Skadden, Arps, Slate, Meagher & Flom LLP

Transcription

1 4 Times Square New York, NY Phone: (212) Fax: (212) LOCATIONS New York (HQ); Boston, MA; Chicago, IL; Houston, T; Los Angeles, CA; Palo Alto, CA; Washington, DC; Wilmington, DE; Beijing; Brussels; Frankfurt; Hong Kong; London; Moscow; Munich; Paris; Sao Paolo; Seoul; Shanghai; Singapore; Sydney; Tokyo; Toronto DIVERSITY LEADERSHIP Head(s) of Firm: Eric J. Friedman, Executive Partner Diversity team leader(s): Fred T. Goldberg, Stacy J. Kanter, Stephen C. Robinson, Partners & Diversity Committee Co-Chairs 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? ASSOCIATES (2014) SUMMER ASSOCIATES (2014) White/Caucasian African-American/Black Hispanic/Latino Asian Multiracial 7 10 Openly GLBT 31 8 Individuals with disabilities 4 1 Total White/Caucasian African-American/Black 8 8 Hispanic/Latino 9 12 Alaska Native/American Indian 0 2 Asian Multiracial 2 3 Openly GLBT 10 2 Total EQUITY PARTNERS (2014) NON-EQUITY PARTNERS (2014) White/Caucasian African-American/Black 2 2 Hispanic/Latino 6 4 Asian 9 1 Multiracial 0 0 Openly GLBT 5 2 Individuals with disabilities 0 1 Total OF COUNSEL (2014) NEW HIRES (2014) White/Caucasian African-American/Black 2 3 Hispanic/Latino 4 2 Alaska Native/American Indian 0 1 Asian 4 5 Multiracial 2 1 Openly GLBT 4 0 Individuals with disabilities 1 0 Total White/Caucasian African-American/Black 6 4 Hispanic/Latino 6 4 Asian Multiracial 2 6 Openly GLBT 13 4 Individuals with disabilities 1 1 Total

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 conveys the importance of diversity and inclusion (D&I) by integrating principles and practices into many aspects of the firm management and operations, including: attorney development, recruiting, marketing, client development and firm life and culture programs. Additionally we include D&I in firm communications. For example, our executive partner speaks about D&I in his annual State of the Firm address to partners and all attorneys. We ensure that D&I are discussed during orientation for summer and incoming associates. We offer both structured and informal programs, seminars, training sessions, lectures and networking events that focus on diversity and professional development. For example we host panel discussions with firm leaders and executive partners on the importance of an inclusive environment as a best practice. We also hold discussions with diverse partners who share who share career advice on navigating firm culture as a diverse attorney. The diversity and inclusion section of the firm's internal and external websites are prominently displayed, easily accessible and frequently updated with recent awards, statistics and events. FACETS, our diversity magazine, is published regularly, and is distributed to law school students, clients, bar associations and all Skadden attorneys, administrative support staff and alumni, and is posted on our website. Additionally, in November 2014, the firm hosted our first Black Attorneys Conference, which addressed some of the particular challenges faced by minority attorneys in major law firms. The conference provided a forum for open and affirming conversations between the firm's leaders and our black attorneys and was a valuable platform for our black attorneys to develop meaningful resource networks across the firm. Who has primary responsibility for leading diversity initiatives at your firm? Diversity and inclusion are core firm values. Ensuring that our D&I objectives are organically integrated into our regular course of business is a priority. The partners who cochair our global diversity and inclusion committees, Fred T. Goldberg, Stacy J. Kanter, Stephen C. Robinson, and our Director of Diversity and Inclusion, Melique Jones lead our efforts. 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: 44 Total hours spent on diversity: 2049 Comments: The hours recorded are 2,049, however, given the firm's emphasis on incorporating diversity and inclusion into multiple aspects of the firm operations and culture, that number does not fully capture the time spent by our attorneys addressing diversity and inclusion at the firm. 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? It is formal. How often does the firm's management review the firm's diversity progress/results? Firm leadership and the diversity leadership team discuss diversity and inclusion matters on an ongoing basis throughout each year and in various contexts. How is the firm's diversity committee and/or firm management held accountable for achieving results? The firm's Diversity Committee regularly reviews progress in achieving its objectives. The progress reports are reviewed and discussed by the firm's executive partner, global practice heads, office and practice leaders and others in senior management on an ongoing basis. 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 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): Our 's Leadership Forum is focused on cultivating development and progression opportunities for our high performing women attorneys. The program was piloted in our Washington D.C. office in 2013 with 10 attorneys and in 2014 was expanded to two additional cohorts, which included 35 nominated women from the Boston, Chicago, Houston, and New York offices. The program consists of two-to-three-hour workshops occurring over the course of several months and covers topics such as confidence and self-belief; building an authentic leadership brand; presence and gravitas; networking; and strategic career planning. It also includes a 360 feedback process for each participant to gain insight into her strengths and areas for development.

