MINORITY LAWYERS DEVELOPING GREAT. Litigating Age Discrimination Discharge Cases. Non-administered Arbitration. Charity Involvement After Madoff

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1 July/August 2010 DEVELOPING GREAT MINORITY LAWYERS Litigtg Age Dcrimtion Dchrge Cses Non-dmtered Arbitrtion Chrity Involvement After Mdf Common Interest Agreements Form I-9 Audit Cretg Socil Medi Policy Restructurg Foreign Ntionl Employees

2 Developg GrEAT MoRiTY lawyers for next generation While most corporte lw deprtments lw recognize benefits diversity clusion, y contue struggle with how develop ret mority trneys, how mke pression diverse. sue clerly bck focus followg Americn Lwyer s 2010 Diversity ScoreCrd, publhed Mrch. ScoreCrd reveled mteril drop number mority trneys workg Am Lw 200/NLJ 250 lw Generl reductions decle mority hedcount ws not surpre nyone, given previlg economic conditions cutbcks most hve wered over pst 18 months. Wht concerng, however, mority trneys hve been dproportiontely impcted. Approximtely 1,300 5,834 lyfs between Sept. 30, 2008, Sept. 30, 2009, were mority trneys. y ccounted for 22 percent lyfs but only 13.9 percent trneys se. percentge Africn Americn trneys dropped by 13 percent (462); As Americns dropped by ne percent (556); Hpnics lso dropped by ne percent (282). 1 se developments re troublg re importnt questions. Wht hppened commitment diversity ntion s p? Hs economic downturn destroyed busess cse for diversity? How cn we develop exp number mority trneys workg lw deprtments durg troublg economic times? Wht should corporte lw deprtments lw do bout it, if nythg? By Brent l. Henry e. Mcey Russell ACC Docket 27 July/August 2010

3 Lw firm -house diversity from Ocber 2009 NALP report shows some progress from number morities t lw (lthough some would rgue 3 percent crese mority prtners 5 percent crese mority ssocites not enough). percentge mority prtners ws 2.55 percent 1993, 3.55 percent percent ctul percentge mority equity prtners not known, but ccordg survey BRENT L. HENRY vice president generl counsel Prtners HelthCre System Bosn. He lso serves s cochir Bosn Br Assocition Diversity Inclusion Section. He cn be contcted t bhenry1@prtners.org. E. MACEY RUSSELL prtner Mjor Commercil Litigtion Group t Chote, Hll & Stewrt LLP Bosn. He lso serves s co-chir fi rm s diversity committee. He cn be contcted t mrussell@chote.com. Lw Lw corporte corporte lw lw deprtments deprtments must work ger must work ger short short nswer nswer ll ll se se questions questions lw lw deprtments deprtments must must contue contue ddress ddress diversity diversity sue. sue. Indeed, Indeed, it it now now importnt importnt thn thn ever ever significnt significnt progress progress be be mde mde soon soon on on diversity. diversity. re re both both socil socil busess busess mte mte for for diversity diversity legl legl pression. pression. United United Sttes Sttes becomg becomg ethnic ethnic rcilly rcilly diverse, diverse, consumer consumer purchsg purchsg power power morities morities on on re. re. In My In My 2009, 2009, US US Census Census Bureu Bureu reported reported s July s 1, 2008, July 1, 2008, ntion s ntion s mority mority popultion rose popultion rose million, or million, 34 percent or 34 percent tl popultion. tl A popultion report A 2009 by report Selig by Center for Selig Economic Center for Growth Economic (Terry Growth College (Terry Busess, College University Busess, University Georgi) estimtes Georgi) estimtes current buyg current power buyg morities power (Africn morities Americns, (Africn As Americns, Americns, As Hpnics Americns, Hpnics Ntive Americns) Ntive Americns) pproximtely pproximtely $2.3 trillion nnully $2.3 trillion will nnully rech $3.18 will trillion rech by $ trillion Not surprgly, by mny Not surprgly, compnies re mny trgetg compnies products re trgetg services products meet services needs meet se growg needs groups. se Ors growg hve groups. begun Ors expg hve begun globl expg mrkets, eir globl serch mrkets, new eir cusmers serch or lower new opertg costs. For se clients, busess cse for diversity cus- stronger thn ever: Lw with diverse tlent pools re position deliver greter vlue clients with diverse workforce /or cusmer bse. Clerly, cretive solutions re needed ddress diversity chllenge legl pression. se solutions must clude better use tlented mority trneys with necessry legl skills, life experiences perspectives dd vlue client service tems, development diversity plns between lw corporte lw deprtments ddress obstcles success. Lw deprtments must rest tempttion question wher diversity ititives re still necessry dy. Chngg demogrphics recent lyfs mke it cler re must be contug priority obligtion develop next genertion successful mority trneys. mers conducted or lower opertg summer costs For se by clients, Mority busess Corporte cse for Counsel diversity Assocition stronger (MCCA)/ thn ever: Vult Lw with 248 with lw diverse prticiptg, tlent pools re position estimte deliver 6.05 percent. greter vlue 3 overll clients percentge with diverse workforce