McGuireWoods Promotes Diversity

Transcription

1 McGuireWoods Promotes Diversity From top, left to right: Alan C. Cason, Public Finance Department Chair; James Gelman, Hispanic/Latino Lawyers Network Chair; Melissa Glassman, Deputy Managing Partner, Business Development; Candace Blydenbaugh, Richmond Lawyers Network Co-chair; Naho Kobayashi, National Recruiting Committee Co-chair; Ava E. Lias-Booker, Baltimore Office Managing Partner and Board of Partners; George Keith Martin, Richmond Office Managing Partner; Jacquelyn E. Stone, Diversity & Inclusion Committee Chair. McGuireWoods LLP is dedicated to the value of diversity a commitment proven by the number of our partners in leadership roles who are of color, women or LGBT. With leaders like these, our diverse and women lawyers have promising futures. McGuireWoods is proud to sponsor the Vault/MCCA Law firm Diversity Database. Jacquelyn E. Stone, Diversity & Inclusion Committee Chair jstone@mcguirewoods.com One James Center 901 East Cary Street Richmond, Virginia Lawyers 20 Offices

2 One James Center 901 East Cary Street Richmond, VA Phone: Fax: mcguirewoods.com LOCATIONS Atlanta, GA; Austin, T; Baltimore, MD; Brussels, Belgium; Charlotte, NC; Charlottesville, VA; Chicago, IL; Dallas, T; Houston, T; Jacksonville, FL; London, UK; Los Angeles, CA; New York, NY; Norfolk, VA; Pittsburgh, PA; Raleigh, NC; Richmond, VA; Tysons Corner, VA; Washington, DC; Wilmington, NC DIVERSITY LEADERSHIP Head(s) of Firm: Richard Cullen, Chairman; Thomas Cabaniss, Managing Partner Diversity team leader(s): Jacquelyn Stone, Chair of Diversity & Inclusion Committee NUMBER OF ATTORNEYS TOTAL NUMBER OF ATTORNEYS Currently As of December 31, 2014 Firmwide U.S. offices only

3 Law Firm Demographic Profile Does your firm have more than one tier of partnership? Yes ASSOCIATES (2014) SUMMER ASSOCIATES (2014) White/Caucasian African-American/Black 4 17 Hispanic/Latino 3 0 Alaska Native/American Indian 0 1 Asian 7 11 Multiracial 8 4 Openly GLBT 1 0 Total White/Caucasian 9 5 Asian 0 2 Total 9 7 EQUITY PARTNERS (2014) NON-EQUITY PARTNERS (2014) White/Caucasian African-American/Black 6 2 Hispanic/Latino 1 1 Asian 3 1 Multiracial 1 0 Total White/Caucasian African-American/Black 4 3 Hispanic/Latino 0 1 Asian 5 2 Multiracial 1 0 Openly GLBT 1 1 Total OF COUNSEL (2014) NEW HIRES (2014) White/Caucasian African-American/Black 2 5 Hispanic/Latino 2 1 Asian 2 3 Multiracial 1 3 Openly GLBT 2 1 Total White/Caucasian African-American/Black 4 6 Hispanic/Latino 2 0 Asian 4 5 Multiracial 4 2 Total 81 62

4 Strategic Plan and Diversity Leadership How does the firm's leadership communicate the importance of diversity to everyone at the firm? McGuireWoods communicates the importance of diversity and inclusion through a variety of methods. The firm maintains a Diversity & Inclusion page on its internal portal, where D&I matters are posted. McGuireWoods also maintains a Diversity Directory, which lists all self-identified attorneys in diverse categories, making them easily searchable throughout the firm. The firm issues a Diversity & Inclusion Annual Report. Who has primary responsibility for leading diversity initiatives at your firm? Thomas Cabaniss, Managing Partner; Jacquelyn Stone, Chair of Diversity & Inclusion Committee, Stacy Reyan, Chief Human Resources Officer; Kelly Fullwood, Manager of Diversity & Inclusion. 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: 15 Total hours spent on diversity: 3100 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? In 2014, we focused on increasing the level of accountability for partners for their progress in recruiting, training and retaining diverse attorneys. The partners are required to explain their diversity and inclusion efforts in the partnership evaluation process. Is your firm minority-owned or women-owned? No

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

6 Law Firm Diversity Initiatives INITIATIVES SPECIFICALLY FOR MINORITY ATTORNEYS Already Completed Currently Addressing Not a Current Priority Increase the number of minority attorneys at the associate level Increase the number of minority attorneys at the partnership level Increase the number of minority attorneys in leadership positions Focus on strengthening firm's mentoring program for minority attorneys Manage/monitor allocation of work assignments and/or hours billed to ensure minority attorneys have equal access/inclusion on top client matters Other (please specify): We hold a lawyers of color retreat on a biennial basis.

