LOCATIONS Texas: Houston, Dallas, Austin, San Antonio; New York, New York; Hartford, Connecticut; Washington, DC; Seattle, Washington; London; Dubai

Transcription

1 711 Louisiana Street, Suite 2300 Houston, T Phone: Fax: LOCATIONS Texas: Houston, Dallas, Austin, San Antonio; New York, New York; Hartford, Connecticut; Washington, DC; Seattle, Washington; London; Dubai DIVERSITY LEADERSHIP Head(s) of Firm: Mark Evans, Managing Partner Diversity team leader(s): Ron Erlichman, Partner; Yvonne, Ho, Associate; Ilia O'Hearn, Associate; Marredia Rogers, Diversity & Inclusion Manager 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 3 6 Hispanic/Latino 5 4 Alaska Native/American Indian 0 1 Asian 4 3 Native Hawaiian/Pacific Islander 0 1 Multiracial 1 5 Openly GLBT 4 2 Total White/Caucasian African-American/Black 3 0 Hispanic/Latino 2 1 Asian 0 3 Multiracial 0 1 Openly GLBT 1 0 Total EQUITY PARTNERS (2014) NON-EQUITY PARTNERS (2014) White/Caucasian African-American/Black 7 0 Hispanic/Latino 5 2 Asian 1 1 Multiracial 1 0 Openly GLBT 1 0 Total *We only provide data for all partners. White/Caucasian 0 0 Total 0 0 OF COUNSEL (2014) NEW HIRES (2014) White/Caucasian Hispanic/Latino 2 0 Asian 1 0 Multiracial 1 0 Total *The firm has a Counsel designation, not "Of Counsel". White/Caucasian Hispanic/Latino 3 1 Asian 2 2 Native Hawaiian/Pacific Islander 0 1 Openly GLBT 1 2 Total 35 18

3 Strategic Plan and Diversity Leadership How does the firm's leadership communicate the importance of diversity to everyone at the firm? Bracewell & Giuliani utilizes a variety of channels to communicate its commitment to diversity and inclusion, including a weekly firm-wide meeting, firm Web site, recruiting materials, alumni newsletters and our internal web portal. Additionally, presentations on diversity and inclusion programs are made at annual partner retreats, as well as section and practice group meetings. During orientation meetings with new attorneys and staff members, there is also a discussion of the firm's culture and support for diversity and inclusion initiatives. Who has primary responsibility for leading diversity initiatives at your firm? Marredia Rogers, Diversity & Inclusion Manager 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: 33 Total hours spent on diversity: [No response] Comments: We do not formally track the number of hours the committee collectively spends on furthering the firm's diversity and inclusion initiatives but it is approximately 1500 hours. 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? Twice a year How is the firm's diversity committee and/or firm management held accountable for achieving results? Each year the firm's Partner and Associate Inclusion Committees produce specific plans and budgets. These are reviewed by the Management Committee and distributed throughout the firm. The Management Committee is provided regular reports on progress against these plans. The Management Committee also requires each Practice/Section Head to prepare an annual business plan and budget including a discussion of efforts to develop and maintain diversity. Section Heads report on progress on these plans. The General Counsel, Director of Professional Development, Diversity & Inclusion Manager and Inclusion committee chairs are charged with all diversity and inclusion initiatives and Management Committee reviews their performance annually with information distributed and discussed at two annual partnership meetings and an annual leadership retreat. 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 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

6 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

7 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. Bracewell partners and associates are committed at a personal level to a wide variety of programs serving minority students in middle and high school. The firm has partnered with Yellowstone Academy, a privately funded school for at-risk inner city youth in Houston. Bracewell & Giuliani's commitment also focuses on college scholarship opportunities including: Houston Community College Foundation, which works to improve access to higher education; University of Houston Black Alumni Foundation scholarship, which awards scholarships to minority students at the University of Houston; and the Texas Southern University general scholarship fund. Bracewell & Giuliani has partnered with the Thurgood Marshall Legal Society at The University of Texas at Austin to provide a scholarship to young minority woman to take an SAT preparation course. Bracewell attorneys actively serve with the Spouses of Houston Barristers to raise money to fund law school scholarships for local minorities; and the Houston Bar Association's Minority Opportunities in the Legal Profession Committee.

