King & Spalding proudly supports Vault and the Minority Corporate Counsel Association (MCCA)

Transcription

1 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. King & Spalding and its clients benefit when the expertise and experience of people with varied backgrounds and perspectives are woven together.

2 1180 Peachtree Street NE Atlanta, GA Phone: (404) Fax: LOCATIONS Abu Dhabi, Atlanta, Austin, Charlotte, Dubai, Frankfurt, Geneva, Houston, London, Moscow, New York, Paris, Riyadh, San Francisco, Silicon Valley, Singapore, Washington, D.C. DIVERSITY LEADERSHIP Head(s) of Firm: Robert D. Hays, Chairman Diversity team leader(s): Samuel M. Matchett, Partner and Diversity Chair NUMBER OF ATTORNEYS TOTAL NUMBER OF ATTORNEYS Currently As of December 31, 2014 Firmwide U.S. offices only

3 Law Firm Demographic Profile Does your firm have more than one tier of partnership? Yes ASSOCIATES (2014) SUMMER ASSOCIATES (2014) White/Caucasian African-American/Black 4 3 Hispanic/Latino 6 9 Asian Multiracial 0 6 Total White/Caucasian African-American/Black 2 2 Hispanic/Latino 1 2 Asian 4 5 Total EQUITY PARTNERS (2014) NON-EQUITY PARTNERS (2014) White/Caucasian African-American/Black 5 2 Hispanic/Latino 5 4 Asian 4 4 Multiracial 2 0 Total King & Spalding does not distinguish between equity and non-equity partners in externally provided data. King & Spalding does not ask our attorneys to officially identify themselves as having a disability; we ask our GLBT attorneys to voluntarily self-identify White/Caucasian n/a n/a African-American/Black n/a n/a Hispanic/Latino n/a n/a Alaska Native/American Indian n/a n/a Asian n/a n/a Native Hawaiian/Pacific Islander n/a n/a Multiracial n/a n/a Total n/a n/a King & Spalding does not distinguish between equity and non-equity partners in externally provided data. OF COUNSEL (2014) NEW HIRES (2014) White/Caucasian African-American/Black 4 10 Hispanic/Latino 2 1 Asian 4 3 Multiracial 0 2 Total White/Caucasian African-American/Black 3 1 Hispanic/Latino 2 3 Asian 8 4 Multiracial 2 0 Total 58 46

4 Strategic Plan and Diversity Leadership How does the firm's leadership communicate the importance of diversity to everyone at the firm? Our Chairman is a strong champion of diversity and communicates its importance regularly at partners retreats, attorney meetings, and informal memorandums. In addition, we communicate regularly through our diversity intranet site, internal communications (including ) and video messages. Who has primary responsibility for leading diversity initiatives at your firm? Samuel Matchett, Partner and Diversity Chair 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: 19 Total hours spent on diversity: 1343 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 and informal. How often does the firm's management review the firm's diversity progress/results? Twice a year How is the firm's diversity committee and/or firm management held accountable for achieving results? We recognize that our continued success depends on the individual efforts of each member of the firm and we monitor the amount of time each partner devotes to diversity. Through our recruiting and retention reports, work flow tracking, and promotion efforts, we measure our progress over time, comparing the diverse populations to their white male cohorts as well as industry benchmarks. We also use industry data and usage rates to ensure that our diversity-related policies and procedures meet or exceed industry standards. For internal activities (i.e., training and professional development activities), we measure utilization and review individual participant evaluations. Additionally, we benchmark our progress through feedback from our clients and external rankings. In 2014, King & Spalding continued its strong tradition of supporting diversity-related organizations, providing diversity-related programming, opportunities and resources, and partnering with clients in diversity-related initiatives and activities. Highlights included: 1) King & Spalding earned a top score of 100% in the Corporate Equality Index 2014, a report card on LGBT equality in corporate America. King & Spalding scored a maximum rating in all categories, earning the coveted distinction of "Best Places to Work for LGBT Equality." 2) In 2013, the Washington, D.C., office launched the 's Leadership Forum, a professional development program providing topics including developing an authentic leadership style, strengthening entrepreneurial skills, effective communication, resilience and integrating work and family life. 3) In 2014, King & Spalding once again sponsored a diverse partner in the LCLD's Fellows Program, which connects high-potential lawyers (particularly women and minorities) with general counsel and managing partners for year-long professional development that focuses on relationship building and leadership skills. 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 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

