1 50 S. 6th Street Suite 1500 Minneapolis, MN Phone: Fax: LOCATIONS Anchorage, Delaware, Denver, Des Moines, Fargo, Hong Kong, London, Minneapolis, Missoula, New York, Palo Alto, Salt Lake City, Seattle, Shanghai, Southern California, Toronto, Vancouver, Washington D.C. DIVERSITY LEADERSHIP Head(s) of Firm: Ken Cutler, Managing Partner Diversity team leader(s): Lynnette Slater Crandall and Cornell Moore, Diversity Co-Chairs 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 5 2 Hispanic/Latino 2 3 Alaska Native/American Indian 2 0 Asian 5 6 Multiracial 4 1 Openly GLBT 6 1 Total White/Caucasian African-American/Black 3 2 Asian 2 1 Multiracial 2 1 Total We do not track the number of summer associates with disabilities. EQUITY PARTNERS (2013) NON-EQUITY PARTNERS (2013) White/Caucasian African-American/Black 2 0 Hispanic/Latino 4 0 Alaska Native/American Indian 1 0 Asian 5 0 Multiracial 0 1 Total White/Caucasian Asian 1 1 Multiracial 0 1 Total OF COUNSEL (2013) NEW HIRES (2013) White/Caucasian African-American/Black 1 0 Asian 4 3 Openly GLBT 1 0 Total White/Caucasian African-American/Black 1 1 Hispanic/Latino 1 1 Asian 7 4 Multiracial 3 0 Openly GLBT 5 0 Total 59 28
3 Strategic Plan and Diversity Leadership How does the firm's leadership communicate the importance of diversity to everyone at the firm? The Management Committee works closely with the Diversity Steering Committee to execute the Firm's Strategic Plan by focusing on not only recruiting, retention and advancement, but also directing innovative efforts toward integrating diverse attorneys into our lawyer teams, client teams and succession plans. By focusing on integration, we hope to create pathways for success for all within our Firm and position ourselves to be stronger and more successful because of our diversity. Diversity is regularly discussed at Firm meetings. Diversity accomplishments are communicated using the Firm's intranet. The Dorsey News Page highlights various Firm activities; at least once every two months, information about diversity programs is featured. The Managing Partner also distributes Firm-wide communications regarding diversity. A more inclusive Firm calendar was developed for use in scheduling Firm events. The Firm's professional development group regularly hosts educational and training sessions on diversity topics. A few examples of recent educational sessions include: What You Don't Know Can Hurt You: Unconscious Bias and the Practice of Law; Developing and Utilizing a Critical Race Lens in the Practice of Law; and Lean In and Relax: A 's Forum and Client Appreciation Event discussing topics presented in the book "Lean In:, Work, and the Will to Lead." The Firm's mandatory ethics and loss prevention testing includes questions that deal with diversity and the non-discrimination aspects of loss prevention. The Managing Partner bestows special awards to partners to encourage mentoring and inclusion. The Dorsey Diversity Award is an annual award program that recognizes individuals, groups, or offices who contribute greatly to the fabric of the firm by enhancing diversity at Dorsey. The Partner of the Year Award recognizes excellence in mentoring and on-the-job training. The Firm gives special awards to encourage mentoring and inclusion. Who has primary responsibility for leading diversity initiatives at your firm? Continued from response to question above: The Firm conducts annual upward evaluations of its partners and of counsel attorneys. This process is part of our effort to increase partner accountability for behaviors that exacerbate retention issues. The focus is to improve behavior by providing feedback and guidance, as well as help partners set personal objectives. The evaluation information also provides more meaningful kudos to those partners who foster diversity and associate development. Our evaluation processes for all lawyers include diversity-related criteria. In addition, the partner review process includes consideration of upward evaluations, partners' descriptions of their own contributions toward the Firm's diversity goals, and input from the Firm-wide Diversity Committee co-chairs. Partner compensation is adjusted positively or negatively with respect to "Firm citizenship" issues, including diversity. Additionally, bonuses were awarded last year specifically for partner's contributions to diversity efforts. Answer to question "Who has primary responsibility for leading diversity initiatives": Ken Cutler (Managing Partner) together with Lynnette Slater Crandall and Cornell Moore (Diversity Co-Chairs) 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: 19 Total hours spent on diversity: 121 Comments: We track diversity time recorded by all Dorsey attorneys, not just Diversity Committee members. 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? Annually How is the firm's diversity committee and/or firm management held accountable for achieving results? The Firm created a methodology to track the allocation of work to women and lawyers of color, which is reviewed by the Firm's Diversity Partners and Department Heads biannually. This process allows the Firm to make adjustments in order to provide equal opportunities for development. Representatives of PPC collaborate with the diversity partners to monitor the quality of work to ensure that our non-majority lawyers are getting opportunities of the same or comparable quality as majority lawyers. Additionally, Dorsey's marketing department tracks the number of diverse lawyers included in client pitches. The Diversity Co-Chairs prepare an annual report on Dorsey's diversity initiatives and progress for review by Management Committee and Policy Committee members.