6 The process is then incorporated into a development plan during an individual strategy session. Expansion of the program continues in 2015, with additional participants from the firm's D.C. and other offices.

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. We continue to expand upon our unparalleled commitment among law firms to developing the national law school diversity pipeline. Talent, motivation and ability exist within young people in every segment of society. We embrace opportunities to identify and cultivate the abilities and motivation of high-potential students, particularly in communities where there are relatively fewer role models for, and access to, legal professionals. Our most significant pipeline development effort was established in 2008 when we committed to supporting a comprehensive law school diversity pipeline program at The City College of New York (CCNY). CCNY is one of the nation's largest, oldest and most ethnically diverse public urban universities - more than 85 percent of students self-identify as members of a racial/ethnic minority group - and attracts talented students, many from low economic backgrounds and the first in their families to attend college. The Skadden, Arps Honors Program in Legal Studies assists talented, high-achieving CCNY undergraduates (during both their junior and senior years) in preparing for and gaining admission to leading law schools through a robust combination of academic preparation, mentoring by practicing lawyers, paid internships in the legal profession, LSAT tutoring and financial support. To date, close to 150 students have participated since the program's inception in In the fall of 2014, 13 Skadden CCNY Honors students matriculated at law schools across the country including New York University, Northwestern, University of California-Los Angeles and Vanderbilt. Equally important, the students consistently tell us that the program and their relationships with Skadden mentors have opened up a world of possibilities that many of them had never considered or deemed possible.

9 Recruitment - New Associates Does your firm annually recruit at any of the following types of institutions? Ivy League schools: Columbia University, Cornell University, Harvard University, University of Pennsylvania, Yale University Other private schools: American University, Boston College, Boston University, Brooklyn Law School, Case Western, Cardozo Law School, Duke University, Emory University, Fordham University, Georgetown University, George Washington University, McGill University, New York Law School, New York University, Northwestern University, Seton Hall University, Stanford University, St. John's University, Temple University, Tulane University, Vanderbilt University, University of Chicago, University of Notre Dame, University of Southern California, Vanderbilt University, Villanova University, Wake Forest University, Washington University Public state schools: Boalt Hall, Osgoode Hall, Ohio State, Rutgers University (Newark), UCLA, University of North Carolina, University of Connecticut, University of Illinois, University of Indiana, University of Iowa, University of Kentucky, University of Maryland, University of Michigan, University of Minnesota, University of Texas, University of Toronto, University of Wisconsin, University of Virginia, William & Mary Historically Black Colleges and Universities (HBCUs): Howard University Diversity job fairs: Bay Area Diversity Career Fair; Boston Lawyers Group Minority Job Fair; Delaware Minority Job Fair; Harvard Black Law Students Association Job Fair; Harvard Asian Pacific American Law Students Association Job Fair; Harvard Asian Pacific American Conference on Law and Public Policy Career Fair; Lavender Law; LeGAL NYC Career Fair; Midatlantic Black Law Students Association Regional Fair; University of Pennsylvania Black Law Students Association's Sadie T.M. Alexander Conference and Career Fair; University of Pennsylvania Muslim Law Students Association's Career 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? The Skadden 1L Scholars Program was developed in It is a paid internship specifically designed for first-year students whose backgrounds, life experiences or interests reflects commitment to diversity and inclusion. The 10-week program includes several weeks at our firm, followed by several weeks at a firm client that demonstrates an interest in diversity. The goal of the program is to provide 1L students with a well-rounded experience during which they will have the opportunity to develop professionally, while gaining valuable exposure to both private and public practice.

10 Recruitment - New Associates ALL 2L SUMMER ASSOCIATES (2014) OFFERS MADE* (2014) White/Caucasian African-American/Black 4 5 Hispanic/Latino 7 9 Alaska Native/American Indian 0 1 Asian Multiracial 1 1 Openly GLBT 8 1 Total * Summer associates who received an offer of full-time employment White/Caucasian African-American/Black 6 5 Hispanic/Latino 7 9 Alaska Native/American Indian 0 1 Asian Multiracial 1 1 Openly GLBT 8 1 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 African-American/Black 5 4 Hispanic/Latino 7 8 Alaska Native/American Indian 0 1 Asian Multiracial 1 1 Openly GLBT 7 1 Total White/Caucasian 8 2 African-American/Black 0 1 Hispanic/Latino 0 0 Asian 0 0 Multiracial 0 0 Openly GLBT 1 0 Total 8 3