8 Recruitment - New Associates Does your firm annually recruit at any of the following types of institutions? Ivy League schools: Columbia, Harvard Other private schools: Baylor, Brooklyn, Duke, Fordham, George Washington, NYU, Southern Methodist University, South Texas College of Law, Vanderbilt Public state schools: University of Houston, University of Virginia, The University of Texas Historically Black Colleges and Universities (HBCUs): None Diversity job fairs: 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? Each year, Bracewell partners with Houston Bar Association's Minority Opportunities in the Legal Profession (MOILP). This committee collects resumes of exceptional 1L minority students from each of the law schools in the Houston, Texas area (University of Houston Law Center, South Texas College of Law and Thurgood Marshall School of Law). Similar to on campus interviews, the student selects which firm he/she would like to send the resume to for consideration. If selected, the firm will contact the student for interviews. MOILP tracks the students who were selected for interviews as well as given offers. This program has been effective in the past and we look forward to continuing our relationship with this committee. As an additional pipeline initiative, Bracewell developed its first Joint Diversity Fellowship Program in our Seattle office. This program identifies 1L minority law school candidates to spend four weeks working at Bracewell and then four weeks working with the in-house legal team at a client office. We have now expanded this program to our Connecticut and New York offices.

9 Recruitment - New Associates ALL 2L SUMMER ASSOCIATES (2014) OFFERS MADE* (2014) White/Caucasian African-American/Black 3 0 Hispanic/Latino 2 1 Asian 0 1 Openly GLBT 1 0 Total * Summer associates who received an offer of full-time employment White/Caucasian African-American/Black 2 0 Hispanic/Latino 0 1 Asian 0 1 Openly GLBT 1 0 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 6 8 African-American/Black 1 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 Openly GLBT 1 n/a Total 6 8 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 Openly GLBT n/a n/a Total 0 0

10 Recruitment - Lateral Associates and Partners Bracewell & Giuliani LATERAL ASSOCIATE HIRES (2014) LATERAL OF COUNSEL HIRES (2014) White/Caucasian 10 1 Hispanic/Latino 0 1 Native Hawaiian/Pacific Islander 0 1 Openly GLBT 1 0 Total 10 3 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 5 0 Asian 1 0 Total 6 0 White/Caucasian 9 1 Total 9 1 NEW EQUITY PARTNERS* (2014) * Whether hired laterally or promoted from within 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 Openly GLBT n/a n/a Total n/a n/a

11 Recruitment - Lateral Associates and Partners Bracewell & Giuliani 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: Legal Talent Recruiting

12 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 0 Openly GLBT 1 0 Total 4 1 3RD-YEAR ASSOCIATES White/Caucasian 2 3 Multiracial 0 1 Total 2 4 4TH-YEAR ASSOCIATES White/Caucasian 2 1 African-American/Black 1 0 Asian 0 1 Total 3 2 5TH-YEAR ASSOCIATES White/Caucasian 2 3 Hispanic/Latino 0 1 Total 2 4 6TH-YEAR ASSOCIATES White/Caucasian 5 4 Native Hawaiian/Pacific Islander 0 n/a Total 5 4

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 TH-YEAR ASSOCIATES White/Caucasian 3 2 Total 3 2 8TH-YEAR PLUS ASSOCIATES White/Caucasian 7 6 Hispanic/Latino 0 2 Asian 2 0 Multiracial 1 0 Total 10 8 OF COUNSEL White/Caucasian 3 2 Hispanic/Latino 0 1 Asian 1 0 Multiracial 0 1 Total 4 4 NON-EQUITY PARTNERS White/Caucasian 11 2 Total 11 2 *The firm provides data for all partners. 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 Openly GLBT n/a n/a Total n/a n/a

14 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? Partnership can still be attained but working part-time may lengthen the partnership track for those who choose to do so. How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? [No response]

15 Retention and Professional Development PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS (2014) Total (full and part-time) We only provide data for all partners. Associates Of counsel Non-equity partner Equity partner n/a n/a n/a n/a

16 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 6 1 Total 6 1 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 Openly GLBT n/a n/a Total n/a n/a PARTNER REVIEW COMMITTEE* ASSOCIATE REVIEW COMMITTEE* * Attorneys on the Partner Review Committee or equivalent * Attorneys on the Associate Review Committee or equivalent White/Caucasian 6 1 Native Hawaiian/Pacific Islander 0 n/a Total 6 1 White/Caucasian 14 6 African-American/Black 1 0 Hispanic/Latino 0 1 Total 15 7 ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT White/Caucasian African-American/Black 2 1 Hispanic/Latino 0 2 Asian 1 2 Openly GLBT 2 0 Total 17 16