7 Law Firm Diversity Initiatives INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS Already Completed Currently Addressing Not a Current Priority Institute a formal part-time policy that addresses partnership prospects Increase the number of women at the associate level Increase the number of women at the partnership level Increase the number of women in leadership positions Focus on strengthening firm's mentoring program for women Manage/monitor allocation of work assignments and/or hours billed to ensure women have equal access/ inclusion to top client matters Other (please specify): We provide quarterly training on business development and career development topics for women attorneys.

8 Law Firm Diversity Initiatives INITIATIVES SPECIFICALLY FOR OPENLY GLBT ATTORNEYS Already Completed Currently Addressing Not a Current Priority Offer same-sex domestic partners the same benefits available to married individuals Increase the number of GLBT attorneys at the associate level Increase the number of GLBT attorneys at the partnership level Increase the number of GLBT attorneys in leadership positions Ensure that EEO and non-discrimination policies specifically address gender identity Other (please specify): We host a LGBT Lawyers Retreat on a biennial basis.

9 Law Firm Diversity Initiatives INITIATIVES SPECIFICALLY FOR ATTORNEYS WITH DISABILITIES Already Completed Currently Addressing Not a Current Priority Increase the number of attorneys with disabilities at the associate level Increase the number of attorneys with disabilities at the partnership level Increase the number of attorneys with disabilities in leadership positions Ensure that EEO and non-discrimination policies specifically address individuals with disabilities

10 Pipeline Initiatives Does your firm actively engage in initiatives to feed the diversity pipeline by encouraging minority students to consider law as a career and/or assisting them in pursuing such opportunities? Participate in established pipeline programs, such as SEO, Legal Outreach, Prep for Prep or Street Law Fund scholarships for minority high school or college students tor high school or college students Participate in or host mock trial programs or career events Provide internships or employment to minority high school or college students Outreach to middle school students Please discuss any additional efforts to reach out to diverse undergraduates, high school, middle school or grade school students. We support many pipeline programs to encourage diverse students to pursue legal careers. The firm is a sponsor of Just the Beginning. McGuireWoods is a supporter of the Council on Legal Education Opportunity (CLEO) programs. For several years, McGuirewoods' Atlanta office has provided a paid internship to undergraduate students attending Spelman College, who are interested in pursuing a legal career.

11 Recruitment - New Associates Does your firm annually recruit at any of the following types of institutions? Ivy League schools: Harvard Other private schools: Duke, Georgetown, Notre Dame, Northwestern, Vanderbilt, Wake Forest, Washington & Lee, Washington University, University of Chicago, University of Richmond. Public state schools: University of North Carolina, University of Illinois, University of Michigan, University of Houston, University of Texas, University of Virginia, College of William & Mary. Historically Black Colleges and Universities (HBCUs): We interview students through HBCUs through our participation in diversity job fairs. Diversity job fairs: Cook County Minority Job Fair, DuPont Minority Job Fair, Lavender Law Career Fair, Southeastern Minority Job Fair Do you have any special outreach efforts directed to encourage minority law students to consider your firm? Hold a reception for minority students Advertise in minority law student association publications Participate in or host minority law student job fairs Sponsor minority law student association events Firm lawyers participate on career panels at schools Outreach to leadership of minority student organizations Scholarships or intern/fellowships for minority students Other (please specify) Do you have any programs specifically targeted at first-year students? Leadership Council on Legal Diversity 1L Scholars Program, McGuireWoods Diversity Scholarships, Charlotte Legal Diversity Clerkship Program, College of William & Mary BLSA Oliver Hill Scholarship Banquet, Northwestern BLSA Diamond Sponsorhip, University of Virginia Walter Ridley Scholarship Event, University of Virginia BLSA Diversity Reception, University of Maryland BLSA Annual Scholarship and Awards Banquet, Wake Forest BLSA Advertisement, NBLA Silver Sponsorship for National Convention & Breakfast with Dean sponsor.