11 Recruitment - Lateral Associates and Partners LATERAL ASSOCIATE HIRES (2014) LATERAL OF COUNSEL HIRES (2014) White/Caucasian 25 6 African-American/Black 0 0 Hispanic/Latino 3 1 Asian 3 5 Multiracial 0 1 Openly GLBT 4 0 Total White/Caucasian 2 0 African-American/Black 0 0 Hispanic/Latino 0 0 Asian 0 0 Multiracial 0 1 Openly GLBT 0 0 Total 2 1 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 2 0 African-American/Black 0 0 Hispanic/Latino 0 0 Asian 1 0 Multiracial 0 0 Openly GLBT 0 0 Total 3 0 White/Caucasian 3 1 African-American/Black 0 0 Hispanic/Latino 0 0 Asian 0 0 Multiracial 0 0 Openly GLBT 0 0 Total 3 1

12 NEW EQUITY PARTNERS* (2014) * Whether hired laterally or promoted from within White/Caucasian 8 1 African-American/Black 0 0 Hispanic/Latino 0 0 Asian 1 0 Multiracial 0 0 Openly GLBT 0 0 Total 10 1

13 Recruitment - Lateral Associates and Partners 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: SWAN Legal Search

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 2ND-YEAR ASSOCIATES 3RD-YEAR ASSOCIATES 4TH-YEAR ASSOCIATES 5TH-YEAR ASSOCIATES 6TH-YEAR ASSOCIATES

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 8TH-YEAR PLUS ASSOCIATES OF COUNSEL NON-EQUITY PARTNERS EQUITY PARTNERS

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? Working part-time has no impact on an attorney's ability to make partner or remain a partner. Attorneys working part-time are eligible for partnership. How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? [No response]

17 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 n/a n/a n/a n/a Equity partner disability status is voluntary and the attorneys may choose to opt-out of who opt-ed out of disclosing this information are included in the total

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 14 3 African-American/Black 1 0 Hispanic/Latino 0 1 Asian 1 0 Multiracial 0 0 Openly GLBT 0 0 Total 16 4 White/Caucasian 19 7 African-American/Black 0 1 Hispanic/Latino 0 1 Asian 2 0 Multiracial 0 0 Openly GLBT 0 0 Total 21 9 PARTNER REVIEW COMMITTEE* ASSOCIATE REVIEW COMMITTEE* * Attorneys on the Partner Review Committee or equivalent * Attorneys on the Associate Review Committee or equivalent White/Caucasian 2 2 African-American/Black 0 0 Hispanic/Latino 0 0 Asian 2 0 Multiracial 0 0 Openly GLBT 0 0 Total 4 2 We do not have an Associate Review Committee.

19 ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT White/Caucasian African-American/Black 1 1 Hispanic/Latino 2 1 Asian 3 0 Multiracial 0 0 Openly GLBT 2 0 Total 29 13

20 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 disability status is voluntary and the attorneys may choose to opt-out of who opt-ed out of disclosing this information are included in the total 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? 8 Minorities heading offices: [No response] heading offices: Margaret Brown, Boston (53) GLBT attorneys heading offices: [No response] Individuals with disabilities heading offices: [No response] PRACTICE GROUP/DEPARTMENT LEADERS Minorities heading practices: Pankaj K. Sinha, Mergers & Acquisitions (21) heading practices: Eileen Nugent, Global Head of Transactions (847); Margaret Brown, Mergers & Acquisitions (17); Stacy Kanter, Corporate Finance (59); Colleen P. Mahoney, Litigation (87); Regina Olshan, Employee Benefits & Executive Compensation (23) GLBT attorneys heading practices: [No response] Individuals with disabilities heading practices: [No response] COMMITTEE LEADERS Minorities heading committees: [No response] heading committees: Sally A. Thurston, Financial Oversight & Audit (5); Stacy J. Kanter, Diversity & Inclusion (44); Margaret Brown & Maura Barry Grinalds, 's Initiative (11) GLBT attorneys heading committees: [No response] Individuals with disabilities heading committees: [No response]

