51 Louisiana Ave., NW Washington, DC 20001 Phone: 2028793939 Fax: 2026261700 www.jonesday.com LOCATIONS Amsterdam; Atlanta; Beijing; Boston; Brussels; Chicago; Cleveland ; Columbus; Dallas; Detroit; Dubai; Dusseldor; Frankfurt; Hong Kong; Houston; India; Irvine; London; Los Angeles; Madrid; Mexico City; Miami; Milan; Moscow; Munich; New York; Paris; Perth; Pittsburgh; San Diego; San Francisco; Sao Paulo; Saudi Arabia; Shanghai; Silicon Valley; Singapore; Sydney; Taipei; Tokyo; Washington DIVERSITY LEADERSHIP Head(s) of Firm: Stephen J. Brogan, Managing Partner Diversity team leader(s): Yvette McGee Brown, Partner in Charge of Diversity, Inclusion & Advancement NUMBER OF ATTORNEYS TOTAL NUMBER OF ATTORNEYS Currently As of December 31, 2014 Firmwide 2572 2556 U.S. offices only 1645 1673
Law Firm Demographic Profile Does your firm have more than one tier of partnership? No ASSOCIATES (2014) SUMMER ASSOCIATES (2014) White/Caucasian 404 312 African-American/Black 9 15 Hispanic/Latino 23 21 Asian 44 43 Multiracial 7 11 Total 487 402 "Individuals with disabilities." White/Caucasian 68 53 African-American/Black 4 5 Hispanic/Latino 7 5 Asian 7 3 Multiracial 5 2 Total 91 68 "Individuals with disabilities." EQUITY PARTNERS (2014) NON-EQUITY PARTNERS (2014) White/Caucasian 451 133 African-American/Black 10 3 Hispanic/Latino 16 9 Alaska Native/American Indian 1 0 Asian 18 3 Multiracial 1 0 Total 497 148 "Individuals with disabilities." All of our partners have the same rights and responsibilities under the partnership agreement. All of our partners have the same rights and responsibilities under the partnership agreement. OF COUNSEL (2014) NEW HIRES (2014) White/Caucasian 76 51 African-American/Black 1 0 Hispanic/Latino 1 1 Asian 4 3 Multiracial 1 0 Total 83 55 "Individuals with disabilities." White/Caucasian 111 63 African-American/Black 4 0 Hispanic/Latino 11 13 Asian 11 19 Multiracial 3 2 Total 140 97 "Individuals with disabilities."
Strategic Plan and Diversity Leadership How does the firm's leadership communicate the importance of diversity to everyone at the firm? Our Managing Partner expresses his commitment to diversity through presentations at the Advisory Committee and Partners Meetings, in his annual address to the Summer Associates and New Lawyers, and through his support for the work of the Diversity, Inclusion and Advancement Committee (DIAC). The 26 members of the DIAC reflect the diversity of the Firm by race, gender, ethnicity, sexual orientation, practice area and geographic location. They meet by telephone monthly to exchange information and to develop priorities and strategies for accomplishing goals. The DIAC collaborates with practice groups in addressing diversity priorities and has access to the resources of every administrative unit within the Firm: Business Development, Graphic Design, Technology, Human Resources, Recruiting, Financial Services, and the Charitable Foundation, through which the Firm supports many diversity-related organizations such as: Sponsors for Educational Opportunity, Lambda Legal, the National Assocation of Lawyers, Just the Beginning Foundation, and many others. The Partner in Charge of Diversity, Inclusion & Advancement meets regularly with the Managing Partner. She reports to the Firm's management committees, participates in Firmwide recruiting meetings, presents at Firmwide practice group gatherings, hosts an annual reception at the Firmwide Academy for lawyers joining our New Lawyers Group, and attends diversity events hosted by our domestic offices whenever possible. The importance of diversity is emphasized in our interviewer training and in our on-campus interviewer manuals. Who has primary responsibility for leading diversity initiatives at your firm? Yvette McGee Brown, Partner in Charge of Diversity, Inclusion & Advancement 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: 26 Total hours spent on diversity: 1217 Comments: Diversity, Inclusion & Advancement Committee members participated in monthly DIAC meetings, attended numerous diversity-related law school recruiting events, made presentations regarding diversity in the profession for bar associations and student organizations, joined clients in supporting diversity events, and acted as leaders of their office diversity committees. 