Norton Rose Fulbright

Transcription

1 1301 McKinney Suite 5100 Houston, T Phone: Fax: LOCATIONS Abu Dhabi, Almaty, Amsterdam, Athens, Austin, Bahrain, Bangkok, Beijing, Bogota, Brisbane, Brussels, Calgary, Cape Town, Caracas, Casablanca, Dallas, Dar es Salaam, Denver, Dubai, Durban, Frankfurt, Hamburg, Hong Kong, Houston, Jakarta (in association with Norton Rose Fulbright Australia), Johannesburg, London, Los Angeles, Melbourne, Milan, Minneapolis, Montreal, Moscow, Munich, New York, Ottawa, Paris, Perth, Piraeus, Pittsburgh- Southpointe, Quebec, Rio de Janeiro, Riyadh (in association with Mohammed Al-Ghamdi Law Firm), San Antonio, St. Louis, Shanghai, Singapore, Sydney, Tokyo, Toronto, Warsaw, Washington, DC. DIVERSITY LEADERSHIP Head(s) of Firm: Linda L. Addison, US Managing Partner Diversity team leader(s): Gina Shishima, US Chief Diversity Officer and Chair, US Diversity and Inclusion Committee NUMBER OF ATTORNEYS TOTAL NUMBER OF ATTORNEYS Currently As of December 31, 2014 Firmwide U.S. offices only

2 Law Firm Demographic Profile Does your firm have more than one tier of partnership? No ASSOCIATES (2014) SUMMER ASSOCIATES (2014) White/Caucasian African-American/Black 5 10 Hispanic/Latino 7 3 Alaska Native/American Indian 1 0 Asian 7 11 Multiracial 7 5 Total White/Caucasian African-American/Black 1 6 Hispanic/Latino 0 3 Asian 6 8 Multiracial 2 5 Total EQUITY PARTNERS (2014) NON-EQUITY PARTNERS (2014) White/Caucasian African-American/Black 3 2 Hispanic/Latino 5 2 Asian 4 3 Multiracial 0 1 Total 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 OF COUNSEL (2014) NEW HIRES (2014) White/Caucasian African-American/Black 3 0 Hispanic/Latino 4 1 Asian 2 4 Multiracial 3 2 Total White/Caucasian African-American/Black 1 3 Hispanic/Latino 2 1 Asian 2 2 Multiracial 0 2 Total 49 41

3 Strategic Plan and Diversity Leadership How does the firm's leadership communicate the importance of diversity to everyone at the firm? Norton Rose Fulbright established its Global Diversity and Inclusion Advisory Council (GDIAC) in December 2012 with a goal of advocating diversity best practices across our more than 50 offices worldwide. The 11-member GDIAC, whose membership includes our US Managing Partner and the head of our US Diversity Committee, works to promote a culture of respect for each individual, encouraging workforce diversity in all aspects. In the US, our leadership promotes diversity awareness and practices through , via the Web, and in person at various meetings with partners, associates, staff, newly-hired associates and summer associates. To further the firm's commitment to diversity, the US Diversity and Inclusion Committee developed a Diversity Action Plan that focuses on five key areas: diversity leadership; outreach, recruiting and hiring; sensitivity and awareness; retaining and advancing lawyers of color; and retaining and advancing women lawyers. Who has primary responsibility for leading diversity initiatives at your firm? Gina Shishima, US Chief Diversity Officer and Chair of the US Diversity and Inclusion Committee. 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: 20 Total hours spent on diversity: [No response] Comments: We do not have a formal process to track the time devoted to these initiatives. 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. Norton Rose Fulbright's Global Diversity and Inclusion Advisory Council provides a source of coordinated and consistent leadership to establish and advocate diversity best practices across all our global offices. The goal of the council is to establish Norton Rose Fulbright as a global leader in diversity and inclusion, and an employer of choice by valuing differences, promoting a culture of respect and encouraging workforce diversity in all aspects and at all levels. In 2014, the GDIAC announced global diversity and inclusion targets of 30 percent female partners and 30 percent female partners on all board and management committees globally by How often does the firm's management review the firm's diversity progress/results? Quarterly How is the firm's diversity committee and/or firm management held accountable for achieving results? Our US Diversity and Inclusion Committee convenes on a monthly basis and reports to members of the Executive Committee periodically, keeping them apprised of diversity programs, their progress and results. Members of the US Diversity and Inclusion Committee and members of the Executive Committee maintain communication with firm lawyers throughout the year on diversity policies and initiatives. The Diversity and Inclusion Committee monitors firm statistics related to minority and women lawyers, and its membership includes the Head of Recruiting and a member of the Associate Evaluation Committee. Is your firm minority-owned or women-owned? No