mority trneys /or cusmer ws 7.7 bse. percent 1993, Clerly, 9.1 cretive percent solutions 2002 re 12.9 needed percent d- dress 2009 before diversity lyfs. chllenge 4 re lso legl hs pres- been sion. some se progress solutions over th must period clude better terms use house diversity. tlented mority ACC trneys reports with necessry percentge legl skills, mority life experiences -house counsel perspectives ws 4 percent 1993, dd vlue 10 percent client service 2000, 12.5 tems, percent development diversity percent plns between -house lw counsel corporte progress lw deprtments positive sign, ddress but my underscore obstcles success. relity Lw deprtments lw re not dog must enough rest develop tempttion promote question morities. wher In diversity ny event, ititives percentge re still necessry mority dy. trneys Chngg overll contues demogrphics lg percentge recent lyfs mke it tl cler popultion re must morities be contug represent. priority If obligtion lw hve develop difficulty next becomg genertion diverse successful sustg mority trneys. it, cn y contue provide effective tril tems hle cses before Lw diverse firm juries, -house or provide diversity best from possible tem 1993 hle 2009 importnt trnsctions or dels? Ocber dproportionte 2009 NALP lyfs report mority shows some progress trneys from mke 2009 it cler number lw must now do even ret, menr develop mority trneys still with m. NALP s 2008 Associte Retention Study shows 52 percent mority trneys leve ir first lw firm by third yer, 85 percent leve by ir fifth yer. study furr revels 12 percent leve pursue nor legl job. In eir cse, th before mny lw deprtments beg consider m for -house counsel positions. NALP 2009 lyf stttics for mority trneys will likely show even higher percentge trneys who hve left by ir third or fifth yer. Perhps some se trneys will l or lw or -house, but it o soon tell. te leves suggest y will hve difficulty fdg new employment s lw both contue del with choppy economy mke room for recently deferred lw school grdutes. criticl question : Why it so difficult chieve mengful lstg diversity p lw? Wht prevents most lw from chievg criticl mss mority trneys who re evenly dtributed from first yer ssocites prtnership rnks, rr thn high concentrtion mority trneys lower ssocite rnks fewer mority equity prtners? For yers, br ssocitions cludg Americn Br Assocition, Ntionl Br Assocition, Ntionl As Pcific Americn Br Assocition Hpnic Ntionl Br Assocition ACC ACC Docket 28 July/August

4 Develop first yer diversity clerkship: One plce for firm Develop strt first with yer diversity grss roots clerkship: development One plce mority firm ssocites. strt It with esier grss hire roots young development tlent thn it mor- for fd ity ssocites. mority senior It It esier ssocites hire or young prtners tlent with thn sufficient it it portble fd mority book senior busess ssocites hire or s prtners lterls. with Lw sufficient portble corporte book lw busess deprtments hire would s lterls. work ger Lw lunch corporte First- yer lw deprtments diversity clerkship would progrm. work ger Ech yer, y lunch would First- first-yer gree diversity hire one or clerkship two mority progrm. first-yer Ech yer, lw students y would for gree summer. hire one Under or two progrm, mority students first-yer lw would students split for time summer. workg between Under progrm, firm students lw deprtment. would split time Th workg ties diversity between objectives firm lw firm deprtment. client Th ger ties diversity strengns objectives overll firm/ lw client firm reltionship. client ger strengns overll firm/ client An reltionship. exmple such progrm citywide diversity An clerkship exmple progrm such lunched progrm by Bosn citywide Lwyers diversity diversity clerkship clerkship (BLG) progrm progrm 2007, lunched with lunched by support by Bosn Bosn Lwyers mjor Lwyers stitu- Group Group tions Group (BLG) (BLG) some 2007, with 2007, city s with support mjor support lw mjor. stitutions mjor Under stitutions some BLG some city s supplies mjor city s first-yer lw mjor. resumes lw Under. corportions Under progrm, progrm, progrm, BLG lw supplies BLG who first-yer supplies n resumes tem first-yer up resumes corportions terview corportions select lw students. lw who Th n progrm who tem n up troduces tem terview up mority terview select trneys students. select prctice students. Th progrm res Th importnt troduces progrm troduces mority significnt trneys mority firm clients. trneys prctice Compnies prctice es importnt such res s Bnk importnt significnt Americ significnt firm clients. Stte firm Compnies Street clients. Bnk Com- such & s r- Trust pnies Bnk Co. such Americ hve s prticipted Bnk Stte Americ Street progrm Bnk Stte & Trust Street ech Co. yer, Bnk hve & Trust prticipted dog Co. so hve prticipted troduced progrm mority ech yer, progrm lw students ech dog yer, so hve world troduced dog bnkg, so hve mority troduced fnce lw students mority vestments. lw world students Msschusetts world fnce Mutul bnkg, hs vestments. stituted fnce Msschusetts similr vestments. progrm Mutul