A Lifetime of Achievement

® November/ December 2012

COURT

DENNIS ARCHER A LIFETIME OF ACHIEVEMENT

DIV E RSITY EXCELLENCE | EDUCATION | EQUITY

0880 MCCA NovDec.indb 1 11/6/12 1:28 PM 11062012133530 DIVERSITY – A KEY INGREDIENT

Hunton & Williams LLP congratulates ﬁrm partner Fernando Alonso for his selection as a 2 012 Diversity & the Bar Law Firm Rainmaker.

At Perkins Coie, diversity is an essential ingredient that helps us create the best solutions for our clients. We value and encourage diverse viewpoints and draw upon them to resolve our clients’ business and legal challenges. Diversity adds perspective and creativity to what we do. It is a key ingredient to our success.

“At Hunton & Williams, diversity is one of our greatest assets.”

—Wally Martinez, Managing Partner

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Contact: 800.586.8441 Perkins Coie LLP ATTORNEY ADVERTISING www.perkinscoie.com Hunton & Williams, 1111 Brickell Avenue, Suite 2500, Miami, FL 33131, 305.810.2500 © 2012 Hunton & Williams LLP www.hunton.com

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0880 MCCA NovDec.indb 2 11/6/12 1:28 PM 11062012133530 Hunton & Williams LLP congratulates ﬁrm partner Fernando Alonso for his selection as a 2 012 Diversity & the Bar Law Firm Rainmaker.

“At Hunton & Williams, diversity is one of our greatest assets.”

—Wally Martinez, Managing Partner

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0880 MCCA NovDec.indb 3 11/6/12 1:28 PM 11062012133531 November/December 2012

TABLE OF CONTENTS

AWARD p.18 Dennis Archer’s career has WINNERS affected millions in Michigan p.34 and the United States.

FEATURES 18 DENNIS ARCHER: A 24 Banking on 34 MCCA’s 2012 LIFETIME OF ACHIEVEMENT Rainmakers Award Winners Dennis Archer has an impressive For the sixth consecutive MCCA recognized five résumé: former Michigan Supreme year, MCCA profiles minority Employer of Choice companies Court justice, former mayor of Detroit, rainmakers. The honorees in 2012: Morgan Stanley, first African American president of the work in a wide array of practice Chevron Corporation, H.J. American Bar Association, and law firm areas and each has a story Heinz Company, Nationwide chairman. Any one of those achievements to tell. The top money-making Mutual Insurance Company, would be enough for a normal lifetime. attorneys share their personal and DHL. Learn more about MCCA recognizes his contributions to the pathways to success. those companies, and the legal community with its second annual BY PATRICK FOLLIARD five law firms that earned the Lifetime Achievement Award. BY NIKI MITCHELL esteemed Thomas L. Sager Award. Winners of the George B. Vashon Innovator Award are also profiled. BY DIANNE HAYES

0880 MCCA NovDec.indb 4 11/6/12 1:28 PM 11062012133531 MCCA® Board Of Directors Vernon G. Baker II Samuel M. Reeves Senior Vice President Senior Vice President, & General Counsel, General Counsel, Meritor, Inc. Walmart U.S. Legal Michelle Banks Carlos Rincon Executive Vice President, Partner, General Counsel, Rincon Law Group, P.C. Corporate Secretary & Chief Compliance Offi cer, Thomas L. Sager Gap, Inc. Senior Vice President & General Counsel, Clarissa Cerda DuPont Company Senior Vice President, General Counsel & Secretary, Robin H. Sangston LifeLock, Inc. Vice President, Chief Compliance Offi cer, A. B. Cruz III Cox Communications, Inc. Chief Legal Offi cer & Corporate Secretary, Kenneth S. Siegel Scripps Networks Interactive, Inc. Chief Administrative Offi cer & General Counsel, Anthony K. Greene Starwood Hotels & Resorts Director, Worldwide, Inc. Jamison Insurance Group Mary E. Snapp Gary F. Kennedy Corporate Vice President Senior Vice President, & Deputy General Counsel General Counsel & Chief Legal & Corporate Affairs, Compliance Offi cer, Microsoft Corporation American Airlines, Inc. Lawrence P. Tu Don H. Liu Senior Vice President, Senior Vice President, General Counsel & Secretary, General Counsel, & Secretary, Dell, Inc. Xerox Corporation ELLIOTT S. HALL, VP OF GOVERNMENTAL AFFAIRS Neil Wilcox FOR FORD MOTOR COMPANY, SHAKES HANDS WITH U.S. Hinton J. Lucas General Counsel for the Chief COMMERCE SECRETARY RON BROWN, AS DENNIS ARCHER Vice President & Assistant Administrative Offi cer, AND PRESIDENT BILL CLINTON LOOK ON IN MARCH 1994. General Counsel, JP Morgan Chase DuPont Company Simone Wu Robbie E. B. Narcisse Senior Vice President, General Vice President-Global Ethics Counsel, Corporate Secretary & & Business Practices, Chief Compliance Offi cer, Pitney Bowes Inc. Choice Hotels International, Inc.

Advertising guarantee the accuracy, completeness, ef- COLUMNS DEPARTMENTS For advertising inquiries, contact cacy, or chronological sequence of any such Don Cooksey, Montrose Media Sales, at information. Use of such information on the [email protected]. readers’ part is entirely voluntary and reliance 8 Notes from the 44 Association Focus upon it should be undertaken only upon inde- President & CEO Korean Bar Association of MCCA® Membership pendent review and due diligence. References Please visit our web site at www.mcca.com for herein to any commercial product, process, Southern California membership and other information. or service by trade name, trademark, service 10 Perseverance mark, manufacturer, or otherwise shall not BY LYDIA LUM General Information and Address Changes constitute or imply endorsement, preference, in Profile Send your questions, complaints, and compli- recommendation, or the favor of MCCA. ments to MCCA®, Editor, Diversity & the Bar®, Highlighting the contributions and MCCA (including its employees and agents) 46 Diversity News 1111 Pennsylvania Avenue, NW, Washington, talents of attorneys with disabilities. assumes no responsibility for consequences DC 20004. Address changes should be sent to Diversity on resulting from the use of the information James Merklinger MCCA’s Director of Membership and Develop- Corporate Boards herein, or in any respect for the content of such BY TOM CALARCO ment at 1111 Pennsylvania Avenue, NW, information, including (but not limited to) errors BY JOSHUA H. SHIELDS Washington, DC 20004. or omissions, the accuracy or reasonableness 14 Lawyer’s Lantern Permissions and Reprints of factual or other data, including statistical Offering illuminating professional 48 Movers & Shakers Reproduction of Diversity & the Bar in whole or or scienti c assumptions, studies or conclu- guidance for your career. in part without permission is prohibited. The sions, the defamatory nature of statements, Copyright Act of 1976 prohibits the reproduction ownership of copyright or other intellectual BY KEN FREEDEN 50 The Scale by photocopy machine or any other means of any property rights, and the violation of property, MCCA Weighs the News portion of this issue, except with the permission privacy, or personal rights of others. MCCA is 16 Spotlighting of MCCA. To obtain permission, contact: Joshua not responsible for, and expressly disclaims BY JOSHUA H. SHIELDS H. Shields, Editor-in-Chief, 1111 Pennsylvania and denies liability for, damages of any kind Vincent Gonzales Avenue, NW, Washington, DC 20004. arising out of use, reference to, or reliance upon such information. No guarantees or warranties, BY PATRICK FOLLIARD Copyright including (but not limited to) any express or Copyright® 2012 by the Minority Corporate implied warranties of merchantability or tness Counsel Association. Diversity & the Bar is for a particular use or purpose, are made by published six times a year and is distributed to MCCA with respect to such information. supporters and subscribers, 1111 Pennsylvania Copyright in this publication, including all Avenue, NW, Washington, DC 20004. articles and editorial information contained 2012 STRATEGIC DIVERSITY SPONSORS The information contained in this publication herein, is exclusively owned by MCCA and has been provided to the Minority Corporate MCCA reserves all rights to such information. Counsel Association (MCCA®) by a variety MCCA is a tax-exempt corporation orga- of independent sources. While MCCA makes nized in accordance with section 501(c)(3) of every effort to present accurate and reliable the Internal Revenue Code. Its tax ID number is information, MCCA does not endorse, approve, 13-3920905. or certify such information, nor does MCCA

0880 MCCA NovDec.indb 5 11/6/12 1:28 PM 11062012133531 Different strengths.

MCCA® Law Department Members The Minority Corporate Counsel Association (MCCA) acknowledges the support of the following law departments whose nancial contributions have helped to advance the goal One focus. of furthering diversity in the legal profession.

