Perkins Coie LLP NUMBER OF ATTORNEYS 2014 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
|
|
- Conrad Heath
- 8 years ago
- Views:
Transcription
1 1201 Third Avenue Suite 4900 Seattle, WA Phone: (206) Fax: (206) LOCATIONS Anchorage; Beijing; Bellevue; Boise; Chicago; Dallas; Denver; Los Angeles; Madison; New York; Palo Alto; Phoenix; Portland; San Diego; San Francisco; Seattle; Shanghai; Taipei; Washington, D.C. DIVERSITY LEADERSHIP Head(s) of Firm: Robert Giles, Firmwide Managing Partner Diversity team leader(s): Audra Mori, Partner & Strategic Diversity Committee Chair NUMBER OF ATTORNEYS TOTAL NUMBER OF ATTORNEYS Currently As of December 31, 2013 Firmwide U.S. offices only
2 Law Firm Demographic Profile Does your firm have more than one tier of partnership? Yes ASSOCIATES (2013) SUMMER ASSOCIATES (2013) White/Caucasian African-American/Black 4 2 Hispanic/Latino 11 8 Alaska Native/American Indian 1 0 Asian Multiracial 5 7 Openly GLBT 1 4 Individuals with disabilities 2 1 Total White/Caucasian African-American/Black 5 2 Hispanic/Latino 1 2 Alaska Native/American Indian 2 0 Asian 5 8 Multiracial 0 1 Total EQUITY PARTNERS (2013) NON-EQUITY PARTNERS (2013) White/Caucasian African-American/Black 2 1 Hispanic/Latino 6 1 Alaska Native/American Indian 1 0 Asian 8 3 Multiracial 2 0 Openly GLBT 3 1 Individuals with disabilities 1 0 Total Vault and MCCA define an equity partner as a partner who has the right to share in the profits of the firm. Perkins Coie has conformed its definition of equity partner to this definition and, as a result, this year's data is different from data presented in previous years when the firm applied a different definition of an equity partner. White/Caucasian African-American/Black 2 1 Hispanic/Latino 1 1 Asian 6 4 Multiracial 2 1 Openly GLBT 3 2 Individuals with disabilities 2 0 Total Vault and MCCA define a non-equity partner as a firm employee who has been promoted from associate to a tier of partnership in which the lawyer does not share in the profits or capital of the firm. Perkins Coie has conformed its definition of non-equity partner to this definition and, as a result, this year's data is different from data presented in previous years when the firm applied a different definition of a non-equity partner. OF COUNSEL (2013) NEW HIRES (2013) White/Caucasian African-American/Black 0 1 Hispanic/Latino 1 0 Alaska Native/American Indian 1 0 Asian 5 1 Multiracial 0 1 Openly GLBT 3 1 Individuals with disabilities 2 0 Total White/Caucasian African-American/Black 0 1 Hispanic/Latino 1 1 Alaska Native/American Indian 1 0 Asian 12 9 Multiracial 0 3 Openly GLBT 0 1 Individuals with disabilities 1 0 Total 74 49
3 Strategic Plan and Diversity Leadership How does the firm's leadership communicate the importance of diversity to everyone at the firm? The firm's leadership communicates the importance of diversity to everyone at the firm through a number of methods, including: Regular announcement and articles on local and national firm diversity events and programs on the firm's internal intranet page; Highlighting diversity in the firm's overview, annual report and "State of the Firm" presentation; Demonstrating diversity's priority during the annual partner planning conference through offering diversity training and receptions for diverse lawyers; A prominent space for diversity on the firm's external and internal websites; Implementing a Diversity Resource Checklist to encourage individual partner involvement in diversity that is reviewed and considered by the Partner Compensation Committee Who has primary responsibility for leading diversity initiatives at your firm? Theresa Cropper, Chief Diversity Officer 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 2013, 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: 12 Total hours spent on diversity: 3848 Does the committee and/or diversity leader establish and set goals or objectives consistent with management's priorities? Yes 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? Formal How often does the firm's management review the firm's diversity progress/results? Quarterly How is the firm's diversity committee and/or firm management held accountable for achieving results? We monitor our progress in reaching our goals to ensure our diversity initiatives are effective and require regular reporting on that progress. The Chief Diversity Officer reports monthly to the Management Committee and quarterly to the Executive Committee on the progress on annual diversity goals and initiatives. The committees review the goals and analyze the successes and challenges. This formal assessment is presented to the firm's partners in an annual report during the Partner Planning Conference. Is your firm minority-owned or women-owned? No
4 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
5 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 Other (please specify): Increase the number of minority lawyers at equity partnership levels.
6 Law Firm Diversity Initiatives 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 Other (please specify): Increase the number of women at equity partnership levels; provide business development training to all women
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 Other (please specify): Increase the number of openly GLBT lawyers at equity partnership levels; manage/ monitor allocation of work assignments and/or hours billed
8 Law Firm Diversity Initiatives 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 Other (please specify): Manage/monitor allocation of work assignments and/or hours billed
9 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]
10 Recruitment - New Associates Does your firm annually recruit at any of the following types of institutions? Ivy League schools: Cornell, Columbia, Harvard, Penn, Yale Other private schools: BYU, Chicago, Chicago-Kent, DePaul, Duke, Fordham, George Washington, Georgetown, Gonzaga, Lewis & Clark, Loyola (CHI), Loyola (LOS), Northwestern, NYU, Santa Clara, Seattle U., SMU, Stanford, USC, Vanderbilt, Willamette Public state schools: UC Hastings, UC Irvine, UCLA, UC Berkeley, UC Davis, UVA, U. of Washington, Michigan, U. of Arizona, Texas, U. of Utah, U. of Oregon, U. of Illinois Historically Black Colleges and Universities (HBCUs): Howard Diversity job fairs: Bay Area Diversity Job Fair, Cook County Minority Job Fair, HNBA Career Fair, Impact Job Fair, Lavender Law Career Fair, Northwest Minority Job Fair, Oregon Diversity Job 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? Since 1991, we have offered a 1L Diversity Fellowship program to first year law students. The fellowships include a paid summer associate position the summer following their first year in law school and a $7,500 academic scholarship. In 2013, the firm hosted eight 1L Diversity Fellows in eight offices.