4 Is your firm minority-owned or women-owned? No
5 Law Firm Diversity Initiatives INITIATIVES FOR ALL DIVERSE ATTORNEYS Already Completed Currently Addressing Not a Current Priority Undertake communication from firm management that diversity is a top priority of the firm Formalize diversity plan and committee with action steps and accountability to management Conduct firmwide diversity training for all attorneys and staff Focus on strengthening firm's mentoring program Conduct internal diversity needs assessment (e.g., culture and environment surveys) and/or retain diversity consultant to examine how firm culture might be more welcoming of minorities Support law firm's internal affinity networks Hire a director of diversity or other full-time professional to implement the firm's diversity program Coordinate or work with clients on diversity issues Develop/expand relationships with minority bar associations and other legal diversity organizations to offer firm's support of these networks
6 Law Firm Diversity Initiatives INITIATIVES SPECIFICALLY FOR MINORITY ATTORNEYS Already Completed Currently Addressing Not a Current Priority Increase the number of minority attorneys at the associate level Increase the number of minority attorneys at the partnership level Increase the number of minority attorneys in leadership positions Focus on strengthening firm's mentoring program for minority attorneys Manage/monitor allocation of work assignments and/or hours billed to ensure minority attorneys have equal access/inclusion on top client matters Other (please specify): Dorsey sends an attorney to participate in the LCLD Fellowship Program each year; the firm is actively involved in Twin Cities Diversity in Practice events and initiatives; and Dorsey recruits minority attorneys using various job boards that target minority attorneys
7 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): Dorsey offers mentoring circles for junior women associates that are led by senior women associates; the firm has an affinity group for women lawyers; we offer business development training for women; and in 2014 we launched a pilot coaching program to help women partners refine their executive presence, leadership and rainmaking skills
8 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): 100% score on the Corporate Equality Index; Lavender Bar, NGLLA, and GLAAD involvement; LGBT affinity group at Dorsey
9 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
10 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. Over the past decade, our Minneapolis office has forged a strong relationship with Bethune Community School in North Minneapolis, a school whose demographic is 78% Black/ African American, 7% Asian, 9% White, 4% Hispanic and 3% Native American. During the school year, 14 volunteers from Dorsey spent an hour each week tutoring students at Bethune. Additionally, the Firm plans and sponsors a Spring Carnival for the students of Bethune and their families. Since the inaugural Carnival in 2000, this event has become an important and meaningful tradition for the families in this community. The Minneapolis office also partners with Cristo Rey Jesuit High School in the Twin Cities and their Hire4Ed Program. The Hire4Ed program is a nationally successful workstudy model that provides students with real world job experiences while allowing them to earn a portion of the cost of their education. The Firm has been recognized by the school as a leader in their program and we have received compliments not only from the school, but also from other businesses, some of which are clients of the Firm.