Msschu- with hs one sti- bnkg, its setts tuted outside Mutul similr lw hs. progrm stituted with similr one its progrm outside with lw. one its Why outside th lw progrm. importnt? lw deprtment Why firm develop th progrm diverse importnt? tlent res lw lw deprtment busi- firm develop diverse tlent res lw busi- Assocition, Ntionl As Pcific Americn Br Associhve Assocition, developed Hpnic Ntionl committees Ntionl As Br Pcific Assocition, tsk Americn forces hve focused Br developed Assocition crese Hpnic diversity, tsk Ntionl forces yet lw focused Br Assocition, dproportiontely on how hve crese developed lid on how committees diversity, f committees morities yet lw tsk forces dproportiontely Lw focused firm retention how lid studies f crese morities re o numerous diversity, Lw yet lw count, firm retention but dproportiontely studies common re thred o lid numerous for f mority morities count, trneys but Lw cross firm common ll retention studies thred studies for importnce mority re o trneys numerous menrg, cross ll techg count, studies but full common importnce tegrtion thred menrg, for mority firm. techg Lw trneys deprtments ll studies importnce cn firm. do Lw better deprtments menrg, job se techg res. cn full do cross full tegrtion tegrtion better job se firm. res. Lw deprtments cn do Diversity better job solutions se res. require meetg mds Diversity Lw solutions need require thk strtegiclly meetg bout mds benefits Diversity Lw diverse solutions workplce need require thk t ll strtegiclly levels meetg ir bout orgniztions. mds benefits Th Lw diverse requires workplce m need thk ddress t ll strtegiclly levels pipele ir (hirg) bout orgniztions. benefits retention diverse sues. requires Firms workplce m should ddress t hve ll levels pipele cid ir converstions (hirg) orgniztions. reten- with Th tion ir Th sues. requires most importnt Firms m should clients ddress hve bout cid pipele converstions vlue (hirg) diversity. with retention firm sues. most hs importnt Fortune Firms should 1000 clients compnies hve bout cid s converstions vlue clients, diversity. it likely with If If ir ir firm se most hs Fortune clients importnt vlue 1000 clients diversity compnies bout s cn vlue clients, help it diversity. likely demonstrte firm se hs busess clients Fortune vlue cse 1000 diversity compnies ir prtnerships. cn s clients, help it likely demon- If strte re se busess clients no one-size-fits-ll vlue cse diversity ir prtnerships. strtegy cn help for chievg demonstrte re success busess no diversity. one-size-fits-ll cse Ech ir firm prtnerships. strtegy should for strt chievg with pln lst- lstg tilored re success for no its diversity. orgniztion. one-size-fits-ll Ech Generlly, firm strtegy should for strt pln chievg with cludes pln lstg success sttement for its orgniztion. diversity. series Ech Generlly, firm specific should ction strt pln steps. with cludes pln tilored vion vion gol tilored should sttement for its be orgniztion. hirg, series retention Generlly, specific ction development pln steps. cludes gol mority vion should sttement tlent be t ll hirg, levels series retention specific orgniztion. development ction steps. ction mority steps gol should ten tlent clude be t ll hirg, menrg, levels retention tem orgniztion. buildg development or ction steps strtegies mority ten tlent clude fully t ll menrg, tegrte levels mority tem orgniztion. buildg trneys or ction strtegies firm. steps To ten execute clude fully tegrte menrg, pln, mority firm tem needs buildg trneys buy- from or firm. most strtegies To fluentil execute fully prtners tegrte pln, (usully mority firm needs rmkers ), trneys buy- from ddition firm. fluentil To execute mngg prtners pln, prtner (usully firm needs rmkers ), executive buy- from commit- d- most dition tee. most fluentil buy- mngg prtners ten prtner cn (usully be difficult rmkers ), executive ccomplh committee. thn dition you buy- might mngg expect. ten cn Some prtner be prtners difficult re executive different ccomplh commit- d- thn diversity tee. you buy- might plns becuse expect. ten Some y cn be hve prtners lredy difficult re built different successful ccomplh diversity thn you plns might becuse expect. y Some hve prtners lredy re built different successful diversity plns becuse y hve lredy built successful Lw Firm Recruitment Now Impcts Lw Firm In-house Recruitment Counsel NowLter Impcts In-house Counsel Lter Ech yer, lw recruit ntion s p legl tlent out Ech lw yer, school lw work recruit ir. ntion s Severl p yers legl tlent lter, out lw fter school students work hve ir. received Severl significnt yers trg lter, fter experience, students lw deprtments hve received ten significnt beg hire trg some experience, best lw brightest deprtments from ten lw beg jo hire ir some -house best tems, s brightest mny -house from lw deprtments jo ir do not -house hire students tems, s out mny lw -house school. lw Mny deprt- dy s ments do mority not hire generl students counsel out strted lw school. ir Mny creers t AmLw dy s 200 mority lw. generl Lw counsel ply strted vitl ir role creers