11 Recruitment - New Associates ALL 2L SUMMER ASSOCIATES (2013) OFFERS MADE* (2013) White/Caucasian African-American/Black 3 0 Hispanic/Latino 0 1 Alaska Native/American Indian 2 0 Asian 2 7 Multiracial 0 1 Total * Summer associates who received an offer of full-time employment White/Caucasian 11 9 African-American/Black 3 0 Hispanic/Latino 0 1 Alaska Native/American Indian 1 0 Asian 2 5 Multiracial 0 1 Total OFFERS ACCEPTED* (2013) NEITHER ACCEPTED NOR DECLINED (2013) * 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 11 8 African-American/Black 3 0 Hispanic/Latino 0 1 Alaska Native/American Indian 1 0 Asian 1 3 Total White/Caucasian 0 1 Asian 0 0 Total 0 1
12 Recruitment - Lateral Associates and Partners Perkins Coie LLP LATERAL ASSOCIATE HIRES (2013) LATERAL OF COUNSEL HIRES (2013) White/Caucasian African-American/Black 0 1 Asian 4 6 Multiracial 0 2 Total White/Caucasian 9 7 Alaska Native/American Indian 1 0 Asian 1 0 Multiracial 0 1 Openly GLBT 0 1 Total 11 8 LATERAL PARTNER HIRES* (2013) NEW PARTNERS PROMOTED* (2013) * Both equity and non-equity * Both equity and non-equity promoted from associate or of counsel rank White/Caucasian 12 4 Asian 4 1 Individuals with disabilities 1 0 Total 16 5 White/Caucasian 10 5 Hispanic/Latino 1 0 Asian 0 0 Multiracial 0 1 Total 11 6 NEW EQUITY PARTNERS* (2013) * Whether hired laterally or promoted from within White/Caucasian 1 1 Asian 0 0 Total 1 1 Vault and MCCA define an equity partner as a partner who has the right to share in the profits of the firm. Perkins Coie has conformed its definition of equity partner to this definition and, as a result, this year's data is different from data presented in previous years when the firm applied a different definition of an equity partner.
13 Recruitment - Lateral Associates and Partners Perkins Coie LLP 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: Watanabe Nason LLC, McClure Feuer, Palmer Kent Associates, Alan Miles & Associates, Inc., Suzanne Gardiner Keeton, LLC, and Vintage Legal
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 ST-YEAR ASSOCIATES White/Caucasian 1 0 Asian 0 0 Total 1 0 2ND-YEAR ASSOCIATES White/Caucasian 1 0 African-American/Black 0 1 Asian 2 0 Total 3 1 3RD-YEAR ASSOCIATES White/Caucasian 1 0 Asian 0 1 Native Hawaiian/Pacific Islander 0 1 Total 1 2 4TH-YEAR ASSOCIATES White/Caucasian 0 1 African-American/Black 1 0 Asian 0 0 Total 1 1 5TH-YEAR ASSOCIATES White/Caucasian 2 2 Asian 1 1 Multiracial 0 2 Total 3 5 6TH-YEAR ASSOCIATES White/Caucasian 5 0 Asian 0 1 Total 5 1
15 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 3 1 Asian 0 0 Total 3 1 8TH-YEAR PLUS ASSOCIATES White/Caucasian 3 3 Asian 0 2 Total 3 5 OF COUNSEL White/Caucasian 7 4 Asian 3 2 Total 10 6 NON-EQUITY PARTNERS White/Caucasian 3 3 Asian 0 0 Total 3 3 Vault and MCCA define a non-equity partner as a firm employee who has been promoted from associate to a tier of partnership in which the lawyers does not share in the profits or capital of the firm. Perkins Coie has conformed its definition of non-equity partner to this definition and, as a result, this year's data is different from data presented in previous years when the firm applied a different definition of a non-equity partner. EQUITY PARTNERS White/Caucasian 6 2 African-American/Black 1 0 Asian 0 0 Total 7 2 Vault and MCCA define an equity partner as a partner who has the right to share in the profits of the firm. Perkins Coie has conformed its definition of equity partner to this definition and, as a result, this year's data is different from data presented in previous years when the firm applied a different definition of an equity partner.
16 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 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? There is no significant impact that a decision to work part-time has on a lawyers' ability to make partner or to remain a partner at the firm. Part-time associates and of counsel are eligible for election to the partnership. The timing of consideration for partnership will be determined through the evaluation process on a case-by-case basis, as with other candidates and on a basis consistent with the firm's flexible partnership track. Part-time lawyers are judged by the same criteria as other candidates, including but not limited to whether they have sufficient practice experience to have attained the requisite level of professional development. The firm has had several lawyers make partner while they were working a part-time schedule, and a number of partners currently work a part-time schedule. How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? We have 51 equity partners who have worked part time. Vault and MCCA define an equity partner as a partner who has the right to share in the profits of the firm. Perkins Coie has conformed its definition of equity partner to this definition and, as a result, this year's data is different from data presented in previous years when the firm applied a different definition of an equity partner.
17 Retention and Professional Development PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS (2013) Total (full and part-time) Associates Of counsel Non-equity partner Equity partner Vault and MCCA define an equity partner as a partner who has the right to share in the profits of the firm and a non-equity partner as a firm employee who has been promoted from associate to a tier of partnership in which the lawyer does not share in the profits or capital of the firm. Perkins Coie has conformed its definition of equity and non-equity partner to these definitions and, as a result, this year's data is different from data presented in previous years when the firm applied different definitions of an equity and non-equity partner.
18 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 9 3 Asian 1 0 Openly GLBT 0 1 Total 10 3 White/Caucasian African-American/Black 2 0 Hispanic/Latino 1 2 Asian 2 1 Multiracial 1 0 Openly GLBT 2 1 Total PARTNER REVIEW COMMITTEE* ASSOCIATE REVIEW COMMITTEE* * Attorneys on the Partner Review Committee or equivalent * Attorneys on the Associate Review Committee or equivalent White/Caucasian 13 2 African-American/Black 0 1 Asian 1 1 Total 14 4 White/Caucasian 11 9 African-American/Black 1 0 Hispanic/Latino 1 0 Asian 0 0 Openly GLBT 1 0 Total 13 9 ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT White/Caucasian African-American/Black 3 2 Hispanic/Latino 9 2 Alaska Native/American Indian 1 0 Asian 9 5 Multiracial 1 5 Openly GLBT 4 2 Individuals with disabilities 1 1 Total This includes all lawyers who are members of our national Strategic Diversity Committee and office diversity committees.
