1201 Third Avenue Suite 4900 Seattle, WA 98101 Phone: (206) 359-8000 Fax: (206) 359-9000 www.perkinscoie.com LOCATIONS Anchorage; Beijing; Bellevue; Boise; Chicago; Dallas; Denver; Los Angeles; Madison; New York; Palo Alto; Phoenix; Portland; San Diego; San Francisco; Seattle; Shanghai; Taipei; Washington, D.C. DIVERSITY LEADERSHIP Head(s) of Firm: Robert Giles, Firmwide Managing Partner Diversity team leader(s): Audra Mori, Partner & Strategic Diversity Committee Chair NUMBER OF ATTORNEYS TOTAL NUMBER OF ATTORNEYS Currently As of December 31, 2013 Firmwide 956 942 U.S. offices only 953 939
Law Firm Demographic Profile Does your firm have more than one tier of partnership? Yes ASSOCIATES (2013) SUMMER ASSOCIATES (2013) White/Caucasian 173 121 African-American/Black 4 2 Hispanic/Latino 11 8 Alaska Native/American Indian 1 0 Asian 26 27 Multiracial 5 7 Openly GLBT 1 4 Individuals with disabilities 2 1 Total 220 165 White/Caucasian 13 11 African-American/Black 5 2 Hispanic/Latino 1 2 Alaska Native/American Indian 2 0 Asian 5 8 Multiracial 0 1 Total 26 24 EQUITY PARTNERS (2013) NON-EQUITY PARTNERS (2013) White/Caucasian 259 45 African-American/Black 2 1 Hispanic/Latino 6 1 Alaska Native/American Indian 1 0 Asian 8 3 Multiracial 2 0 Openly GLBT 3 1 Individuals with disabilities 1 0 Total 278 50 Vault and MCCA define an equity partner as a partner who has the right to share in the profits of the firm. Perkins Coie has conformed its definition of equity partner to this definition and, as a result, this year's data is different from data presented in previous years when the firm applied a different definition of an equity partner. White/Caucasian 63 40 African-American/Black 2 1 Hispanic/Latino 1 1 Asian 6 4 Multiracial 2 1 Openly GLBT 3 2 Individuals with disabilities 2 0 Total 74 47 Vault and MCCA define a non-equity partner as a firm employee who has been promoted from associate to a tier of partnership in which the lawyer does not share in the profits or capital of the firm. Perkins Coie has conformed its definition of non-equity partner to this definition and, as a result, this year's data is different from data presented in previous years when the firm applied a different definition of a non-equity partner. OF COUNSEL (2013) NEW HIRES (2013) White/Caucasian 64 34 African-American/Black 0 1 Hispanic/Latino 1 0 Alaska Native/American Indian 1 0 Asian 5 1 Multiracial 0 1 Openly GLBT 3 1 Individuals with disabilities 2 0 Total 71 37 White/Caucasian 60 35 African-American/Black 0 1 Hispanic/Latino 1 1 Alaska Native/American Indian 1 0 Asian 12 9 Multiracial 0 3 Openly GLBT 0 1 Individuals with disabilities 1 0 Total 74 49
Strategic Plan and Diversity Leadership How does the firm's leadership communicate the importance of diversity to everyone at the firm? The firm's leadership communicates the importance of diversity to everyone at the firm through a number of methods, including: Regular announcement and articles on local and national firm diversity events and programs on the firm's internal intranet page; Highlighting diversity in the firm's overview, annual report and "State of the Firm" presentation; Demonstrating diversity's priority during the annual partner planning conference through offering diversity training and receptions for diverse lawyers; A prominent space for diversity on the firm's external and internal websites; Implementing a Diversity Resource Checklist to encourage individual partner involvement in diversity that is reviewed and considered by the Partner Compensation Committee Who has primary responsibility for leading diversity initiatives at your firm? Theresa Cropper, Chief Diversity Officer 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 2013, 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: 12 Total hours spent on diversity: 3848 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? Quarterly How is the firm's diversity committee and/or firm management held accountable for achieving results? We monitor our progress in reaching our goals to ensure our diversity initiatives are effective and require regular reporting on that progress. The Chief Diversity Officer reports monthly to the Management Committee and quarterly to the Executive Committee on the progress on annual diversity goals and initiatives. The committees review the goals and analyze the successes and challenges. This formal assessment is presented to the firm's partners in an annual report during the Partner Planning Conference. 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 Other (please specify): Increase the number of minority lawyers at equity partnership levels.