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? Informal How often does the firm's management review the firm's diversity progress/results? During frequent consultations with the Firm's Managing Partner, Management Committee leaders and practice group leaders. How is the firm's diversity committee and/or firm management held accountable for achieving results? The Partner in Charge of Diversity, Inclusion & Advancement meets regularly with the Firm's Managing Partner. In addition, she reports annually to the Firm's management committees, participates in Firmwide recruiting meetings and presents at Firmwide gatherings of practice groups. Through these regular meetings and continuous sharing of data, priorities and progress are always under review so that our efforts receive constant attention and, if necessary, adjustment. Because diversity and inclusion are high priorities for the Firm, DIAC collaborations with Recruiting, Business Development, and our practice group leaders are frequent, with each relying on the other to accomplish objectives so that there is ongoing progress towards achieving goals. The Firm seeks feedback from recruits, partners and associates regarding diversity programming through various survey tools. We also keep abreast of best practices through attendance at conferences and review of studies and literature. While our goal is to consistently increase diversity and inclusion within the Firm, we also benchmark our achievements against those of our competitor/peer firms. Pipeline efforts remain a major priority and, to that end, we have partnered with the Sponsors for Educational Opportunity (SEO) in our Atlanta, Dallas, Houston, Los Angeles, New York, San Francisco, Washington (London)offices. In addition, we have increased our support for Just the Beginning Foundation. Finally, the Firm is keenly aware of our clients' commitment to diversity and their increasing desire to specific data available regarding our diversity initiatives and outcomes. Therefore, we are examining our data-gathering mechanisms to ensure that we can resepond as thoroughly as possible to appropriate diversity-related questions posed by our clients. Is your firm minority-owned or women-owned? No
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
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
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
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 partner with SEO and support JTBF on a firmwide basis. Our US offices participate in many pipeline activities: ATLANTA: sponsors SEO intern, participates in various GA Bar Pipeline Diversity Programs & Posse Foundation events. CHICAGO: sponsors SEO intern; community service events with Northwestern BLSA, Donald Hubert Scholars Mock Trial Competition; CLEVELAND: tutoring, mock trial coaches, work/study for St. Martin de Porres HS, a Cristo Rey network school, instruction/career counseling, scholarships and mentoring for minority college students; COLUMBUS: Columbus Bar Assoc Minority Clerkship Program. DALLAS: sponsors SEO intern, internships for HS seniors sponsored by Dallas BAs and Mayoral Intern Program with the Dallas Independent School District, teaches in the LG Pinkston HS law practicum, UT Dallas World of Work internships for college seniors, teaches interviewing skills to undergraduate students; HOUSTON: sponsors SEO intern; IRVINE: Project SELF internships for low-income, high achieving minority high school students; LOS ANGELES: mentors public school students, volunteers at Wilson High Law Magnet School; NEW YORK: sponsors SEO intern, monthly Lunch with Lawyers program for students in YMCA Youth and Govt program, host work study teams from Cristo Rey HS and Lourdes Academy; PITTSBURGH: PA Bar Assoc Law Day panel for diverse HS students; SAN DIEGO: Conflicts resolution skills training for Porter North Elementary students; Crawford Law Academy tutors (HS); SAN FRANCISCO: sponsors SEO intern, volunteers for Bar Assoc. of San Francisco pipeline programs for diverse HS students, host work study teams from Cristo Rey HS ; SILICON VALLEY: sponsors SEO intern, mock trial & career panel for New Technology HS with US Dist. Court, Constitutional Rights Fndn's state-wide mock trial competition; Washington: sponsors SEO intern, host CLEO leadership lunch, host work study team for Cristo Rey HS; Just the Beginning Foundation Negotiations Training for HS students.