19 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 (2013) U.S. office heads Practice group/ department leaders Committee leaders Total number of positions Number of such positions held by: Minorities GLBT attorneys Individuals with disabilities 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? 16 Minorities heading offices: C. Kao, Palo Alto (52); F. Rivera, Seattle (284) heading offices: B. Schussman, San Francisco (46); M. Umberger, Madison (26) GLBT attorneys heading offices: N/A Individuals with disabilities heading offices: N/A PRACTICE GROUP/DEPARTMENT LEADERS Minorities heading practices: P. Rao, White Collar & Investigations (29); G. Han Stanton, Trademark & Copyright (14) heading practices: J. Cunningham, Personal Planning (19); S. Daley, Tax, Benefits & Compensation (19); S. Foster, Antitrust (28); K. O'Sullivan, Appellate (8); M. Rubocki, Emerging Companies & Venture Capital (36); G. Han Stanton, Trademark & Copyright (14) GLBT attorneys heading practices: N/A Individuals with disabilities heading practices: N/A COMMITTEE LEADERS Minorities heading committees: B. Ai, San Diego Hiring Subcommittee (1); S. Chaudhary, Washington, D.C. Community Service Subcommittee (4); G. Colindres, Los Angeles Diversity Committee (8); R. Garcia, Dallas Diversity Committee (1); D. Hopkins, New York Diversity Committee (2); J. Markley, Portland Pro Bono Subcommittee (5); A. Mori, Strategic Diversity Committee (12); F. Rivera, Seattle Diversity Committee (8); R. Ross, New York Hiring Subcommittee (2), New York Pro Bono Subcommittee (1); T. Tate, Bay Area Diversity Committee (10) heading committees: L. Adamson, San Francisco Community Service Subcommittee (6); P. Anderson, Bellevue Diversity Committee (3); H. Beck, Seattle Art Committee (5); D. Benderly, Portland Diversity Committee (6); D. Bernard, Technology Committee (10); S. Betcher, Seattle Attorney Development Subcommittee (5); S. Chaudhary, Washington, D.C. Community Service Subcommittee (4); K. Day, Portland Attorney Development Subcommittee (7); E. Dial, Contributions Committee (16); R. Garcia, Dallas Diversity Committee (1); A. Gerlicher, Phoenix Diversity Committee (5); P. Hampton, Portland Community Service Subcommittee (6); T. Henderson, Dallas Pro Bono Subcommittee (2); L. Johnson, Washington, D.C. Hiring Subcommittee (4), Washington, D.C. Summer Associate Subcommittee (3); B. Larson, Chicago Hiring Subcommittee (9); E. Lee, Madison Community Service Subcommittee (3); S. Linde, Washington, D.C. Diversity Committee (4); T. Lindquist, Chicago Diversity Committee (7); J. MacLean, Washington, D.C. Pro Bono Subcommittee (7); E. Malmen, Boise Pro Bono Subcommittee (2); J. Markley, Portland Pro Bono Subcommittee (5); K. McGaffey, Attorney Development Committee (5); L. McGimpsey, Circular 230 Compliance Committee (6); J. McNally, Chicago Community Service Subcommittee (4); C. Moore, Seattle Hiring Subcommittee (14); A. Mori, Strategic Diversity Committee (12); M. Moynihan, Audit Committee (5); L. Neebling, Executive Committee (13); A. Nero, Madison Diversity Committee (4); D. Phillips, Evaluation Committee (22), Hiring Committee (Firmwide Chairs) (16), Summer Associate Committee (13); D. Ryman, Anchorage Pro Bono Subcommittee (2); C. Salmi, Community Service Committee (11), Boise Community Service Subcommittee (3); A. Simpson, San Diego Attorney Development Subcommittee (1); T. Tate, Bay Area Diversity Committee (10); A. Tessar, Denver Diversity Committee (4); M. Umberger, Knowledge Management Committee (6); K. Wilson, Bellevue Hiring Subcommittee (5), Bellevue Summer Associate Subcommittee (2); GLBT attorneys heading committees: D. Bernard, Technology Committee (10); K. McGaffey, Attorney Development Committee (5) Individuals with disabilities heading committees: N/A
20 The Firm Says Diversity is one of the defining qualities of our culture, and Perkins Coie's mission is to ensure that everyone feels empowered and equipped to participate fully. Our goal is to develop an inclusive community where all lawyers excel to their best ability. Our recent priorities have centered around the recruitment, retention and promotion of diverse lawyers. One of our long-standing recruiting tools is our 1L Diversity Fellowship (Fellowship) which provides 1L students a paid summer associate position and a $7,500 scholarship. In 2013, eight fellowships were awarded across the firm, and the firm started a program to maintain relationships with strong candidates who were in the pool of Fellowship candidates. Called the Keep in Touch Program, participants are assigned a lawyer mentor and receive periodic communication from the firm, including invitations to attend events, with the goal of recruiting them for the 2L summer associate program. We also regularly solicit input and referrals from our affinity groups for open positions for lateral partners and associates. As important as recruitment, the retention of diverse lawyers is essential. Some of the firm's efforts are dedicated to professional development through regular monitoring and training. To help achieve this, practice group leaders meet monthly with the Diversity Department to monitor and discuss the development, hours and assignments of lawyers in key practice groups. This attention requires active follow up on a regular basis. This includes meetings with assigning lawyers, supervising lawyers and other stakeholders to ensure progress towards developmental goals and competencies each month. In addition to formal training and development programs, the firm's affinity groups also offer opportunities that provide professional and business development training. For example, the 's Forum affinity group hosted a business development training series for all women lawyers to encourage them to work collectively to cultivate relationships and develop business. The firm also ensures diverse lawyers participate in a firmwide coaching program that helps partners expand their books of business. In addition, the firm hosted the 2013 Lawyers of Color/GLBT/Lawyers with Disabilities Retreat, giving diverse lawyers additional opportunities for professional and business development. The programming and the opportunity to connect across the firm and practice groups was an important element of retention support. The outcomes included associates creating individual professional development plans, partners better understanding components of their compensation and meetings with firm leadership to discuss challenges and opportunities for success at the firm. The firm also focused on retention by creating a supportive work environment through various policies and initiatives, including the Flexible Career Track policy and a generous part-time policy. The Flexible Career Track policy provides lawyers ways to adjust their career path and to step on and off the partnership track in a supported and structured way. The firm also creates a supportive work environment through a generous part-time policy that is accessible to lawyers of all levels and tenure. There is no limit on the amount of time a lawyer can work part-time, and part-time lawyers get compensated on par with their full-time colleagues, i.e. a part-time lawyer working an 80% schedule earns a salary that is 80% of a full-time lawyer at the same level. Part-time lawyers are also eligible for "make whole" bonuses which fully pay lawyers for all extra time worked over their part-time arrangement. Believing that an inclusive community supports retention, the firm also offers the same benefits to domestic partners and married spouses. This commitment, along with other policies, was acknowledged by the Human Rights Campaign, which gave the firm a 100 percent rating in the Corporate Equality Index. This commitment to creating a supportive work environment has resulted in other recognitions in 2013, including Gold Standard Certification by the in Law Empowerment Forum for integrating women into the highest leadership positions in the firm, inclusion as one of the "2013 Best Law Firms for " by Working Mother and Flex-Time Lawyers LLC and being one of Yale Law 's Top Ten Family Friendly Firms. Finally, the firm's efforts to monitor and support our partner pipeline proved successful in As a result, over 50% of the partners elevated in 2013 (effective 1/1/2014) were diverse. This included eight women and five lawyers of color. Perkins Coie aspires to be a place where diverse legal teams deliver the best solutions, ideas and innovations for our clients.
