8), Suzanne K. Hanselman, Cleveland Office Business Practice Group Coordinator (36), Melissa A. Leonard, Cleveland Office Unassigned Practice Group Coordinator (4), Michelle M. St. Pierre, Denver Office Tax Practice Group Coordinator (10), Amy E. Kellogg, Cleveland Office Real Estate Practice Group Coordinator (4), Elizabeth A. Scully, Washington D. C. Office Litigation Practice Group Coordinator (53), Leah E. DeLancey, Costa Mesa Office Tax Practice Group Coordinator (5), Tracy L. Cole, New York Office Employment Practice Group Coordinator (8), Elizabeth A. Smith, New York Office Tax Practice Group Coordinator (2), Margaret Rosenthal, Los Angeles Office Employment Practice Group Coordinator (8), Katrina M. Quicker, Atlanta Office Intellectual Property Practice Group Coordinator (11), GLBT attorneys heading practices: [No response] Individuals with disabilities heading practices: [No response] COMMITTEE LEADERS Minorities heading committees: Ronald S. Okada, Diversity Committee Chair (21) heading committees: Suzanne K. Hanselman, 's Committee Chair (18) GLBT attorneys heading committees: [No response] Individuals with disabilities heading committees:

19 The Firm Says BakerHostetler is celebrating its 99th anniversary, a milestone that represents more than longevity. It offers a time to salute the many important clients, friends and employees who have grown with us. On January 1, 2014, BakerHostetler combined with the highly regarded Intellectual Property law firm Woodcock Washburn, creating one of the largest IP practices among global law firms and becoming a "go to" resource for technology-focused clients. With the combination, the Firm's IP practice doubled to nearly 140 lawyers, including more than 100 registered patent attorneys and agents. The combination enhances the Firm's ability to help clients maximize the value of their intellectual property through high-level IP counsel, including patent prosecution, litigation, and IP transactions for leading technology companies and patent-rich universities and research institutions. BakerHostetler is committed to diversity and to fostering a working environment of respect and inclusion. The Firm is dedicated to hiring, retaining and promoting minority and women attorneys. To advance these goals the Firm has demonstrated measurable actions. Recruiting: We recognize that to best serve the needs of our diverse client base, we must foster an inclusive environment that maximizes a variety of perspectives and experiences for creative solutions. For the past 14 years, more than half of all new associates have been women and minorities. In 2014, we added 130 lawyers, 37% of whom were women and 22% of whom were minorities. This is in addition to the combination with Woodcock Washburn attorneys. Moreover, 46% of our Fall 2014 Associate Class are women and 34% are minorities. In honor of the Firm's first African-American partner, who joined the Firm in 1968, we established the Paul White Scholarship in The scholarship provides financial assistance and practical experience to minority law students with a paid summer clerkship and a cash award. The program has granted more than $2 million in related summer associate salaries and scholarship monies since its inception. The Firm currently has nine Paul White Scholars employed in its Cincinnati, Cleveland, Denver, Houston, and Washington, D. C., offices. In 2011, the Firm elected its first Paul White Scholar to the partnership. Diversity and Inclusion Committee: The Diversity and Inclusion Committee is responsible for establishing and leading the diversity and inclusion initiatives of the Firm. In 2014, we held our ninth Diverse Attorney Conference to bring together our minority and LGBT attorneys, and senior members of Firm management. Over 80 minority attorneys attended the discussions led by Arin Reeves, a leading researcher, author and advisor in the fields of leadership and inclusion. The conference focused on understanding and neutralizing unconscious bias, career development and successful techniques for professional development. The event placed emphasis on skill-building and served to facilitate formal and informal discussions among minority and LGBT lawyers and top Firm management to facilitate discussions on strategies to increase recruitment, retention and promotion of minority attorneys. The Diversity and Inclusion Committee developed the Diversity Fellowship. Open to any minority or LGBT second-year law student, the fellowship provides up to a $25,000 award - $10,000 is paid with a summer associate position with the Firm and the remaining $15,000 is contingent upon receiving and accepting a full-time offer with the Firm. Our first Diversity Fellow was a summer associate in our Washington, D.C., office in 2010 and became a fall associate in The Cleveland office will welcome a diversity fellow to the 2015 summer associate class. Professional Development & Support: The culture of our Firm is that of a continual learning environment. We strongly support continuing legal education, conference attendance, seminars and online learning so attorneys and staff can stay abreast of all legal substantive matters and job improvement. We have an online learning center that can be accessed 24/7. ALL employees have access to all PLI and West Legal Education courses. In addition to paying for attorneys' membership in one national minority bar association, the Firm has proudly sponsored and actively participated in numerous activities sponsored by these and other organizations, including but not limited to: Charting Your Own Course Conference, Columbus Bar Association (Minority Clerkship Program), National Bar Association, Black Law Students Association (national and regional), National Lesbian and Gay Law Foundation, Black Lawyers Association, Asian American Bar Association and the Hispanic National Bar Association, Latin American Education Fund, the Hispanic Roundtable, and the Corporate Counsel of Color Career Strategies Conference. We have developed 1st and 4th year associate mentoring programs in response to a desire to retain and develop our attorneys. Our attorneys are also encouraged to participate in various local, regional and national events that aim to advance minorities in leadership roles in the legal profession. The Firm continues to look for opportunities to sponsor programs that are a good match with our goals and initiatives. These sponsorships and the participation of our attorneys are important because they demonstrate and reaffirm the commitment to diversity that all of our offices share. While we are proud of our achievements, we recognize that it is necessary to maintain this effort by routinely dedicating time and resources to our diversity and inclusion initiatives.