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. 1) King & Spalding supports the Atlanta Legal Diversity Consortium, which provides on-going training and mentoring for pre-law students. 2) The Justice Robert Benham Law Camp, a program to encourage Atlanta minority students to pursue careers in the legal profession, was founded and is chaired by King & Spalding partner Harold E. Franklin, Jr., under the auspices of the Gate City Bar Association. 3) King & Spalding hosted the local judging competition for the national Youth About Business Summer Business Camp Program, an innovative approach to exposing students from diverse backgrounds to the world of high-level corporate finance. King & Spalding lawyers and summer associates played a leading role in the Youth About Business (YAB) Southeast Summer Business Camp. 54 students from diverse backgrounds, including 21 from 8 area high schools, visited the firm and met with our summer associates, who counseled the students on the legal aspects of merger/acquisition simulations. 4) King & Spalding hosted a Street Law, lnc.'s Diversity Pipeline program for students from Maynard Jackson, Benjamin E. Mays and D. M. Therrell High Schools to teach the students about careers in law. 5) Lawyers and staff from the firm's Washington, D.C., office participated in the Thurgood Marshall Academy's tutoring program. The program brings 11th and 12th grade students to law firms each week to work with attorneys and paralegals who provide academic support and mentoring. Thurgood Marshall Academy is a college-preparatory public charter high school with the mission of preparing students to success in college. 6) King & Spalding sponsors the John Marshall Law School Youth & Law Summit, designed to engage local area middle and high school students in discussions on legal topics impacting young people. 7) King & Spalding sponsors the Soulstice Youth Litigators Moot Court Competition, which gives students in inner-city public schools the opportunity to participate in mock trail competitions.

9 Recruitment - New Associates Does your firm annually recruit at any of the following types of institutions? Ivy League schools: Columbia Law School, Cornell Law School, Harvard Law School, University of Pennsylvania School of Law, Yale Law School Other private schools: Duke Law School, Emory University School of Law, Fordham University School of Law, Georgetown University Law Center, Hofstra University School of Law, Mercer University School of Law, St. Louis University School of Law, New York University School of Law, Northwestern University School of Law, Seton Hall School of Law, St. John University School of Law, Stanford Law School, University of Chicago, Vanderbilt University Law School, Washington & Lee University School of Law, William & Mary Law School Public state schools: University of Alabama School of Law, Georgia State University College of Law, University of California at Berkeley, University of California at Hastings, University of Florida College of Law, University of Georgia School of Law, University of Houston Law Center, University of Maryland School of Law, University of Michigan Law School, University of North Carolina School of Law, University of Texas School of Law, University of Virginia School of Law Historically Black Colleges and Universities (HBCUs): Howard University School of Law Diversity job fairs: Lavender Law Career Fair, Northeast BLSA Job Fair, Southeastern Minority Job Fair, Sunbelt Minority Recruitment Program 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? In 2014, King & Spalding awarded 20 diverse students with scholarships to Law Preview, a six-day intensive preparatory course on how to succeed in law school. As a sponsor, King & Spalding helped to generously fund full scholarships for incoming law students to attend a Law Preview summer session so they can learn from the nation's leading law school professors and attorney lecturers what to expect and how to succeed in law school. King & Spalding participates in the Leadership Council on Leadership Diversity (LCLD) mentor program for first-year law students from diverse backgrounds. Students are paired with experienced lawyers to mentor them both during law school and afterward, as they prepare for the bar exam and launch their careers. The firm also participates in the LCLD's 1L Scholars Program, designed to give diverse 1L students the opportunity to work in a legal environment and to encourage retention in law school and the legal field. The essence of the LCLD 1L toring Program is meaningful, one-on-one mentoring. King & Spalding hosted study breaks with the Black Law Student Associations at Georgia State University, Wake Forest University, Duke University, the University of Georgia and Mercer University during the exam periods. King & Spalding attorneys spoke about exam preparation, applying to law firms and law firm life and also had a question and answer portion for students to ask additional questions to help guide them in their legal career. King & Spalding's Atlanta office hosted the Gate City Bar Association and Georgia Association of Black Attorneys' Mock Interview/Resume Review Workshop, during which participants went through interviews with the firm's attorneys in order to prepare them for on-campus and job interviews.