DeMahy,Labrador,Drake,Victor&Cabezaalso
DeMahy,Labrador,Drake,Victor&Cabezaalso known 150 Alhambra Circle, Penthouse Coral Gables, FL 33134 Phone: (305) 443-4850 Fax: (305) 443-5960 www.dldlawyers.com LOCATIONS Coral Gables: 150 Alhambra Circle,
More informationLOCATIONS Texas: Houston, Dallas, Austin, San Antonio; New York, New York; Hartford, Connecticut; Washington, DC; Seattle, Washington; London; Dubai
711 Louisiana Street, Suite 2300 Houston, T 77002 Phone: 713-223-2300 Fax: 713-221-1212 www.bgllp.com LOCATIONS Texas: Houston, Dallas, Austin, San Antonio; New York, New York; Hartford, Connecticut; Washington,
More informationSmith Moore Leatherwood LLP
300 N. Greene Street Suite 1400 Greensboro, NC 27401 Phone: (336) 378-5200 Fax: (336) 378-5400 www.smithmoorelaw.com LOCATIONS Atlanta, Georgia; Charleston and Greenville, South Carolina; Charlotte, Greensboro,
More informationFrost Brown Todd LLC NUMBER OF ATTORNEYS 2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
3300 Great American Tower 301 East Fourth Street Cincinnati,, OH 45202 Phone: 513-651-6800 Fax: 513-651-6981 www.frostbrowntodd.com LOCATIONS Cincinnati Ohio; West Chester, Ohio; Columbus, Ohio; Florence,
More informationThompson, Coe, Cousins & Irons, LLP
700 N. Pearl Street 25th Floor Dallas, T 75201 Phone: 214-871-8200 Fax: 214-871-8209 www.thompsoncoe.com LOCATIONS Austin, Texas Dallas, Texas Houston, Texas Saint Paul, Minnesota Los Angeles, California
More informationMcGuireWoods Promotes Diversity
McGuireWoods Promotes Diversity From top, left to right: Alan C. Cason, Public Finance Department Chair; James Gelman, Hispanic/Latino Lawyers Network Chair; Melissa Glassman, Deputy Managing Partner,
More informationBakerHostetler NUMBER OF ATTORNEYS 2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
PNC Center, 1900 East 9th Street Suite 3200 Cleveland, oh 44114 Phone: 216-621-0200 Fax: 216-696-0740 www.bakerlaw.com LOCATIONS Atlanta, GA; Chicago, IL; Cincinnati, OH; Cleveland, OH; Columbus, OH; Costa
More informationDinsmore & Shohl LLP. DIVERSITY LEADERSHIP Head(s) of Firm: George H. Vincent Managing Partner; CEO Diversity team leader(s): Martine R.
255 E. Fifth St Suite 1900 Cincinnati, OH 45202 Phone: 513-977-8200 Fax: 513-977-8141 www.dinsmore.com LOCATIONS Charleston, WV; Chicago, IL; Columbus, OH; Covington, KY; Dayton, OH; Denver, CO; Frankfort,
More informationNorton Rose Fulbright
1301 McKinney Suite 5100 Houston, T 77010 Phone: 713-651-5151 Fax: www.nortonrosefulbright.com LOCATIONS Abu Dhabi, Almaty, Amsterdam, Athens, Austin, Bahrain, Bangkok, Beijing, Bogota, Brisbane, Brussels,
More information#1 Vault Best Law Firms to Work For - 3 years in a row
#1 Vault Best Law Firms to Work For - 3 years in a row Gold Standard Certification - in Law Empowerment Forum (WILEF) 5 years in a row Best Place to Work for LGBT Equality Human Rights Campaign (HRC) #1
More informationSkadden, Arps, Slate, Meagher & Flom LLP
4 Times Square New York, NY 10036 Phone: (212) 735-3000 Fax: (212) 735-2000 www.skadden.com LOCATIONS New York (HQ); Boston, MA; Chicago, IL; Houston, T; Los Angeles, CA; Palo Alto, CA; Washington, DC;
More informationJackson Walker L.L.P.
901 Main Street Suite 6000 Dallas, T 75202 Phone: 214-953-6000 Fax: 214-53-5822 www.jw.com LOCATIONS Austin, T, Dallas, T, Fort Worth, T, Houston, T, San Angelo, T, San Antonio, T, Texarkana, T DIVERSITY
More informationDorsey & Whitney LLP NUMBER OF ATTORNEYS 2014 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
50 S. 6th Street Suite 1500 Minneapolis, MN 55402 Phone: 612-340-2600 Fax: 612-340-2628 www.dorsey.com LOCATIONS Anchorage, Delaware, Denver, Des Moines, Fargo, Hong Kong, London, Minneapolis, Missoula,
More informationSidley Austin LLP NUMBER OF ATTORNEYS 2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
One South Dearborn Chicago, IL 60603 Phone: 312-853-7000 Fax: 312-853-7036 www.sidley.com LOCATIONS Beijing, Boston, Brussels, Chicago, Dallas, Geneva, Hong Kong, Houston, London, Los Angeles, New York,
More informationJones Day NUMBER OF ATTORNEYS 2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
51 Louisiana Ave., NW Washington, DC 20001 Phone: 2028793939 Fax: 2026261700 www.jonesday.com LOCATIONS Amsterdam; Atlanta; Beijing; Boston; Brussels; Chicago; Cleveland ; Columbus; Dallas; Detroit; Dubai;
More informationMunger, Tolles & Olson
355 S Grand Ave Los Angeles, CA 90071 Phone: 213-452-5514 Fax: www.mto.com LOCATIONS Los Angeles and San Francisco DIVERSITY LEADERSHIP Head(s) of Firm: Sandra A. Seville-Jones, Co- Managing Partner Brad
More informationKing & Spalding proudly supports Vault and the Minority Corporate Counsel Association (MCCA)
King & Spalding proudly supports Vault and the Minority Corporate Counsel Association (MCCA) We applaud your actions to advocate for the expanded hiring, retention and promotion of minority attorneys.
More informationCITI THE STATS DIVERSITY LEADERSHIP & CAMPUS RECRUITMENT EXPERIENCED HIRE CONTACT. 78 2009 Vault.com, Inc.
