Jackson Walker L.L.P.

Transcription

1 901 Main Street Suite 6000 Dallas, T Phone: Fax: LOCATIONS Austin, T, Dallas, T, Fort Worth, T, Houston, T, San Angelo, T, San Antonio, T, Texarkana, T DIVERSITY LEADERSHIP Head(s) of Firm: C. Wade Cooper, Managing Partner Diversity team leader(s): Bruce Ruzinsky, Partner and Diversity Chair 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? Yes ASSOCIATES (2014) SUMMER ASSOCIATES (2014) White/Caucasian African-American/Black 6 3 Hispanic/Latino 8 6 Alaska Native/American Indian 1 0 Asian 4 2 Multiracial 0 1 Openly GLBT 1 0 Total White/Caucasian 7 8 African-American/Black 1 2 Asian 0 1 Total 8 11 EQUITY PARTNERS (2014) NON-EQUITY PARTNERS (2014) White/Caucasian African-American/Black 0 1 Hispanic/Latino 2 1 Asian 1 0 Openly GLBT 0 1 Total White/Caucasian African-American/Black 2 3 Hispanic/Latino 6 4 Alaska Native/American Indian 1 0 Asian 2 1 Openly GLBT 1 2 Individuals with disabilities 1 0 Total OF COUNSEL (2014) NEW HIRES (2014) White/Caucasian 5 2 Total 5 2 White/Caucasian African-American/Black 1 1 Hispanic/Latino 0 1 Alaska Native/American Indian 1 0 Asian 1 0 Multiracial 1 0 Total 23 14

3 Strategic Plan and Diversity Leadership How does the firm's leadership communicate the importance of diversity to everyone at the firm? Firm management regularly emphasizes the importance of diversity. Communication is accomplished through the use of technology, marketing, sponsorships, and face to face interactions. The diversity committee keeps an electronic library on an internal web site accessible to all in the firm. This web site also provides helpful links, firm policies, and the industries' latest rankings and statistics. We also publish newsletters dedicated to celebrating diversity in the firm. These newsletters highlight our women and minority attorneys' accomplishments in the legal profession. These are distributed internally and externally at events, as well as on our web site. Diversity is an important topic at our firm and is included on the agendas of firm wide meetings, such as attorney retreats and firm management meetings. Who has primary responsibility for leading diversity initiatives at your firm? Our Diversity Steering Committee, which consists of Bruce Ruzinsky, Chair, Debbie Robinowitz, Chair of Jackson Walker's Initiative (JWW), Wade Cooper, Firm Wide Managing Partner, and two additional Management Committee members. 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: 18 Total hours spent on diversity: 900 Does the committee and/or diversity leader establish and set goals or objectives consistent with management's priorities? Yes Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm? Yes If yes, is it formal or informal? Formal How often does the firm's management review the firm's diversity progress/results? Monthly How is the firm's diversity committee and/or firm management held accountable for achieving results? The Diversity Committee is responsible for developing, recommending, implementing and reporting on diversity and inclusion related activities, initiatives and programs. Committee members are evaluated on the results obtained. The management committee is responsible for approving the firm's diversity policies and goals. Diversity achievement is one factor by which the management committee measures the success of the firm, and it is one factor in the partner compensation process. 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): Jackson Walker has utilized lateral hiring efforts to target new prospects and increase the numbers of minority attorneys in the firm.

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): Client development events aimed at women attorneys

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. Co-Sponsor of Houston Urban Debate League; Sponsorship of National Black Pre-Law Conference; Member of United Negro College Fund (UNCF) Leadership Council for South Texas; Communities in Schools Program (CIS) Legal Internship