t recruitment AmLw 200 lw trg. Lw would-be ply -house vitl role counsel. From recruitment lw firm s trg perspective, would-be busess -house cse counsel. for diversity From lw cludes firm s perspective, bility hve busess lumni jo cse importnt for stitutionl diversity cludes clients bility prospects. hve lumni jo importnt stitutionl clients prospects. prctices without diverse tem, while or prtners see no prctices rel need without or pressure diverse (eir tem, ternlly while or or from prtners clients) see for no ir rel need group or pressure become (eir diverse. ternlly When or from puttg clients) pln for ir ger, group become lso need diverse. be reltic When bout puttg nticipted pln ger, pce progress, lso need which be reltic prtners bout prctice n- groups ticipted pce focus on progress, itilly. which gol prtners mximize prctice firm s groups overll focus chnce on itilly. for success, gol experience mximize shows firm s it overll better chnce hve for some success, erly vicries. experience Plns shows re o mbitious better hve short some run erly tend vicries. lose momentum Plns re o die mbitious on ve. Deliverg short run tend resonble lose momentum sustble progress die on importnt. ve. Deliverg key resonble tegrtg sustble objectives progress concerns importnt. clients, key firm, select tegrtg prtners objectives objectives concerns trneys, concerns clients, gettg clients, firm, rel buy- select firm, select rr prtners prtners thn hed mi- mority noddg mority trneys, from prtnership. gettg gettg rel re rel buy- buy- re rr mny rr potentil thn thn hed hed tctics noddg for from fulfillg prtnership. th objective. re re mny potentil tctics for fulfillg th objective. re no one-size-fits-ll strtegy re no one-size-fits-ll for chievg lstg success strtegy for diversity. chievg lstg success diversity. ACC Docket 30 July/August 2010 ACC Docket 30 July/August 2010

5 reltionship with ir client. If th true, cn nythg ness be done importnt bout it? Prtners client. will not progrm fully prticipte helps mority lw diversity students pln lern if y perceive s outs it my dversely client s busess ffect ir bout client lw reltionships. firm life erly Thus ir creers. lw Th deprtments could enhnce need ddress ir chnces how prtners gettg relly n fer feel bout return th sue, s sme well s firm bout for trg followg menrg summer /or mority fers trneys. jo full-time It well fter documented grdution. When mority terviewg ssocites for leve lw firm ir jobs lw t or t, higher rte students thn ir cn white dcuss counterprts ir clerkship. Th for resons gret or wy thn for just m job brek performnce. ice t At terview. time, no one summer should experience be surpred supplements if mority trney student s hs sme lw school difficult grdes, djustment which for some life t students mjor cn lw be firm thn brrier mny her beg white hired; counterprts. provides student relity with writg mny smples mority trneys references re lerng cn lw spek busess student s for true first tlents time, without bilities; proper gives menrg student trg better it chnce my tke for time success get s up n ssocite speed. Th becuse my frustrte she now some understs prtners wht workg expected. with m my cuse those prtners look elsewhere Remove for ternl sstnce lw with firm brriers next ssignment. success: Firms Lw must remove tend systemic be gret t brriers forml trg success. progrms, Two yet ledg s effective brriers with re dequte hs-on menrg trg. filure Prtners not promptly ssocites ddress must ny work prtner ger concerns generte on work performed client by work mority product. trneys. Th should Mny contue re until structured ssocite mnged ble hle such mtters wy with little prtners or no cn prtner run ir supervion. own prctices. To ddress Prtners potentil control prtner who works concerns, mtters client for ir clients firm would re gree protective write f ir client prtner s reltionships billble time on number spent menrg levels. techg, ssocite s billble hours curred success lerng n ssocite client s depends busess on strength substntive ternl lw. Such mrket. write-fs Assocites would who hve do no work negtive for prtners impct on her re prtner dem. compenstion. If n ssocite Indeed, hs uneven firm would work rewrd (or just hs prtner some for trouble menrg with itil trg. ssignment), A client she cn my help not be requested th process by hle rrngg future conference ssignments clls for or forml prtner. When meetgs th t occurs, compny questions with cn mority sometimes ssocites re for so or y prtners cn lern bout bout ssocite s compny. performnce, Clients cn lso word rewrd gets out. prtner Though by th sendg dynmic him my ext busess. for ll ssocites, mny mority benefits ssocites re re threefold: concerned better work once y product re enhnces th mnner, vlue it my firm be hrder brgs for m client; get second ssocite tgged opportunities feels like prt impress tem; redeem reltionship mselves between eyes prtner, ssocite or firm. Mority client ssocites strengned. th position Mority Corporte Counsel Assocition Mority Corporte Counsel Assocition (MCCA) ws founded 