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): Increase the number of women at equity partnership levels; provide business development training to all women
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): Increase the number of openly GLBT lawyers at equity partnership levels; manage/ monitor allocation of work assignments and/or hours billed
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 Other (please specify): Manage/monitor allocation of work assignments and/or hours billed
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. [No response]
Recruitment - New Associates Does your firm annually recruit at any of the following types of institutions? Ivy League schools: Cornell, Columbia, Harvard, Penn, Yale Other private schools: BYU, Chicago, Chicago-Kent, DePaul, Duke, Fordham, George Washington, Georgetown, Gonzaga, Lewis & Clark, Loyola (CHI), Loyola (LOS), Northwestern, NYU, Santa Clara, Seattle U., SMU, Stanford, USC, Vanderbilt, Willamette Public state schools: UC Hastings, UC Irvine, UCLA, UC Berkeley, UC Davis, UVA, U. of Washington, Michigan, U. of Arizona, Texas, U. of Utah, U. of Oregon, U. of Illinois Historically Black Colleges and Universities (HBCUs): Howard Diversity job fairs: Bay Area Diversity Job Fair, Cook County Minority Job Fair, HNBA Career Fair, Impact Job Fair, Lavender Law Career Fair, Northwest Minority Job Fair, Oregon Diversity 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? Since 1991, we have offered a 1L Diversity Fellowship program to first year law students. The fellowships include a paid summer associate position the summer following their first year in law school and a $7,500 academic scholarship. In 2013, the firm hosted eight 1L Diversity Fellows in eight offices.
Recruitment - New Associates ALL 2L SUMMER ASSOCIATES (2013) OFFERS MADE* (2013) White/Caucasian 11 10 African-American/Black 3 0 Hispanic/Latino 0 1 Alaska Native/American Indian 2 0 Asian 2 7 Multiracial 0 1 Total 18 19 * Summer associates who received an offer of full-time employment White/Caucasian 11 9 African-American/Black 3 0 Hispanic/Latino 0 1 Alaska Native/American Indian 1 0 Asian 2 5 Multiracial 0 1 Total 17 16 OFFERS ACCEPTED* (2013) NEITHER ACCEPTED NOR DECLINED (2013) * 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 11 8 African-American/Black 3 0 Hispanic/Latino 0 1 Alaska Native/American Indian 1 0 Asian 1 3 Total 16 12 White/Caucasian 0 1 Asian 0 0 Total 0 1
Recruitment - Lateral Associates and Partners Perkins Coie LLP LATERAL ASSOCIATE HIRES (2013) LATERAL OF COUNSEL HIRES (2013) White/Caucasian 21 15 African-American/Black 0 1 Asian 4 6 Multiracial 0 2 Total 25 24 White/Caucasian 9 7 Alaska Native/American Indian 1 0 Asian 1 0 Multiracial 0 1 Openly GLBT 0 1 Total 11 8 LATERAL PARTNER HIRES* (2013) NEW PARTNERS PROMOTED* (2013) * Both equity and non-equity * Both equity and non-equity promoted from associate or of counsel rank White/Caucasian 12 4 Asian 4 1 Individuals with disabilities 1 0 Total 16 5 White/Caucasian 10 5 Hispanic/Latino 1 0 Asian 0 0 Multiracial 0 1 Total 11 6 NEW EQUITY PARTNERS* (2013) * Whether hired laterally or promoted from within White/Caucasian 1 1 Asian 0 0 Total 1 1 Vault and MCCA define an equity partner as a partner who has the right to share in the profits of the firm. Perkins Coie has conformed its definition of equity partner to this definition and, as a result, this year's data is different from data presented in previous years when the firm applied a different definition of an equity partner.