11 Recruitment - New Associates Does your firm annually recruit at any of the following types of institutions? Ivy League schools: Harvard, Yale, Columbia, University of Pennsylvania, Cornell Other private schools: George Washington, Georgetown, Hamline, Northwestern, Seattle University, University of Chicago, University of Denver, University of St. Thomas, William Mitchell Public state schools: University of Arizona, University of Colorado, University of Iowa, University of Michigan, University of Minnesota, University of Virginia, University of Washington, University of Wisconsin Historically Black Colleges and Universities (HBCUs): Howard Diversity job fairs: Lavender Law Career Fair, Minnesota Minority Recruitment Conference, Northwest Minority Job Fair, Rocky Mountain Diversity Legal 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 Firm participates in five summer clerkship programs for diverse law students: the Colorado Pledge to Diversity Summer Clerkship Program, the Dorsey & Whitney Diversity Fellowship, the Twin Cities Diversity in Practice Summer Rotation Clerkship, the Hennepin County Bar Association (HCBA) Minority Clerkship Program, and the Leadership Council on Legal Diversity 1L Clerkship Program. Dorsey's Denver office participates in the Colorado Pledge to Diversity Summer Clerkship Program which matches diverse first year law students (or second year evening law students) at the University of Colorado and the University of Denver with employers to gain legal experience. The Firm offers the Dorsey Diversity Fellowship in our Minneapolis and Seattle offices. Each fellowship recipient becomes a summer associate following his or her first or second year of law school and receives a stipend to be applied towards law school tuition and expenses. Dorsey has partnered with Twin Cities Diversity in Practice on the Summer Rotation Clerkship program since its inception in Through the Diversity in Practice program, Dorsey typically hires one or two minority first-year law students as summer associates, with the students spending part of the summer working in the corporate legal department of another Diversity in Practice member. Dorsey has also participated in the MSBA Minority Clerkship Program each year since its inception in 2006 and when the HCBA took the leadership for the program in 2014, Dorsey continued its participation. This program matches minority first-year law students with local legal employers for summer employment. In 2014, Dorsey is participating in the Leadership Council on Legal Diversity 1L Clerkship Program for the fourth year, which also supports diverse first-year law students joining legal employers for the summer.
12 Recruitment - New Associates ALL 2L SUMMER ASSOCIATES (2013) OFFERS MADE* (2013) White/Caucasian 12 9 African-American/Black 0 2 Asian 2 0 Multiracial 1 0 Total * Summer associates who received an offer of full-time employment White/Caucasian 11 9 African-American/Black 0 2 Asian 2 0 Multiracial 1 0 Total We do not track the number of summer associates with disabilities. We do not track the number of summer associates with disabilities. 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 10 8 African-American/Black 0 2 Asian 2 0 Multiracial 1 0 Total White/Caucasian 0 0 Total 0 0 We do not track the number of summer associates with disabilities. We do not track the number of summer associates with disabilities.
13 Recruitment - Lateral Associates and Partners Dorsey & Whitney LLP LATERAL ASSOCIATE HIRES (2013) LATERAL OF COUNSEL HIRES (2013) White/Caucasian 19 7 Asian 3 2 Multiracial 2 0 Openly GLBT 4 0 Total 24 9 White/Caucasian 9 6 Asian 2 1 Openly GLBT 1 0 Total 11 7 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 9 1 Hispanic/Latino 1 0 Total 10 1 White/Caucasian 3 4 Multiracial 0 1 Total 3 5 NEW EQUITY PARTNERS* (2013) * Whether hired laterally or promoted from within White/Caucasian 9 1 Hispanic/Latino 1 0 Total 10 1
14 Recruitment - Lateral Associates and Partners Dorsey & Whitney 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: Mestel & Company, Dresam Advisors, B3 Legal, Marina Sirras & 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 ST-YEAR ASSOCIATES White/Caucasian 1 1 Asian 0 1 Total 1 2 2ND-YEAR ASSOCIATES White/Caucasian 0 1 Alaska Native/American Indian 0 1 Asian 0 1 Total 0 3 3RD-YEAR ASSOCIATES White/Caucasian 4 5 Openly GLBT 1 1 Total 4 5 4TH-YEAR ASSOCIATES White/Caucasian 4 3 Asian 0 1 Openly GLBT 0 1 Total 4 3 5TH-YEAR ASSOCIATES White/Caucasian 1 6 Total 1 6 6TH-YEAR ASSOCIATES White/Caucasian 1 3 Openly GLBT 0 1 Total 1 3