1997 dvocte for exped hirg, retention, promotion mority trneys corporte lw deprtments lw serve m. MCCA ccomplhes its msion through collection dsemtion formtion bout diversity legl pression. Fd out bout ACC s prtner generl diversity outrech t Corporte lw deprtments role sometimes Lw deprtments believe y must hve lso no do option or demonstrte thn leve lw firm strt diversity over elsewhere., fct, importnt client. It s So not fr, uncommon use her crrot--stick from lid-f mority pproch, trneys thretens who believed y could do not not improve fford diversity mke ny with which losg mtkes, compny s thus ppered busess, less hs confident not been on prticulrly job. effective. Mny lso re sy re y firm never prtners received who hve fir chnce received work from compete corporte never clients relly for connected yers without nyone diverse t tem. y prtner know level. Some client s believe busess provide unfirly high mimized qulity ir services. ccomplhments Neir prtner mgnified nor ir -house mtkes. counsel se perceptions willg (ccurte chnge wht or not) hs re been constent workg with very well survey for fdgs long bout time, why sce mority compny s trneys number ten leve one priority lck chievg menrg. gret outcome or result. refore, lw lw deprtments Intentionlly must or do not, prtners convce my void prtner usg who tgged hs been mority receivg ssocite, ir due busess concerns for yers bout dhere dmgg diversity reltionship movement with ir client. crete If opportunities th true, cn on nythg client tem be done for bout morities. it? Prtners will not fully prticipte diversity pln if y Chief perceive Legl Officer it my Surveys dversely conducted ffect by ir Altmn client Weil, reltionships. Inc., suggests Thus mny corportions lw deprtments ultimtely need do ddress not consider how prtners diversity relly n importnt feel bout or th key sue, fcr s when well s selectg bout trg outside counsel. menrg In 2006, mority p trneys. four resons It well for firg documented outside counsel mority did not ssocites clude leve firm s ir lck lw diversity. t higher When rte dictg thn ir white reson counterprts for selectg outside for resons counsel, or 13.7 thn percent just job selected performnce. or At ctegory. sme Th time, ctegory no one should cludes be responses surpred if such mority s personl trney chemtry, loction, difficult beuty djustment contests life we t mjor don t use lw preferred firm thn hs provider mny her lts. white Diversity counterprts. did not score relity high enough mny wrrnt mority its trneys own ctegory. re lerng When lw sked bout busess for reson for hirg first time, counsel without for new proper mtter menrg new re trg experte, it my tke diversity time get response up speed. g Th fell my frustrte or some ctegory prtners percent). workg with In 2008, m when my rnkg cuse those resons prtners for firg (7.5 look lw elsewhere firm on for scle sstnce 1 (lest with importnt) next ssignment. 10 (most Lw importnt), tend filure be gret meet t diversity forml trg objectives progrms, 3.2 (up yet from not 1.5 s effective 2007) with hs-on lowest menrg ll resons. trg. highest Prtners rtg ssocites 7.5 for must mhlg work ger one or generte criticl mtters. client work 2009 product. survey Th does should not mention contue diversity. until ssocite ble Lw hle deprtments mtters must with meet little with or no mngg prtner supervion. prtners To rmkers ddress potentil dcuss prtner how best concerns, identify client concrete gols firm would implement gree write specific f strtegies. prtner s y billble should time consider spent menrg estblhg techg, position chief ssocite s legl diversity billble ficer hours curred or mority lerng counsel lion, client s which busess would send substntive lw. messge Such write-fs corportion would hve no outside negtive counsel impct bout on cler prtner importnce compenstion. diversity. Indeed, Lw deprtments firm would should rewrd do better prtner job for networkg menrg with mority trg. trneys, A client mtg th or estblhg process by rrngg diversity conference committee, clls hostg or forml -house cn help conferences, meetgs t compny estblhg with progrms mority ssocites with lw so y sst cn lern removg bout brriers compny. success. Clients cn lso rewrd Promotg prtner by diversity sendg t him lw busess. benefits lw deprtments becuse benefits y re will threefold: hve ccess better diverse work product tems, enhnces n vlue cresed firm pool brgs potentilly client; diverse -house ssocite ultimtely, counsel. feels like Hriclly, prt tem; lw provide reltionship best trg between for -house prtner, ssocite counsel cidtes client becuse strengned. y underst ir ACC ACC Docket Docket 32 July/August July/August