Recruitment - New Associates Does your firm annually recruit at any of the following types of institutions? Ivy League schools: Columbia, Cornell, Harvard, Penn, Yale Other private schools: American, Boston College, Boston University, Cardozo, Case Western, Chicago, Duke, Emory, Fordham, George Washington, Georgetown, New York University, Northwestern, Notre Dame, Southern Methodist, Stanford, University of Miami, University of San Diego, USC, Vanderbilt Public state schools: Cleveland State, Georgia, Georgia State, Houston, Illinois, Michigan, Ohio State, Penn State Dickinson, Pittsburgh, Texas, UC-Berkeley, UC-Hastings, UC- Irvine, UCLA, Virginia, Wisconsin Historically Black Colleges and Universities (HBCUs): Howard Diversity job fairs: Bay Area Diversity Career Fair, Boston Lawyers Group Diversity Job Fair, Cook County Minority Job Fair, Lavender Law Job Fair, Rocky Mountain BLSA, Southeastern Minority Job Fair, Sunbelt 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? Yes. In addition to our work with pre-college, college students and pre-law school rising 1Ls, Jones Day participates in 1L job fairs, career panels, consortia, mock interview programs, and receptions hosted by student organizations at the schools from which we recruit. In that regard, we have participated in 1L programs for APALSA, BLSA, LALSA, Outlaw and other LGBT student groups, and a variety of women law student events. We have also joined with local bar associations and other law firms in contributing to or hosting 1L minority law student events at law schools across the country, e.g., the 1L Lambda Networking Reception at George Washington University, the DC Diversity Road Show, the Houston Office's participation in the Houston Bar Association's 1L Minorty Recruitment Fair, and our Los Angeles Office's participation in the La Raza/BLSA 1L Reception at UC Hastings, to name just a few.
Recruitment - New Associates ALL 2L SUMMER ASSOCIATES (2014) OFFERS MADE* (2014) White/Caucasian 60 49 African-American/Black 2 3 Hispanic/Latino 5 4 Asian 7 3 Multiracial 2 2 Total 76 61 * Summer associates who received an offer of full-time employment White/Caucasian 59 49 African-American/Black 2 3 Hispanic/Latino 4 4 Asian 7 3 Multiracial 2 2 Total 74 61 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 53 48 African-American/Black 2 3 Hispanic/Latino 3 4 Asian 6 2 Multiracial 0 2 Total 64 59 White/Caucasian 1 0 African-American/Black 0 0 Hispanic/Latino 0 0 Asian 1 0 Total 2 0
Recruitment - Lateral Associates and Partners Jones Day LATERAL ASSOCIATE HIRES (2014) LATERAL OF COUNSEL HIRES (2014) White/Caucasian 30 15 African-American/Black 2 0 Hispanic/Latino 1 2 Asian 5 4 Total 38 21 White/Caucasian 4 3 African-American/Black 0 0 Hispanic/Latino 0 0 Asian 0 1 Total 4 4 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 21 4 African-American/Black 1 0 Hispanic/Latino 2 1 Asian 1 2 Total 25 7 White/Caucasian 12 10 African-American/Black 0 1 Hispanic/Latino 1 0 Asian 1 0 Total 14 11 NEW EQUITY PARTNERS* (2014) * Whether hired laterally or promoted from within White/Caucasian 33 14 African-American/Black 1 1 Hispanic/Latino 3 1 Asian 2 2 Total 39 18
Recruitment - Lateral Associates and Partners Jones Day 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? Unknown 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: [No response]
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 2 0 1 4 1ST-YEAR ASSOCIATES 2ND-YEAR ASSOCIATES 3RD-YEAR ASSOCIATES 4TH-YEAR ASSOCIATES 5TH-YEAR ASSOCIATES 6TH-YEAR ASSOCIATES
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 2 0 1 4 7TH-YEAR ASSOCIATES 8TH-YEAR PLUS ASSOCIATES OF COUNSEL NON-EQUITY PARTNERS EQUITY PARTNERS