Recruitment - Lateral Associates and Partners Perkins Coie 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: Watanabe Nason LLC, McClure Feuer, Palmer Kent Associates, Alan Miles & Associates, Inc., Suzanne Gardiner Keeton, LLC, and Vintage Legal
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 3 1ST-YEAR ASSOCIATES White/Caucasian 1 0 Asian 0 0 Total 1 0 2ND-YEAR ASSOCIATES White/Caucasian 1 0 African-American/Black 0 1 Asian 2 0 Total 3 1 3RD-YEAR ASSOCIATES White/Caucasian 1 0 Asian 0 1 Native Hawaiian/Pacific Islander 0 1 Total 1 2 4TH-YEAR ASSOCIATES White/Caucasian 0 1 African-American/Black 1 0 Asian 0 0 Total 1 1 5TH-YEAR ASSOCIATES White/Caucasian 2 2 Asian 1 1 Multiracial 0 2 Total 3 5 6TH-YEAR ASSOCIATES White/Caucasian 5 0 Asian 0 1 Total 5 1
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 3 7TH-YEAR ASSOCIATES White/Caucasian 3 1 Asian 0 0 Total 3 1 8TH-YEAR PLUS ASSOCIATES White/Caucasian 3 3 Asian 0 2 Total 3 5 OF COUNSEL White/Caucasian 7 4 Asian 3 2 Total 10 6 NON-EQUITY PARTNERS White/Caucasian 3 3 Asian 0 0 Total 3 3 Vault and MCCA define a non-equity partner as a firm employee who has been promoted from associate to a tier of partnership in which the lawyers does not share in the profits or capital of the firm. Perkins Coie has conformed its definition of non-equity partner to this definition and, as a result, this year's data is different from data presented in previous years when the firm applied a different definition of a non-equity partner. EQUITY PARTNERS White/Caucasian 6 2 African-American/Black 1 0 Asian 0 0 Total 7 2 Vault and MCCA define an equity partner as a partner who has the right to share in the profits of the firm. Perkins Coie has conformed its definition of equity partner to this definition and, as a result, this year's data is different from data presented in previous years when the firm applied a different definition of an equity partner.
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? There is no significant impact that a decision to work part-time has on a lawyers' ability to make partner or to remain a partner at the firm. Part-time associates and of counsel are eligible for election to the partnership. The timing of consideration for partnership will be determined through the evaluation process on a case-by-case basis, as with other candidates and on a basis consistent with the firm's flexible partnership track. Part-time lawyers are judged by the same criteria as other candidates, including but not limited to whether they have sufficient practice experience to have attained the requisite level of professional development. The firm has had several lawyers make partner while they were working a part-time schedule, and a number of partners currently work a part-time schedule. How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? We have 51 equity partners who have worked part time. Vault and MCCA define an equity partner as a partner who has the right to share in the profits of the firm. Perkins Coie has conformed its definition of equity partner to this definition and, as a result, this year's data is different from data presented in previous years when the firm applied a different definition of an equity partner.
Retention and Professional Development PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS (2013) Total (full and part-time) Associates 8 28 36 385 Of counsel 21 21 42 108 Non-equity partner 3 14 17 121 Equity partner 27 12 39 328 Vault and MCCA define an equity partner as a partner who has the right to share in the profits of the firm and a non-equity partner as a firm employee who has been promoted from associate to a tier of partnership in which the lawyer does not share in the profits or capital of the firm. Perkins Coie has conformed its definition of equity and non-equity partner to these definitions and, as a result, this year's data is different from data presented in previous years when the firm applied different definitions of an equity and non-equity partner.
Management Demographic Profile F I R M W I D E C O M M I T T E E S 2 0 1 3 EECUTIVE/MANAGEMENT COMMITTEE* HIRING COMMITTEE* * Attorneys on the Executive/Management Committee or equivalent * Attorneys on Hiring Committee or equivalent White/Caucasian 9 3 Asian 1 0 Openly GLBT 0 1 Total 10 3 White/Caucasian 42 24 African-American/Black 2 0 Hispanic/Latino 1 2 Asian 2 1 Multiracial 1 0 Openly GLBT 2 1 Total 48 27 PARTNER REVIEW COMMITTEE* ASSOCIATE REVIEW COMMITTEE* * Attorneys on the Partner Review Committee or equivalent * Attorneys on the Associate Review Committee or equivalent White/Caucasian 13 2 African-American/Black 0 1 Asian 1 1 Total 14 4 White/Caucasian 11 9 African-American/Black 1 0 Hispanic/Latino 1 0 Asian 0 0 Openly GLBT 1 0 Total 13 9 ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT White/Caucasian 13 31 African-American/Black 3 2 Hispanic/Latino 9 2 Alaska Native/American Indian 1 0 Asian 9 5 Multiracial 1 5 Openly GLBT 4 2 Individuals with disabilities 1 1 Total 36 45 This includes all lawyers who are members of our national Strategic Diversity Committee and office diversity committees.