6 better job networkg with mority Lw deprtments should do better job networkg with mority tblhg diversity committee, hostes, estblhg progrms with trneys, mtg or estblhg diversity committee, hostg -house conferences, estblhg progrms with g brriers success. lw sst removg brriers success. speeptions, w cites mjor l, t wy w who el. rity crete by stte ficer trnt side on nsel. g orneys belooksel. d br orneys nce rml s ves ority tntribs much hve ns tie e diversity tippg pot should be used by lw deprtments t busess eir ception legl needs, lw tr firm trneys reltion- spe- clients Corporte cilize ship when lw wrdg clients deprtments prctice busess, res. role or With enhnce limited client exceptions, lw reltionship Lw deprtments with do n not must extg hire lso trneys lw do firm. directly Eir demonstrte from wy, lw lw school deprtment or out should diversity clerkships. mke, cler Insted, fct, importnt y firm recruit ssocites diversity client. So fter fr, mengful y hve use received fcr crrot--stick trg determg experience pproch, new or cresed t which mjor thretens firm. busess Lw with deprtments outside do counsel. not need improve diverse diversity -house counsel, with losg vestg compny s Conduct mority busess, trneys outside hs not t counsel been prticulrly conferences: best effective. wy re build Lw re strong deprtments firm pipele. prtners should who hve vite received mority work counsel from corporte Here n clients nnul re some for -house yers specific without diversity ides: diverse conference. tem. y conference Crete busess strengns mority provide ficer reltionships high or lion: qulity between Ech services. lw mi- know client s Neir nority deprtment counsel prtner nor should corportion. -house hve n ficer counsel It lso or lion willg provides who chnge pltform wht key hs contct been dcuss workg with everythg mority well from outside for billg counsel. long rtes time, sce substntive ficer compny s or lion sues number should one how follow priority efficiently up with chievg mority hle gret compny outcome trneys mtters. result. fter br refore, ssocition lw events; deprtments keep must do Monir les convce diversity communiction stttics: prtner who open hs lion been cler; or receivg ficer busess should n ternl for be yers responsible dt bnk dhere for mority requestg diversity trneys diversity movement by stte crete ir crete formtion opportunities prctice from res lw on for -house client mesurg tem counsel. for morities. progress. ficer or ficer lion should should Chief work mke Legl with Officer esy firm for Surveys mority ddress conducted trneys with Weil, communicte Inc., diversity suggests greement with mny lw or corportions pln. deprtment ny by Altmn sues for -house counsel identify mority outside counsel when need res. Hvg person th role crucil if corportions truly wnt Show diversity Me Numbers y use s outside counsel. Engge mority outside counsel: Developg re busess re severl not sources esy, for stttics mny mority on number trneys mority struggle trneys develop prcticg book th country. busess 2008 become reports prtners. morities Tht why represent y re 11.3 lwys percent look- US Census ll trneys, g for wys which cludes network lw with, -house government counsel. smll/solo In-house lw. counsel Ntionl should mke Assocition time for ttend Lw br Plcement ssocition (NALP) mts events dt provide on number mority men, trneys women networkg morities opportunities, workg for its give 1,514 m member lw chnce ; morities mke ir represented pitch 12.9 follow percent up with ll trneys forml for se busess presenttion Ntionl Lw Journl mts similr Mority formtion prtners on know country s p cretg 250 lw busess. Accordg trnsltes Americn power Lwyer, respect, morities but represent it lso proves bout 13.4 vlue percent diversity trneys ir those. Moreover, s Sept. 30, mority 2009, bsed prtner on with 191 power cn responded ten serve th s yer mgnet lst ttrct Mority ret -house or counsel mority workg ssocites. for Th ntion s contrib- p yer. corportions utes improvg busesses pipele fre somewht problem better sce with much 16.5 esier percent for representtion, recruit ccordg mority tlent Assocition if y hve mority Corporte prtners. Counsel (ACC). Lw deprtments should use diversity s mens nrrow lt potentil, or brek tie mong equl when givg out busess. diversity tippg pot should be used by lw deprtments t do eir not consider ception diversity n lw importnt firm reltion- or key ultimtely fcr ship when selectg wrdg outside busess, counsel. or enhnce In 2006, client p four reltionship resons for with firg n outside extg counsel lw firm. did Eir not clude wy, deprtment firm s lck should diversity. mke When cler dictg firm reson diversity for selectg mengful outside fcr counsel, determg 13.7 percent new selected or cresed or busess ctegory. with outside Th ctegory counsel. cludes responses such s personl Conduct chemtry, mority loction, outside beuty counsel contests conferences: we don t use Lw preferred deprtments provider should lts. vite Diversity mority did counsel not score high enough n nnul wrrnt -house its diversity own ctegory. conference. When sked conference reson strengns for hirg counsel reltionships for new between mtter mi- bout new re nority experte, counsel diversity corportion. response It lso g provides fell pltform or ctegory dcuss (7.5 everythg percent). from In 2008, billg when rtes rnkg substntive resons sues for firg how lw firm efficiently on scle hle 1 (lest compny importnt) mtters. 