Thompson, Coe, Cousins & Irons, LLP

Transcription

1 700 N. Pearl Street 25th Floor Dallas, T Phone: Fax: LOCATIONS Austin, Texas Dallas, Texas Houston, Texas Saint Paul, Minnesota Los Angeles, California DIVERSITY LEADERSHIP Head(s) of Firm: Management Committee: Jack M. Cleaveland, Jr.; David M. Taylor; Roger D. Higgins; Tom A. Culpepper; Shawn Phelan; General Counsel: Alison Moore Diversity team leader(s): Rachael Chong Walters (Partner) NUMBER OF ATTORNEYS TOTAL NUMBER OF ATTORNEYS Currently As of December 31, 2014 Firmwide U.S. offices only

2 Law Firm Demographic Profile Thompson, Coe, Cousins & Irons, LLP Does your firm have more than one tier of partnership? Yes ASSOCIATES (2014) SUMMER ASSOCIATES (2014) White/Caucasian African-American/Black 1 4 Hispanic/Latino 3 3 Asian 0 1 Native Hawaiian/Pacific Islander 1 1 Multiracial 1 0 Total White/Caucasian 3 3 African-American/Black 1 1 Hispanic/Latino 2 1 Total 6 5 EQUITY PARTNERS (2014) NON-EQUITY PARTNERS (2014) White/Caucasian 25 6 African-American/Black 0 1 Openly GLBT 1 0 Individuals with disabilities 1 0 Total 26 7 The firm employs other attorneys with disabilities but due to privacy concerns, we have only identified attorneys who have voluntarily disclosed their disabilities to the firm. White/Caucasian Hispanic/Latino 2 1 Alaska Native/American Indian 1 0 Asian 1 2 Native Hawaiian/Pacific Islander 0 1 Individuals with disabilities 0 1 Total The firm employs other attorneys with disabilities but due to privacy concerns, we have only identified attorneys who have voluntarily disclosed their disabilities to the firm. OF COUNSEL (2014) NEW HIRES (2014) White/Caucasian 4 3 Total 4 3 White/Caucasian 14 9 African-American/Black 1 1 Hispanic/Latino 2 1 Asian 0 1 Total 17 12

3 Strategic Plan and Diversity Leadership Thompson, Coe, Cousins & Irons, LLP How does the firm's leadership communicate the importance of diversity to everyone at the firm? The firm's Management Committee has communicated the importance of diversity to everyone at the firm through s, meetings, and its website. It also demonstrates the firm's commitment through its diversity efforts, focus on recruitment and retention of diverse attorneys, support of the firm's Diversity Committee, and support of various diversity initiatives. The Management Committee has announced to the firm's partners that one of its primary goals for 2015 is improvement of the firm's diversity and retention efforts and results. The Diversity Committee has been tasked with providing a detailed list of initiatives for the firm's Management Committee to consider adopting for All of the firm's partners and the firm's Partner Review Committee, Hiring Committee and Associate Review Committee have been advised of the firm's intentions with respect to improvement in diversity and the expectations of them in that regard. Who has primary responsibility for leading diversity initiatives at your firm? Rachael Chong Walters (Partner) 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: 10 Total hours spent on diversity: 500 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? Monthly How is the firm's diversity committee and/or firm management held accountable for achieving results? The Management Committee requires the Diversity Committee to report its efforts and progress at each Diversity Committee meeting and at each formal quarterly partner meeting. The efforts of the Diversity Committee and Management Committee are considered in the Committee members' annual overall performance evaluations. The firm utilizes internal statistics, published surveys, data reported in the Vault Survey, input from our diverse attorneys, and feedback from our clients to measure the Committees' performance in achieving results. 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 number of minority attorneys who are involved in the firm's marketing efforts and having face-to-face interaction with clients and client decision-makers.

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 number of female attorneys who are involved in the firm's marketing efforts and having face-to-face interaction with clients and client decision-makers.