16 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 2 Total 3 2 8TH-YEAR PLUS ASSOCIATES White/Caucasian 0 0 Total 0 0 OF COUNSEL White/Caucasian 14 7 Multiracial 1 0 Total 15 7 NON-EQUITY PARTNERS White/Caucasian 6 2 Openly GLBT 1 0 Total 6 2 EQUITY PARTNERS White/Caucasian 13 2 Asian 0 1 Total 13 3
17 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? The Firm's partnership criteria will be applied to all associates uniformly regardless of any flexible work arrangements. About a third of the new women partners promoted in the past five years had flexible work arrangements at one time or another prior to being named partner, including at the time of promotion. As shown below, several partners have flexible work arrangements, many of which have lasted years. How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? 22
18 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
19 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 5 2 Total 5 2 White/Caucasian African-American/Black 2 0 Asian 2 0 Openly GLBT 0 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 8 2 Total 8 2 White/Caucasian 14 4 Total 14 4 ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT White/Caucasian 3 4 African-American/Black 1 0 Alaska Native/American Indian 1 0 Asian 1 0 Multiracial 0 1 Total 6 5
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 (2013) U.S. office heads Practice group/ department leaders Committee leaders Total number of positions Number of such positions held by: Minorities GLBT attorneys n/a Please provide information regarding all diverse attorneys who currently head offices, practice groups and committees. Enter responses in the following format: Attorney, Office location/practice group/committee (No. of attorneys in office/practice group/committee). U.S. OFFICE HEADS How many offices does your firm have in the United States? 13 Minorities heading offices: Eric Schnabel, Delaware (4); Jack Manning, Missoula (7) heading offices: Jahna Lindemuth, Anchorage (10); Sarah Herman, Fargo (2); Annette Jarvis, Salt Lake City (33) GLBT attorneys heading offices: [No response] Individuals with disabilities heading offices: PRACTICE GROUP/DEPARTMENT LEADERS Minorities heading practices: Evan Ng, Venture Capital (16); RJ Zayed, Intellectual Property Litigation (10) and Government Enforcement & Corporate Investigations (4) heading practices: Rhonda Schmidt, Technology Commerce (7); Jocelyn Knoll, Construction Litigation (6); Melissa Raphan, Labor & Employment (10); Elizabeth Buckingham, Trademark (8) GLBT attorneys heading practices: [No response] Individuals with disabilities heading practices: COMMITTEE LEADERS Minorities heading committees: Mario Diaz-Cruz, Benefits Investment Committee (6); Cornell Moore, Diversity Committee (15) heading committees: Sarah Herman, Diversity Committee (15); Kim Severson, Dorsey Foundation (6); Bridget Logstrom Koci, Recruiting (29); Sarah Herman, Sexual Harassment & Discrimination (18); Lynnette Slater Crandall, Minneapolis Volunteer Council (5); Kimberly Neville, Salt Lake City Volunteer Council (2) GLBT attorneys heading committees: [No response] Individuals with disabilities heading committees:
21 The Firm Says One of the goals of Dorsey's Strategic Plan is to reinvigorate the Firm's efforts to increase diversity in our workforce by focusing not only on recruiting, retention and advancement, but also on innovative efforts to integrate diverse attorneys into our lawyer teams, our key client teams and our succession planning. By focusing on integration, we hope to create pathways for success for all within our Firm and tap the skills and energy of individuals across the organization to ensure that the Firm's stated goals of diversity and inclusiveness become reality and the Firm becomes stronger and more successful because of our diversity. Our Flexible Work Arrangements (FWA) policy allows our lawyers to opt for a reduced hours' expectation, a flexible full-time schedule, or telecommuting. In order to ensure the success of FWAs, Dorsey has made substantial investments in technology that allow for greater flexibility in meeting client demands. All lawyers are provided laptop computers, Blackberry devices and technical support available around the clock. Also provided is an internet-based