9 Recruitment - New Associates Does your firm annually recruit at any of the following types of institutions? Ivy League schools: Columbia University School of Law, Cornell University School of Law, Harvard University Law School, University of Pennsylvania School of Law, Yale Law School (We do resume drops at these law schools.) Other private schools: Baylor University, Boston College, Boston University, University of Chicago, Duke University, Georgetown University, George Washington University, Northwestern University, University of Notre Dame, St. Mary's University, Southern Methodist University, New York University, Tulane University, Vanderbilt University, Wake Forrest University, Washington & Lee University, Washington University (We either recruit on campus or invite a resume drop at these schools.) Public state schools: University of California, University of Texas, University of Oklahoma, Louisiana State University, University of Michigan Historically Black Colleges and Universities (HBCUs): Southern University Law School, Texas Southern Thurgood Marshall School of Law, Howard University Law School (We recruit on campus at Texas Southern Thurgood Marshall School of Law, interview at job fairs where these schools participate and welcome write-in candidates from these schools) Diversity job fairs: We routinely participate in the Dallas Consortium on Minority Hiring and the Sunbelt Minority Hiring Conference. We also welcome write-in candidates from HBCU schools Do you have any special outreach efforts directed to encourage minority law students to consider your firm? Hold a reception for minority students Advertise in minority law student association publications Participate in or host minority law student job fairs Sponsor minority law student association events Firm lawyers participate on career panels at schools Outreach to leadership of minority student organizations Scholarships or intern/fellowships for minority students Other (please specify) Do you have any programs specifically targeted at first-year students? The chair of the firm's Diversity Committee is a long-time member (and two time co-chair) of the Houston Bar Association's Committee on Minority Opportunities in the Legal Profession. That Committee runs a first-year summer clerkship program for minority law students at Houston's three law schools. The firm hires minority 1L clerks (and has identified future minority 2L clerks) through this program. The firm has also hired full time attorneys identified through this program. The firm sponsored one 1L Scholar in 2012, and two 1L Scholars in 2013, and participated in the LCLD's Group toring Program (designed to increase the quality and quantity of mentor-mentee relationships among minority law students at any stage in their law school careers and experienced lawyers).

10 Recruitment - New Associates ALL 2L SUMMER ASSOCIATES (2014) OFFERS MADE* (2014) White/Caucasian 6 5 African-American/Black 1 2 Total 7 7 * Summer associates who received an offer of full-time employment White/Caucasian 3 5 African-American/Black 1 2 Total 4 7 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 3 5 African-American/Black 1 2 Total 4 7 White/Caucasian 0 0 Total 0 0

11 Recruitment - Lateral Associates and Partners Jackson Walker L.L.P. LATERAL ASSOCIATE HIRES (2014) LATERAL OF COUNSEL HIRES (2014) White/Caucasian 3 4 Asian 1 0 Total 4 4 White/Caucasian 2 0 Total 2 0 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 Multiracial 1 0 Total 8 1 White/Caucasian 5 6 African-American/Black 1 0 Openly GLBT 0 1 Total 6 6 NEW EQUITY PARTNERS* (2014) * Whether hired laterally or promoted from within White/Caucasian 4 0 Total 4 0

12 Recruitment - Lateral Associates and Partners Jackson Walker L.L.P. 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: Counsel Source owned by Tracy Naftalis; Haven Recruiting Group owned by Gabriela Cailide

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

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 1 0 African-American/Black 0 1 Total 1 1 8TH-YEAR PLUS ASSOCIATES White/Caucasian 2 1 Total 2 1 OF COUNSEL White/Caucasian 0 0 Total 0 0 NON-EQUITY PARTNERS White/Caucasian 6 1 Hispanic/Latino 1 0 Multiracial 1 0 Total 8 1 EQUITY PARTNERS White/Caucasian 1 0 Total 1 0

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: Jackson Walker has improved its Alternative Work Schedule policy in order to provide attorneys (male and female) with flexibility compatible with personal and family responsibilities and with the needs of the firm, while at the same time maintaining the opportunity for professional growth, experience and career advancement. The program is intended to ensure that associates who have family commitments remain on partnership track. What impact, if any, will the decision to work part time have on an attorney's ability to make a partner, or if already a partner, to remain a partner at your firm? The impact is on timing. Associates will not be considered for income partnership in the same year as full-time associates in the same law school graduating class. How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? 0

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 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 7 1 Total 7 1 *There was another woman on the firm's Management Committee until she passed away in December 2014 after a courageous battle with cancer. White/Caucasian African-American/Black 1 1 Hispanic/Latino 4 4 Asian 1 1 Openly GLBT 0 2 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 11 2 Total 11 2 *There was another woman on the firm's Partner Review Committee until she passed away in December 2014 after a courageous battle with cancer. White/Caucasian 11 2 Total 11 2 *There was another women on the firm's Associate Review Committee until she passed away in December 2014 after a courageous battle with cancer. ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT White/Caucasian 4 2 African-American/Black 3 3 Hispanic/Latino 4 1 Asian 1 0 Openly GLBT 0 1 Total 12 6