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. Thompson Coe hosted and participated in two Street Law events (in Houston and in Dallas) in which the firm spent several days teaching diverse high school students about law, democracy and human rights. In addition, Thompson Coe donated $5, to the Street Law program. Several Thompson Coe attorneys and staff have participated in the Dallas Bar Association's E-mentorship program in which they have mentored local underprivileged and diverse high school students. Thompson Coe hired two minority high school students to intern with us in the summer. We hired one of the interns through a diversity program initiated by the Mayor of Dallas.

9 Recruitment - New Associates Does your firm annually recruit at any of the following types of institutions? Ivy League schools: No Other private schools: Baylor University; Southern Methodist University; South Texas College of Law; St. Mary's University Public state schools: The University of Texas at Austin; The University of Houston; Texas Tech University Historically Black Colleges and Universities (HBCUs): Texas Southern University - Thurgood Marshall School of Law Diversity job fairs: Sunbelt Minority 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? No.

10 Recruitment - New Associates ALL 2L SUMMER ASSOCIATES (2014) OFFERS MADE* (2014) White/Caucasian 2 3 African-American/Black 1 1 Hispanic/Latino 2 1 Total 5 5 * Summer associates who received an offer of full-time employment White/Caucasian 2 2 African-American/Black 1 1 Hispanic/Latino 2 1 Total 5 4 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 1 1 African-American/Black 1 1 Hispanic/Latino 1 1 Total 3 3 White/Caucasian 0 0 Total 0 0

11 Recruitment - Lateral Associates and Partners Thompson, Coe, Cousins & Irons, LLP LATERAL ASSOCIATE HIRES (2014) LATERAL OF COUNSEL HIRES (2014) White/Caucasian 8 8 African-American/Black 1 1 Hispanic/Latino 2 1 Asian 0 1 Total White/Caucasian 0 0 Total 0 0 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 0 1 Total 0 1 White/Caucasian 3 3 African-American/Black 0 1 Hispanic/Latino 0 1 Total 3 5 NEW EQUITY PARTNERS* (2014) * Whether hired laterally or promoted from within White/Caucasian 1 1 African-American/Black 0 1 Total 1 2

12 Recruitment - Lateral Associates and Partners Thompson, Coe, Cousins & Irons, 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) When Thompson Coe needs to fill an attorney position, it advertises the open position in the local minority bar associations' newsletters. Do you use executive recruiting/search firms to seek to identify new diversity hires (partners or associates)? No If yes, are any of these executive recruiting/search firms women and/or minority-owned? Not applicable 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: N/A

13 Retention and Professional Development Thompson, Coe, Cousins & Irons, LLP 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 Total 1 0 2ND-YEAR ASSOCIATES White/Caucasian 1 0 Total 1 0 3RD-YEAR ASSOCIATES White/Caucasian 1 2 Hispanic/Latino 1 1 Total 2 3 4TH-YEAR ASSOCIATES White/Caucasian 0 2 Total 0 2 5TH-YEAR ASSOCIATES White/Caucasian 1 0 Hispanic/Latino 1 0 Total 2 0 6TH-YEAR ASSOCIATES White/Caucasian 0 0 Total 0 0

14 Retention and Professional Development Thompson, Coe, Cousins & Irons, LLP 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 0 0 Total 0 0 8TH-YEAR PLUS ASSOCIATES White/Caucasian 1 2 African-American/Black 1 0 Total 2 2 OF COUNSEL White/Caucasian 3 1 Total 3 1 NON-EQUITY PARTNERS White/Caucasian 1 3 African-American/Black 1 0 Total 2 3 EQUITY PARTNERS White/Caucasian 0 0 Total 0 0

15 Retention and Professional Development Thompson, Coe, Cousins & Irons, LLP 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) The firm has been intentional in introducing its diverse attorneys to its key clients and providing them with marketing opportunities. The firm has also placed diverse attorneys in leadership positions within the firm by appointing them as committee chairs and sections heads. 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? An attorney's decision to work part-time has no impact on his/her ability to make or remain a partner. How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? One