3M Company ConAgra Foods, Inc. Honeywell International Navistar, Inc. Southern California Edison AARP ConocoPhillips IBM Corporation Neighborhood Defender Service Company AT&T Consolidated Edison Co. of N.Y. Ingersoll-Rand PLC Newegg Inc. Science Applications International Corporation (SAIC) Accenture LLP Constellation Energy Intel Corporation New York Life Insurance Staples, Inc. AdvoServ Cox Communications International Paper Company Company Starbucks Coffee Company AECOM Crawford & Company Jamison Insurance Group Northrop Grumman Corporation Starwood Hotels & AGCO Corporation Deere & Company JC Penney Company, Inc. Nuclear Electric Insurance Resorts Worldwide, Inc. Allstate Insurance Del Monte Foods JetBlue Airways Limited Spanish Broadcasting Corporation Corporation Altria Group, Inc. Of ce Depot System Inc. Dell Inc. Johnson & Johnson American Airlines, Inc. Paci c Gas and Electric Synopsys, Inc. American Express Company DHL America JPMorgan Chase Bank NA Company Target Corporation American Lawyer Media Diageo North America Inc. JM Family Pepco Holdings, Inc. Tessera North Enterprises, Inc. Aon Corporation Dignity Health PepsiCo, Inc. America, Inc. Duke Energy Kaiser Foundation The Brookings Institution Areas USA, Inc. Health Plan, Inc. P zer Inc. DuPont The Church Pension Fund AstraZeneca KeyCorp Pitney Bowes, Inc. Pharmaceuticals DynCorp International The Clorox Company Kraft Foods PPG Industries, Inc. Bank of America Eaton Corporation The Coca-Cola Company Law School Admission Porzio Life Sciences, LLC Behr America Inc. Eli Lilly and Company Council (LSAC) PRAXAIR, INC. The Conference Board, Inc. Li-Hsien (Lily) Rin-Laures, M.D. Benistar Admin Entergy Corporation The Dow Chemical Company Partner Services, Inc. Leo Burnett Company PreCash Estée Lauder LexisNexis Premier Media, Inc. The Juilliard School 2012 MCCA Rainmakers Bluegrass Cellular Inc. Companies Inc. The Vanguard Group, Inc. Boehringer Ingelheim Exelon Business Services Liberty Mutual Insurance Prudential Financial Corporation Company Company Quest Diagnostics The Walt Disney Company Lifelock, Inc. Incorporated The Williams Booz Allen Hamilton Fannie Mae Companies, Inc. BP America Inc. Federal Home Loan Bank Lighthouse Document Technologies RBS Americas of San Francisco Liquidity Services, Inc. Reckitt Benckiser, Inc. Tyson Foods Inc. Bristol-Myers Squibb Company UBS Capital One Financial Flagstar Bank Macy’s, Inc. Reed Elsevier, Inc. Corporation Freddie Mac ManpowerGroup Rockwell Collins UnitedHealth Group Cargill Inc. Gap Inc. Marriott International, Inc. Rolls Royce North America Inc. United Parcel Service 6 Catalent Pharma General Electric Company MassMutual Financial Group Rosetta Stone Inc. United Technologies Corporation Solutions General Mills Inc. Mattel, Inc. Sara Lee Corporation U.S. Food Service, Inc. CBIC Construction & GlaxoSmithKline Medifast, Inc. S.C. Johnson & Son, Inc. Verizon Communications Development, LLC Graduate Management MetLife Inc. Scripps Networks Interactive, Inc. Walmart Stores, Inc. Chevron Corporation Admission Council Merck & Co., Inc. Sears Holding Company WellPoint, Inc. Choice Hotels Genentech, Inc. McDonald’s Corporation Sempra Energy Waste Management CIGNA Corporation Goldman Sachs & Co. Microsoft Corporation ServiceMesh, Inc. Wells Fargo & Company Pamela L. Cox Paul B. Stephens Jeremy D. Protas CITGO Corporation Google Inc. MillerCoors Shell Oil Company Wireless Generation Inc. Sandip H. Patel Julianne M. Hartzell Colgate-Palmolive Company Hewlett-Packard Company Monsanto Company Sodexo Xerox Corporation Partner and Partner and Partner and Partner and 2012 Best LGBT Lawyers Compass Group, HJ Heinz Company Morgan Stanley Sony Electronics, Inc. XO Holdings, Inc. Former Chair, Recruiting Chair, IP Transactions Chair, Pro Bono Chair, Recruiting Under 40 The Americas H.J. Russell & Company National Grid Southeastern Freight Xylem Inc. Committee Committee Committee Compassion Care Hospice Halliburton Nationwide Mutual Lines, Inc. Yazaki North America Inc. Computer Science Corporation Honda of America MFG., Inc. Insurance Company Zenith Insurance Company MCCA® Law Firm Afﬁliates MCCA® acknowledges the decision of the following law rms who have joined with MCCA to advance the goal of furthering diversity in the legal profession. Alexander & Associates DeMahy Labrador & Drake, PA** Kilpatrick Townsend & Nicholson Law Group LLC** Sher Garner Cahill Richter Klein & Archer & Greiner, P.C. Dickstein Shapiro LLP Stockton LLP Ogletree Deakins Nash Smoak Hilbert LLC Arrastia & Capote LLP** Duane Morris LLP King Branson LLC & Stewart P.C. Snell & Wilmer LLP AXIOM Law Epstein, Becker & Green, PC Kirkland & Ellis LLP Pepper Hamilton, LLP Steptoe & Johnson PC Attorneys. Scientists. Engineers. Artists. Intellectual Property Law Benesch Friedlander Finnegan, Henderson, Kumar, Prabhu, Patel Peter Law Group** Steptoe & Johnson PLLC Coplan & Aronoff LLP Farabow,Garrett & Dunner, LLP & Banerjee** Phelps Dunbar LLP Stevens & Lee PATENT PROSECUTION Beveridge & Diamond, P.C. Fish & Richardson P.C. Lathrop & Gage LLP Porzio, Bromberg & Stradling Yocca Carlson At Marshall, Gerstein & Borun, the technical backgrounds OPINIONS/COUNSELING Leader & Berkon LLP Newman, PC & Rauth, P.C. Bressler, Amery & Ross PC Fitzpatrick, Cella, Harper & Bricker & Eckler LLP Scinto Littler Mendelson P.C. Quarles & Brady LLP Sughrue Mion PLLC of our attorneys are as diverse as our life experiences. LITIGATION Brinks Hofer Gilson & Lione Goldberg Segalla, LLP Lim Ruger & Kim LLP** Quintarios Prieto Wood Sutherland Asbill & Together, we have built a unique intellectual property law TRANSACTIONS Loeb & Loeb LLP Brennan LLP Brown Law Group** Gonzalez Saggio & Harlan LLP** & Boyer, P.A.** ﬁrm that celebrates our differences and takes pride in our Buchanan Ingersoll & Rooney PC Martin & Martin, LLP** Rivero Mestre, LLP** The Goldstein Environmental TRADEMARKS Hamilton Miller & Birthisel LLP** Law Firm P.A. collective strength. Butler, Snow, O’Mara, Stevens Helms & Greene LLC Maynard Cooper & Gale PC Rooney Rippie & COPYRIGHTS Ratnaswamy, LLP Thompson Hine LLP & Cannada, PLLC Hinkley Allen & Snyder LLP McGuireWoods LLP Sanchez & Amador, LLP** Troutman Sanders LLP Cavich, Familo & Durkin Co., LPA Ice Miller LLP Messner & Reeves, LLC Discover more about us at www.marshallip.com. Sanchez-Medina, Gonzalez, U.K. Vyas Law** For more information, contact: Clifford Chance US LLP Igbanugo Partners Miles & Stockbridge P.C. Cooley LLP Miller Law Group** Quesada, Lage, Crespo, Waas Campbell Rivera Johnson & Roger Heppermann, Executive Committee International Law Firm Gomez & Machado LLP** Velasquez LLP Courington Kiefer & Sommers LLC Montgomery, Barnett, Brown, and Chair, Diversity Committee Jeffrey Samel & Partners** Saul Ewing LLP Winston & Strawn LLP T: 312.474.6605 Cozen O’Connor Read, Hammond & Mintz LLP Kaufman Dolowich Voluck & Schwartz Hannum PC** Wong Fleming P.C.** 233 South Wacker Drivet 6300 Willis Towert Chicago, IL 60606-6357 E: [email protected] Crumbie Law Group, LLC** Gonzo LLP Morgan, Lewis & Bockius LLP Shella, Harris and Aus, P.C.** Zuber Lawler & Del Duca LLP Kenyon & Kenyon LLP Davis & Gilbert LLP Nemeth Burwell, P.C.** ** Minority or Women Owned Law Firm

DIVERSITY & THE BAR® NOVEMBER/DECEMBER 2012 MCCA.COM

0880 MCCA NovDec.indb 6 11/6/12 1:28 PM 11062012133532 Different strengths. One focus.

Southern California Edison Company Science Applications International Corporation (SAIC) Staples, Inc. Starbucks Coffee Company Starwood Hotels & Resorts Worldwide, Inc. Spanish Broadcasting System Inc. Synopsys, Inc. Target Corporation Tessera North America, Inc. The Brookings Institution The Church Pension Fund The Clorox Company The Coca-Cola Company The Conference Board, Inc. Li-Hsien (Lily) Rin-Laures, M.D. The Dow Chemical Company Partner The Juilliard School 2012 MCCA Rainmakers The Vanguard Group, Inc. The Walt Disney Company The Williams Companies, Inc. Tyson Foods Inc. UBS UnitedHealth Group United Parcel Service United Technologies Corporation U.S. Food Service, Inc. Verizon Communications Walmart Stores, Inc. WellPoint, Inc. Waste Management Wells Fargo & Company Wireless Generation Inc. Sandip H. Patel Pamela L. Cox Paul B. Stephens Julianne M. Hartzell Jeremy D. Protas Xerox Corporation Partner and Partner and Partner and Partner and 2012 Best LGBT Lawyers XO Holdings, Inc. Former Chair, Recruiting Chair, IP Transactions Chair, Pro Bono Chair, Recruiting Under 40 Xylem Inc. Committee Committee Committee Yazaki North America Inc. Zenith Insurance Company

Attorneys. Scientists. Engineers. Artists. Intellectual Property Law PATENT PROSECUTION At Marshall, Gerstein & Borun, the technical backgrounds OPINIONS/COUNSELING of our attorneys are as diverse as our life experiences. LITIGATION Together, we have built a unique intellectual property law TRANSACTIONS ﬁrm that celebrates our differences and takes pride in our TRADEMARKS collective strength. COPYRIGHTS Discover more about us at www.marshallip.com. For more information, contact: Roger Heppermann, Executive Committee and Chair, Diversity Committee T: 312.474.6605 233 South Wacker Drivet 6300 Willis Towert Chicago, IL 60606-6357 E: [email protected]

0880 MCCA NovDec.indb 7 11/6/12 1:28 PM 11062012133532 Notes From the President & CEO

GREATER DIVERSITY AT THE TOP—CAN FIRMS DO IT TOO?

MORE THAN ANYTHING, FIRM BEHAVIOR IS DRIVEN BY CLIENT EXPECTATIONS. ese days, the commonly held assumption is that few corporate law departments have meaningful external diversity and inclusion initiatives, and fewer still are willing to hold their firms accountable for increasing diversity within their ranks or with the lawyers who handle the client matters. is dynamic, I believe, is finally changing. I recently served on two separate panels with the GCs of several major corporations who spoke with passion and conviction about their commitment to diversity and inclusion and their expectations of their external counsel. I heard Teresa Roseborough of those results are reviewed by the chief legal officer of Home Depot and Leslie Slavich of Spanx discuss the the department. mistake some firms still make when they show up to Finally, MCCA’s recent GC surveys showed the pitch meetings with teams that are not diverse. I saw highest percentages of women and minority GCs 8 Larry ompson of PepsiCo share stories of how his in the history of the survey. e disconnect on the influence ensures that their outside counsel provide firm side—and the importance of client input—was meaningful and substantive roles for diverse lawyers illustrated vividly by the recently released National behind the pitch. Association of Women Lawyers (NAWL) annual sur- is trend was evident at the recent MCCA vey which showed little movement for women among Diversity Awards Gala (see page 34) which honored the ranks of equity partners. companies such as Nationwide, Chevron, DHL, ere is truth to the saying: “that which gets Morgan Stanley, and Heinz for their innovative measured, gets done.” Commitments to inclusion and programs. Even more revealing is the result of a recent to meaningful, substantive opportunities for client MCCA research study of in-house law department work are finally being measured. Now, let’s see if we efforts. Of the largest of the 765 corporate law depart- can get it done. ments surveyed, 87 percent have instituted formal diversity and inclusion programs, 91 percent have JOSEPH K. WEST established a formal diversity committee separate from President & CEO any company-wide efforts, 77 percent actively meet and track the efforts of their outside counsel regarding diversity, and most telling, 100 percent reported that MCCA_law www.facebook.com/mcca.law

Publications Staff President & CEO Publishing Consultants MCCA® Staff Contributing Writers Joseph K. West Bill Cox Jennifer Chen Tom Calarco Founder and Toni Coleman Mahzarine Chinoy Patrick Folliard Publisher Emeritus Advertising David Chu Ken Fredeen Lloyd M. Johnson Jr. Don Cooksey Donna Crook Dianne Hayes Charles Hollins Lydia Lum Editor-in-Chief Design/Art Direction Brandon M. Fitzgerald Niki Mitchell Joshua H. Shields Quad/Graphics Creative Jessica Martinez Joshua H. Shields Solutions Andrea Pimm Connie Swindell-Harding

DIVERSITY & THE BAR® NOVEMBER/DECEMBER 2012 MCCA.COM

0880 MCCA NovDec.indb 8 11/6/12 1:28 PM 11062012133532 those results are reviewed by the chief legal officer of the department. Finally, MCCA’s recent GC surveys showed the highest percentages of women and minority GCs in the history of the survey. e disconnect on the firm side—and the importance of client input—was illustrated vividly by the recently released National Association of Women Lawyers (NAWL) annual survey which showed little movement for women among the ranks of equity partners. ere is truth to the saying: “that which gets measured, gets done.” Commitments to inclusion and to meaningful, substantive opportunities for client work are finally being measured. Now, let’s see if we can get it done.