21 The Firm Says Our commitment to diversity and inclusion (D&I) is fundamental to our success in attracting the best and brightest lawyers and staff and providing excellent legal service to our clients. Sustaining an infrastructure that helps to ensure our D&I objectives are organically integrated into our regular course of business is a priority. Our global Diversity Coordinating Committee, which includes members of the Policy Committee, office and practice leaders and partners from a wide range of practice groups, meet regularly regarding our pipeline of diverse lawyers and efforts to promote inclusion more broadly. For example: LGBT, people of color and women associates and counsel. Recruitment: The Skadden 1L Scholars Program, now in its fourth year, is an impactful addition to our efforts to hire a diverse group of law students and to support the profession's future talent pipeline. The 10-week program includes several weeks at our firm, followed by several weeks at a firm client that demonstrates an interest in diversity. The program provides 1L students with the opportunity to develop professionally, while gaining experience in and exposure to both private and public practice. The program allows us to partner with our clients in addressing the shared goal of increasing diversity in the profession and raises the profile of inclusion in law schools as a critical priority for the profession. Four years into our program, we have hired 74 law students from 17 law schools and partnered with approximately 20 clients across a variety of industries. Attorney Development: Developing our associates into successful and satisfied attorneys is a key component of our retention efforts - and one that permeates our focus on D&I. We provide career management resources for associates and counsel, such as training, informal and formal mentoring, monitoring work assignment systems, sponsored attendance at conferences with minority, women and LGBT professional associations and hosting our own "Senior In-House Counsel Conversations" series. Through the "Conversations" series, clients who share our longstanding commitment to diversity come to the firm to speak with our attorneys about the importance of D&I from a business perspective and to discuss their career paths and experiences. Additionally, in November 2014, we hosted our first firmwide Black Attorneys Conference, which provided a forum for affirming conversations between firm leaders and our black attorneys. The conference addressed some of the challenges faced by minorities in major law firms and was a valuable platform for our black attorneys to develop meaningful resource networks across the firm. Skadden's affinity groups serve as an additional vehicle through which our firm is able to provide leadership opportunities, professional development tools and community building experiences for all associates and counsel that positively affect attorney engagement and retention. Additionally, the groups focus on law student recruitment, associate mentoring and peer networking, career development, workplace inclusion, retention and community involvement. Currently, we have Asian, Black/African American, Latin/Hispanic, LGBT, Parents, Veterans and Affinity Groups. Each affinity group has a standing monthly lunch meeting at which members discuss topics relevant to their communities, practice areas, professional experiences and personal interests. Additionally our Straight-LGBT Alliance, launched in June 2014, offers additional opportunities for straight colleagues to be open allies of our LGBT attorneys and to increase our understanding of how issues faced by LGBT people show up in society. The Alliance creates a framework that highlights our straight colleagues' valuable contributions to the firm's LGBT D&I efforts and emphasizes that they are a necessary part of the effort so broaden our culture of inclusion and equal opportunity. 's Initiatives: Skadden's women's initiatives and affinity groups serve as an additional vehicle through which we are able to provide leadership opportunities, professional development tools and community building experiences for all associates and counsel. To give associates and counsel a voice in the design and implementation of programs that are meaningful to them, the New York office established a 's Affinity Group in In addition to providing leadership opportunities for associates and counsel, the group encourages and facilitates communication between associates/counsel and Firm leaders. With the guidance of several women partner liaisons, the 's Affinity Group has created a 12-month action plan focused on four areas of interest: professional development; community building; client development, and pro bono/philanthropy. Community Engagement: Our commitment to supporting diversity in the profession and in the community also includes our active participation in, or charitable contributions to over 50 bar associations, professional networks and advocacy organizations throughout the U.S., and to our City College of New York (CCNY) Honors Program in Legal Studies. Through the Honors Program, Skadden and CCNY offer resources that help high-potential students, typically from challenged economic backgrounds, to gain admission into accredited law schools and subsequently the legal profession. In 2014, we admitted our seventh cohort of cohort of more than 35 students and close to a dozen students from earlier cohorts entered law school this past fall. With respect to internal engagement, in 2014 we hosted approximately 30 educational and cultural programs for the entire firm and community at large. Recent programs include Black History, Asian-Pacific American Heritage Month and Hispanic Heritage Month events, discussions on transgender equality and our annual Lunar New Year Celebration. Additionally in June 2014, the New York office announced a Straight-LGBT Alliance. The program offers additional opportunities for straight colleagues to be open allies of our LGBT attorneys and staff and to increase our collective understanding of how issues and challenges faced by LGBT people show up in society. The Alliance creates a framework that highlights our straight colleagues' valuable contributions to the firm's LGBT Diversity & Inclusion efforts and emphasizes that they are a necessary and welcome part of the efforts to broaden and sustain Skadden's culture of inclusion and equal opportunity. The launch event included remarks from Hudson Taylor, Founder and Executive Director of Athlete Ally, an organization that provides awareness campaigns, education programming and resources to foster inclusive sports communities Awards and Recognitions: Skadden is a recipient of The American Lawyer's 2014 "Top Firms for Diversity" award, an annual ranking of large U.S. law firms according to their percentage of minority attorneys and their percentage of minority partners. We were selected to receive the "2014 Empire State Pride Agenda's Equality at Work Award" on the basis of our leadership in implementing workplace policies that promote LGBT inclusion at the firm. Skadden achieved a perfect score for the fifth time in six years on the Human Rights Corporate Equality Index, which earned us the distinction of being one of the "Best places to Work for LGBT Equality." For the fourth consecutive year and since the award's inception, our firm has been a recipient of the in Law Empowerment Forum's Gold Standard Certification, awarded to "law firms that have integrated women into the highest leadership positions in the firm." For more information, please visit