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 *The Ft. Worth office was headed by Susan Halsey until December 2014 when we lost her to cancer. 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? 7 Minorities heading offices: 0 heading offices: 0* *The Ft. Worth office was headed by Susan Halsey until December 2014 when we lost her to cancer. GLBT attorneys heading offices: 0 Individuals with disabilities heading offices: 0 PRACTICE GROUP/DEPARTMENT LEADERS Minorities heading practices: Chris Mugica, Litigation/Austin (21), Robert Soza, Environmental Litigation (9) heading practices: Retta Miller, Litigation/firmwide (133), Susan Mead, Land Use/firmwide (6) GLBT attorneys heading practices: 0 Individuals with disabilities heading practices: 0 COMMITTEE LEADERS Minorities heading committees: Marilyn Montano, Austin Office Recruiting (12), Priya Coffey, Houston Office Recruiting (11) heading committees: Debbie Robinowitz, Jackson Walker's 's Initiative (JWW), Marilyn Montano, Austin Office Recruiting (12); Lauren Ciminello, San Antonio Office Recruiting (7); Paula Denney, Paralegal Committee (9); Priya Coffey/Kathy Silver, Houston Office Recruiting (11) GLBT attorneys heading committees: Kathy Silver, Houston Office Recruiting (11) Individuals with disabilities heading committees: 0

19 The Firm Says Preeminence requires diversity and inclusion. We have a responsibility to our clients and to each other to foster and promote diversity and inclusion within Jackson Walker. We are committed to that responsibility through awareness, action and a culture in which all individuals are afforded the opportunity to excel. The firm has a 21-member attorney and staff Diversity Committee which meets quarterly and its six subcommittees work actively throughout the year. The committee spends 900+ hours each year furthering the firm's diversity goals and initiatives. The Diversity Committee provides advice and makes recommendations in order to retain and improve the firm's diverse workplace. The diversity committee is responsible for developing, recommending, implementing and reporting on diversity-related activities, initiatives and programs. The diversity committee keeps an electronic library on an internal web site accessible by all in the firm. This web site also provides helpful links, firm policies and the industries' latest rankings and statistics. Since 2011, the Jackson Walker Diversity Committee has published JW Diversity News, a quarterly newsletter communicating the goals and achievements of JW's diversity and inclusion efforts. The committee also initiated Jackson Walker's Annual Report on Diversity in These are distributed internally and externally, as well as on our website. Firm management regularly emphasizes the importance of diversity. Communication is accomplished through the use of technology, marketing, sponsorships, and face-to-face interactions. Diversity is also included on the agendas of firmwide meetings, such as attorney retreats and firm management meetings. Jackson Walker strives to attract and retain the most talented individuals and provide an inclusive environment through both guidance and education. We have established regular meetings with minority lawyers to ensure that important milestones are met and to provide the Diversity Committee with strategies for helping minority lawyers at JW succeed. Jackson Walker has utilized lateral hiring efforts to target new prospects and increase the numbers of minority attorneys in the firm. The firm has increased the number of minority and women attorneys at both the associate and partner levels, as well as in leadership positions firmwide as a result of these and other efforts. In 2014, Jackson Walker received the prestigious Thomas L. Sager Award for the South Region from the Minority Corporate Counsel Association. The award is presented each year to law firms that have demonstrated sustained commitment to improve the hiring, retention, and promotion of minority attorneys. The firm was also a finalist for this award in 2012 and Jackson Walker L.L.P. moved up the rankings to No. 2 among Texas firms in American Lawyer's 2014, Diversity Scorecard, an annual survey of the percentage of minority attorneys and partners at the nation's largest law firms. It was the third straight year that the firm has ranked among the top five Texas firms for diversity. Jackson Walker recognizes the struggle for some in balancing family responsibilities with the needs of the firm. The firm strives to provide attorneys (male and female) with flexibility compatible with personal and family time, along with a satisfying and successful law practice. Firm management continues to receive input from JW2 and the Diversity Committee on ways to improve current policies. Jackson Walker continues its efforts to recruit minority and women summer associates. The firm is also committed to ensuring that minority and women attorneys have the opportunity to succeed by periodically getting feedback from all attorneys, (either through confidential interviews or other means) to help identify and address diversity issues. Jackson Walker monitors the performance, mentoring, coaching and professional needs of minority and women associates, and where appropriate engages a third party professional to provide personalized, tailored and ongoing coaching and guidance. The firm also continues to stress the importance of increasing the number of minority and women attorneys at the associate and partnership levels, as well as in leadership positions. We continue to enhance the partners' commitment to diversity and inclusion. One element of consideration for each partner's compensation is that partner's contribution to diversity and inclusion efforts. The firm encourages women and minority attorneys to pursue business development opportunities, while also providing role models for developing lawyers. The firm offers many networking opportunities through which diverse attorneys can work with, get to know, and learn from senior attorneys. Jackson Walker hosts a women's retreat for its top women clients and partners. This retreat allows Jackson Walker's women attorneys to strengthen and further their business development relationships with the firm's clients. The firm is a member of, and its attorneys are active in, a number of minority focused organizations. The firm also supports scholarship programs and events that are designed to enhance opportunities for women, ethnic minorities, LGBT individuals and persons with disabilities in the legal profession. The following are some of the organizations the firm supports. Texas Minority Counsel Program (TMCP). Out & Proud Corporate Counsel Award Reception. Lambda Legal Landmark Dinner Black Elected Officials (BEO) Reception State Bar of Texas Diversity Roundtable National Employment Law Council (NELC) Conference Asian Law Students Association (ALSA) Chicano/Hispanic Law Students' Association (CHLSA) Mexican American Bar Association of Texas (MABA-T) Law Student Conference National Black Law Students Association (NBLSA) SMU Black Law Student Association University of Houston Black Law Students Association (BLSA) University of Texas OutLaw (LGBT student group) University of Texas Thurgood Marshall Legal Society The Renaissance Cultural Center Scholarship Fund National Black Law Students Association Student Leadership Scholarships Bar None, supporting the Sarah T. Hughes diversity scholarships