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: Our part-time/flex-time policy says in part, "A variety of flexible and part-time arrangements are available to meet the needs of individual lawyers. Associates may propose a part-time arrangement, and such arrangements are considered on a case-by-case basis. At any given time, there are many lawyers around the Firm working part-time. Lawyers have used part-time arrangements for periods ranging from a few months to a decade or more. Others have worked full-time from home for limited periods. Associates have been promoted to partner while on part-time schedules, and there are partners in senior management positions in the Firm who have worked part-time during some period in their careers. One of those lawyers is Mary Ellen Powers who serves on the Firm's Partnership and Advisory Committees and as Partner-in-Charge of our European & Middle Eastern practice. Several factors cause our lawyers to feel comfortable availing themselves of the part-time/flex-time option. One is that we compensate lawyers based on all of their contributions to the Firm and not solely on the number of hours they bill. Second, the Firm's technology and technology support team enable our lawyers to work effectively from any location, thus making it easier to get work done from home when necessary. Finally, there are many role models available whose experience demonstrate that a parttime schedule need not interfere with a lawyer's development and success at the Firm. One such role model is Toni Ann Citera. She was promoted to partner while working a parttime schedule and has continued working part-time since then. She and her client, Celgene Corporation, were recognized by the Diversity & Flexibility Alliance with its 2015 Flex Success Award. Jones Day partner, Carter DeLorme, has served on the Board of Advisors for the Diversity & Flexibility Alliance (and its predecessor, Project for Attorney Retention) since 2009. 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? Associates are considered for partnership when they have developed the requisite skills and experience, which may take longer for an associate who works on a part-time schedule for an extended period of time. But lawyers who have worked part-time have been promoted to partnership, some while continuing on a part-time schedule. Existing partners have also been permitted to shift to part-time schedules. How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? As an initial matter, all Jones Day partners share the same rights and responsibilities under the partnership agreement. The Firm has and has had many lawyers working on approved reduced hour schedules at various percentages of time and many other lawyers (and many of its current partners) have had reduced hours for limited periods of time during their careers due to special circumstances but these arrangements are not formal and not tracked. In addition, the Firm has approved arrangements where lawyers work fulltime from home for limited periods of time, but it does not track or monitor these arrangements.
Retention and Professional Development PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS (2014) Total (full and part-time) Associates 1 22 23 890 Of counsel 2 9 11 138 Non-equity partner n/a n/a n/a n/a Equity partner 0 12 12 645 All of our partners have the same rights and obligations under the partnership agreement. The Firm has almost 30 years of experience with lawyers working in a wide range of alternative schedules and, at any given time, there are many lawyers around the Firm working part-time, though not all such arrangements are tracked. Individual lawyers have utilized these part-time arrangements for periods ranging from a few months to a decade or more.