4 Law Firm Diversity Initiatives INITIATIVES FOR ALL DIVERSE ATTORNEYS Already Completed Currently Addressing Not a Current Priority Undertake communication from firm management that diversity is a top priority of the firm Formalize diversity plan and committee with action steps and accountability to management Conduct firmwide diversity training for all attorneys and staff Focus on strengthening firm's mentoring program Conduct internal diversity needs assessment (e.g., culture and environment surveys) and/or retain diversity consultant to examine how firm culture might be more welcoming of minorities Support law firm's internal affinity networks Hire a director of diversity or other full-time professional to implement the firm's diversity program Coordinate or work with clients on diversity issues Develop/expand relationships with minority bar associations and other legal diversity organizations to offer firm's support of these networks

5 Law Firm Diversity Initiatives INITIATIVES SPECIFICALLY FOR MINORITY ATTORNEYS Already Completed Currently Addressing Not a Current Priority Increase the number of minority attorneys at the associate level Increase the number of minority attorneys at the partnership level Increase the number of minority attorneys in leadership positions Focus on strengthening firm's mentoring program for minority attorneys Manage/monitor allocation of work assignments and/or hours billed to ensure minority attorneys have equal access/inclusion on top client matters Other (please specify): Investing in pipeline programs such as Sponsors for Educational Opportunity (SEO).

6 Law Firm Diversity Initiatives INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS Already Completed Currently Addressing Not a Current Priority Institute a formal part-time policy that addresses partnership prospects Increase the number of women at the associate level Increase the number of women at the partnership level Increase the number of women in leadership positions Focus on strengthening firm's mentoring program for women Manage/monitor allocation of work assignments and/or hours billed to ensure women have equal access/ inclusion to top client matters Other (please specify): We announced global diversity and inclusion targets of 30 percent female partners and 30 percent female partners on all board and management committees globally by Few firms have set a target like this. We are already quickly moving towards these goals; in fact, our Partnership Committee is now 36 percent women.

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. [No response]

9 Recruitment - New Associates Does your firm annually recruit at any of the following types of institutions? Ivy League schools: Harvard Law School; Yale Law School; Columbia Law School; University of Pennsylvania. Other private schools: American University Washington College of Law; Baylor Law School; The Catholic University of America Columbus School of Law; Duke University School of Law; Fordham University School of Law; George Washington University Law School; Georgetown University Law Center; Hofstra University Maurice A. Deane School of Law; Howard University School of Law; Loyola Law School Los Angeles; New York University School of Law; Northwestern University School of Law; St. Mary's School of Law; Southern Methodist University Dedman School of Law; South Texas College of Law; Stanford Law School; Tulane Law School; University of Chicago Law School; University of Denver Sturm College of Law; University of Southern California Gould School of Law; Vanderbilt University Law School; Washington University School of Law. Public state schools: University of Alabama School of Law; George Mason University School of Law; University of Michigan Law School; University of Pennsylvania Law School; Texas Southern University Thurgood Marshall School of Law; Texas Tech University School of Law; University of California Berkeley School of Law; University of California Los Angeles School of Law; University of California Irvine School of Law; University of Colorado Boulder School of Law; University of Houston Law Center; University of Texas School of Law; University of Virginia School of Law; University of North Carolina School of Law; University of Oklahoma College of Law. Historically Black Colleges and Universities (HBCUs): Howard University School of Law; Texas Southern University Thurgood Marshall School of Law. Diversity job fairs: Lavender Law Career Fair; Rocky Mountain BLSA; 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? We participate in several programs targeting first-year law students, including on-campus interviews at Harvard and Texas. In our Minneapolis office, we participate in the Twin Cities Diversity in Practice program while our Houston office participates in the Houston Bar Association's 1L Program. Our Los Angeles office sponsors a writing scholarship for first-year law students at UCLA and USC law schools for members of the BLSA and La Raza organizations. Both our Houston and Dallas offices interview and hire 1L students for summer associateships that commence with their completion of one year of law school. We also participate in the Legal Council on Legal Diversity Pipeline Initiative, which provides development and networking opportunities for first-year law students. For the last decade, lawyers in our Austin office have worked in conjunction with attorneys from Dell, Inc. to mentors 1L students who are members of a minority student organization at the University of Texas School of Law.