JOSEPH K. WEST President & CEO

0880 MCCA NovDec.indb 9 11/6/12 1:28 PM 11062012133533 Perseverance in Profile

People said it would JIM MERKLINGER: be too stressful ADVOCATE FOR [to become a lawyer] TOURETTE’S because of my SYNDROME Tourette’s but I went BY TOM CALARCO after it because they told me not to do it. He’s been known as “Merk” all his life, just a regular guy with more than his fair share of intelligence and athletic ability. But success hasn’t come easily to Jim Merklinger, vice president and general counsel of the Association of Corporate Counsel (ACC) in Washington, D.C., a in third grade, I knew I was odd, so they 10 leading global bar association put me in a special ed reading class. It was in a room that serves as the “voice” for the like a closet.” is placement came despite Merklinger’s stellar perfor- in-house counsel community. mance as a student. But Tourette’s can be a bit disconcerting to someone who does not understand it, and this was in the 1970s, when medical science was just beginning to attribute the syndrome’s manifestations to a neurological condition. Prior to this, people with it were thought to be mentally ill. Merklinger wasn’t diagnosed, however, until he was 14. “ ey tested me for everything, all kinds of doctors, and I was misdiagnosed for seven years,” Merklinger says. “One doctor wanted to have me institutionalized.” Finally, his parents took him to a neurologist, Dr. Lee Palinsky, who identified his condition. “It was a relief to know what it was,” Merklinger says. It allowed Merklinger to move on with his life and to set espite his some goals. But he also realized that he might have to do it down- a little differently than most people. to-earth “I was always a curious person who wanted to continue persona, Merklinger has always been a learning,” he says, “and realizing I was at a disadvantage and little different because along with his per- couldn’t learn the traditional ways, I had to find my own.” sonal gifts, he was born with Tourette’s After being diagnosed, he was prescribed a variety of DSyndrome. medications, none of which worked very well for him. “Tourette’s is involuntary, like “ ey slow you down and make you sluggish,” he says, having hiccups,” Merklinger says of the “and there were too many side effects.” tics, the name given to the vocaliza- After going on and off the medications, he eventually tions and physical gestures that are the stopped taking them after his first semester in college. manifestations of Tourette’s. “Early on A saving grace for Merklinger was his athletic ability.

DIVERSITY & THE BAR® NOVEMBER/DECEMBER 2012 MCCA.COM

0880 MCCA 2.indd 10 11/6/12 2:02 PM 11062012140748 identity outside of After graduation from Wofford People said it would Tourette’s.” College in South Carolina, Merklinger Merklinger took a job in Japan teach- be too stressful says that it was in ing English. Being fired from that job spite of his condi- because of his Tourette’s turned out to [to become a lawyer] tion that he began be a great character-building experi- to consider law as ence. He refused to walk away from because of my a career. his occupation and succeeded in get- “I remember ting another job, he says, because the Tourette’s but I went when I was employer recognized his persistence after it because they young, all the and determination. jokes about law- “ey hired me because if I still told me not to do it. yers,” he says, “but wanted to work,” he says, “they thought I wanted to find that I would be a good employee out about lawyers, because I would be dedicated.” how they were Following his year of teaching in able to make all Japan, he went to the University of the laws. People South Carolina School of Law, where he “I played a lot of sports,” he says said it would be too stressful because got his law degree. His Tourette’s had “and my peers simply looked at me of my Tourette’s but I went after it compelled him to use his legal educa- as an athlete who made funny noises. because they told me not to do it.” tion to help those with disabilities and Athletics helped socially because I His condition also helped him in situations that put them at an unfair went through stages being ridiculed understand that “people who are dif- advantage, and this attracted to him to and ostracized, but then I developed ferent have problems that need help,” his law school’s pro bono program. His friends through sports who became and that he could fulfill this function first case involved an immigrant fighting like my support group. It gave me an as a lawyer. deportation, and he won.

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0880 MCCA NovDec.indb 11 11/6/12 1:28 PM 11062012133533 “Even though I’m not able to stop I get people who move away it, I try to deal with the tics and why they are happening,” he says. “I focus from me on the Metro. There on what might be causing them. If they’re increasing, then there must be were times in movie theaters a reason. Sometimes I just need more sleep. I deal with it better now because that people yelled at me. I understand them after years of cop- ing with them.” What happens is, if you get Lack of understanding or awareness of Tourette’s is still a problem, he emotional about a movie, it says. One example involved a driver who began manifesting tics. Another can trigger the tics. driver, who just happened to work for the Department of Motor Vehicles, noticed, recorded his license plate, and then had the driver’s license suspended, without any hearing or notification prior to the suspension. “Similar to judgments that people doctor in the Senate, in their effort to get Merklinger still encounters prob- with disabilities receive about imagined Tourette’s identified among the child- lems on occasions when his own tics limitations, immigrants are often hood disorders identified by the Act. manifest in public. discriminated against based on where “I actually played for his softball “I get people who move away from they were born, not what they can do,” team,” says Merklinger, who was me on the Metro [public transit system he says. “ ey have stories that read working in D.C. “ e senator’s office in D.C.],” he says. “ ere were times in like a novel. I’ve been doing pro bono didn’t agree to anything but when movie theaters that people yelled at me. 12 work for immigrants for 20 years, and the staff mentioned they knew about What happens is, if you get emotional am working on several cases now.” Tourette’s because they knew me, the about a movie, it can trigger the tics. In addition to his pro bono work for TSA contacted me and asked me to go One time I was traveling on a red-eye immigrants and developing an exper- meet with the staff.” flight, and someone called security tise in a variety of business-law areas, Consequently, the senator after seeing my tics. But [security] he also became skilled in disability law. had Tourette’s included in the bill didn’t give me a hard time at all; they He wanted to ensure that others who among those childhood disabilities treated me very professionally.” were perceived to be a little different that it identified. It is through the efforts of advocates would be given the opportunity for “ ey also asked if I would speak like Merk that society is gaining a success. He firmly believes and points on a panel. So there I was on the better understanding of Tourette’s. A to himself as an example that if you fail panel to speak before Congress with classic example of someone who didn’t to include someone with a disability as a senator, a couple congressmen, and let adversity stop him from succeed- part of your community or business, the deputy director of the Centers for ing, he now assists ACC’s more than society is diminished. Disease Control.” 30,000 in-house lawyers working in “You need to see other qualities Merklinger says he was nervous but 10,000 companies and nonprofits in 75 in people than what you see superfi- lightened the mood. countries. As the ACC’s vice president cially,” he says. “I told them to watch closely and and general counsel, he promotes In 2000, Merklinger was asked to offered to buy lunch for the person diversity in the workplace and the com- speak before Congress in support of that could accurately count how many munity at large. the Tourette Syndrome Association’s tics I had,” he says. He says, “my work gives my clients (TSA) initiative to get recognition for Not only was Tourette’s recognized the opportunity to bring their talents Tourette’s in the Children’s Health in the Children’s Health Act, but and perspectives into a society that Act, which directs federal agencies to Congress appropriated $1.5 million might otherwise miss out on what undertake a long-term study of children’s toward research of the disorder. they have to offer.” D&B health in relation to environmental Merklinger’s experiences with those exposures. ey had lobbied former who have misunderstood his condition Senate Majority Leader Bill Frist, a lead- have helped him cope with it, a reality Tom Calarco is a freelance writer based ing proponent of the Act and the only that he must deal with on a daily basis. in Altamonte Springs, Fla.

DIVERSITY & THE BAR® NOVEMBER/DECEMBER 2012 MCCA.COM

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LEGAL LEADERS FOR DIVERSITY AND INCLUSION A Canadian General Counsel Approach to Creating an Inclusive Legal Profession BY KEN FREDEEN

“A funny thing happened over coffee. A small group of general counsel in Canada, all of whom were heavily 14 engaged with diversity initiatives, hat started as reflected on what was next and how a small group grew into the could our work on diversity bear even Legal Leaders more fruit. What was missing was for Diversity and an organization of general counsel Inclusion (LLD), and the creation where members could create a path of a “Statement to diversity, where general counsel of Support for take responsibility and are held Diversity and Inclusion” and accountable for creating a more an agreement inclusive legal profession.” on 17 best practices that could be referenced as guidance by signatories. Between March and May 2011, over 50 general LL D recognizes that Wcounsel in Canada signed the statement and with just over one year under our belt, we are close to 70 Canadian general change will come from counsel, coast to coast. Leadership is what general counsel do best and applying it to creating a more inclusive legal profes- working cooperatively sion has resonated with general counsel in Canada. e LLD has created a vehicle for general counsel to and forming strategic cooperate and create collective action, with external law ﬁrms, law schools, and others, all with the goal of creating a partnerships when more inclusive legal profession. Talk is cheap. What the LLD accomplished in its ﬁrst year of existence is worth exploring. e May 2011 launch of the LLD featured a keynote they make sense. speech by Ontario Lieutenant Governor David Onley. He congratulated the group in attendance but also had this challenge: If not the lawyers, who would champion diversity both