CITI 1388 Greenwich Street, 18th floor Phone: (212) 816-5679 Fax: (646) 383-9004 Email: fatimah.gilliam@citi.com www.oncampus.citi.com DIVERSITY LEADERSHIP & CAMPUS RECRUITMENT Fatimah Gilliam Director
More informationDIVERSITY AT GORDON & REES. A Celebration of Commitment, Leadership, Teamwork, Opportunity, and Progress.
DIVERSITY AT GORDON & REES A Celebration of Commitment, Leadership, Teamwork, Opportunity, and Progress. In 2005, the Minority Law Journal recognized Gordon & Rees as the biggest gainer in percentage of
More informationRobert Crown Law Library Legal Research Paper Series
Ranking of Top Law Schools 2012-2014 By US News & World Report ( USN&WR ) [2012, 2013 & 2014 Editions] Compiled by George D. Wilson Robert Crown Law Library Research Paper No. 31 April 2013 Robert Crown
More informationEmbracing Diversity & Inclusion
Embracing Diversity & Inclusion Understanding the law is just the first step toward addressing legal challenges. Attorneys also need to understand their clients and the communities they serve. To make
More informationAlston & Bird LLP. Tab 1: Basic Information. Recruiting Contact. Hiring Attorney. Narrative Text. www.alston.com
Page 1 of 13 Alston & Bird LLP www.alston.com Tab 1: Basic Information Recruiting Contact Recruiting Contact Prefix: Ms. Recruiting Contact First Name: Shana Recruiting Contact Last Name: Beldick Recruiting
More informationRobert Crown Law Library Legal Research Paper Series
Ranking of Top Law Schools 1987-2009 By US News & World Report Compiled by J. Paul Lomio, Erika V. Wayne, & George D. Wilson Robert Crown Law Library Research Paper No. 20 April 2008 Robert Crown Law Library
More informationTotal in the U.S. 2008 2007 STRATEGIC PLAN AND DIVERSITY LEADERSHIP
299 Park Avenue New York, NY 10171 Phone: (212) 821-3000 Email: www.ubs.com www.ubs.com/diversity LOCATIONS CAMPUS & LATERAL DIVERSITY RECRUITING LEADER Regina Gonzalez Campus Recruiting Jessica Rodino
More informationOur Commitment to Diversity
Our Commitment to Diversity Diversity is how we see. It isn t just how we look. At Robins, Kaplan, Miller & Ciresi L.L.P. diversity is a core value. Our commitment to diversity has been constantly renewed
More informationLocal Footprint Global Perspective
Local Footprint Global Perspective We practice law throughout the Pacific Rim, including Washington, Oregon, Idaho, Montana, Alaska, California and China. Our alliance with Duan & Duan, with offices in
More informationDiversity + Inclusion at Ballard Spahr
Diversity + Inclusion at Ballard Spahr Our clients are best served by innovative solutions that spring from varied viewpoints and perspectives. Ballard Spahr is committed to creating a vibrant community
More informationThe Stats. Strategic Plan and Diversity Leadership
Corporate Center 100 N. Tryon Street Charlotte, NC 28255 Phone: (800) 900-9000 www.bankofamerica.com Locations 6,149 offices worldwide The Stats Employees: 209,718 Revenue: $119.0 billion (FYE 12/07) Contact
More informationMETLIFE INTERNSHIPS AND CO-OPS EMPLOYMENT CONTACT EXPERIENCED HIRE CONTACT LOCATION
METLIFE 27-01 Queens Plaza North Long Island City, NY 11101 Phone: (212) 578-2211 www.metlife.com/careers EMPLOYMENT CONTACT Vanessa Exhem Staffing Consultant LOCATION 200 Park Avenue New York, New York
More informationQ2 Which university will you be attending? American University (366) Arizona State University (367) Boston University (368) Brown University (439)
Decline Offer Survey Thank you for considering the University of Washington during your search for a graduate degree program. We understand that many factors influence each applicant s decision in selecting
More informationSEO LAW PROGRAM ONE INTERNSHIP INFINITE OPPORTUNITIES
SEO LAW PROGRAM ONE INTERNSHIP INFINITE OPPORTUNITIES SEO: Who We Are 2 Founded in 1963 as NYC mentoring program for high school students of color Began Career Program in 1980. Since then, over 6,000 interns
More informationPushing Diversity in the Legal Profession
Pushing Diversity in the Legal Profession By Rebecca R. Hastings, SPHR February 23, 2010 Diversity professionals know how important a compelling business case is to the success of a diversity and inclusion
More informationSTRATEGIC PLAN AND DIVERSITY LEADERSHIP. How does the firm s leadership communicate the importance of diversity to everyone at the firm?