12 Recruitment - New Associates ALL 2L SUMMER ASSOCIATES (2014) OFFERS MADE* (2014) White/Caucasian 9 5 Asian 0 1 Total 9 9 * Summer associates who received an offer of full-time employment White/Caucasian 7 5 Asian 0 1 Total 7 6 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 6 5 Asian 0 1 Total 6 6 White/Caucasian 1 0 Total 1 0

13 Recruitment - Lateral Associates and Partners McGuireWoods LLP LATERAL ASSOCIATE HIRES (2014) LATERAL OF COUNSEL HIRES (2014) White/Caucasian African-American/Black 3 5 Hispanic/Latino 2 0 Asian 2 1 Multiracial 2 0 Total White/Caucasian Asian 0 2 Multiracial 0 2 Total 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 18 4 African-American/Black 1 0 Asian 2 0 Multiracial 1 0 Total 22 4 White/Caucasian 9 1 African-American/Black 1 0 Asian 2 0 Total 12 1 NEW EQUITY PARTNERS* (2014) * Whether hired laterally or promoted from within White/Caucasian 11 2 Multiracial 1 0 Total 12 2

14 Recruitment - Lateral Associates and Partners McGuireWoods LLP What activities does the firm undertake to attract diverse attorneys? Partner programs with women, minority, gay/lesbian or disability-focused bar associations Participate at diversity job fairs Attend events at diversity legal organizations Seek referrals from other attorneys Utilize online job services (e.g., MCCA Job Bank) Hire recruiting professional who specializes in identifying diverse candidates Other (please specify) Do you use executive recruiting/search firms to seek to identify new diversity hires (partners or associates)? Yes If yes, are any of these executive recruiting/search firms women and/or minority-owned? Yes If yes, list all women and/or minority-owned executive search/recruiting firms to which the firm paid a fee for placement services in the past 12 months: Greenburg & Associates; Alpert Associates, LLC; Corrao Miller Wiesenthal; Dominion Legal Placements; Law Partner; Carpenter Legal.

15 Retention and Professional Development A T T O R N E Y S W H O L E F T T H E F I R M I N ST-YEAR ASSOCIATES White/Caucasian 0 0 Total 0 0 2ND-YEAR ASSOCIATES White/Caucasian 4 1 African-American/Black 1 0 Asian 1 0 Total 6 1 3RD-YEAR ASSOCIATES White/Caucasian 3 2 Asian 2 2 Multiracial 0 1 Total 5 5 4TH-YEAR ASSOCIATES White/Caucasian 2 5 Total 2 5 5TH-YEAR ASSOCIATES White/Caucasian 4 4 African-American/Black 0 1 Total 4 5 6TH-YEAR ASSOCIATES White/Caucasian 3 4 Total 3 4

16 Retention and Professional Development A T T O R N E Y S W H O L E F T T H E F I R M I N TH-YEAR ASSOCIATES White/Caucasian 3 3 Total 3 3 8TH-YEAR PLUS ASSOCIATES White/Caucasian 2 3 Total 2 3 OF COUNSEL White/Caucasian African-American/Black 1 1 Alaska Native/American Indian 0 2 Total NON-EQUITY PARTNERS White/Caucasian 5 1 African-American/Black 0 1 Total 5 2 EQUITY PARTNERS White/Caucasian 2 0 African-American/Black 1 0 Total 3 0

17 Retention and Professional Development Please identify the specific steps you are taking to reduce the attrition rate of diverse attorneys. Develop and/or support internal employee affinity groups (e.g., networks within the firm for minorities, women, gay/lesbian attorneys, or individuals with disabilities) Increase/review compensation relative to competition Increase/improve current work/life programs Adopt dispute resolution process Succession plan includes emphasis on diversity and greater inclusion of non-white men and women in firm leadership Work with diverse attorneys to develop career advancement plans Introduce diverse attorneys to key clients, including to lead engagements Review work assignments and hours billed to key client matters to make sure diverse attorneys, particularly non-white attorneys (i.e., minority attorneys, for whom research indicates a greater inclusion problem), are not being excluded: Strengthen mentoring program for all attorneys Professional skills development program for all attorneys Provide a gender-neutral parental leave policy that covers adoptions Other (please specify) Does your firm have part-time/flex-time policies that permit attorneys (male or female) to work alternative schedules? Yes What impact, if any, will the decision to work part time have on an attorney's ability to make a partner, or if already a partner, to remain a partner at your firm? None How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? 7