DIVERSITY & THE BAR® NOVEMBER/DECEMBER 2012 MCCA.COM

0880 MCCA NovDec.indb 14 11/6/12 1:28 PM 11062012133534 in the legal community and beyond? A setting and controlling the agenda. ing the point that external lawyers need year later, the LLD executive commit- We recognize that some of the barriers to mirror the in-house departments they tee presented Onley with a report card to diversity require a holistic approach, serve, and that they too are expected to on the LLD’s activities and actions. not a dictatorial one. take a leadership role in creating a more Here are some highlights: People with disabilities are under- inclusive legal profession. Most recently, Structure and governance is impor- represented as employees in the the LLD hosted a summit in Toronto tant for any organization, and the LLD Canadian economy. At his request, attended by the senior leadership from was able to organize despite the lack of the LLD has worked with Lieutenant Canada’s top national law firms. a budget, staff, or infrastructure. e Governor Onley on an initiative Communication is an important ele- work is done by very busy but com- designed to organize employers in ment. LLD members are provided with mitted general counsel. e executive Ontario to break down barriers and a monthly calendar of diversity-related committee is made up of Toronto area share best practices related to people events, giving them an opportunity to general counsel from the Royal Bank of with disabilities. One of our members experience and better understand cul- Canada, BMO Financial Group, cereal was asked to chair a federal panel tural and religious events. Often these giant Kellogg, Xerox, Teachers Pension designed to collect best practices for calendars are circulated more broadly Plan, insurer AON, and Deloitte hiring people with disabilities in the within an organization. consulting. Of equal importance, there private sector and understand the bar- Many LLD general counsel signa- are regional committees in Vancouver riers that exist to the employment and tories have taken it upon themselves (HSBC), Calgary (Shell), Edmonton retention of people with disabilities. to sponsor diversity networks, chair (PCL construction), Winnipeg (Pollard e LLD is piloting a mentorship corporate diversity councils, mentor Bank Note), Mississauga (Navistar), program with a law school in Ontario, diverse employees and lawyers, and Toronto (Fairmont Hotels), Montreal whereby LLD members and their staff take on speaking and diversity-cham- (Bombardier), Saint John (Assumption lawyers will mentor diverse students. Our pion roles. LLD members are acting Life), Halifax (Jazz Airlines), and St. hope is that this will expand through- on the 17 initiatives. John’s (Johnson Inc.). e participation out the regions where the need exists. And finally, a number of our mem- of Canada’s corporate leaders shows Creating a more diverse pipeline will bers have been recognized with various 15 the seriousness of the endeavor. Our mean better talent for law firms and in- awards for their work and leadership structure provides for regional diversity house law departments to choose from. with diversity, as has the LLD, for that initiatives, which will provide for the Senior gay and lesbian lawyers in matter. But awards are second to what most impact in a particular region. Toronto met with the LLD in a private matters most: concrete actions leading With governance in place, the session for the purpose of sharing what to a more inclusive Canadian legal LLD executive committee conducted barriers continued to exist for LGBT profession. is is a journey without a a strategic planning session. Most lawyers and law students. We learned destination. Along the way there will importantly, we recognize that change that general counsel can play an impor- be signals of success but a truly inclu- will come from working cooperatively tant role in creating a more inclusive legal sive legal profession will be a forever and forming strategic partnerships profession for LGBT lawyers. At least moving target. e important thing is when they make sense, but at all times two national law firms have responded to to maintain our momentum. the suggestions with e Canadian general counsel LGBT networks, approach to diversity is still in its LL D recognizes that and a number of our infancy, but our success and growth in members have spoken such a short period of time indicates change will come from on panels on the that the appetite was there and we topic. What started have found the right menu. working cooperatively in Toronto has now e LLD will take credit for prog- moved out into the ress, but we will also be held account- and forming strategic LLD regions, spur- able for what we fail to do, if we simply ring progress where live off of our name and fail to take partnerships when only small steps had action. We know that we will be asked been taken before. what we have done lately. Stay tuned. they make sense. LLD members We have only just begun. D&B have met with leadership from external law firms across the Ken Fredeen is general counsel at country. We are mak- Deloitte & Touche LLP.

MCCA.COM NOVEMBER/DECEMBER 2012 DIVERSITY & THE BAR®

0880 MCCA NovDec.indb 15 11/6/12 1:28 PM 11062012133534 Spotlighting

his same carefully monitored region with its millions of residents is served by the Southern California Gas Company (SoCalGas), requiring the 140-year- old utility to keep abreast of ever changing compliance and regulatory issues. Headquartered in Los Angeles, SoCalGas (a wholly owned subsidiary of Sempra Energy) is the nation’s largest natural gas distribution utility, providing service to 20.9 million consumers connected through nearly 5.8 million meters in more than 500 communities. “In addition to bringing gas to California and serving millions of customers,” says Hector Madariaga, director of environmental Taffairs at SoCalGas, “we are heavily involved in looking at air quality regulations at every level, particularly those that impact customers. Meeting standards is a real challenge. A lot of pollutants come from transportation, and there are strict controls on burning natural gas. “My group’s role is to look ahead and get involved with regulatory air quality planning and proposed regulations,” continues Madariaga. “Because of the complexity of the regulatory issues and need to understand compliance we rely heavily on our air quality 16 ENVIRONMENTALLY attorney and expert Vincent Gonzales. He’s tenacious SPEAKING on issues and is able to see the overall picture. He has a deep understanding of how things work. His counsel Vincent M. Gonzales is invaluable to the company.” In a phone call from his downtown Los Angeles office, Gonzales acknowledges BY PATRICK FOLLIARD the complexity of the job, and explains the rigors of his practice area: “If you think tax law is esoteric, try reading environmental regulations. It has ten times as many California is widely known for its bold acronyms, and involves more layers of regulation—fed- environmental policies, and rightfully so. eral, state, and regional. Few environmental lawyers file lawsuits, he adds. “Mostly what we do is try to explain For decades, the southern part of the rules and regulations to their clients. We’re sort of like state has been subject to the strictest air interpreters.” Gonzales stresses that most companies regulations in the country. want to comply but do not always comprehend what that requires. “Compliance is constantly evolving. Environmental law involves an element of translation.” A fondness for the arcane did not draw Gonzales to environmental law. It happened over time, somewhat by chance. He got his start as an associate in O’Melveny & Myers’ Los Angeles office where he worked mostly on corporate transactions. Looking back, he says, “Almost instantly I felt the firm track wasn’t for me. I had doubts that I’d ever make partner. Still, I worked hard and did my best to make the most of it.” At the firm, Gonzales typically assisted a partner and senior associate with transactions and by default became responsible for all the environmental issues related to the work. When there was a transaction involving facilities

DIVERSITY & THE BAR® NOVEMBER/DECEMBER 2012 MCCA.COM

0880 MCCA NovDec.indb 16 11/6/12 1:28 PM 11062012133535 impacting air, water, or soil, Gonzales it’s time to listen,” says a colleague. do,” he quips. “But seriously, if you are his same carefully monitored region was the one providing environmental “He’s never one to overact, so when an in-house lawyer and you want a CLE with its millions of residents is served by due diligence expertise, or doing legal he concerned about an issue you take class that addresses the issues important the Southern California Gas Company research pertaining to underground it seriously.” to you, then you’ve got to get your (SoCalGas), requiring the 140-year- storage tanks or hazardous waste issues Over the years, Gonzales has picked hands dirty, organize it, and get the old utility to keep abreast of ever related to these facilities. “I started to up on some popular misconceptions speakers that you want to talk about it.” changing compliance and regulatory like it a lot. For me, there was a closer about environmental lawyers. “People Robin Grossfield, ACC’s issues. Headquartered in Los Angeles, nexus between public policy and the seem to think I should be a ponytailed, Washington, D.C.-based vice president SoCalGas (a wholly owned subsidiary environmental rules and laws I was jeans-wearing practitioner representing & chief global membership officer, lauds of Sempra Energy) is the nation’s largest interpreting, as compared to corporate people against corporations and pro- Gonzales. “Vince has been instrumen- natural gas distribution utility, provid- law and securities regulations.” Over tecting endangered species. Of course, tal in helping to build our Southern ing service to 20.9 million consumers time, despite his initial indifference, those kinds of attorneys exist, but most California chapter into one of our big- connected through nearly 5.8 million Gonzales gained expertise. of us who do environmental law wear gest and best. He can always be counted meters in more than 500 communities. “In addition to Like his path to in-house environ- suits and work in larger firms and on to provide valuable insight on the bringing gas to California and serving millions of custom- mental law, Gonzales’ entry into the corporate law departments, helping our professional needs of in-house counsel. ers,” says Hector Madariaga, director of environmental profession was not too mapped out but clients to comply with a myriad of laws We’re very fortunate to have him.” affairs at SoCalGas, “we are heavily involved in looking based in practicality. A lot of attorneys and regulations.” Gonzales is also on the board of at air quality regulations at every level, particularly those can remember wanting to be lawyers Another fallacy, adds Gonzales, is the Asian Pacific American Legal that impact customers. Meeting standards is a real chal- at surprisingly tender ages. Some made the notion of corporations as mono- Center, and a former president of the lenge. A lot of pollutants come from transportation, and the decision in middle school while lithic enterprises that do everything Philippine American Bar Association there are strict controls on burning natural gas. others were as young as five or six. Not they can to avoid complying with the in Los Angeles. “One of the reasons “My group’s role is to look ahead and get involved Vincent Gonzales. He recalls entertain- law. “It’s just not true. SoCalGas has I am happy working for SoCalGas is with regulatory air quality planning and proposed ing “all the usual boyhood ambitions—I been around for over a century. It’s a its deep commitment to diversity,” he regulations,” continues Madariaga. “Because of the wanted to be a firefighter, and then heavily regulated public utility and is says. “Indeed, its CEO is an Asian- complexity of the regulatory issues and need to under- an astronaut until poor eyesight killed very used to government oversight. If American woman: Anne Shen Smith.” stand compliance we rely heavily on our air quality that plan. But a career in law was never we didn’t comply, we’d be gone.” Gonzales likens the gas company’s 17 attorney and expert Vincent Gonzales. He’s tenacious among my early goals.” After two years at on issues and is able to see the overall picture. He has As a young adult, Gonzales seri- O’Melveny, Gonzales asked a deep understanding of how things work. His counsel ously aspired to an academic’s life. firm leadership if they is invaluable to the company.” In a phone call from his After leaving his native Philippines to were planning to develop People seem to downtown Los Angeles office, Gonzales acknowledges attend Haverford College, where he an environmental law the complexity of the job, and explains the rigors of his graduated with a B.A. in philosophy, department. When they think I should be a practice area: “If you think tax law is esoteric, try read- Gonzales earned a master’s in philoso- demurred, he began looking environmental regulations. It has ten times as many phy from the University of California, ing at in-house opportuni- ponytailed, jeans- acronyms, and involves more layers of regulation—fed- San Diego. He planned to pursue a ties and soon after joined eral, state, and regional. Few environmental lawyers file Ph.D. “But during graduate school I the Atlantic Richfield wearing practitioner. lawsuits, he adds. “Mostly what we do is try to explain noticed that my untenured philosophy Company (ARCO), a Los rules and regulations to their clients. We’re sort of like professor was going to law school Angeles-based American oil interpreters.” Gonzales stresses that most companies at night,” says Gonzales, explaining company, as an environ- want to comply but do not always comprehend what why her actions made him reconsider mental attorney. that requires. “Compliance is constantly evolving. his career path. “I can remember not In 2000, he left ARCO for Sempra relationship to the Southern California Environmental law involves an element of translation.” being thrilled about my job pros- Energy. It was an easy move. His new community and government to a A fondness for the arcane did not draw Gonzales to envi- pects as a philosophy professor at the office was located just one block away marriage. He says, “As a utility, we’re ronmental law. It happened over time, somewhat by chance. time, so I went the way of law school in LA, and the new job suited his skill in California for good. We won’t be He got his start as an associate in O’Melveny & [University of Southern California’s set. In 2010, Sempra’s legal depart- packing up and getting a ‘divorce’ Myers’ Los Angeles office where he worked mostly on Gould School of Law] where I really ment reorganized. Attorneys were anytime soon, so it’s imperative that corporate transactions. Looking back, he says, “Almost enjoyed the things that initially directly assigned to Sempra’s subsid- we get along with everyone else— instantly I felt the firm track wasn’t for me. I had doubts attracted me to philosophy: reading, iaries. Gonzales went to SoCalGas. communities, government agencies, that I’d ever make partner. Still, I worked hard and did writing, thinking, and arguing.” Currently, Gonzales serves on the and other groups.” D&B my best to make the most of it.” At SoCalGas, Gonzales services board of several legal associations At the firm, Gonzales typically assisted a partner and many clients. Despite his significant including the Association of Corporate senior associate with transactions and by default became work responsibility, he remains char- Counsel (ACC)—the bar association for Patrick Folliard is a freelance writer responsible for all the environmental issues related to the acteristically easy-going. “But when in-house counsel. “I don’t mind being based in Silver Spring, Md. work. When there was a transaction involving facilities Vince says something with conviction, a leader. I enjoy telling people what to

