Dorsey & Whitney LLP NUMBER OF ATTORNEYS 2014 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
|
|
- Elisabeth Wheeler
- 8 years ago
- Views:
Transcription
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.
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 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 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 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 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 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 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 informationPerkins Coie LLP NUMBER OF ATTORNEYS 2014 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
1201 Third Avenue Suite 4900 Seattle, WA 98101 Phone: (206) 359-8000 Fax: (206) 359-9000 www.perkinscoie.com LOCATIONS Anchorage; Beijing; Bellevue; Boise; Chicago; Dallas; Denver; Los Angeles; Madison;
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 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 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 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 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 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 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 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 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 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 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 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 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 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 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 informationXCEL ENERGY RECRUITING DIVERSITY LEADERSHIP LOCATIONS EMPLOYMENT CONTACT/EXPERIENCED HIRE CONTACT THE STATS
XCEL ENERGY 414 Nicollet Mall Minneapolis, MN 55401-1993 Phone: (612) 330-7636 Fax: (612) 330-7935 Email: recruiting@xcelenergy.com www.xcelenergy.com LOCATIONS Minneapolis, MN (HQ) Colorado Michigan Minnesota
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 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 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 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 information2015 CFPB annual employee survey
2015 CFPB annual employee survey December 2015 Introduction Interpretation of results More than 79 percent of the CFPB employee population responded to the fourth annual employee survey conducted by the
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 informationNUCLEAR REGULATORY COMMISSION COMPREHENSIVE. Diversity Management Plan
U.S. NUCLEAR REGULATORY COMMISSION COMPREHENSIVE Diversity Management Plan Vision Statement: NRC is an agency where all employees are valued and have an equal chance to succeed, thereby increasing organizational
More informationComprehensive Diversity Plan for the Research Division
Comprehensive Diversity Plan for the Research Division Introduction In 1999, Cornell University developed its vision for a diverse and inclusive community, Open Doors, Open Hearts, and Open Minds: Cornell
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 information2007 PRSA CHAPTER DIVERSITY AWARDS ENTRY: GREATER CLEVELAND
2007 PRSA CHAPTER DIVERSITY AWARDS ENTRY: GREATER CLEVELAND The Greater Cleveland Chapter of PRSA has a strong commitment to diversity with the goal of making our organization and ultimately our profession
More informationCommitment to Diversity
Commitment to Diversity Recruiting, retaining and promoting minority and women attorneys is more than just the right thing to do. It is a business imperative. Program Highlights The Diversity Committee
More informationAction Plan for the Grand Rapids, Michigan Managing Partners Diversity Collaborative
Action Plan for the Grand Rapids, Michigan Managing Partners Diversity Collaborative Managing Partners of the thirteen largest law firms in Grand Rapids, along with the leadership of the Grand Rapids Bar
More information2014 CFPB annual employee survey
2014 CFPB annual employee survey December 2014 Introduction Interpretation of results More than 83 percent of the CFPB employee population responded to the third annual employee survey conducted by the
More informationJOB SEARCH TIMELINE (2L)
JOB SEARCH TIMELINE (2L) The following is a general job search timeline for second year law students. However, students job searches are unique and you should work with your CDO advisor to develop a job
More informationTask Force on Graduate Education: Selective Evidence Graduate Degree Program Strategic Assessment
Task Force on Graduate Education: Selective Evidence Graduate Degree Program Strategic Assessment Graduate Program in Urban and Regional Planning (Code: 102) University of Iowa MISSION STATEMENT Planning
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 informationInternship Programmes At Blumenthal Performing Arts