10 (most importnt), filure meet diversity Monir objectives diversity 3.2 stttics: (up from 1.5 lion 2007) or ficer should ll resons. be responsible highest for rtg requestg 7.5 diversity for m- lowest hlg formtion one from criticl lw mtters. mesurg 2009 progress. survey does not mention ficer should diversity. work with firm ddress ny Lw sues deprtments with must diversity meet greement with mngg or pln. prtners rmkers dcuss how best identify concrete gols implement specific strtegies. y should consider estblhg position chief legl diversity ficer or mority Show counsel Me lion, Numbers which would send cler messge corportion outside counsel bout importnce re re diversity. severl sources Lw deprtments for stttics should on number do better job mority networkg trneys with prcticg mority trneys, th country. mtg 2008 or estblhg US Census diversity reports committee, morities hostg represent -house 11.3 percent conferences, ll trneys, estblhg which progrms cludes lw with, lw government sst removg smll/solo brriers lw. success. Ntionl Assocition for Lw Promotg Plcement diversity (NALP) mts t lw dt on benefits number lw deprtments women becuse y morities will hve workg ccess for its 1,514 diverse member tems lw, men, ultimtely, ; morities n cresed represented pool 12.9 potentilly percent diverse ll trneys -house counsel. for se Hriclly, lw 2 Ntionl provide Lw Journl best trg mts for -house similr formtion counsel cidtes on country s becuse p 250 y lw underst. Accordg clients busess Americn legl Lwyer, needs, morities tr represent trneys bout ir specilize 13.4 percent trneys clients prctice those res. s With Sept. limited 30, 2009, exceptions, bsed on lw deprtments 191 responded do not hire th trneys yer directly lst from yer. lw Mority school or -house out counsel clerkships. workg Insted, for y ntion s recruit p ssocites corportions fter y busesses hve received fre trg somewht better experience with t mjor 16.5 percent firm. representtion, Lw deprtments ccordg need diverse Assocition -house counsel, Corporte vestg Counsel (ACC). mority trneys t best wy build strong pipele. Docket 33 July/August 2010 ACC Docket 33 July/August 2010

7 ACC Extrs on Diversity ACC Docket Collbortg with Outside Counsel Promote Diversity Chnge (June 2009). Bsed on Accenture s system, it s possible tke diversity lw deprtments from n ide n ction. Red how compny s globl legl network developed n clusive ternl environment how hd domo effect on ir externl reltionships. Primg Pipele Diversity Legl Pression (June 2001). If you wnt diverse legl deprtment, you must strt t source. Lern how rech out children your community, give m drem y cn use help mselves strengn society. InfoPAKS SM Affirmtive Action Complce (Sept. 2009). Th InfoPAK provides n overview OFCCP methods suggests steps compny cn follow determe if it subject federl ffirmtive ction regultions, if so, ensure complce. Achievg Diversity (June 2006). Th InfoPAK tended provide -house counsel with formtion on estblhg mtg diverse lw deprtment. Progrm Mteril When Does Diversity Influence Lw Deprtment Retention Decions? (Feb. 2003). View th presenttion on how diversity ffects retention decions. ACC hs mteril on th subject on our website. Vit where you cn browse our resources by prctice re or use our serch fd documents by keyword. knowledge while workg on-site with ir client. It lso should strengn client reltionship when ssocite returns firm. Develop stitutionl knowledge outside counsel: To enhnce lerng process mority tr drive ir client s legl concerns. Work with terested lw locl br ssocition help build diversity br: Consider mechnms recognize lw lw deprtments who hve demonstrted susted success ir diversity ititives, estblh vehicles shre ACC Docket 34 best prctices. Annul diversity recognition events Here re some specific ides: coupled with mengful exchnges ides cn help Crete mority ficer or lion: Ech lw re wreness importnce diversity deprtment should hve n ficer or lion who broder legl community. key contct with mority outside counsel. ficer or lion should follow up with mority Improvg diversity not for frted trneys fter br ssocition events; keep les Improvg diversity t lw corporte legl communiction open cler; crete n deprtments will not be esy. first step for lw deprtments rech cler common understg ternl dt bnk mority trneys by stte prctice res for -house counsel. ficer or ir diversity gols objectives. re re still mny lion should mke it esy for mority trneys herent chllenges be ddressed. But chnge cn hppen if lw deprtments lw work ger, communicte with lw deprtment for -house counsel identify mority outside counsel re committed developg mtg susted when need res. Hvg person th role diversity progrm. crucil if corportions truly wnt diversity Th n t just field drems. If you build it, y will y use s outside counsel. come. Engge mority outside counsel: Developg busess not esy, mny mority trneys Hve comment on th rticle? Emil edirchief@cc.com. struggle develop book busess become prtners. Tht why y re lwys lookg for wys NoTeS network with -house counsel. In-house counsel 1. Th represents 9 percent drop overll mority trneys se should mke compred time 6 ttend percent br drop ssocition overll ll events trneys. 