18 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

19 Management Demographic Profile F I R M W I D E C O M M I T T E E S EECUTIVE/MANAGEMENT COMMITTEE* HIRING COMMITTEE* * Attorneys on the Executive/Management Committee or equivalent * Attorneys on Hiring Committee or equivalent White/Caucasian 5 2 Total 5 2 White/Caucasian 7 0 Hispanic/Latino 0 1 Asian 0 1 Total 7 2 PARTNER REVIEW COMMITTEE* ASSOCIATE REVIEW COMMITTEE* * Attorneys on the Partner Review Committee or equivalent * Attorneys on the Associate Review Committee or equivalent White/Caucasian 15 5 African-American/Black 1 1 Total 16 6 White/Caucasian 3 2 African-American/Black 1 0 Total 4 2 ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT White/Caucasian 5 4 African-American/Black 1 2 Hispanic/Latino 1 0 Asian 1 1 Openly GLBT 1 0 Total 8 7

20 Management Demographic Profile O T H E R L E A D E R S H I P R O L E S Leadership positions (2014) U.S. office heads Practice group/ department leaders Committee leaders Total number of positions Number of such positions held by: Minorities GLBT attorneys Individuals with disabilities 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? 18 Minorities heading offices: Ava Lias-Booker, Baltimore (22); Akash Sethi, Dallas (24); Brian Parker, Pittsburgh (30); George Martin, Richmond (209) heading offices: Ava Lias-Booker, Baltimore (22); Amy Manning, Chicago (96) GLBT attorneys heading offices: 0 Individuals with disabilities heading offices: PRACTICE GROUP/DEPARTMENT LEADERS Minorities heading practices: Alan Cason, Public Finance (24) heading practices: [No response] GLBT attorneys heading practices: 0 Individuals with disabilities heading practices: COMMITTEE LEADERS Minorities heading committees: Jacquelyn Stone, Diversity & Inclusion Committee; Naho Kobayashi, Recruiting Committee Co-Chair heading committees: Trish Hosmer, Associates Committee; Jacquelyn Stone, Diversity & Inclusion Committee; Naho Kobayashi, Recruiting Committee GLBT attorneys heading committees: 0 Individuals with disabilities heading committees:

21 The Firm Says Diversity and Inclusion is a core value that we honor through our actions. In 2014, we launched the Diversity & Inclusion Excellence Award. The award recognizes a firm attorney or a team of attorneys who have made outstanding efforts towards diversity and inclusion. Our firm hosted the third biennial Lawyers of Color Retreat in The goal of the retreat was to help the firm in its efforts to retain and advance the careers of our diverse lawyers. Firm management participated in the Lawyers of Color Retreat as well. McGuireWoods funds several scholarships, including the McGuireWoods Diversity Scholarship awarded annually to diverse first-year law students and the McGuireWoods NAPABA Law Foundation Internship Program. Our Managing Partner is a member of the Leadership Council on Legal Diversity (LCLD) and we sponsor 1L internships annually through the 1L LCLD Scholars Program. Many of our lawyers mentor diverse law students through the LCLD's Success in Law School toring Program. The firm sponsors a diverse partner to participate in the LCLD Fellows Program. McGuireWoods also sponsors a 1L clerkship through the Mecklenburg County Bar Charlotte Legal Diversity Clerkship (CLDC) program. We are a member of the Minority Corporate Counsel Association's Firm Affiliated Network. The firm was also a sponsor of MCCA's Diversity Gala and Creating Pathways to Diversity Conference in McGuireWoods supports many other organizations including the National Association of Lawyers, National Hispanic Bar Association, National Bar Association and the National LGBT Bar Association. In recognition of McGuireWoods' commitment to diversity, the firm has received numerous accolades. We received the 2014 NAPABA President's Award in recognition of the firm's support for NAPABA and the NAPABA Law Foundation and its internship program. McGuireWoods also was recognized as one of the 2014 "50 Best Law Firms for " by Working Mother magazine and Flex-Time Lawyers. We received recognition from Equality Illinois in 2014 as one of the top Illinois law firms with a commitment to lesbian, gay, bisexual and transgender (LGBT) inclusiveness in the workplace.