2015 SUMMER INTERNSHIP PROGRAM FOR COLLEGE STUDENTS A limited number of full-time summer internships at Blumenthal Performing Arts (BPA) are designed to offer arts management field experience according
More informationVoluntary Form of Equal Employment Opportunity Plan
Voluntary Form of Equal Employment Opportunity Plan Approved by the Board of Directors On August 26, 2015 1 TAMC Voluntary Equal Employment Opportunity Plan The Transportation Agency for Monterey County
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 informationGender Diversity in Corporate Pakistan
Gender Diversity in Corporate Pakistan The participation of women in professional organisations in Pakistan and the Middle East is challenges for organisations that recognise the value companies in Pakistan
More informationGRADUATE APPLICATION FOR ADMISSION
Boston University School of Education Graduate Admissions Office Two Silber Way, Room 124 Boston, MA 02215 Phone: 617-353-4237 Fax: 617-353-8937 Email: sedgrad@bu.edu GRADUATE APPLICATION FOR ADMISSION
More informationRecruiting for Diversity
Recruiting for Diversity Recruiting for Diversity Why is diversity recruitment important? Not only is diversity recruitment the right thing to do, it is the smart thing to do. Where there is a University
More informationMASTER OF EDUCATION (M.ED.) IN SPECIAL EDUCATION AT REINHARDT UNIVERSITY
MASTER OF EDUCATION (M.ED.) IN SPECIAL EDUCATION AT TRANSFORMING PROFESSIONAL EDUCATORS INTO DISTINGUISHED RESPONSIVE AND COLLABORATIVE CLASSROOM TEACHERS, ACTION RESEARCHERS, AND INSTRUCTIONAL LEADERS
More informationLENOR A. SCHEFFLER, Esq. 225 South Sixth Street, Suite 4000 Minneapolis, MN 55402 (612) 349-5687 (w) (612) 868-4710 (c)
225 South Sixth Street, Suite 4000 Minneapolis, MN 55402 (612) 349-5687 (w) (612) 868-4710 (c) EMPLOYMENT Best & Flanagan, LLP, Minneapolis, MN Partner (September 2001-Present) Chair of the Native American
More informationSchool of Nursing Framework to Foster Diversity 2010-2015 (2009 Draft)
School of Nursing Framework to Foster Diversity 2010-2015 (2009 Draft) School of Nursing Framework to Foster Diversity 2010-2015 INTRODUCTION The School of Nursing The Penn State University Board of Trustees
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 informationBest Practices for Promoting LGBT Diversity
Best Practices for Promoting LGBT Diversity DISCLAIMER: The content of this publication has not been presented in its entirety to, or approved by, the American Bar Association House of Delegates or the
More informationReflections of a Graduate Student
University of Northern Iowa Reflections of a Graduate Student 2013-2014 Academic Year By: Megan Vogt Graduate Research Assistant CIO s Office & Institutional Research Abstract The University of Northern
More informationOur students come from 47 states and 35 countries,
About Pomona College Pomona College is one of the premier liberal arts colleges in the world. Ranked in the top 10 in the Forbes Magazine list of America s Top Colleges and No. 5 by U.S. News and World
More informationExamples of Diversity Programs at the University of Washington
Examples of Diversity Programs at the University of Washington Diversity Area Strategy Examples Diversity Blueprint Goal 1: Leadership & Commitment to Diversity Demonstrate commitment Diversity in mission
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 informationPIMA COUNTY EQUAL EMPLOYMENT OPPORTUNITY PLAN SHORT FORM
PIMA COUNTY EQUAL EMPLOYMENT OPPORTUNITY PLAN SHORT FORM STEP 1: Grant Title: Address: Contact: Introductory Statement Various Federal Grants Pima County Government County Administration 130 W. Congress,
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 informationCAREER CENTER. Annual Report
2015 CAREER CENTER Annual Report STATE YOUR CAREER LETTER FROM THE DIRECTOR Dear Colleagues: The Career Center s mission is to assist students with developing, evaluating, and implementing career, education
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 informationJpmorgan Chase Corporate Responsibility - Employees in High Paying positions
30 jpmorgan chase corporate responsibility report 07 For us, doing first-class business in a first-class way has everything to do with our people. More than ever, we are devoted to building a great team
More information2014-2015 Program Director Survey: Traditional Program
Semester Quarter Number 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 29 2014-2015 Program Director Survey: Traditional Program What type of calendar system is your program on? Sequences Sequential Terms Two 8-week
More informationSTATE OF CONNECTICUT JUDICIAL BRANCH EQUAL EMPLOYMENT OPPORTUNITY PLAN. 2015-2016 (Period Ending 12/31/2016)
STATE OF CONNECTICUT JUDICIAL BRANCH EQUAL EMPLOYMENT OPPORTUNITY PLAN 2015-2016 (Period Ending 12/31/2016) STATE OF CONNECTICUT ~ JUDICIAL BRANCH EQUAL EMPLOYMENT OPPORTUNITY PLAN EFFECTIVE JANUARY 1,
More informationOur Employees. CIBC s vision, mission and values are at the centre of our commitment to create an environment where all of our employees can excel.