20 Rio Grande Valley Scholars Program Association of Corporate Counsel Diversity Scholarships American Bar Association Judicial Internship Opportunities Program American Bar Association Forum's First Amendment and Media Law Diversity Moot Court Competition Houston Bar Association MOILP Committee's Minority Summer Clerk Reception Houston Diversity Council Summer Clerk Reception SBOT Panel Discussion on Diversity in the Profession Minority Law Student Event National Association of Law Students with Disabilities (NALSWD) Conference The University of Texas 's Law Caucus SMU In Law National Association of Lawyers (NAWL) 's Business Conference Dallas 's Foundation 's Business Council - Southwest ("WBC-SW") National Counsel of Bar Associations Association of Attorneys Premier in Law Luncheon The 's Broadcast Network, LLC Dallas Black Attorneys' Committee South Dallas Business & Professional 's Club Attorneys Serving the Community (ASC) Asian American Bar Association Dallas Hispanic Bar Association Austin Asian American Bar Association State Bar of Texas Racial Diversity in the Profession (RDIP) Committee National Employment Law Council (NELC) Conference Texas Civil Rights Project Board of Councilors Thurgood Marshall School of Law, Blue Ribbon Committee Austin Anti-Defamation League's (ADL) National Corporate General Counsel for the National Society of Hispanic MBAs National Association of Blind Lawyers, Austin Area Urban League J.L. Turner Legal Association Minority Corporate Counsel Association South Asian Bar Association Jackson Walker actively participates in the following LCLD initiatives and other pipeline commitments: Annual Meeting Pipeline Committee Success in Law Schools Individual toring Program 1L Scholars Fellows Program Pipeline to Equity Partnership Program National Black Pre-Law Conference and Law Fair Association of Corporate Counsel (ACC) Diversity Scholarships

21 Jackson Walker Shadow Program United Negro College Fund (UNCF) Houston Urban Debate League Houston Bar Association's Committee on Minority Opportunities in the Legal Profession (MOILP) ABA Section of Litigation Judicial Intern Opportunity Program (JIOP) Communities In Schools (CIS) program Jackson Walker is constantly striving to recruit top women attorneys to the firm and to ensure they advance within the firm. During the past few years, at least 50 percent of our associate starting classes have been women, and in the years , Jackson Walker advanced 20 women to partnership, which is almost double the number of women advanced to partnership in other Texas law firms. We continue to make Jackson Walker an appealing environment in which to work for women, which helps to achieve the goals of attraction, retention, and promotion of women. Jackson Walker has spent time and money evaluating its maternity leave and alternative work schedule policies, and has created a new committee for its women's initiative to ensure that great events for women attorneys, as well as for their clients, are occurring across all of the Jackson Walker offices. The firm is an equal employment opportunity employer. It is the policy of the Firm to provide equal employment opportunity without regard to age, race, color, religion, gender, sexual orientation, national origin, veteran's status, disability or handicap.