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 (2013) U.S. office heads Practice group/ department leaders Committee leaders Total number of positions 16 37 111 Number of such positions held by: Minorities 2 3 11 2 6 43 GLBT attorneys 0 0 1 Individuals with disabilities 0 1 0 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? 16 Minorities heading offices: C. Kao, Palo Alto (52); F. Rivera, Seattle (284) heading offices: B. Schussman, San Francisco (46); M. Umberger, Madison (26) GLBT attorneys heading offices: N/A Individuals with disabilities heading offices: N/A PRACTICE GROUP/DEPARTMENT LEADERS Minorities heading practices: P. Rao, White Collar & Investigations (29); G. Han Stanton, Trademark & Copyright (14) heading practices: J. Cunningham, Personal Planning (19); S. Daley, Tax, Benefits & Compensation (19); S. Foster, Antitrust (28); K. O'Sullivan, Appellate (8); M. Rubocki, Emerging Companies & Venture Capital (36); G. Han Stanton, Trademark & Copyright (14) GLBT attorneys heading practices: N/A Individuals with disabilities heading practices: N/A COMMITTEE LEADERS Minorities heading committees: B. Ai, San Diego Hiring Subcommittee (1); S. Chaudhary, Washington, D.C. Community Service Subcommittee (4); G. Colindres, Los Angeles Diversity Committee (8); R. Garcia, Dallas Diversity Committee (1); D. Hopkins, New York Diversity Committee (2); J. Markley, Portland Pro Bono Subcommittee (5); A. Mori, Strategic Diversity Committee (12); F. Rivera, Seattle Diversity Committee (8); R. Ross, New York Hiring Subcommittee (2), New York Pro Bono Subcommittee (1); T. Tate, Bay Area Diversity Committee (10) heading committees: L. Adamson, San Francisco Community Service Subcommittee (6); P. Anderson, Bellevue Diversity Committee (3); H. Beck, Seattle Art Committee (5); D. Benderly, Portland Diversity Committee (6); D. Bernard, Technology Committee (10); S. Betcher, Seattle Attorney Development Subcommittee (5); S. Chaudhary, Washington, D.C. Community Service Subcommittee (4); K. Day, Portland Attorney Development Subcommittee (7); E. Dial, Contributions Committee (16); R. Garcia, Dallas Diversity Committee (1); A. Gerlicher, Phoenix Diversity Committee (5); P. Hampton, Portland Community Service Subcommittee (6); T. Henderson, Dallas Pro Bono Subcommittee (2); L. Johnson, Washington, D.C. Hiring Subcommittee (4), Washington, D.C. Summer Associate Subcommittee (3); B. Larson, Chicago Hiring Subcommittee (9); E. Lee, Madison Community Service Subcommittee (3); S. Linde, Washington, D.C. Diversity Committee (4); T. Lindquist, Chicago Diversity Committee (7); J. MacLean, Washington, D.C. Pro Bono Subcommittee (7); E. Malmen, Boise Pro Bono Subcommittee (2); J. Markley, Portland Pro Bono Subcommittee (5); K. McGaffey, Attorney Development Committee (5); L. McGimpsey, Circular 230 Compliance Committee (6); J. McNally, Chicago Community Service Subcommittee (4); C. Moore, Seattle Hiring Subcommittee (14); A. Mori, Strategic Diversity Committee (12); M. Moynihan, Audit Committee (5); L. Neebling, Executive Committee (13); A. Nero, Madison Diversity Committee (4); D. Phillips, Evaluation Committee (22), Hiring Committee (Firmwide Chairs) (16), Summer Associate Committee (13); D. Ryman, Anchorage Pro Bono Subcommittee (2); C. Salmi, Community Service Committee (11), Boise Community Service Subcommittee (3); A. Simpson, San Diego Attorney Development Subcommittee (1); T. Tate, Bay Area Diversity Committee (10); A. Tessar, Denver Diversity Committee (4); M. Umberger, Knowledge Management Committee (6); K. Wilson, Bellevue Hiring Subcommittee (5), Bellevue Summer Associate Subcommittee (2); GLBT attorneys heading committees: D. Bernard, Technology Committee (10); K. McGaffey, Attorney Development Committee (5) Individuals with disabilities heading committees: N/A