Our Employees CIBC s vision, mission and values are at the centre of our commitment to create an environment where all of our employees can excel. CIBC focuses on the things that matter to our employees
More informationFederal Energy Regulatory Commission
Federal Energy Regulatory Commission Diversity and Inclusion Strategic Plan Fiscal Year 2012 2015 Table of Contents Overview 3 FERC Diversity and Inclusion Mission Statement 6 Diversity and Inclusion Goals
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 informationResponse to Legal Education and Training Review Discussion Paper 02/2011 on Equality, Diversity and Social Mobility.
www.womensolicitors.org.uk Response to Legal Education and Training Review Discussion Paper 02/2011 on Equality, Diversity and Social Mobility. About the Association of Women Solicitors The Association
More informationA Diverse Community, Committed to Justice. Honoring our heritage, fulfilling our mission
A Diverse Community, Committed to Justice Honoring our heritage, fulfilling our mission >> Since welcoming our first class over 90 years ago, offering equal access to educational opportunity has been essential
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 informationApplication for Graduate Business Programs
Application for Graduate Business Programs MADDEN SCHOOL OF BUSINESS Le Moyne College MADDEN SCHOOL OF BUSINESS GRADUATE PROGRAMS Instructions for Application Completion A graduate business program candidate
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 informationMississippi Teacher Fellowship Program Application
Mississippi Teacher Fellowship Program Application Overview In 1998, the Mississippi Legislature passed House Bill 609 which addresses the critical teacher shortage in the state, which Section 13 of this
More informationSIDLEY PRELAW SCHOLARS INITIATIVE
2014 SIDLEY PRELAW SCHOLARS INITIATIVE The Sidley Prelaw Scholars Initiative is designed to increase diversity in law schools and within the legal profession by helping racially diverse, high-performing
More informationNational Association of Black Accountants, Inc. Minneapolis / St. Paul Chapter Corporate Partnership Prospectus
National Association of Black Accountants, Inc. Minneapolis / St. Paul Chapter Corporate Partnership Prospectus National Association of Black Accountants, Inc. 2 Letter from the President Hello Corporate/Community
More informationWynn Pennsylvania 2012 Diversity Plan
Wynn Pennsylvania 2012 Diversity Plan 1 2 Table of Contents Introduction... 4 Wynn Pennsylvania... 4 Diversity Statement... 5 In-House Groups...5 Human Rights Campaign (HRC) Corporate Equality Index...
More informationBest Workplaces for Women Award
Best Workplaces for Women Award Application Guidelines & Form Presenting Sponsor Platinum Sponsor Gold Sponsor Weaver, LLP Application Guidelines The Fort Worth Chamber of Commerce is now accepting applications
More informationSocially and Environmentally Responsible Practices Survey Credit Suisse Asset Management
Please note: As part of our commitment to an open and transparent government, your completed survey will be posted in its entirety in electronic format on Treasury s Web site at http://www.patreasury.org,
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 informationIN GOOD COMPANY HOW WOMEN ACHIEVERS DRIVE BUSINESS SUCCESS PROMOTION // DIVERSITY
PROMOTION // DIVERSITY IN GOOD COMPANY HOW WOMEN ACHIEVERS DRIVE BUSINESS SUCCESS BY SUSAN H. BURNELL omen represent a powerhouse of talent, qualified and ready to take on the highest leadership roles.