Management Demographic Profile F I R M W I D E C O M M I T T E E S 2 0 1 4 EECUTIVE/MANAGEMENT COMMITTEE* HIRING COMMITTEE* * Attorneys on the Executive/Management Committee or equivalent * Attorneys on Hiring Committee or equivalent White/Caucasian 27 15 African-American/Black 2 0 Hispanic/Latino 0 2 Asian 3 0 Total 32 17 "Individuals with disabilities." White/Caucasian 13 3 African-American/Black 1 0 Hispanic/Latino 1 0 Asian 2 0 Total 17 3 "Individuals with disabilities." 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 2 African-American/Black 0 0 Hispanic/Latino 0 0 Asian 0 0 Total 6 2 ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT White/Caucasian 4 6 African-American/Black 4 1 Hispanic/Latino 2 2 Asian 4 0 Total 14 9
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 16 37 n/a Number of such positions held by: Minorities 4 4 n/a 7 3 n/a GLBT attorneys n/a n/a n/a n/a "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? 17 Minorities heading offices: Richard Deane, Jr, Atlanta (136); Hilda Galvin, Dallas (130); Pedro Jimenez, Miami (18); Aaron Agenbroad, San Francisco (75); Kevyn Orr, Washington (256)(as of May 2015). heading offices: Traci Lovitt, Boston (38); Tina Tabacchi, Chicago (153); Elizabeth Kessler, Columbus (60); Hilda Galvan, Dallas (130); Nancy MacKimm, Houston (45); Laura Ellsworth, Pittsburgh (75); Karen Hewitt, San Diego (44) GLBT attorneys heading offices: Individuals with disabilities heading offices: PRACTICE GROUP/DEPARTMENT LEADERS Minorities heading practices: Richard Deane, Jr., Corporate Criminal Investigations (10); Antonio Dias and Jayant Tambe, Financial Institutions Litigation & Regulation (28); Noel Francisco, Government Regulation (39) heading practices: Beth Heifetz, Issues & Appeals (66); Colleen Laduzinski, New Lawyers Group (140); Laura Tuell Parcher, Pro Bono (1) GLBT attorneys heading practices: Individuals with disabilities heading practices: COMMITTEE LEADERS Minorities heading committees: [No response] heading committees: [No response] GLBT attorneys heading committees: Individuals with disabilities heading committees:
The Firm Says Jones Day is proud of the way our values and actions have nurtured the diversity that has resulted in so many success stories within our Firm. With almost 596 women lawyers in our U.S. offices, 150 of whom are partners, Jones Day is a leader among law firms in the recruitment and advancement of women lawyers. Similarly, Jones Day has more minority lawyers (and, in particular, partners) than almost all of our peer institutions. Not only have we elevated to the partnership an average of almost 4 lawyers of color per year since 2005, we have successfully recruited 27 lateral partners of color in the U.S. since June 2010. Moreover, women and minorities hold important leadership positions within the Firm's individual offices and firmwide structure. As of May 2015, women lead 13 Jones Day offices worldwide. A woman coordinates the Firm's European and Middle Eastern operations and another woman leads our Southern U.S. region. make up 34% of the Firm's Advisory Committee. Six Jones Day US offices are led by attorneys of color and three of the Firm's firm-wide practice groups are led by four minority attorneys. Five of the Firm's office Administrative Partners are women and 89 of the Firm's client relationships are managed by women. A woman also chairs the Firm's regional European Restructuring & Distress Mergers and Acquisitions practice. Diverse attorneys in U.S. offices manage 52 client relationships. Many other women and minorities provide leadership within their offices as hiring partners, diversity committee chairs and pro bono coordinators. Minority lawyers and women are active members of recruiting, summer associate program, pro bono, and diversity committees and they represent the Firm in client presentations, at bar association events, in community service activities and in many other ways contribute to the strength and vitality of the firm. Jones Day was named "Best Firm for Diversity by International Firm" at the 2014 Euromoney Asia in Business Law Awards at the Gala Awards dinner held on November 13, 2014 in Hong Kong. This award recognizes the leading female business practitioners across 14 legal practice areas as well as those domestic and international firms dedicated to the advancement of women in the legal profession. In a report released in October 2014, the Dallas Diversity Task Force ("Task Force") concluded that Jones Day Dallas was the top scoring law firm in terms of minority hiring and retention. In July of 2012, Jones Day was chosen to receive the 2012 North American South Asian Law Firm Achievement Award. This award honored, "that