10 Recruitment - New Associates ALL 2L SUMMER ASSOCIATES (2014) OFFERS MADE* (2014) White/Caucasian African-American/Black 1 4 Hispanic/Latino 0 3 Asian 5 7 Multiracial 1 2 Total * Summer associates who received an offer of full-time employment White/Caucasian African-American/Black 1 0 Hispanic/Latino 0 3 Asian 5 6 Multiracial 1 2 Total OFFERS ACCEPTED* (2014) NEITHER ACCEPTED NOR DECLINED (2014) * Summer associates who accepted an offer of full-time employment * Summer associates who neither accepted nor declined an offer of full-time employment because of postgraduate clerkship/fellowship White/Caucasian African-American/Black 1 0 Hispanic/Latino 0 3 Asian 5 6 Multiracial 1 2 Total White/Caucasian 0 1 Total 0 1

11 Recruitment - Lateral Associates and Partners Norton Rose Fulbright LATERAL ASSOCIATE HIRES (2014) LATERAL OF COUNSEL HIRES (2014) White/Caucasian African-American/Black 0 1 Hispanic/Latino 1 0 Asian 1 1 Total White/Caucasian 3 6 Total 3 6 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 7 1 Hispanic/Latino 1 0 Asian 1 0 Total 9 1 White/Caucasian 6 0 Asian 0 1 Total 6 1 NEW EQUITY PARTNERS* (2014) * Whether hired laterally or promoted from within White/Caucasian 13 1 Hispanic/Latino 1 0 Asian 1 1 Total 15 2

12 Recruitment - Lateral Associates and Partners Norton Rose Fulbright 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: Pye Legal; Warren Recruiting; Newhouse Noblin; R. Weatherly Group; Of Counsel, Inc.

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

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 0 Total 2 0 8TH-YEAR PLUS ASSOCIATES White/Caucasian 3 8 Total 3 8 OF COUNSEL White/Caucasian 10 7 Hispanic/Latino 1 0 Total 11 7 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 EQUITY PARTNERS White/Caucasian 13 5 Hispanic/Latino 1 0 Total 14 5

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 What impact, if any, will the decision to work part time have on an attorney's ability to make a partner, or if already a partner, to remain a partner at your firm? Working a reduced hours schedule does not change the factors considered for a promotion; attorneys working reduced hours remain eligible for promotions, including partnership. Part-time attorneys receive pro rata credit toward partnership. How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? We cannot accurately respond to this question as we do not have the historical 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