10 Recruitment - New Associates ALL 2L SUMMER ASSOCIATES (2014) OFFERS MADE* (2014) White/Caucasian African-American/Black 2 0 Hispanic/Latino 2 2 Asian 4 2 Total * Summer associates who received an offer of full-time employment White/Caucasian 10 9 African-American/Black 2 0 Hispanic/Latino 2 2 Asian 1 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 9 7 African-American/Black 2 0 Hispanic/Latino 1 1 Asian 1 1 Total 13 9 White/Caucasian 1 1 Asian 0 0 Total 1 1

11 Recruitment - Lateral Associates and Partners King & Spalding LLP LATERAL ASSOCIATE HIRES (2014) LATERAL OF COUNSEL HIRES (2014) White/Caucasian African-American/Black 1 0 Hispanic/Latino 2 0 Asian 1 1 Total White/Caucasian 5 2 Asian 3 0 Total 8 2 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 6 4 African-American/Black 1 1 Hispanic/Latino 0 1 Asian 2 1 Multiracial 2 0 Total 11 7 White/Caucasian 8 0 Hispanic/Latino 0 1 Asian 0 0 Total 8 1 NEW EQUITY PARTNERS* (2014) * Whether hired laterally or promoted from within White/Caucasian 17 6 African-American/Black 1 1 Hispanic/Latino 1 2 Asian 2 1 Multiracial 2 0 Total King & Spalding does not distinguish between equity and non-equity partners in externally provided data. King & Spalding does not ask our attorneys to officially identify themselves as having a disability; we ask our GLBT attorneys to voluntarily self-identify

12 Recruitment - Lateral Associates and Partners King & Spalding 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)? No If yes, are any of these executive recruiting/search firms women and/or minority-owned? Not applicable If yes, list all women and/or minority-owned executive search/recruiting firms to which the firm paid a fee for placement services in the past 12 months: Not applicable

13 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 2 1 Asian 0 0 Total 2 1 2ND-YEAR ASSOCIATES White/Caucasian 2 3 African-American/Black 1 0 Hispanic/Latino 1 0 Asian 0 0 Total 4 3 3RD-YEAR ASSOCIATES White/Caucasian 3 1 Asian 0 0 Total 3 1 4TH-YEAR ASSOCIATES White/Caucasian 3 2 African-American/Black 1 0 Asian 2 1 Total 6 3 5TH-YEAR ASSOCIATES White/Caucasian 3 1 Asian 0 2 Multiracial 1 0 Total 4 3 6TH-YEAR ASSOCIATES White/Caucasian 4 0 Asian 0 0 Total 4 0

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 TH-YEAR ASSOCIATES White/Caucasian 2 2 Asian 0 0 Total 2 2 8TH-YEAR PLUS ASSOCIATES White/Caucasian 1 4 African-American/Black 0 2 Asian 1 0 Total 2 6 OF COUNSEL White/Caucasian African-American/Black 0 4 Hispanic/Latino 0 1 Asian 1 0 Total NON-EQUITY PARTNERS White/Caucasian n/a n/a African-American/Black n/a n/a Hispanic/Latino n/a n/a Alaska Native/American Indian n/a n/a Asian n/a n/a Native Hawaiian/Pacific Islander n/a n/a Multiracial n/a n/a Total n/a n/a King & Spalding does not distinguish between equity and non-equity partners in externally provided data. EQUITY PARTNERS White/Caucasian 18 3 Asian 1 0 Multiracial 1 0 Total 20 3 King & Spalding does not distinguish between equity and non-equity partners in externally provided data. King & Spalding does not ask our attorneys to officially identify themselves as having a disability; we ask our GLBT attorneys to voluntarily self-identify