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 informationNATIONAL AERONAUTICS AND SPACE ADMINISTRATION. 2015 Annual Employee Survey Results
2015 Annual Employee Survey Results Public Law requires Federal agencies to administer an Annual Employee Survey (AES) every year and post the results for public access. NASA expands upon these requirements
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 informationNATIONAL WEATHER SERVICE. STRATEGIC PLAN for AMERICAN INDIAN/ALASKAN NATIVE EMPLOYMENT PROGRAM 2005-2007
NATIONAL OCEANIC AND ATMOSPHERIC ADMINISTRATION S NATIONAL WEATHER SERVICE STRATEGIC PLAN for AMERICAN INDIAN/ALASKAN NATIVE EMPLOYMENT PROGRAM 2005-2007 Working Together to Save Lives American Indian/Alaskan
More informationEXPANDING FACULTY DIVERSITY AT UMBC
EXPANDING FACULTY DIVERSITY AT UMBC FACULTY HIRING: UMBC STRIDE: (Committee on Strategies and Tactics for Recruiting to Improve Diversity and Excellence) is a faculty-led group that provides peer-to-peer
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 informationCurrent Partnerships AH&LA: Under30Gateway AH&LA: Women In Lodging Association of Latino Professionals in Finance and Accounting
Current Partnerships AH&LA: Under30Gateway The American Hotel & Lodging Association s Under 30 Gateway addresses the personal and professional needs of young hospitality professionals. Benefits and resources
More informationMSCPA Ethnic Diversity Recruitment & Retention Practices Survey
MSCPA Ethnic Diversity Recruitment & Retention Practices Survey. Is diversity/inclusion (D&I) one of your firm's current strategic initiatives? Yes No Count 30.8% 8 69.2% 8 Is diversity/inclusion (D&I)
More informationNORTHERN VIRGINIA. Hogan & Hartson LLP
NORTHERN VIRGINIA Hogan & Hartson LLP PRACTICE AREAS: Antitrust Business, Finance, and Tax Capital Markets Corporate and Securities Corporate Governance Estate Planning and Administration Government Contracts
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 informationStrategic Vision Faculty and Staff Recruitment and Development
Strategic Vision Faculty and Staff Recruitment and I. End Result: UAF engages in best practices in recruiting, hiring, evaluating, developing and promoting staff. Objective A: To implement regular staff
More informationMicrosoft s Premier Preferred Provider Law Firms
To: From: Microsoft s Premier Preferred Provider Law Firms Brad Smith Date: September 17, 2008 Re: Microsoft s Law Firm Diversity Program I m writing to provide you with information about the final elections
More informationMetropolitan Community College (MCC) recognizes
We Pride Ourselves The institution is committed to excellence in hiring, staffing, retaining, and training for all staff. MCC celebrates diversity as reflected in college policies, practices, and employee
More informationCORPORATE LAW DEPARTMENT DIVERSITY BENCHMARKING REPORT. 2006 Report to Signatories of the Statement of Diversity Principles
CORPORATE LAW DEPARTMENT DIVERSITY BENCHMARKING REPORT 2006 Report to Signatories of the Statement of Diversity Principles 2006 Diversity Benchmarking Study: A Report to Signatory Corporate Law Departments
More informationRoom at the Top: Advancement and Equity for Women in the Business World
Room at the Top: Advancement and Equity for Women in the Business World Donna Evans According to The Double-Bind Dilemma for Women in Leadership: Damned if You Do, Doomed if You Don't, a study released
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 informationUNITED STATES COAST GUARD. Commanding Officer s Diversity Management Guide Leadership Tips for a Mission Effective Workforce
UNITED STATES COAST GUARD Commanding Officer s Diversity Management Guide Leadership Tips for a Mission Effective Workforce 2 Contents What is Diversity?... 4 What is Diversity Management?... 4 Diversity
More information