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 5 2 Total 5 2 White/Caucasian 7 2 African-American/Black 0 1 Total 7 3 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 1 Hispanic/Latino 1 1 Total 9 2 White/Caucasian 10 4 African-American/Black 1 0 Total 11 4 ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT White/Caucasian 8 6 African-American/Black 1 2 Hispanic/Latino 0 1 Asian 1 1 Total 10 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 GLBT attorneys n/a n/a n/a 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? 11 Minorities heading offices: Stacey A. Martinez, Austin (68) heading offices: Stacey A. Martinez, Austin (68) GLBT attorneys heading offices: Individuals with disabilities heading offices: PRACTICE GROUP/DEPARTMENT LEADERS Minorities heading practices: Shauna Johnson Clark, Employment and Labor (30); Gina Shishima, IP Transactions and Patent Prosecution (30); Richard C. Smith, Regulatory and Governmental Investigations (17); William D. Wood, Energy and Infrastructure (35) heading practices: Shauna Johnson Clark, Employment and Labor (30); Gerry Lowry, Life Sciences, Pharma and Healthcare Litigation (62); Yvonne K. Puig, Life Sciences and Healthcare (N/A); Gina Shishima, IP Transactions and Patent Prosecution (30); and Jane Snoddy Smith, Real Estate (21). GLBT attorneys heading practices: Individuals with disabilities heading practices: COMMITTEE LEADERS Minorities heading committees: Gina Shishima, Diversity and Inclusion Committee (20) heading committees: Gina Shishima, Diversity and Inclusion Committee (20); Kathleen R. Ellison, Finance Committee (7); Linda L. Addison, Management Committee (7) AND Partnership Committee (15); and Eva Fromm O'Brien, Professional Responsibility Committee (14). GLBT attorneys heading committees: Individuals with disabilities heading committees:

19 The Firm Says Norton Rose Fulbright is committed to advancing the role of women in leadership positions in our more than 50 offices across the globe. Now more than ever before, women lawyers are playing a major role within our firm, making up a significant portion of our management and executive roles. Specific to the US, we are thriving under the leadership of our first woman managing partner, Linda L. Addison. Firmwide and in the last year, we announced global diversity and inclusion targets of 30 percent female partners and 30 percent female partners on all board and management committees globally by The national average is currently 17 percent female equity partners. Few US law firms have set a target like this. We are already quickly moving towards these goals our US Partnership Committee is now 36 percent women after our most recent election in Likewise, our Global Executive Committee, which has 28 percent female representation, has implemented additional initiatives to promote gender diversity, including: a careerstrategies program providing opportunities and supporting women on their way to senior positions; inclusive leadership training and unconscious-bias education; and women's networks focused on providing learning, development and networking opportunities. We will continue to set these high standards for a variety of our diversity and inclusion efforts. Among them: Our Career Strategies Program (CSP) is a global modular development program for Senior Associates, and has been tailored to the needs of Norton Rose Fulbright's culture, systems and processes. The program is staffed with experts in women's development and has been designed by women, for women, and delivered by women. The CSP program was trailblazing in the legal sector, intended to develop women's confidence in going for partnership and to help managers see the important role they have in pushing women towards partnership. This program is in the process of being rolled-out to all Senior Associates across the US. Our Global Diversity Council provides guidance and oversight of diversity matters throughout all of our markets. Both our Managing Partner and our Chief Diversity Officer are members of this council. We share our diversity goals and best practices regarding policies and programs. Our global firm seeks to embrace core values of professional excellence, collegiality and inclusion. The Council consists of representatives from each of our member firms around the world: Norton Rose Fulbright LLP, Norton Rose Fulbright Australia, Norton Rose Fulbright Canada LLP, Norton Rose Fulbright South Africa and Norton Rose Fulbright US LLP. The US Diversity and Inclusion Committee provides guidance and oversight of diversity matters throughout the US. The Committee is largely made up for those who have key leadership positions at the firm including the heads of our Business, IP, and Disputes groups. Other key leaders include members of the Employment and Attorney Evaluation committees, as well as the firm's Partnership Committee and the compensation committee. Our US Equal Employment Committee directs, develops, implements, coordinates and monitors our US equal employment opportunity procedures. Our US in the Firm and the Profession committee provides an environment in which women lawyers participate meaningfully in the firm, including in premium work assignments and business development opportunities. The goals of the committee are to ensure women are viewed as significant leaders in the firm and have the confidence to achieve success in their legal careers. in Norton Rose (WiN) provides opportunities to make contacts across the group and with other networks, to increase diversity and the retention of women at Norton Rose Fulbright, to focus on specific skills that women need to maximize their business development and career potential and to endorse a culture and provide a visible forum within which issues affecting women can be freely raised and discussed. Norton Rose Fulbright is moving towards a system of not only quantifying our results but also setting target goals that exceed the industry average and the numbers of most firms of our size. We have made great strides and will continue to make more trailblazing efforts in promoting diversity in the workplace.