VANGUARD 1 P.O. Box 2600 Valley Forge, PA 19482 Phone: (610) 669-4257 Fax: (610) 669-6745 www.vanguard.com/careers DIVERSITY LEADERSHIP & CAMPUS RECRUITMENT Daryl Fasig Diversity Manager Email: daryl_fasig@vanguard.com
More informationFaculty Council on Retirement, Insurance, and Benefits Dependent Tuition Benefit Proposal October 2004
Faculty Council on Retirement, Insurance, and Benefits Dependent Tuition Benefit Proposal October 2004 Background: UW Faculty and staff currently have a UW Tuition Exemption Program benefit: The University
More information2016 SIDLEY PRELAW SCHOLARS PROGRAM
2016 SIDLEY PRELAW SCHOLARS PROGRAM The Sidley Prelaw Scholars Program is designed to increase diversity in law schools and the legal profession by helping diverse, high-performing college students with
More informationPatent Law in Washington, D.C.: The 2004 U.S. News Rankings
: The 2004 U.S. News Rankings The writer is now in the process of reevaluating the patent law opportunities in the Washington, D.C, area. Various provisional tables have been assembled, reproduced here,
More informationATTORNEY SEARCH CONSULTANTS In-House Recruitment Partner Recruitment Associate Recruitment
KLEIN LANDAU & ROMM ATTORNEY SEARCH CONSULTANTS In-House Recruitment Partner Recruitment Associate Recruitment WASHINGTON, DC NEW YORK, NY INTRODUCTION An important part of any comprehensive strategy to
More information2015 MBA Applicant Survey
2015 MBA Applicant Survey Shaping conversations about the MBA admissions process since 2009 Working draft, released 6/15 9:00am Executive summary Survey respondents continue to favor traditional MBA programs
More informationLaw Review Submissions Guide 2014-15. Submission Tips & Law Review Rankings
Law Review Submissions Guide 2014-15 Submission Tips & Law Review Rankings Law Review Submissions Guide 2014-15 Submission Tips & Law Review Rankings 3 5 7 11 The Online Shift: Trends in Law Scholarship
More information32.31% of the graduates responded. Respondents
32.31% of the graduates responded Class # of Respondents % Males % Females Seniors 201 69.8% 30.2% Average Yearly Salary Salary Range Overall $89,929 $22,000 260,000 Male $95,068 $42,000 260,000 Female
More informationBEST PRACTICES FOR BUSINESS SCHOOLS TO LEAD IN EXPANDING OPPORTUNTIES FOR WOMEN IN BUSINESS AND TO ADAPT TO THE 21 ST -CENTURY WORKFORCE
BEST PRACTICES FOR BUSINESS SCHOOLS TO LEAD IN EXPANDING OPPORTUNTIES FOR WOMEN IN BUSINESS AND TO ADAPT TO THE 21 ST -CENTURY WORKFORCE In order to identify strategies and best practices to better prepare
More informationSUMMARY OF FINDINGS: DENVER LAW FIRMS
Reduced Hours, Full Success: Part-Time Partners in U.S. Law Firms SUMMARY OF FINDINGS: DENVER LAW FIRMS by Cynthia Thomas Calvert Linda Bray Chanow and Linda Marks Copyright 2010 Introduction Denver 1
More information2001 National Name Exchange
2001 National Name Exchange Committee on Cooperative Minority Student Recruitment Annual Report http://www.grad.washington.edu/nameexch/national/ Prepared for the 26 th Annual Meeting Durham, North Carolina
More informationPromoting and Preserving Diversity Annual Report
Promoting and Preserving Diversity Annual Report We embrace diversity because by doing so our understanding of our world and our emotional and intellectual horizons are expanded, making us better advocates
More informationScience and Math Teacher Initiative
Science and Math Teacher Initiative (CalTeach) Program Highlights Report OVERVIEW The University of California Science and Math Teacher Initiative known as CalTeach is making a strong contribution to the
More information27.9% of the graduates responded. Respondents. Degree Surveys with Salaries Male Average Female Average. Table of Contents
27.9% of the graduates responded Class # of Respondents % Males % Females Seniors 145 73.1% 26.9% Average Yearly Salary Salary Range Overall $125,457 $40,000 500,000 Male $132,434 $40,000 500,000 Female
More informationFULL LIST OF PUBLICATIONS, LEADERSHIP ACTIVITIES & SPEAKING ENGAGEMENTS CAREN ULRICH STACY PUBLISHED MATERIALS
FULL LIST OF PUBLICATIONS, LEADERSHIP ACTIVITIES & SPEAKING ENGAGEMENTS CAREN ULRICH STACY PUBLISHED MATERIALS BOOKS Co-author, The Talent Trifecta: Effectively Selecting, Developing & Managing Your Lawyers
More informationClark College. 2005 Affirmative Action Plan. Narrative
Clark College 2005 Affirmative Action Plan Narrative July 1, 2006 Submitted by Leann Johnson Director for Equity and Diversity Sue Williams Associate Director of Human Resources Linda Tuve Human Resource
More informationLocal chapter Corporate partnership opportunities
2014 Local chapter Corporate partnership opportunities Making the American Dream a Reality for Those Who Have Served Us www.varep.net 2014 About VAREP Many real estate and financial service professionals
More informationLAW REVIEWS AND JOURNALS. State Library Holdings September 2010
LAW REVIEWS AND JOURNALS State Library Holdings September 2010 ABA Journal v.1 (1915) - current title variation: American Bar Association Journal K 1 M3 ABA Section of Antitrust Law. Proceedings v.1-3
More informationSTATEMENTS OF GOALS OF DALLAS LAW FIRMS AND CORPORATE LEGAL DEPARTMENTS FOR INCREASING MINORITY HIRING, RETENTION AND PROMOTION
STATEMENTS OF GOALS OF DALLAS LAW FIRMS AND CORPORATE LEGAL DEPARTMENTS FOR INCREASING MINORITY HIRING, RETENTION AND PROMOTION PREFACE At a time when our nation s commitment to equal opportunity is not
More informationHow To Write A Law Journal
(2009) A* A B C Next 30% [ Tier B covers journals with a solid, though not outstanding, reputation. Generally, in a Tier B journal, one would expect only a few papers of very high quality. They are often
More informationbuilding diversity inspiring inclusion
building diversity inspiring inclusion making it happen Having a model workplace requires a culture of inclusion and a commitment to diversity that is supported by thoughtful planning and measured by real
More informationMaryland Independent College and University Association Cultural Diversity Survey. Due Date: April 15, 2009
Maryland Independent College and University Association Cultural Diversity Survey Due Date: April 15, 2009 Name of person completing survey: Jennifer M. Calhoun Title of person completing survey: Assistant
More informationRainier Scholars: A Community Investment
Rainier Scholars: A Community Investment Overview About Rainier Scholars Mission The Need Who We Serve What Makes Us Unique The Program Partnership Opportunities Financial Support through Sponsorship Internships
More informationPREPARATION & APPLICATION ASSISTANCE PART 4 OF E4FC'S 2016 GRADUATE SCHOLARSHIP GUIDES
PREPARATION & APPLICATION ASSISTANCE PROGRAMS PART 4 OF E4FC'S 2016 GRADUATE SCHOLARSHIP GUIDES In This Mini-Guide: Programs listed below are intended to prepare students to apply to graduate or professional
More informationQuality Courts Opportunity Initiative Mentoring Program Description and Application
Quality Courts Opportunity Initiative Mentoring Program Description and Application Program Overview The Quality Courts Opportunity Initiative aims to: Build the pipeline of future state judges Support
More informationDebunking the Mystique of Top 20 Law Schools. GPAs don t practice law. People practice law. Ron Jordan. Beyond the Top 20
Debunking the Mystique of Top 20 Law Schools GPAs don t practice law. People practice law. Ron Jordan By Kara Mayer Robinson and Melanie Lasoff Levs What makes an attorney successful? For some minority
More information2 or more races Men 0 2 0 0 0 Women 0 1 0 0 0 Disabled Men 0 0 0 0 0. Openly LGBT Men 3 1 0 0 0
Vedder Price PC (www.vedderprice.com) Basic Information 222 rth LaSalle Street Suite 2600 Chicago, IL 60601 Organization Size: 258 Office Size: 197 Hiring Attorney: Ms. Dana S. Armagno Compensation & Benefits
More informationFrequently Asked Questions
Q: Is there a shortage of Accounting faculty? Frequently Asked Questions A: There is going to be a very large number of retirements in the next few years. Accounting faculty do retire at an average age
More informationLaw Review Submissions Guide 2015-16. Law Review Rankings & Submission Tips
Law Review Submissions Guide 2015-16 Law Review Rankings & Submission Tips Law Review Submissions Guide 2015-16 Law Review Rankings & Submission Tips 3 5 7 11 Introducing the New SelectedWorks! Top 100
More informationLeadership Development: Building Your Personal Plan
Leadership Development: Building Your Personal Plan Lisa B. Horowitz Senior Manager of Professional Development ABA Commission on Women Women in Law Leadership Academy March 31, 2006 Boston Brussels Chicago
More informationCENTER FOR CAREER AND PROFESSIONAL DEVELOPMENT ANNUAL CAREER FAIRS LIST
CENTER FOR CAREER AND PROFESSIONAL DEVELOPMENT ANNUAL CAREER FAIRS LIST This is a comprehensive, but non-exhaustive, list of conferences, job fairs and job banks that may be of interest to you. Additional
More informationVALUING DIVERSITY & INCLUSION
VALUING DIVERSITY & INCLUSION From the Chairman and CEO Union Pacific s commitment to diversity and inclusion is based on our desire to create an environment where people can be their best, personally
More informationATHENA PROJECT. Case Study No 9 UNIVERSITY OF OXFORD SWAN BRONZE AWARD MARCH 2006
ATHENA PROJECT Case Study No 9 UNIVERSITY OF OXFORD SWAN BRONZE AWARD MARCH 2006 The University of Oxford, a founder member of the Athena SWAN Charter, was awarded Bronze SWAN recognition in March 2006.