MCCA.COM NOVEMBER/DECEMBER 2012 DIVERSITY & THE BAR®

0880 MCCA NovDec.indb 17 11/6/12 1:28 PM 11062012133535 DENNIS W. ARCHER A LIFETIME of ACHIEVEMENT HIS DYNAMIC DEMEANOR HAS ALLOWED HIM TO ACHIEVE PROLIFIC ACCOMPLISHMENTS. MCCA SALUTES THE WORK OF A LIFETIME. By Niki Mitchell

0880 MCCA NovDec.indb 18 11/6/12 1:28 PM 11062012133536 DENNIS W. ARCHER

HIS DYNAMIC DEMEANOR HAS ALLOWED HIM TO ACHIEVE PROLIFIC ACCOMPLISHMENTS. MCCA SALUTES THE WORK OF A LIFETIME. By Niki Mitchell

0880 MCCA NovDec.indb 19 11/6/12 1:28 PM 11062012133536 SCAN THIS QR CODE WITH YOUR MOBILE DEVICE TO WATCH DENNIS ARCHER’S LIFETIME ACHIEVEMENT AWARD VIDEO, WHICH WAS SHOWN AT MCCA’S DIVERSITY HONORS GALA.

ELLIOTT S. HALL, VP OF GOVERNMENTAL AFFAIRS FOR FORD MOTOR COMPANY SHAKES HANDS WITH U.S. COMMERCE SECRETARY RON BROWN, AS DENNIS ARCHER AND PRESIDENT BILL CLINTON LOOK ON IN MARCH 1994.

20 DENNIS W. ARCHER IS A BELIEVER.

HE IS ZEALOUSLY DEVOTED TO THE LAW, ITS POWER TO LIFT UP THE OPPRESSED, AND HE TRUSTS FERVENTLY IN ITS CAPACITY AND DUTY TO ENSURE JUSTICE, EQUALITY, AND FAIRNESS.

ike the good men and women before him city mayor, law fi rm chairman, and the history-making who have viewed the law as the great fi rst African American president of the American Bar equalizer, he believes that it could and Association (ABA). What ties all these varied career suc- should work to make America’s promises cesses together for the man who is this year’s recipient of true for all people, without passion or the Minority Corporate Counsel Association’s Lifetime prejudice. roughout an illustrious Achievement Award? e desire to leave the world a better career, Archer has worn many hats, all place than he found it. Archer said in a speech last year Lof which have demonstrated an ardent commitment to that everyone has the power to make a diff erence, and he serving the public interest. After college he worked as a is the living embodiment of that sentiment. special education teacher before becoming a lawyer and After working his way through college at Western then a professor, a Michigan Supreme Court justice, big- Michigan University, Archer received a bachelor’s degree

DIVERSITY & THE BAR® NOVEMBER/DECEMBER 2012 MCCA.COM

0880 MCCA 3.indd 20 11/6/12 2:04 PM 11062012140748 IN A SHORT PERIOD OF TIME WE in education and taught learning-disabled students in the Detroit public schools. Archer began to consider gradu- MADE A STRONG STATEMENT ABOUT ate school when his future wife suggested he might want THE [AMERICAN BAR ASSOCIATION] to consider law school. He was admitted in 1966 to the BEING AN OPEN ORGANIZATION.” Detroit College of Law, again worked his way through — Robert J. Grey, Jr. school, and in 1970 received his Juris Doctor degree against the backdrop of a country in upheaval. e Civil Rights Movement was calling for radical change and making full-throated demands for social, political, and economic equality for African Americans. urgood Marshall had led a magnifi cent legal team to convince the U.S. Supreme Court to strike down the “separate but equal doctrine” in public schools with the 1954 SCAN THIS QR Brown v. Board of Education decision. e Civil Rights Act CODE WITH YOUR MOBILE DEVICE of 1964 was passed, Malcolm X and Martin Luther King Jr. TO WATCH DENNIS were organizing protests, marching, and advocating for fair ARCHER’S LIFETIME ACHIEVEMENT pay, housing, jobs, justice in the courts, and equal treatment AWARD VIDEO, in every aspect of life for black Americans. Detroit was a WHICH WAS SHOWN AT MCCA’S DIVERSITY fl ashpoint in this fi ght for equality and was home to one of HONORS GALA. the most violent and destructive race riots in 1967. Archer came of age professionally during this time, as America LEFT TO RIGHT: ARCHER WITH MICHIGAN GOVERNOR WILLIAM MILIKEN SIGNING A LAW DAY faced an ultimatum to speed up the process of racial change PROCLAMATION FOR THE YOUNG LAWYERS SECTION or face a new revolution that promised to be as historic as IN THE MID-1970S, ARCHER BEING INTERVIEWED BY “THE KING OF TALK RADIO IN DETROIT” PAUL W. the one that had taken place in 1776. SMITH IN THE LATE 1990S. In 1971, Archer attended his fi rst annual meeting of the National Bar Association (NBA)—originally the “Negro In a short period of time, (we) made a strong statement 21 Bar Association”—which was founded in 1924 after black about the association being an open organization.” lawyers were denied membership in the ABA. e follow- Years before he became president, Archer was appointed ing year Archer attended his fi rst ABA annual meeting held to chair a commission aimed at increasing diversity in the in San Francisco. As he describes his experience, he recalls organization, its leadership, and the profession. He also what it was like to go from his second NBA annual meeting helped develop a commission to increase the participation where he saw a thousand lawyers who looked like him, to a and promotion of women in the association and the profes- place where he saw two others who looked like him. Archer sion. Hillary Rodham Clinton was named its fi rst chair. said then that he knew he had a choice to make. ABA tradition calls for newly elected presidents to be “I could go back to the NBA and feel more comfortable,” escorted down the aisle to the podium by people they deem said Archer. “Or I could become active in the ABA to help important to their careers or lives. Archer was escorted by open the door for other lawyers and people of color.” Cecilia “Cissy” Marshall (wife of the late U.S. Supreme Archer became involved in the mainstream bar, and it is Court Justice urgood Marshall) and now-Secretary of arguably where he has had the greatest impact. In addition State Hillary Clinton. Of his two escorts on that auspicious to membership in the ABA, he was the fi rst person of color day, Archer said, “ at set the tone for the change to come.” elected president of the State Bar of Michigan, and served Now, people of color and women serve or have served in as the president of the Michigan-based Wolverine Bar every leadership position in the ABA as they make strides in Association, an association for black lawyers, jurists, and the legal profession generally. law students in Detroit. A Life Member of the Fellows of In 1985, Governor James Blanchard appointed Archer an the American Bar Foundation, Archer served as president of associate justice of the Michigan Supreme Court. He was the National Bar Association from 1983-84 and was elected elected to an eight-year term the following year and in his president of the American Bar Association for the 2003- fi nal year on the bench in 1990, Michigan Lawyers Weekly 2004 term. named him the most respected judge in Michigan. As his His friend, legal colleague, and fellow ABA member tenure on the bench neared the end, Archer began think- Robert J. Grey Jr., perhaps put it best when describing ing that there was another way to serve his beloved Detroit Archer’s impact on the ABA. “Diversity doesn’t just hap- more directly. He considered running for mayor. pen,” said Grey. “Frederick Douglass said ‘power concedes “Kids in our city seemed to be killing each other over jack- nothing without a demand. It never did and it never will.’ ets and gym shoes and businesses were leaving Detroit,” Archer e (American Bar Association) is a lot diff erent today. said. e deterioration of the city clenched his decision to run.

MCCA.COM NOVEMBER/DECEMBER 2012 DIVERSITY & THE BAR®

0880 MCCA NovDec.indb 21 11/6/12 1:29 PM 11062012133537

Because judges in Michigan He approached the president of cannot run for another elected the University of Michigan and offi ce outside of the judiciary, asked if he could fi nd fi ve or six and Archer was considering willing professors to help him running for mayor of Detroit, tackle a broad range of issues. he resigned from the bench in He assembled his august team December of 1990. On January of thinkers and set about mak- 1, 1991 he joined the law fi rm ing change a reality. of Dickinson and Wright as an Archer’s tenure wasn’t equity partner. In 1994, he won perfect, but he did make sig- election to the offi ce of mayor. As nifi cant strides toward turning much respect as Archer garnered “Motown” around. Governing for his term on the bench, he magazine, which named Archer earned equal respect for his Public Offi cial of the Year in work as the mayor of Detroit. 2000, hailed his leadership of He served two four-year terms Detroit and his strategies that as mayor from 1994-2001 and put the city on the right track. was hailed as a problem-solver According to the magazine: and visionary for his success “…If you compare the Detroit of in changing Detroit’s image today with the city of a decade and direction. ago, you realize that an enormous Archer says his main aim amount has changed. Downtown when he ran for mayor was is being reborn, with old offi ce to not only address some of buildings being turned into Detroit’s most trenchant prob- apartments and condos, General lems—like the atrophy of the Motors’ world headquarters taking YOU LOOK AT PEOPLE AND SEE QUALITIES OF CHARACTER AND INTEGRITY AND 22 American auto industry, busi- up the once-derided Renaissance WHETHER OR NOT THEY ARE — the DECENT Hon. Damon HUMAN J. KeithBEINGS. I SAW THOSE QUALITIES IN DENNIS nesses leaving the city, anemic Center, a new home being con- FOUR DECADES AGO.” job growth, aff ordable housing, structed for the business-software and the city’s image—but to giant Compuware, crowds fl ock- resuscitate a great American city. ing to the new Detroit Tigers For years, the city known as a baseball stadium and a new blue-collar hub of the domestic football stadium in the works.” auto industry had been a cultural Further, the city received no metaphor for the ills suff ered by less than nine upgrades from urban decay including crime, the bond-rating agencies, a poverty, and abandonment. sign of faith in both Detroit’s Before he announced his economic progress and Archer’s candidacy, Archer had been leadership. When asked about thinking long and hard about how TOP TO BOTTOM: ARCHER FLYING TO ATLANTA IN 1971 his most signifi cant achievement he wanted to approach the city’s TO MEET WITH AFRICAN AMERICAN LEADERS, ARCHER in offi ce, Archer responds that AT THE MCCA GALA IN SEPTEMBER 2012, AND most pressing challenges, and decided ARCHER ANNOUNCING THE PROMOTION OF A POLICE what he sought to do beyond that he needed his own “brain trust.” OFFICER DURING HIS TENURE AS DETROIT MAYOR addressing crime, poverty, and