16 Retention and Professional Development Thompson, Coe, Cousins & Irons, LLP 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 Thompson, Coe, Cousins & Irons, LLP 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 5 0 Total 5 0 The firm's General Counsel is a female and she serves with the Management Committee as the firm's executive leadership. White/Caucasian 3 3 African-American/Black 0 1 Total 3 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 12 2 Individuals with disabilities 1 0 Total 12 2 White/Caucasian 3 3 African-American/Black 0 1 Total 3 4 ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT White/Caucasian 2 1 African-American/Black 0 1 Hispanic/Latino 1 0 Asian 1 3 Openly GLBT 1 0 Individuals with disabilities 0 1 Total 5 5

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 Number of such positions held by: Minorities GLBT attorneys Individuals with disabilities Practice Group/Department leaders and Committee leaders includes Vice Chairs 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? 5 Minorities heading offices: Frances O'Meara, Los Angeles, California (11) heading offices: Lynn Meyer, St. Paul, Minnesota (5); Frances O'Meara, Los Angeles, California (11) GLBT attorneys heading offices: 0 Individuals with disabilities heading offices: 0 PRACTICE GROUP/DEPARTMENT LEADERS Minorities heading practices: Zandra Foley, Vice Chair of Professional Liability group (27); Frances O'Meara, Vice Chair of Professional Liability group (27) heading practices: Jamie Carsey, Vice Chair of Insurance Coverage group (27); Zandra Foley, Vice Chair of Professional Liability group (27); Wendell Hall, Vice Chair of Labor & Employment group (13); Lynn Meyer, Vice Chair of Products Liability group (14); Alison Moore, Chair of Professional Liability group (27); Frances O'Meara, Vice Chair of Professional Liability group (27); Stephanie Rojo, Vice Chair of Labor & Employment group (13); Ellen Van Meir, Chair of Insurance Coverage group (27) GLBT attorneys heading practices: George Arnold, Vice Chair of Insurance Litigation group (26) Individuals with disabilities heading practices: John Ross, Chair of the Labor & Employment group (13) COMMITTEE LEADERS Minorities heading committees: Elaine Lenahan, Political Committee (11); Rachael Chong Walters, Diversity Committee (10) heading committees: Elaine Lenahan, Political Committee (11); Alison Moore, Ethics Committee (3); Jody Stasney, Web Site Committee (11); Rachael Chong Walters, Diversity Committee (10) GLBT attorneys heading committees: 0 Individuals with disabilities heading committees: Due to privacy concerns, the firm will not publically identify this attorney.