document management system and a voic system that is integrated with our system, allowing our lawyers to monitor voic remotely. In 2013, Dorsey made two significant changes to its Parental Leave and Flexible Working Arrangements (FWA) policies. First, Dorsey increased the number of paid weeks of Parental Leave that our attorneys receive from six weeks to eight weeks. Second, Dorsey implemented a change to the FWA policy so that attorneys returning from parental leave are automatically approved for a reduced-hours schedule of at least 60% for the three months following their leave. Additionally, starting on January 1, 2013, Dorsey began providing tax offsets for same-sex domestic partner benefits. Dorsey's Firm wide diversity structure drives the Firm's global diversity effort. The Diversity Co-Chairs serve as a brain trust to the Managing Partner. Their purpose is to identify and explore the best practices and ideas aimed at developing, retaining and advancing diverse legal talent at Dorsey. The Diversity Co-Chairs, together with the Managing Partner, focus their attention on successful integration strategies which will lead to the retention of diverse talent. The full Diversity Steering Committee, made up of partner representatives from each office, develops Firm-wide diversity policies. They work together with the Professional Personnel Committee, the Recruiting Committee, and Professional Development and Marketing Group concerning the impact of diversity initiatives on education, recruiting and workload allocation. They also share strategies and successes and are responsible for monitoring the success of each office's diversity efforts such as mentoring, recruiting and retention, pipeline activities and sponsorships. The Diversity Co-Chairs report progress, successes and concerns to the Management and Policy Committees on an annual basis. In 2013, Dorsey's Managing Partner appointed three women to the Management Committee and Dorsey's partners elected two women to the Policy Committee. We are proud of the following external recognition that we have received over the years for our efforts in ensuring the success of our women lawyers, minority lawyers, and LGBT lawyers. For example: -Dorsey was deemed one of the "Top Ten Family-Friendly Law Firms" in 2008, 2010 and 2011 and given special recognition for "Overall Support of Part/Flex-Time" in 2013 and "Utilization of Parental Leave Policies" in 2014 by Yale Law. -The Human Rights Campaign designated Dorsey as one of the "Best Places to Work" and awarded the Firm a 100% score on their Corporate Equality Index, measuring policies and practices that promote workplace fairness and equality for GLBT employees (2006, 2008, 2009, 2010, 2011, 2012, and 2013; there was no 2007 CEI). -Working Mother magazine named Dorsey as one of the "Best Law Firms for " (2007, 2008, 2009, 2011, 2012, and 2013; no awards were offered in 2010). -In 2011 and 2012, Dorsey received Gold Standard Certification from the In Law Empowerment Forum (WILEF). WILEF Certification emphasizes the leadership roles achieved by women equity partners, rather than just the percentage of women partners or the policies or practices of the firm. At Dorsey we are proud of the external recognition that we have received over the years for our efforts in ensuring the success of our diverse lawyers. However, the external recognitions that Dorsey as a law firm has received are less important than the success and recognitions that our diverse lawyers have experienced. For example: -Lynnette Slater Crandall (Partner in Minneapolis) was named to Finance & Commerce's 50 Top in Finance list in Annette Jarvis (Partner in Salt Lake City) was selected as the Distinguished Lawyer of the Year by the Utah Chapter of the Federal Bar Association in In 2013, Elizabeth Buckingham, Sandra Edelman, and Lisa Osman (Partners in Minneapolis, New York, and Denver, respectively) were named to the IP Stars-Top 250 in IP, a new publication from Managing Intellectual Property that identifies the leading female IP attorneys in the U.S. -Hebba Aref (Associate in Minneapolis) was named to Lawyer of Color's inaugural Hot List, selected as one of 100 early- to mid-career minority attorneys under 40 from the Midwest Region. -Eight female Dorsey partners and one minority Dorsey partner were recognized by Chambers and Partners in its annual survey, Chambers USA: America's Leading Lawyers for Business 2013.