17 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 0 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? 8 Minorities heading offices: Victoria Garcia, San Antonio, T (15); Ed Cavazos, Austin, T (31) heading offices: Victoria Garcia, San Antonio, T (15) GLBT attorneys heading offices: [No response] Individuals with disabilities heading offices: [No response] PRACTICE GROUP/DEPARTMENT LEADERS Minorities heading practices: Jarvis Hollingsworth, Public Entities; Barron Wallace, Public Finance; Michael Chibib Ed Cavazos heading practices: Dee Martin, PRG; Constance Rhebergen, Patent Prosecution; Erin Hennessy, Trademark; Liz McGinley, Tax GLBT attorneys heading practices: [No response] Individuals with disabilities heading practices: [No response] COMMITTEE LEADERS Minorities heading committees: Ilia O'Hearn, Associate Inclusion Committee; Yvonne Ho, Associate Inclusion Committee; Jarvis Hollingsworth, Political heading committees: Jennifer Weston, Associate Evaluation Committee; Ilia O'Hearn, Associate Inclusion Committee; Yvonne Ho, Associate Inclusion Committee; Marcy Kurtz, Pro Bono; Julie Wells, Security; Constance Rhebergen, Technology; Carrin Patman, United Way; Tricia Deleon, 's Initiative Group GLBT attorneys heading committees: [No response] Individuals with disabilities heading committees: [No response]

18 The Firm Says Bracewell & Giuliani is committed to the recruitment, retention, development and promotion of attorneys with diverse backgrounds. Our partners believe that an environment of diverse ideas produces better and more creative solutions for our clients' business and legal challenges. The Partner Inclusion Committee (PIC) and the Associate Inclusion Committee (AIC) play a vital role in moving the firm's inclusion initiatives forward. These committees are staffed with members of the firm's management committee as well as hiring partners. Following a successful Diversity Strategic Planning Seminar, the committees developed and adopted a strategic plan. Each committee was charged with developing recommendations for criteria to be used in the evaluation process, strategies to fully involve minority associates, developing a system to give billable hours credit for participation in the firm's inclusion activities, and creating career development plans. In addition, the PIC developed a comprehensive mentoring program between the committee and the firm's minority associates to focus on career development and retention. Additionally, a member of the firm's Management Committee was designated as a liaison between the committees and management to coordinate inclusion efforts. Bracewell's success ultimately depends on developing exceptional legal talent. The firm is committed to attracting and retaining the finest lawyers from all backgrounds and perspectives. Through the Law Preview Scholarship and the Joint Diversity Fellowship Program, Bracewell works to increase the pool of racially and ethnically diverse legal candidates. Moreover, by playing an active role in this initiative, Bracewell also increases its visibility among candidates at an early stage in their legal careers, thereby strengthening its recruiting efforts. Bracewell & Giuliani Law Preview Scholarship Bracewell has partnered with Law Preview to provide the Bracewell & Giuliani Law Preview Scholarship. This partnership provides scholarships to racially and ethnically diverse candidates who have been accepted into law school at the University of Houston Law Center, Southern Methodist University Dedman School of Law, Vanderbilt Law School. Law Preview is the nation's largest law school prep course for incoming law students and teaches students what to expect and how to succeed in law school. Joint Diversity Fellowship Program As an additional pipeline initiative, Bracewell developed its first Joint Diversity Fellowship Program in our Seattle office. This program identifies 1L minority law school candidates to spend four weeks working at Bracewell and then four weeks working with the in-house legal team at a client office. We started this program last year and expanded it to our Connecticut and New York offices. Day of Service In observance of the national Martin Luther King, Jr. Day of Service and to raise awareness about diversity issues, the Associate Inclusion Committee in each office hosted a firmwide Day of Service. Bracewell employees and their families were invited to participate in giving back to the community. Each office served the following organizations: Austin - Capital Area Food Bank of Texas Connecticut Foodshare Dallas - Wesley Rankin Community Center Houston - Houston Food Bank New York - Tunnel To Towers San Antonio - Haven For Hope Seattle Union Gospel Mission Washington, D.C. - Capital Area Food Bank All the initiatives above are supported and approved by the firm's Management Committee. Bracewell also provides financial resources and scheduling flexibility to lawyers in the firm with an interest in diversity-oriented organizations. -Minority Corporate Counsel Association (MCCA) -Legal Council on Legal Diversity (LCLD) -Corporate Counsel of Color (CCWC) -Lambda Legal -Various minority bar associations Bracewell is actively involved with minority student organizations at a number of law school campuses. This includes establishing a mentor program for 1L minority law students and hosting receptions and panel discussions on a number of pertinent topics, such as interviewing, career development, networking, law firm practice groups. For its efforts, Bracewell has received several awards for its work with law schools.