The Firm Says Diversity is one of the defining qualities of our culture, and Perkins Coie's mission is to ensure that everyone feels empowered and equipped to participate fully. Our goal is to develop an inclusive community where all lawyers excel to their best ability. Our recent priorities have centered around the recruitment, retention and promotion of diverse lawyers. One of our long-standing recruiting tools is our 1L Diversity Fellowship (Fellowship) which provides 1L students a paid summer associate position and a $7,500 scholarship. In 2013, eight fellowships were awarded across the firm, and the firm started a program to maintain relationships with strong candidates who were in the pool of Fellowship candidates. Called the Keep in Touch Program, participants are assigned a lawyer mentor and receive periodic communication from the firm, including invitations to attend events, with the goal of recruiting them for the 2L summer associate program. We also regularly solicit input and referrals from our affinity groups for open positions for lateral partners and associates. As important as recruitment, the retention of diverse lawyers is essential. Some of the firm's efforts are dedicated to professional development through regular monitoring and training. To help achieve this, practice group leaders meet monthly with the Diversity Department to monitor and discuss the development, hours and assignments of lawyers in key practice groups. This attention requires active follow up on a regular basis. This includes meetings with assigning lawyers, supervising lawyers and other stakeholders to ensure progress towards developmental goals and competencies each month. In addition to formal training and development programs, the firm's affinity groups also offer opportunities that provide professional and business development training. For example, the 's Forum affinity group hosted a business development training series for all women lawyers to encourage them to work collectively to cultivate relationships and develop business. The firm also ensures diverse lawyers participate in a firmwide coaching program that helps partners expand their books of business. In addition, the firm hosted the 2013 Lawyers of Color/GLBT/Lawyers with Disabilities Retreat, giving diverse lawyers additional opportunities for professional and business development. The programming and the opportunity to connect across the firm and practice groups was an important element of retention support. The outcomes included associates creating individual professional development plans, partners better understanding components of their compensation and meetings with firm leadership to discuss challenges and opportunities for success at the firm. The firm also focused on retention by creating a supportive work environment through various policies and initiatives, including the Flexible Career Track policy and a generous part-time policy. The Flexible Career Track policy provides lawyers ways to adjust their career path and to step on and off the partnership track in a supported and structured way. The firm also creates a supportive work environment through a generous part-time policy that is accessible to lawyers of all levels and tenure. There is no limit on the amount of time a lawyer can work part-time, and part-time lawyers get compensated on par with their full-time colleagues, i.e. a part-time lawyer working an 80% schedule earns a salary that is 80% of a full-time lawyer at the same level. Part-time lawyers are also eligible for "make whole" bonuses which fully pay lawyers for all extra time worked over their part-time arrangement. Believing that an inclusive community supports retention, the firm also offers the same benefits to domestic partners and married spouses. This commitment, along with other policies, was acknowledged by the Human Rights Campaign, which gave the firm a 100 percent rating in the Corporate Equality Index. This commitment to creating a supportive work environment has resulted in other recognitions in 2013, including Gold Standard Certification by the in Law Empowerment Forum for integrating women into the highest leadership positions in the firm, inclusion as one of the "2013 Best Law Firms for " by Working Mother and Flex-Time Lawyers LLC and being one of Yale Law 's Top Ten Family Friendly Firms. Finally, the firm's efforts to monitor and support our partner pipeline proved successful in 2013. As a result, over 50% of the partners elevated in 2013 (effective 1/1/2014) were diverse. This included eight women and five lawyers of color. Perkins Coie aspires to be a place where diverse legal teams deliver the best solutions, ideas and innovations for our clients.