1965—70 TAUGHT 1983—84 1984—85 PRESIDENT LEARNING-DISABLED 1972—78 ASSOCIATE PROFESSOR, DETROIT COLLEGE OF LAW PRESIDENT OF OF THE STATE BAR 1986—90 ASSOCIATE JUSTICE OF 1965 CHILDREN IN DETROIT THE NATIONAL OF MICHIGAN THE MICHIGAN SUPREME COURT PUBLIC SCHOOLS BAR ASSOCIATION 1965 GRADUATED FROM WESTERN 1970 EARNED J.D. 1973—75 CHAIRMAN OF THE 1979—80 PRESIDENT OF THE 1984—85 ADJUNCT MICHIGAN FROM THE DETROIT YOUNG LAWYERS SECTION OF WOLVERINE BAR ASSOCIATION PROFESSOR, WAYNE STATE UNIVERSITY COLLEGE OF LAW THE DETROIT BAR ASSOCIATION UNIVERSITY LAW SCHOOL

DIVERSITY & THE BAR® NOVEMBER/DECEMBER 2012 MCCA.COM

0880 MCCA NovDec.indb 22 11/6/12 1:29 PM 11062012133538 Detroit’s image was to build bridges, especially between more than that,” White observed. the city and the suburbs. He was also touted for his leader- Archer’s reputation is unquestioned. His mentor, col- ship style. league, and friend, the Hon. Damon J. Keith, who has Archer is collegial, diplomatic, temperate, self-eff acing, served as a judge on the United States Court of Appeals for and inclined toward collaboration. He is much more the Sixth Circuit since 1977, hired Archer as a law clerk 40 interested in solving problems than he is in taking credit. years ago. Keith has something of a notable track record of His approach won him accolades and was credited, again hiring clerks who go on to achieve great things. In addition by Governing magazine, as the key to “disarm[ing] the to Archer, his list of former clerks includes former Michigan once-prickly attitude business and political leaders in Governor Jennifer Granholm; Lani Guinier, the fi rst black metropolitan Detroit took toward the city.” Constituents woman to gain tenure at Harvard Law School; Ronald took similar note of both his style and accomplishments Machen, the United and registered their approval. W. Bernard White, presi- States Attorney dent of White Construction, a Detroit-based construction for the District of management fi rm, says Archer made sure that minority- Columbia; and owned businesses got equal opportunities to showcase Mimi Wright, their knowledge, skills, and abilities and to work on the fi rst African major projects that his administration helped to facilitate. American woman White Construction managed aspects of construction to serve on the at the prime contractor level on Comerica Park (Detroit Minnesota Tigers); Ford Field (Detroit Lions); Detroit Zoo (Polar Supreme Court.

YOU LOOK AT PEOPLE AND SEE QUALITIES OF CHARACTER AND INTEGRITY AND 23 WHETHER OR NOT THEY ARE — the DECENT Hon. Damon HUMAN J. KeithBEINGS. I SAW THOSE QUALITIES IN DENNIS FOUR DECADES AGO.” DENNIS ARCHER WITH BILL CLINTON DURING HIS FIRST TERM AS MAYOR OF DETROIT.

“People often ask me how I choose such great law clerks,” Bear Exhibit, Otter Exhibit, etc.); and the Detroit Port says Keith, who has sworn in Archer on virtually every Authority, among many other projects. White believes occasion it was called for, from his stint as a Michigan jurist that Archer was extremely instrumental in helping to to his time as president of the ABA. “You look at people highlight White Construction’s expertise and to raise the and see qualities of character and integrity and whether or company’s profi le. not they are decent human beings,” said Keith. “I saw those “I would go to functions where [Archer] was speaking qualities in Dennis four decades ago” and nothing in the and somewhere in his speech he would fi nd a way to talk interim has led him to change his mind. about our good work,” said White, adding that the mayor “Simply, Dennis has a brilliant mind, he loves the prac- never asked for anything in return and always behaved tice of law, and he loves the bar,” says Keith. completely ethically. Archer knew that White Construction at is high praise from a legendary civil rights activist did good work and he was simply “happy to support us and and jurist who considers Archer the walking, talking model to help us take our work to the next level. You can’t ask for of the power to make a diff erence. D&B

1984—85 PRESIDENT 2002—09 CHAIRMAN OF DICKINSON WRIGHT PLLC OF THE STATE BAR 1986—90 ASSOCIATE JUSTICE OF OF MICHIGAN THE MICHIGAN SUPREME COURT OCT 2004 APPOINTED LEGAL GUARDIAN FOR CIVIL RIGHTS ACTIVIST ROSA PARKS 2010

1984—85 ADJUNCT 1994—2001 MAYOR OF DETROIT 2003—04 PRESIDENT OF THE 2006—07 CHAIRMAN OF THE PROFESSOR, WAYNE STATE AMERICAN BAR ASSOCIATION BOARD OF DIRECTORS OF THE UNIVERSITY LAW SCHOOL DETROIT REGIONAL CHAMBER

MCCA.COM NOVEMBER/DECEMBER 2012 DIVERSITY & THE BAR®

0880 MCCA 3.indd 23 11/8/12 11:07 AM 11082012111701 RAINMAKERS n

SELECTED FROM A POOL OF NOMINEES suggested by leading firms nationwide, each attorney maintains a book of business of $2 million or more a year. In the following pages, 17 diverse partners and principals are proﬁ led, and each shares their take on what it means to be a rainmaker.

PAT R I C K FOLLIARD

0880 MCCA NovDec.indb 24 11/6/12 1:29 PM 11062012133539 FERNANDO I. NEEL ALONSO CHATTERJEE PARTNER, HUNTON & WILLIAMS PARTNER, OR R ICK, MIAMI, FL HER R INGTON & YEARS SUTCLIFFE LLP PR ACTICING: 27 SILICON VALLEY, CA P C T I C E A R E A : YEARS C O R P O T E PRACTICING: 15 MERGERS AND ACQUISITIONS; BANKING PRACTICE AREA: AND FINANCE INTELLECTUAL PROPERTY

FERNANDO ALONSO DISLIKES the term “book “BUSINESS DEVELOPMENT? I WORRY ABOUT IT ALL of business.” THE TIME,” says Orrick partner Neel Chatterjee. “It is “It’s my practice,” says Alonso, a partner at Hunton essential to ensure stability of the group. Any one case & Williams in Miami. “And my practice is the result can go away and change everything. So I always worry of lasting relationships and client referrals. It’s built on about the pipeline of opportunities.” 25 trust. Often, when an offi cer leaves one client company Known for creative problem solving, Chatterjee for a new company or institution, I’ll work for them concentrates his intellectual property practice on complex at their new employer. You don’t get that unless you litigation for technology companies. Cutting-edge internet maintain top-notch client services.” cases have helped him with branding and market position- Alonso says he benefi ts from a broad practice. “I ing, but “the real rainmaking started on the patent side of don’t follow a narrow or confi ned role, and that’s been things, which is a much more congested practice area.” good for business. You can be successful specializing Chatterjee has very specifi c ideas about how to build as many attorneys do in big fi rms, but my own career a fulfi lling career. In fact, he has tailored a presenta- hasn’t been like that. When fi nance is shut down tion on successful lawyering for diverse law students because of the market I turn to more general corporate, titled “Achieving Maximum Awesomeness.” He breaks M&A, or banking activity, whichever may be stronger. it down neatly into a few concepts: Go for the twofer It’s worked out well for me.” (achieve two personal interests at once, such as business He also chairs the fi rm’s Latin American practice development through public service), be bionic (try group. When Alonso returned to Miami to start his harder and exert more eff ort), and love what you do by practice (after graduating from Yale Law School and doing things you feel are important. serving as a judicial clerk for the U.S. District Court “Being a partner at a law fi rm can be intense,” he for the Southern District of New York), his hometown says. “When prospective clients are looking to hire wasn’t the focal point for cross-border business that it is someone for an important engagement, they need to today. “Back then, negotiating a residential real-estate see the resident badass who works harder and does deal for a foreign client was about as international as better work. It is really important to give prospective business got. Today, we’re doing complex international clients confi dence that you fi t the bill. deals and fi nancings here. Rainmaker status is not an “If you’re rainmaking you need to think you’re chang- accomplishment,” Alonso adds. “It’s not static. You’re ing the world. I do a lot of complicated IP cases. In my never done with anything. You’re always evolving, career, I’ve handled four cases where the corporation’s always problem solving. If you maintain that attitude, founder threw their arms around me and thanked our team the work will follow.” for saving their company. I’ve watched those clients grow to huge, successful corporations. It’s pretty awesome to play a small but important part of such successful companies.”

MCCA.COM NOVEMBER/DECEMBER 2012 DIVERSITY & THE BAR®

0880 MCCA NovDec.indb 25 11/6/12 1:29 PM 11062012133540 SASHA G. RAO RICKY A. RAVEN PARTNER, PARTNER, ROPES THOMPSON & & GRAY LLP KNIGHT LLP EAST PALO ALTO, CA HOUSTON, TX YEARS YEARS PR ACTICING: 16 PR ACTICING: 26 PR ACTICE AR EA: PR ACTICE AREA: INTELLECTUAL CIVIL LITIGATION, PROPERTY TOXIC TORT, PRODUCTS LIABILITY, PERSONAL INJURY, AND WHITE COLLAR CRIMINAL DEFENSE

“ONE THING I’VE LEARNED AS A TRIAL LAWYER,” FOR RAINMAKER RICKY RAVEN, GOLF HAS PROVED A says Sasha Rao, an IP partner at Ropes & Gray in POTENT TOOL IN BUSINESS DEVELOPMENT. While Silicon Valley, “very little of what you do, from wit- some minorities report being closed out of the country ness examination to opening or closing, is based on club networking scene, Raven describes the sport as the individual eff ort even though it might appear that blessing of his career. 26 one person is doing it. If you don’t have an excellent “Where else do you have a client’s undivided atten- team of lawyers and staff , you’re not going to be able tion for four hours,” asks Raven, a litigating partner in to bring in the business. Clients are pretty sophisti- ompson & Knight’s Houston offi ce. “You can really get cated and they realize this. ey’re looking at the to know someone on the golf course; it’s a great facilitator. big picture.” You talk about families and business concerns. You fi nd And while Rao will concede that a trial attorney out what’s on their mind and what their goals and aspira- must project confi dence, she reiterates: “ is is not a tions are. If you’re paying close attention, you can use that Rambo operation.” information to meet their needs.” Because she handles complex patent litigations Raven concedes that there are fi nancial barriers— for top technology companies, Rao’s background in golfi ng and club memberships cost thousands of dollars science has served her well. She studied physics at a year—but the longtime golfer says the advantages have Randolph Macon Woman’s College in Virginia. “Even been well worth the investment. “ e best investment I then I was conscious that I’d pursue a legal career,” have ever made in terms of meeting and making friends. says the New York University law school graduate. “I “Practice of law is service-oriented. If you’re in imagined that it would be challenging to be a lawyer this business, job one is to meet the needs of clients who understood science and had to explain it to those and anticipate the needs of potential clients,” says the who didn’t, persuading them to adopt a particular Houston native. “You must be an active partner with point of view.” She was right: “ e real challenge is to clients 24/7. ey need to see exactly how they’re break down the science into a format and sound bites benefi ting from the services you provide.” that ordinary jurors can understand.” Will Raven ever rethink his rainmaking MO? “My way ere is no secret to rainmaking, say Rao. “It takes has proved very eff ective. For the most part, real rainmak- good work, a good team, some time, and a lot of ers are doing business with friends and people they know. patience. It must become a habit. Just like you might Many young lawyers miss that piece. Long-term working read the paper every day, you also must do some busi- relationships are about a lot more than just getting paid. ness development.” ey are relationships where the value you provide far outweighs any perceived costs.”