15 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 Comments: In order to enhance retention of a diverse workforce, King & Spalding has one of the most flexible part-time programs in the industry. Part-time arrangements are available on a short-term or long-term basis, and associates may choose to remain on partnership track while working part-time. The program is overseen by Catherine O'Neil, the Part-Time Coordinating Partner. She advises the firm's part-time lawyers in shaping and implementing suitable arrangements with their Practice Group Leaders. Additionally, she also regularly meets with Practice Group Leaders to ensure consistency and application of the part-time program across practice groups and offices. Each arrangement is unique to each lawyer's needs and requirements. All part-time arrangements are structured to achieve a two-way commitment of both obligation and respect between the firm and the lawyer. King & Spalding is proud of its part-time program and is committed to providing a work environment that is flexible in meeting the needs of our lawyers, the firm itself and, most importantly, our clients. We recognize that a successful part-time policy assists in attracting and retaining top quality lawyers who are committed to their profession, the firm, and its clients. What impact, if any, will the decision to work part time have on an attorney's ability to make a partner, or if already a partner, to remain a partner at your firm? There is no impact associates may remain on the partnership track while working a part-time schedule. How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? 9. King & Spalding does not distinguish between equity and non-equity partners in externally provided data.

16 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 King & Spalding does not distinguish between equity and non-equity partners in externally provided data.

17 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 7 1 Asian 1 0 Total 8 1 White/Caucasian African-American/Black 1 0 Hispanic/Latino 0 1 Asian 3 3 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 4 1 Asian 1 0 Total 5 1 White/Caucasian 7 4 Asian 0 0 Total 7 4 ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT White/Caucasian 7 8 African-American/Black 2 1 Hispanic/Latino 1 1 Asian 1 0 Total 11 10

18 Management Demographic Profile O T H E R L E A D E R S H I P R O L E S Leadership positions (2014) U.S. office heads Practice group/ department leaders Committee leaders Total number of positions Number of such positions held by: Minorities n/a n/a 17 n/a 3 27 GLBT attorneys n/a n/a n/a n/a to respond to the NALP survey. 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: [No response] GLBT attorneys heading offices: [No response] Individuals with disabilities heading offices: [No response] PRACTICE GROUP/DEPARTMENT LEADERS Minorities heading practices: [No response] heading practices: Carolyn Alford, Finance, 43; Sarah Borders, Capital Transaction and Real Estate, 39; Carol Wood, Tort & Environmental Litigation, 160 GLBT attorneys heading practices: [No response] Individuals with disabilities heading practices: [No response] COMMITTEE LEADERS Minorities heading committees: Samuel Matchett, Diversity Committee, 19; Wendy Waszmer, Hiring Committee (New York), 11; W. Ray Persons, African American Affinity Group, 21; Antonio Lewis, African American Affinity Group, 21; Victoria Smith, African American Affinity Group, 21; Robert Woo, Asian Affinity Group, 27; Joseph Eng, Asian Affinity Group, 27; Timothy Lee, Asian Affinity Group, 27; Juan-Pablo Crespo, Hispanic/Latino Group, 24; Myrna Salinas Baumann, Hispanic / Latino Affinity Group, 24; Esteban Lecesse, Hispanic / Latino Affinity Group, 24; Carmen Toledo, Hispanic / Latino Affinity Group, 24; Paul Quiros, Hispanic / Latino Affinity Group, 24; Elaine Tseng, California Diversity Affinity Group, 11; Juliet McBride, Houston Diversity Affinity Group; Eldy Roche, Houston Diversity Affinity Group; Elaine Tseng, California 's Affinity Group, 33 heading committees: Leslie Bassett, Atlanta Associates Committee, 19; Patricia Barmeyer, Community Fund Committee, 11; Phyllis Sumner, Hiring Committee (Atlanta), 17; Wendy Waszmer, Hiring Committee (New York), 11; Nikki Reeves, Hiring Committee (Washington), 17; Sarah Borders, Lateral Partner Committee, 7; Jeannette (Jenny) Marshall, New York Associates Committee, 13; Christie Cardon, Pro Bono Committee (Houston), 3; Kathleen (Katie) McCarthy, Pro Committee (NYC), 3; Victoria Smith, African American Affinity Group, 21; Meghan Lluberas, Charlotte 's Affinity Group, 5; Kristina Thomas, Charlotte 's Affinity Group, 5; Myrna Salinas Baumann, Hispanic / Latino Affinity Group, 24; Carmen Toledo, Hispanic / Latino Affinity Group, 24; Laura Bennett, LGBT Affinity Group, Elaine Tseng, California Diversity Affinity Group, 11; Juliet McBride, Houston Diversity Affinity Group, Eldy Roche, Houston Diversity Affinity Group, Kristina Thomas, Atlanta 's Affinity Group, 92; Natasha Moffitt, Atlanta 's Affinity Group, 92; Sara Kay Wheeler, Atlanta 's Affinity Group, 92; Laura Bushnell, California 's Affinity Group, 33; Elaine Tseng, California 's Affinity Group, 33; Cynthia Stroman, DC 's Affinity Group, 66; Jennifer Price, Houston 's Affinity Group, 33; Allison Altersohn, New York 's Affinity Group, 43; Rebecca Kaufman, Part-Time Affinity Group, 23 GLBT attorneys heading committees: as having a disability; we ask our GLBT attorneys to voluntarily self-identify Individuals with disabilities heading committees: as having a disability; we ask our GLBT attorneys to voluntarily self-identify