More informationin the Rankings U.S. News & World Report
UCLA performs very well in all the national and international rankings of the best public and private universities, including the most widely known list published by U.S. News & World Report. Following
More informationHarris-Stowe State University Sunday, July 24 Friday, July 29, 2011 Given by: NABA St. Louis Metropolitan Chapter
ACAP Accounting Career Awareness Program Harris-Stowe State University Sunday, July 24 Friday, July 29, 2011 Given by: NABA St. Louis Metropolitan Chapter National Association of Black Accountants, Inc.
More informationThe Final Assessment of A Framework to Foster Diversity at Penn State: 1998-2003. The Smeal College of Business Administration
The Final Assessment of A Framework to Foster Diversity at Penn State: 1998-2003 The Smeal College of Business Administration A Framework to Foster Diversity at Penn State: 1998-2003 The Smeal College
More informationAAU COMMITTEE ON POSTDOCTORAL EDUCATION REPORT AND RECOMMENDATIONS ASSOCIATION OF AMERICAN UNIVERSITIES
AAU ASSOCIATION OF AMERICAN UNIVERSITIES COMMITTEE ON POSTDOCTORAL EDUCATION REPORT AND RECOMMENDATIONS MARCH 31, 1998 COMMITTEE MEMBERS Steven B. Sample, President, University of Southern California (Chair)
More informationParent and Community Survey
Parent and Community Survey Results and Analysis Lake Washington School District May 20 June 12, 2014 Overview Parents and community members were invited to share feedback on opportunities for the district
More informationCITY OF RIVERSIDE CITY ATTORNEY S OFFICE OVER ONE HUNDRED AND TWENTY-FIVE YEARS OF SERVICE. (1883-Present) DEDICATION
CITY OF RIVERSIDE CITY ATTORNEY S OFFICE OVER ONE HUNDRED AND TWENTY-FIVE YEARS OF SERVICE (1883-Present) DEDICATION This historical brochure is dedicated to the men and women who have professionally served
More information22-Nov Duke -4.5 over Minnesota 89-71 Win 4 $400 22-Nov Oklahoma -3 over UTEP 68-61 Win 3 $300 7 $700 12 $940
2012-2013 Doc's Sports College Basketball Complete Season Record By Game Daily Season To Date Date Game / pick Score W / L Units $$$ Units $$$ Units $$$ 17-Nov Milwaukee +6 over Davidson 73-68 Win 4 $400
More informationGOLDMAN, SACHS & CO. THE STATS CHIEF DIVERSITY OFFICER CAMPUS RECRUITMENT LOCATIONS. 148 2009 Vault.com, Inc.
GOLDMAN, SACHS & CO. 85 Broad Street New York, NY 10004 Phone: (212) 902 1000 Fax: (212) 902 3000 www.gs.com/careers LOCATIONS Atlanta, GA Boston, MA Chicago, IL Dallas, TX Houston, TX Jersey City, NJ
More information2009 Volume 2. diversity report. The publication highlighting. diversity initiatives at. K&L Gates LLP.
2009 Volume 2 diversity report The publication highlighting diversity initiatives at K&L Gates LLP. Table of Contents Creating Connections...2 Recruitment...3 Recruitment Highlights from around the Firm...
More informationFederal Public Defender
JASON D. HAWKINS Federal Public Defender Federal Public Defender Northern District of Texas 525 GRIFFIN STREET SUITE 629 DALLAS, TX 75202 PHONE (214)767-2746 FAX (214)767-2886 http://txn.fd.org November
More informationModel Pipeline Diversity Programming - A Roundtable
American Bar Association Council for Racial and Ethnic Diversity in the Educational Pipeline Presents Model Pipeline Diversity Programming - A Roundtable Date: Friday, August 5, 2011 Time: 10:00 AM - 12:00
More informationGW Law Alumni Elective Courses Survey
GW Law Alumni Elective Courses Survey About You 1. Year of graduation (if you hold multiple degrees from GW Law, please select your most recent graduation year) [drop-down list included 1925-2010] 2. Practice
More informationRe: Assembly Approval of New Degree Title: Master of Finance (MF) at UC San Diego
UNIVERSITY OF CALIFORNIA, ACADEMIC SENATE BERKELEY DAVIS IRVINE LOS ANGELES MERCED RIVERSIDE SAN DIEGO SAN FRANCISCO SANTA BARBARA SANTA CRUZ Bill Jacob Telephone: (510) 987-9303 Fax: (510) 763-0309 Email:
More informationWasserman Center for Career Development LIFE BEYOND THE SQUARE
Wasserman Center for Career Development LIFE BEYOND THE SQUARE CLASS OF 2014 TABLE OF CONTENTS 3 EXECUTIVE SUMMARY 4 INTRODUCTION AND OVERVIEW Methodology Knowledge Rate Missing Values/Rounding Demographics
More informationPsychology NRC Study S Rankings (1 of 6)
1 2 3 4 5 6 Princeton U. Harvard U. Stanford U. U. of Wisconsin at Madison Yale U. U. of Rochester U. of Michigan at Ann Arbor San Diego State U. and U. of California at San Diego Columbia U. U. of California
More informationPsychology NRC Study R Rankings (1 of 6)
1 2 3 4 5 6 7 8 Princeton U. Harvard U. Stanford U. U. of Michigan at Ann Arbor Yale U. U. of Wisconsin at Madison U. of Rochester U. of California at Los Angeles Columbia U. Brown U. U. of Chicago U.