DIVERSITY & THE BAR® NOVEMBER/DECEMBER 2012 MCCA.COM

0880 MCCA NovDec.indb 26 11/6/12 1:29 PM 11062012133540 EKWAN E. RHOW CATALINA PARTNER, SUGAYAN BIR D, M AR ELLA, PARTNER, OFFICE BOXER, WOLPERT, M ANAGING NESSIM, DROOKS & PARTNER, LINCENBERG, P.C. SEDGWICK LLP LOS ANGELES, CA CHICAGO, IL YEARS YEARS PR ACTICING: 18 PR ACTICING: 27 PR ACTICE AR EA: PR ACTICE AR EA: CIVIL LITIGATION INSURANCE

“THINGS HAVE NEVER BEEN MORE COMPETITIVE,” AS MANAGING PARTNER OF SEDGWICK’S says Ekwan Rhow, a partner at Bird Marella, a boutique CHICAGO OFFICE, rainmaking insurance litigator fi rm with 35 lawyers specializing exclusively in trial work Cathy Sugayan feels responsible to both bring in busi- and business litigation. “In areas where boutiques did ness and pass on her wisdom to the younger attorneys. not face competition from larger fi rms they do now—in In order to succeed in business development, she tells 27 terms of work and rates. Partners at larger fi rms are fac- them, they must fi rst become the kind of excellent law- ing increased pressure to generate business." yer who goes the extra mile, shows a vested interest in Still, Rhow says, boutique fi rms prevail for a variety each case, and always presents a polished work product. of reasons: ey focus on one area of practice. In Bird And as their expertise develops, they need to get out Marella’s case, trial work and complex litigation. As there and let people know. “You can’t be afraid to mar- such, they are perceived as having superiority in that ket yourself. Talk about what you do, listen to clients to area. In addition, boutique fi rms can ultimately off er learn about their legal and business challenges, and fi nd better service and competitive rates. Finally, because ways you can help them. You’ll be surprised how they the partners at boutique fi rms often have individual- start calling for help.” ized relationships with the GCs of the companies they Early in her career, Sugayan spent time in London represent, the client relationships are stronger. where her colleagues and clients were white men for Rhow says, “Our corporate clients are looking for whom business development mainly meant pubs and superior lawyering, responsiveness, an understanding of sports. “I’m half-Filipino, 5'2" and, while I enjoy clients’ business goals and timely execution. Boutiques sports, I do not memorize stats. Spending time in are often better at achieving that.” these business settings was intimidating in the begin- For Rhow, a lot of business development is organic: ning,” she recalls. “At fi rst I did my work and kept “Most of my clients are headed up by GCs that I have my head down. Eventually I’d sip a brandy and even personally worked with and known for many years. tried smoking a cigar once. ose times taught me the ese relationships are built on great work, friendship, importance of bridging gaps and building relation- and trust on a one-to-one basis. New work also comes ships in every situation.” from word-of-mouth referrals.” A Korean American Today, Sugayan is gratifi ed to see more women and who does not speak Korean, Rhow took on a handful minorities in business development, and happy that of cases for Korean companies several years ago, and some traditions never change. “I still enjoy a nice meal due to good reviews, Korean clients now make up 25 and a good drink with clients. It’s a very pleasant way percent of his practice. to fi nd commonalities and learn about people.” “Despite the competition, I fi nd the cases are getting bigger and more challenging.”

MCCA.COM NOVEMBER/DECEMBER 2012 DIVERSITY & THE BAR®

0880 MCCA NovDec.indb 27 11/6/12 1:29 PM 11062012133541 MARTY B. LINDBERGH A. LORENZO PORTER PARTNER, SHAREHOLDER, DLA PIPER LLP LITTLER MENDELSON P.C. SAN DIEGO, CA SAN FRANCISCO, CA YEARS PRACTICING: 15 YEARS PRACTICING: 32 PR ACTICE AR EA: CORPORATE, PR ACTICE AREA: SECURITIES EMPLOYMENT

“YOU CAN’T THINK ABOUT YOUR BOOK OF BUSI- “YEARS AGO, A CLIENT SAID TO ME AT THE CON- NESS TOO MUCH,” says rainmaking attorney Marty CLUSION OF A TRIAL, 'THE REWARD FOR DOING A Lorenzo. “If you set out to build a skyscraper, it can GOOD JOB IS THAT YOU GET TO DO IT AGAIN,'” be a daunting task. But if you focus on laying each says rainmaker Lindbergh Porter. “ at comment has brick and enjoying the work, it’s not so hard. At the remained with me through the years. Whether it’s a 28 end of the year, you look up and say ‘Wow. Look client I have ongoing matters for or one who retains me what I built.’” every two or three years, existing clients are the best A partner at DLA Piper in San Diego, Lorenzo source for business development.” began his career as a litigator before concentrating on Porter began his career at Littler’s San Francisco corporate. Today, much of his practice involves acting offi ce as a summer associate in 1980 and with the as an outside general counsel for clients, especially for exception of seven years at a general practice fi rm (1999 those with smaller legal departments. Lorenzo becomes through 2006), has been there ever since. immersed in their businesses and goals. is way he He concentrates on employment, wage and hour, can be part of decision-making as an extension of and whistle-blower litigation, including class actions clients’ management and give optimum service. in state and federal courts. Porter quickly adds that “Taking a holistic approach to client relationships he also tries to keep clients out of courts. His practice takes time at the front end,” Lorenzo says. “But truly includes traditional labor law, representing employers understanding a client’s mission and vision allows me before the National Labor Relations Board, in arbitra- to give well-rounded advice, anticipate their needs, and tion, and in collective bargaining. “I enjoy fi nding keep focused on the client’s ‘big picture’.” solutions where parties have competing goals but whose Over the years, Lorenzo has reinvented himself as work lives and fortunes are interdependent,” he says clients’ needs change. First he did IPOs in the late ’90s, about traditional labor practice. and when the stock market bubble popped, he got After three decades, Porter is now working more into mergers and acquisitions. “A lawyer has to be able with new and mid-level attorneys to help them develop. to sharpen the skill sets in demand to address clients’ “Our clients can choose from more than 900 lawyers in needs,” he says. “To really be a value-add to clients, we our fi rm. I assume those who select me do so because of also need to possess enduring traits like good business the way I represent them. It is my obligation to clients sense and leadership.” Lorenzo honed his leadership and the fi rm to help train other lawyers to continue the skills as he came up through the ranks in the Marine fi rm’s relationship with these clients.” Corps Reserves, where he is now a major in his 24th year of service.

DIVERSITY & THE BAR® NOVEMBER/DECEMBER 2012 MCCA.COM

0880 MCCA NovDec.indb 28 11/6/12 1:29 PM 11062012133541 IMAD I. QASIM LI-HSIEN (LILY) PARTNER, RIN-LAURES, M.D. SIDLEY AUSTIN LLP PARTNER, CHICAGO, IL M ARSHALL, GERSTEIN & YEARS BORUN LLP PRACTICING: 30 CHICAGO, IL PR ACTICING AR EA: M&A AND PRIVATE YEARS EQUITY, CORPORATE PR ACTICING: 21 GOVERNANCE PR ACTICE AR EA: AND EXECUTIVE INTELLECTUAL COMPENSATION, PROPERTY SECURITIES

AS A PARTNER AT SIDLEY AUSTIN, IMAD QASIM RAINMAKING PARTNER LI-HSIEN (LILY) SAYS EACH DAY AT THE FIRM IS DIFFERENT. While RIN-LAURES, M.D., STARTED COLLEGE AT 13 he regularly advises public companies and their boards and completed medical school by age 21, but opted on corporate governance and securities law matters, the to attend Harvard Law School instead of practicing biggest part of his practice is transactional work. And medicine. Looking back, she says, “As a young lawyer, 29 some of his favorite things are negotiations, problem having a medical degree generated some respect, but it solving, and give-and-take. Fortunately for him, his didn’t guarantee success.” practice area fi ts all of those things. Like all lawyers, says Rin-Laures, she needs In advising associates he suggests, “Aim to do satisfi ed clients. Most of her clients come from the excellent work, but keep in mind that we are not a biopharmaceutical industry. “My approach is uncom- guild working in a vacuum. We also need to meet plicated,” she says. “I don’t sell myself. I try to connect our clients’ needs effi ciently. And always return your with people by listening carefully to what they have clients phone calls promptly. at alone is half of to say, and by considering their unspoken and spoken what they need. needs and goals. is way I can get a big-picture “ e legal profession is not static. As you get perspective and make them happy.” older, your focus shifts,” says Qasim, who is based e turning point in Rin-Laures’ career came when in Chicago but has also worked in Sidley’s Middle she re-entered private practice after having served East and Washington, D.C. offi ces. “It’s the nature as general counsel in a publicly held biotechnology of the process. Your role evolves over time and your company. “It gave me confi dence and an understand- client counterparts become more senior. Obviously ing of what in-house people do. I reported to the CEO there’s evolution there but fundamentally as far as I’m and sat with the management team and made decisions concerned, doing the best work you can and address- about the future of the company. All of that improved ing each client's real need rather than just acting by my ability to give advice.” Her insider perspective, tech- habit ensures an attorney’s success. I don’t think that nical expertise, and industry knowledge acquired from changes.” After thirty years practicing, he believes managing patent portfolios for diff erent FDA-approved “doing excellent work and being responsive are at the drugs allow her to off er clients creative solutions. heart of business. Otherwise whatever you're doing Today, says Rin-Laures, her strength continues misses the point of being a lawyer. If you eff ectively to lie in showing clients how she can help solve their and effi ciently take care of your clients' needs, the work problems and use IP to achieve their business goals. will come.” Looking forward, she is proud to see junior attorneys replicating what she has done in terms of forming long- lasting, trusting relationships with clients.