2. See provide NALP oct. mority 21, 2009 trneys report, Lw networkg Firm Diversity opportunities, Demogrphics give m Show Little chnce Chnge, Despite mke Economic ir pitch Downturn, follow Representtion up with Some forml Mrkets busess Decles presenttion. While Ors Show Smll Mority Gs. NALP prtners reports know its 1,514 cretg member busess, re trnsltes 61,821 power prtners respect, 63,168 ssocites. but it lso Mority proves prtners vlue repre-osent 6.05 percent (3,740) ssocites represent percent re diversity ir. Moreover, mority prtner with (12,425), tlg 16,165 mority trneys. tl number power cn ten serve s mgnet ttrct or ret or NALP trneys 124,989 morities represent 12.9 percent mority. NALP ssocites. stttics Th clude contributes AmLw 200 improvg NLJ 250. pipele 3. problem prticiptg sce it much survey esier clude for 98 percent recruit Ammority Lw 100, tlent if thn y 80 hve percent mority AmLw prtners. 200 cludg 70 Lw percent deprtments NLJ 250 should use 80 diversity percent s prticipnts mens re nrrow NALP lt direcry. potentil tl, number or brek equity prtners tie mong survey 32,017. brekdown s follows: Africn Americn equl when givg out busess. diversity tippg pot should be used by lw deprtments t eir 1.63 percent (522), Hpnic Lto 1.82 percent (583), As 2.17 percent (695) or morities 0.42 percent (136). In ception th survey n equity lw prtner firm reltionship defed s someone when wrdg who busess, member or or shreholder enhnce with client right reltionship shre with prits n extg lw firm. Eir does not wy, clude non-equity deprtment prtners, should who mke re lw cler firm firm employees diversity do not shre mengful prits fcr s prtners. determg 4. NALP new hs or not cresed provided its busess report with 2009 mority outside lyfs counsel. t its member. Conduct mority outside counsel conferences: Lw deprtments should vite mority counsel n nnul -house diversity conference. July/August conference 2010 strengns reltionships between mority counsel corportion. It lso provides pltform dcuss everythg from billg rtes substntive sues how efficiently hle compny mtters. Monir diversity stttics: lion or ficer should be responsible for requestg diversity formtion from lw mesurg progress. F. Henry-JA10.dd 34 7/7/10 1:33 PM

8 ficer should work with firm ddress ny sues with diversity greement or pln. Estblh n -house clerkship: Lw deprtments cn fer n -house clerkship position mority ssocites for designted period fter y strt full-time t firm. Th will enhnce ssocite s development legl skills busess knowledge while workg on-site with ir client. It lso should strengn client reltionship when ssocite returns firm. Develop stitutionl knowledge outside counsel: To enhnce lerng process mority trneys t firm, lw deprtments should coordte periodic luncheons dcuss compny objectives chllenges with ir diverse outside counsel legl tems. Th would help mority counsels g greter understg busess impertives drive ir client s legl concerns. Work with terested lw locl br ssocition help build diversity br: Consider mechnms recognize lw lw deprtments who hve demonstrted susted success ir diversity ititives, estblh vehicles shre best prctices. Annul diversity recognition events coupled with mengful exchnges ides cn help re wreness importnce diversity broder legl community. Notes 1. Th represents 9 percent drop overll mority trneys se compred 6 percent drop overll ll trneys. 2. See NALP Oct. 21, 2009 report, Lw Firm Diversity Demogrphics Show Little Chnge, Despite Economic Downturn, Representtion Some Mrkets Decles While Ors Show Smll Gs. NALP reports its 1,514 member, re re 61,821 prtners 63,168 ssocites. Mority prtners represent 6.05 percent (3,740) ssocites represent percent (12,425), tlg 16,165 mority trneys. tl number NALP trneys 124,989 morities represent 12.9 percent. NALP stttics clude AmLw 200 NLJ prticiptg survey clude 98 percent AmLw 100, thn 80 percent AmLw 200 cludg 70 percent NLJ percent prticipnts re NALP direcry. tl number equity prtners survey 32,017. brekdown s follows: Africn Americn 1.63 percent (522), Hpnic Lto 1.82 percent (583), As 2.17 percent (695) or morities 0.42 percent (136). In th survey n equity prtner defed s someone who member or shreholder with right shre prits firm does not clude non-equity prtners, who re lw firm employees do not shre prits s prtners. 4. NALP hs not provided its report 2009 mority lyfs t its member. Improvg diversity not for frted Improvg diversity t lw corporte legl deprtments will not be esy. first step for lw deprtments rech cler common understg ir diversity gols objectives. re re still mny herent chllenges be ddressed. But chnge cn hppen if lw deprtments lw work ger, re committed developg mtg susted diversity progrm. Th n t just field drems. If you build it, y will come. Hve comment on th rticle? Emil edirchief@cc.com. Reprted with permsion from Assocition Corporte Counsel All Rights Reserved.