19 The Firm Says Thompson Coe is committed to the principles of diversity and inclusion. We have taken intentional measures to promote diversity in all facets of the firm's organization, community involvement and client service. Our commitment is evidenced by Law360's recognition of Thompson Coe as one of the 100 best law firms in the nation for female attorneys. See articles/644625?nl_pk=c03374c0-b e-82aa-bd12e &utm_source=newsletter&utm_medium= &utm_campaign=texas Also, for the second year in a row, Law360 recognized Thompson Coe as one of the 2015 Ceiling Smashers which are the top 25 U.S.-based law firms that have the highest percentage of female partners. See Thompson Coe is proud to be recognized for these great achievements. The firm's commitment to diversity is also evidenced by its focus on increasing the involvement of women and minority attorneys in the management of the firm. The firm currently has 9 women, 2 minorities, and 1 GLBT attorney heading its practice groups, whereas it had none in In addition, the firm's St. Paul, Minnesota and Los Angeles, California offices are each headed by female attorneys, one of whom is ethnically diverse. Further, four of the firm's committees are headed by female attorneys, two of whom are minority attorneys. Thompson Coe's efforts to promote diversity have reached into the community. The firm actively engages in several diversity "pipeline" initiatives that encourage diverse high school and college students to consider law as a career and give them opportunities to experience what it is like to be an attorney. For the second year, Thompson Coe hosted and participated in two "Street Law" events (in Houston and in Dallas) in which the firm spent several days teaching over 80 high school students (many of whom are underprivileged minorities) about law, democracy and human rights. Thompson Coe is proud to have an active Diversity Committee that includes 5 equity partners, 2 of whom are senior partners who serve on the firm's Management Committee. The Diversity Committee continuously recommends new goals to the firm for adoption. It is also heavily involved in both the firm's recruiting efforts and retention efforts, including mentoring of the firm's associates and junior partners. The firm carefully selects individual mentoring partnerships for its minority/female associates and junior partners to ensure that they are fully involved with their practice groups, the firm and the practice of law. To foster their growth and development, these attorneys are provided opportunities early in their careers to take on challenging, meaningful matters, to work directly with clients, and participate in marketing efforts. In addition, the firm's internally-run Associates' and Senior Associates' Schools ensure equal advancement of all attorneys. Moreover, the firm carefully selects individual mentoring partnerships for its minority and female associates and junior partners to ensure that they are fully involved with their practice groups, the firm and the practice of law. To foster their growth and development, they are provided opportunities early in their careers to take on challenging, meaningful matters and work directly with clients. The firm is also a regular sponsor of diversity events, and many of Thompson Coe's attorneys are actively involved in minority and women organizations that reinforce not only their role in the community, but also Thompson Coe's expanding commitment to diversity, including: J.L. Turner Legal Association (the African-American bar association in Dallas) * Dallas Asian American Bar Association * The Minority Participation Committee of the Dallas Bar Association * Dallas 's Lawyer Association * Travis County 's Bar Association * Hispanic Bar Association of Austin * Houston Lawyers Association (the African-American bar association in Houston) * Dallas Diversity Task Force * Houston Human Rights Campaign * Greater Dallas Asian American Chamber of Commerce * The Asian Pacific Interest Section of the State Bar of Texas * The National Asian Pacific American Bar Association * DRI Diversity Committee * in Law Committee of DRI * Texas Minority Counsel Program * Sunbelt Minority Job Fair * Mother Attorneys toring Association * Junior League of Dallas. The firm is also proud of its involvement with local bar associations, and several minorities and women have been elected to leadership positions Linda Szuhy Ressetar as President of the Dallas 's Lawyers Association (2009) and member of the Advisory Board for Dallas Lawyers (2010-present); Mariah Quiroz as President of the Dallas 's Lawyers Association (2007); Sarah Rogers as Secretary (2009), Treasurer (2010), Vice President (2011), President-Elect (2012), President (2013) and Director (2008) of the Dallas Association of Young Lawyers as well as District Representative ( ) and Secretary ( ) of the Texas Young Lawyers Association; Mark Jung as Treasurer of the Dallas Asian American Bar Association (2008) and Secretary of the Asian Pacific Interest Section of the State Bar of Texas (2010); Jesse Butler as President-Elect ( ) and President of the Hispanic Bar of Austin ( ); and Whitney Mack as a member of the Board of Directors for the Austin Young Lawyers Association (2014-present). In addition, Rachael Chong Walters has served as Co-Chair of the Service Committee for the Dallas Asian American Bar Association (2011, 2012, and 2013) as well as the Co-Chair of the Dallas Association of Young Lawyers' Judicial Intern Committee (2013). Jamie Carsey is served as the Co-Chair of the ABA Insurance Coverage Litigation Committee (2014). Sophia Lauricella is currently serving as the Young Lawyer Liasion to the Commercial Litigation Committee for DRI ( ), as well as the Vice-Chair of Publications for DRI ( ). These lawyers are leading the way to provide better opportunities for minorities and women in the practice of law. One of the firm's primary goals for 2015 is to continue improving its diversity efforts and results. All of the firm's partners and the firm's Partner Review Committee, Hiring Committee and Associate Review Committee have been advised of the firm's expectations in that regard. Significantly, from January through April 2015, Thompson Coe has hired three female attorneys and one African-American attorney.