law firm that has demonstrated undying commitment to supporting the community and improving diversity in the legal market." The criteria for the award included: percentage of minority partners and associates; the diversity programs and initiatives sponsored and/or implemented by the firm; and pro bono initiatives undertaken by the firm. In August, the firm received the Chevron Law Function's 8th Annual Law Firm Diversity Recognition Award. Established in 2005, this award program recognizes three of Chevron's law firm partners for their demonstrated commitment to diversity. In December 2012, the Dallas chapter of CREW (Commercial Real Estate ) announced that Jones Day was the winner of its Outstanding Company Award for Career Advancement of in Real Estate. We think our commitment and our success is also evident in our attorneys' individual career successes. Jones Day women and diverse attorneys have recently won several awards that recognize their outstanding achievements. More than 120 women lawyers from Jones Day US offices were named to the 2015 Superlawyers. Many of those have been named on the prestigious list for several prior years as well. Brian Sun, Partner-in-Charge of our Los Angeles office, was recently named "One of the 50 Most Influential Minority Lawyers in America" by the National Law Journal. He also received a Lifetime Achievement Award from the Southern California Chinese Lawyers Association as well as the 2013 NAPABA Trailblazer Award. Jones Day New York partner, Nicholas Rodriguez, was celebrated for his achievements at ASPIRA of New York's 2014 annual Circle of Latino Achievers Gala Event. Jones Day associate, John Owen, was named in 2014 to the National LGBT Bar Association's "Best LGBT Lawyers Under 40" list making him the third Jones Day lawyer to make that list in the past five years. Yvette McGee Brown, Partner-in-Charge of Diversity, Inclusion & Advancement at Jones Day, will receive the 2015 Democracy In Action Award, the highest honor of the League of Voters of Metropolitan Columbus (LWVMC), at a ceremony in May. The National Law Journal named Beth Heifetz, a Jones Day Washington partner and leader of the firm's Issues & Appeals Practice, to its "2015 Outstanding Lawyers" list. Jones Day lawyers Marie Elena Angulo, Mar a Luisa C novas, Mar a Fernanda Farall, Silvia Malag n, and Fradyn Su rez were, this April, included among Latinvex's list of the Top 50 Female Lawyers in Latin America among international law firms. Among the 33 firms with lawyers named to the list, Jones Day was the only firm with five lawyers listed. Savoy magazine included Jones Day Atlanta Partner-in-Charge, Richard H. Deane, Jr., on its 2015 list of "Most Influential Black Lawyers." Jamila M. Hall, a partner in the Business and Tort Litigation Practice, was named to The National Black Lawyers Top 100. Jones Day Pittsburgh Office Partner-in-Charge Laura Ellsworth was presented with the 2014 Pittsburgh Most Powerful & Influential Award at the Pennsylvania Diversity Council's Leadership Conference in October 2014. Elizabeth Kessler, Partner-in-Charge of the Columbus Office, was presented the National Diversity Council's 2014 Most Powerful and Influential Woman award during the 7th Annual Ohio Diversity and Leadership Conference. Sushma Jobanputra, Partner-in-Charge of our Singapore office, was among the "Hot 100 Lawyers for 2011" identified by Asia Legal Business Magazine as one of the world's leading banking and finance lawyers. Pittsburgh Jones Day Partner-in-Charge, Laura Ellsworth, was featured in the Pennsylvania/Delaware 2013 edition of Super Lawyers. Jones Day Dallas Partner-in-Charge, Hilda Galvan, was named one of the Mujeres in Accion ( in Action) at the Chicano/Hispanic Law Students Association (CHLSA) 2012 Cultural Celebration and Awards Banquet. Jones Day's Laurie Charrington was among the Recorders' "50 California Lawyers on the Fast Track" and Amy Edgy Ferber, a partner in Jones Day's Business Restructuring & Reorganization Practice resident in the Atlanta Office, received an M&A Advisor "40 Under 40" award at ceremonies in Chicago on June 2012. Carmen McLean, a partner in the Washington Office, was named Pro Bono Lawyer of the Year by the District of Columbia Bar and was honored at its Awards Dinner in June 2012. Tamera Weisser, Of Counsel in our San Diego Office, was selected as an Athena Pinnacle Award winner for 2012. Ms. Weisser, recognized as an outstanding individual in the San Diego services industry, also received the Making History Debra Reed Business Leader Award in 2013. Stephanie Parker, a partner in our Atlanta Office, was named one of the 15 Top Female Trial Attorneys in the U.S. by legal publisher Law360 in 2012.