More information39 out of 100 on AZUR 100 Top-Arbeitgeber 2012 für Juristen. partners are listed as recommended attorneys by JUVE
Forge Your Own Path In forging a path to a successful career in private practice, a reliable vehicle is needed. Weil provides associates with a strong, secure platform to help propel them forward. Our
More informationTelephone: +1 408 918 4523 Fax: +1 408 918 4501 E-mail: neilasmith@comcast.net EDUCATIONAL AND PROFESSIONAL QUALIFICATIONS
ARBITRATION AND MEDIATION CENTER Neil Arthur SMITH Ropers Majeski Kohn Bentley 50 West San Fernando Street Suite 1400 San José, CA 95113 United States of America Telephone: +1 408 918 453 Fax: +1 408 918
More informationStrategic Plan 2012 2020
Department of Economics College of Arts and Sciences Texas Tech University Strategic Plan 2012 2020 Mission The Department of Economics is dedicated to excellence in teaching, research, and service. The
More informationACTION ITEM ESTABLISHMENT OF PROFESSIONAL DEGREE SUPPLEMENTAL TUITION FOR TWO GRADUATE PROFESSIONAL DEGREE PROGRAMS EXECUTIVE SUMMARY
F3 Office of the President TO MEMBERS OF THE COMMITTEE ON FINANCE: For Meeting of ACTION ITEM ESTABLISHMENT OF PROFESSIONAL DEGREE SUPPLEMENTAL TUITION FOR TWO GRADUATE PROFESSIONAL DEGREE PROGRAMS EXECUTIVE
More informationDISCUSSION ITEM ANNUAL REPORT ON NEWLY APPROVED INDIRECT COSTS AND DISCUSSION OF THE RECOVERY OF INDIRECT COSTS FROM RESEARCH BACKGROUND
F2 Office of the President TO MEMBERS OF THE COMMITTEE ON FINANCE: For Meeting of November 17, 2010 DISCUSSION ITEM ANNUAL REPORT ON NEWLY APPROVED INDIRECT COSTS AND DISCUSSION OF THE RECOVERY OF INDIRECT
More informationBASF Corporation. Recruiting. Internships and Co-ops. Diversity Leadership. Employment Contact. Locations. The Stats
100 Campus Drive Florham Park, NJ 07932 Phone: (973) 245-6000 Toll Free: (800) 526-1072 www.basf.com/careers Locations Florham Park, NJ (US HQ) Ludwigshafen, Germany (Global HQ) Diversity Leadership Lisa
More informationUS News & World Report Graduate Program Comparison 1994 2015 Year ranking was published
US News & World Report Graduate Program Comparison Year was published Select Findings from US News and World Report - Engineering Schools MIT Engineering Year that was released Rank 1 1 1 1 1 1 1 1 1 1
More informationLEGAL DIVERSITY DIVERSITY MANAGEMENT MAY/JUNE 2010 VOLUME 29 I NUMBER 3
LEGAL MANAGEMENT MAY/JUNE 2010 VOLUME 29 I NUMBER 3 THE NEW FACE OF LAW FIRM DIVERSITY DIVERSITY Many legal professionals have taken innovative approaches to encouraging diversity and improving related
More information10 Key Components of a Successful Post-Bar Exam Job Search Strategy
10 Key Components of a Successful Post-Bar Exam Job Search Strategy 1. Identify your Employment Targets A successful job search strategy begins with the identification of geographic preferences, preferred
More informationin the Rankings U.S. News & World Report
in the Rankings UCLA performs very well in all the national and international rankings of the best public and private universities, including the most widely known list published by U.S. News & World Report.
More informationTIER ONE. Our Goal: To Become a Major, Nationally Competitive ( Tier One ) Research University
TIER ONE Our Goal: To Become a Major, Nationally Competitive ( Tier One ) Research University Why This Matters to Texas: Stop the brain drain to other states Attract research and venture capital dollars
More informationJEFFREY A. MAINE Maine Law Foundation Professor of Law University of Maine School of Law 246 Deering Avenue Portland, Maine 04102 (207) 780-4366
JEFFREY A. MAINE Maine Law Foundation Professor of Law University of Maine School of Law 246 Deering Avenue Portland, Maine 04102 (207) 780-4366 jeffrey.maine@maine.edu EXPERIENCE University of Maine School
More informationFALL COUNSELOR. Workshops
Welcome to the series of Fall Counselor! These free sessions are designed to help school counselors with important program developments for the new school year. They are also an opportunity to hear from
More informationThe Driver Roadmap Where Uber Driver-Partners Have Been, And Where They re Going
The Driver Roadmap Where Uber Driver-Partners Have Been, And Where They re Going Research Highlights And Uber is an attractive option. Uber attracts driver-partners from a wide range of backgrounds Half
More informationbuilding diversity inspiring inclusion
building diversity inspiring inclusion making it happen Having a model workplace requires a culture of inclusion and a commitment to diversity that is supported by thoughtful planning and measured by real
More informationSAMPLE. Student and Alumni. Including: Graduating Class of 2012, Internship Class of 2013, and Alumni
Student and Alumni Analytics Report Including: Graduating Class of 2012, Internship Class of 2013, and Alumni A Profile of MBA and Alumni from our Partner Schools May 2012 MBA Focus is pleased to present
More informationBlack/African American Men 1 0 0 0 0. Native Hawaiian/Other Pacific Islander Men 0 0 0 0 0. Asian Men 0 0 0 0 0
Quarles & Brady (www.quarles.com) Basic Information 1700 K Street NW Suite 825 Washington, DC 20006 Organization Size: 455 Office Size: 7 Hiring Attorney: Mr. Compensation & Benefits Recruiting Contact:
More informationAbstract. Methods. contacted via e-mail regarding their willingness to participate in a telephone interview.
UCI Faculty Exit Interview p. 1 EXIT INTERVIEW DATA ANALYSIS VOLUNTARY RESIGNATIONS OF REGULAR-RANKS FACULTY UNIVERSITY OF CALIFORNIA, IRVINE (Telephone Interviews Conducted under the Auspices of the UCI
More informationJuly 2015 Pennsylvania Bar Examination
July 0 Pennsylvania Bar Examination Examination Statistics 0 Commonwealth Ave., Suite 00 P.O. Box Harrisburg, PA 70- (77) -0 http://www.pabarexam.org Statistics for the July 0 Examination Overall Data
More information