19 The Firm Says A Commitment to Inclusion King & Spalding recognizes that a diverse talent base provides the range of experience, approach and judgment necessary to achieve the best results for our clients. The firm has implemented a number of innovative programs and initiatives to encourage, enhance and facilitate the development of women and diverse lawyers through various stages of their professional and personal lives. Part-time Program King & Spalding's attorneys are the firm's most important asset. We believe that part-time attorneys contribute fully to our primary focus - the provision of legal services of the highest quality - and that it is possible to remain committed to the service of clients and to professional development while working a reduced schedule. The firm has an established program that insures part-time attorneys have equal support and opportunities across offices, teams and practice areas. Our part-time program is available to both male and female lawyers. Support of Senior Leadership Partners working to advance the careers of women and diverse attorneys while creating a diverse work place is a priority of the senior leadership. This goal was most recently communicated to the entire partnership by a member of the Policy Committee at the annual Partner Retreat. In an effort to keep the Partnership informed and engaged on our efforts and strategic planning, the presentation focused on mentoring and helping women grow their practices at the firm. Affinity Groups Our 15 Affinity Groups throughout the Firm constantly strive to offer educational and networking opportunities at all stages of the attorney career life cycle. These affinity groups have a strong presence in providing networking and educational experience. These events include several clients relationship building events with clients. 's Leadership Committee Since 2014, the 's Leadership Committee ("WLC") utilizes Firm resources to plan and organize educational and informational programs to assist women lawyers in professional achievements and enhance their practices through, for example, networking events with other partners and with clients and potential clients. The WLC also works highlight the importance of of advancing women into all levels of leadership and Firm management. The WLC has set up leadership coaching for women associates in Washington, D.C. facilitated by Susan Dunlap. Talent Partners In each of our six strategic areas of focus, we have Talent Partners who are charged with focusing on ways to support practice growth for our female partners. Our Practice Group Leaders are also strongly committed and directly involved in the development of their team members by speaking individually with women and diverse lawyers about developing their individual practices during the annual review and compensation processes. Compliance Summit King & Spalding Compliance Summit 2014, a day-long program examining the challenges of compliance in a global economy from the perspective of women experts in the field, was inaugurated in The faculty consists of female in-house lawyers, compliance officers, outside counsel, consultants and former government lawyers. Marketing in the Intellectual Property Practice The Firm provides resources for women-focused marketing. For example, our in IP' brochure highlights King & Spalding's strong female presence in the IP field. Approximately 25% of King & Spalding's intellectual property partners are women, placing them above more than half of the AmLaw 50.