MCCA.COM NOVEMBER/DECEMBER 2012 DIVERSITY & THE BAR®

0880 MCCA NovDec.indb 29 11/6/12 1:29 PM 11062012133542 ARNOLD P. PETER JANICE P. BROWN M ANAGING FOUNDER AND PARTNER AND SENIOR PARTNER, FOUNDER, BROWN LAW GROUP PETER LAW GROUP SAN DIEGO, CA LOS ANGELES, CA YEARS YEARS PRACTICING: 28 PRACTICING: 20+ PR ACTICE AR EA: P C T I C E BUSINESS AREA: COMPLEX LITIGATION ENTERTAINMENT AND OTHER COMMERCIAL T NSACTIONS, LITIGATION

PRIOR TO OPENING PETER LAW GROUP IN NEVER HESITATE WHEN IT COMES TO LOS ANGELES IN 2009, Arnold Peter was both a law- RAINMAKING. So says Janice Brown, founder of yer and business executive at Universal Studios and Brown Law Group located in San Diego, and serving then headed up the global entertainment and media the southern California area. “Lawyers are smart people practice of a large international law fi rm. looking to be smarter. For a lawyer to think they need 30 Peter’s practice is unique: He handles both XY and Z skills to get out and develop new business litigation and transactional matters, mostly in the is a trap. e skills are a given, but what lawyers need entertainment industry. Both his fi rm’s labor and to know is that rainmaking is about building trusting employment litigation disputes and transactional relationships. In the long run, they will benefi t with practices focus on fi lm and television production. results that matter… a book of business." After four Peter, who grew up in India and Pakistan, says years as a trial attorney in the U.S. Department of his law group is the preeminent fi rm focusing on the Justice - Tax Division, Brown started as an associate interplay between Hollywood and the Indian enter- at a midsize fi rm in San Diego. Almost immediately tainment industry known as Bollywood; they work Brown says she noticed that the happy lawyers were the with the top stars and studios based in India and in ones who had their own clients. Determined to become the United States. e fi rm recently represented the one of those lawyers, Brown immersed herself in busi- leading Indian studio on international fi lms featuring ness and personal development classes, creating her Nicole Kidman, Olivia Wilde, and Jason Bateman. own network of clients. As a result Brown was asked to As founder and managing partner, Peter brings in join the fi rm's executive committee in 1995. most of the fi rm’s business. He focuses on creating In 2003, she founded her own fi rm and continued the supportive and collaborative environment neces- to build a solid book of business, a necessity for the sary to do good work. “I bring on people to the team fi rm. Still, business development continued to be a who have a similar work ethic and who do their best source of anxiety for her. To help keep herself and on a daily basis,” he says. “I surround myself with her team on track Brown devised an easy-to-use colleagues like these so I can be successful; they make points system called Cloudburst that rewards attor- me look good.” neys for completing proactive outreach for business development. She continues, “Cloudburst helped me maintain the habit of building trust and eliminated the anxiety, because now I had a measurable tool.” In 2013, Brown will market that system, fi nally respond- ing to colleagues who have requested her to do so. “It works for me. I hope it can help others.”

DIVERSITY & THE BAR® NOVEMBER/DECEMBER 2012 MCCA.COM

0880 MCCA NovDec.indb 30 11/6/12 1:29 PM 11062012133542 ERNEST RICHARD LAMONT GREER CRAIG SMITH M ANAGING PARTNER, SHAREHOLDER, FULBRIGHT & GR EENBERG JAWORSKI LLP TRAURIG, LLP WASHINGTON, D.C. ATLANTA, GA YEARS YEARS PRACTICING: 25 PRACTICING: 20 PR ACTICE AR EA: AREA OF PRACTICE: GLOBAL WHITE CHAIR, ATLANTA COLLAR CRIME LITIGATION AND GOVERNMENT INVESTIGATIONS

AS A YOUNG LAWYER, ERNEST GREER FOUND “SITTING BEHIND YOUR DESK WILL NOT MAKE IT OPPORTUNITIES WITH SMALL BUSINESS OWNERS. RAIN,” SAYS RICHARD SMITH. As the head of Fulbright “ ey were my fi rst clients. My job was to ensure that & Jaworski’s white collar crime and government inves- nothing kept those then-fragile businesses from pros- tigations teams, Smith spends a lot of time travelling pering. As they grew, I became their outside general the country and overseas conducting investigations. At 31 counsel.” Over time, as Greer’s practice expanded and the same time, he provides legal advice and counsel to he started doing litigation for bigger corporations, he the NFL Players Association (NFLPA). Additionally, he continued to work with those ever-growing fi rst clients, litigates complex cases, defending corporate America in making it a specialty. federal court before numerous federal agencies, such as Today, he is a managing shareholder in Greenberg’s the Department of Justice, the Securities and Exchange Atlanta offi ce, and his practice includes litigation, cor- Commission, and United States Attorney’s offi ces porate, bond work, and economic development. Still, throughout the country. Smith describes his business he credits those early years as general counsel to several development technique as a multi-tiered strategy. First, he small companies and participating in their growth for captures the low-hanging fruit, the people to whom he has allowing his career to grow in the way that it has. “I’m immediate access. In other words, he markets himself to a litigator who thoroughly understands how corpora- his partners to ensure that they know his expertise, and to tions work. You don’t always fi nd that,” he says. determine areas in which they can collaborate. Greer is a little uneasy with the rainmaker moni- Secondly, he markets his group’s strengths to cur- ker, believing it takes away from the essence of what rent fi rm clients. He participates in various panels, lawyers do. “We solve people’s legal problems. To me seminars, and training for the ABA and other entities ‘rainmaker’ infers that we bring in business but don’t nationally; he also writes and is published often. “I’m a necessarily service clients. I get hired and do the work.” fi rm believer that you reap what you sow,” says Smith. And what is it that prompts him to bring in busi- “I’m willing to do the hard work in pursuit of new ness? “I’m driven to have security in life,” he explains. business.” For example, says Smith, his group will do a “I’m a guy whose parents invested everything they seminar or training on the Foreign Corrupt Practices could to get me educated. ere was no way I was Act (FCPA) or compliance for a client free of charge, going to sit behind the desk and depend upon others but in return they will ask the client to invite all of for work. Since the beginning of my career, I’ve gone their assistant general counsel globally. is way, he out and found my own opportunities and now I get to adds, he can service a current client while simultane- pass that forward.” ously gaining exposure with prospective clients. But primarily, he credits his rainmaking status to producing an excellent product, being available for his clients, and an unyielding drive to be the very best.

MCCA.COM NOVEMBER/DECEMBER 2012 DIVERSITY & THE BAR®

0880 MCCA NovDec.indb 31 11/6/12 1:29 PM 11062012133543 JOSEPH TORRES ASHLEY L. PARTNER, TAYLOR, JR. W INSTON & PARTNER, STRAWN LLP TROUTMAN CHICAGO, IL SANDERS LLP YEARS RICHMOND, VA PRACTICING: 22 YEARS PR ACTICE PR ACTICING: 19 AR EA: LA BOR & P C T I C E A R E A : EMPLOYMENT REGULATORY COMPLIANCE AND GOVERNMENT LITIGATION

“ALMOST AS LONG AS I CAN REMEMBER, I WAS ASHLEY TAYLOR IS GROUP LEADER OF REGULATORY TOLD I WOULD BE A LAWYER,” says Joseph Torres, a COMPLIANCE AND GOVERNMENT LITIGATION at labor and employment partner at Winston & Strawn, Troutman Sanders. Taylor worked hard on develop- Chicago. His father immigrated to the United States ing an accurate description of his practice, because he from Mexico and lived in a boxcar before going to work wanted clients and new lawyers joining his team to 32 at the steel mills. Torres’ parents understood tough times understand the group is not comprised of your typical and wanted better for their son. When he was just fi ve, corporate compliance lawyers or traditional litigators. his mother decided Torres would be a lawyer. “We exclusively represent clients in a highly regulated Torres’ future rainmaker status was less certain. industry who are dealing with compliance issues or He didn’t wake up one morning and think: “Today I investigations, and litigation is one of the tools we use. will be a rainmaker.” For him, business development at’s what makes us special.” was part of a gradual evolution. “I’ve been at Winston Prior to Troutman, Taylor spent four years as deputy my whole career, and through the years I’ve built my attorney general in Virginia where he led four divisions brand internally. Luckily along the way, I had wonder- of lawyers worked on national investigations, includ- ful mentors who were very generous about giving me ing the national tobacco settlement. During his tenure opportunities. anks to their support I began to get in public service, Taylor says, he came to realize that clients, which led to a book of business. Over time it clients needed guidance on compliance issues from comes together, and when it happens it’s both exciting someone who understood the regulator’s perspective. and a little scary.” His future practice area was taking shape. Still, Torres takes nothing for granted. Even though During his fi rst six months with the fi rm, Taylor he is regularly asked to take the lead on cases, he was very busy but soon realized that simply being busy refuses to become complacent. “I’m always thinking of and building a practice was not the same thing. “ at’s other skills I might develop. What you’re doing today when I began building a practice in earnest. When you may not be what you’re doing in 10 years. It’s also very serve your clients as a Sherpa during diffi cult times, important to keep up with the changing ways lawyers they tend to stay with you over the long haul.” can best serve clients. Looking back, Taylor attributes much of his success “ e legal market is fi ercely competitive. You can’t to timing. “State regulations had increased, and multi- assume your clients will be there tomorrow or that new state enforcement actions increased, and I was a com- clients are coming around the bend.” mercial litigator with four years of political experience as Virginia deputy attorney general who completely understood the regulatory landscape. I was standing with the right combination of skills and experience, but I had the good sense not to move.”

DIVERSITY & THE BAR® NOVEMBER/DECEMBER 2012 MCCA.COM

0880 MCCA NovDec.indb 32 11/6/12 1:29 PM 11062012133543 CARLOS MÉNDEZ-PEÑATE SHAREHOLDER, AKERMAN SENTERFITT LLP NEW YORK, NY Firm YEARS Affiliate Network PRACTICING: 35 PRACTICE AREA: CO CHAIR, LATIN AMERICA & THE Raise the value of CARIBBEAN PRACTICE diversity & inclusion Join the MCCA AKERMAN SHAREHOLDER CARLOS MÉNDEZ- PEÑATE CREDITS A LOT OF HIS RAINMAKING Law Firm SUCCESS TO RELATIONSHIP BUILDING. In the early A liate Network 1980s, Méndez-Peñate left his position as an associate at Coudert Brothers in New York where he had In order to assist and acknowledge law rms represented prominent Latin American corporations that are committed to advancing diversity and and fi nancial institutions, specifi cally to start a Latin inclusion in the legal profession The Minority American group for Holland and Knight in Miami. At Corporate Counsel Association (MCCA) created the the time, he says, Latin America was emerging from a Firm A liate Network (FAN). lost decade of debt defaults and recessions, and Miami As an a liate, you will be better prepared to was nothing like the thriving city it has become today. meet the expectations of top clients demanding Based in Florida and trained in New York, the Cuban- diversity. FAN bene ts include listing of your born attorney was well positioned to take advantage of attorneys in the Diverse Outside Counsel emerging opportunities. Database (DOCD), which is regularly circulated “To build a practice, I capitalized on contacts and to MCCA member companies and Association of travelled the region, meeting business people and lawyers. Corporate Counsel members. Join FAN today and let Nothing beats face-to-face meetings. It’s the only way,” he your diversity e orts open doors for your rm. says. “Eventually, existing relationships fl owered and new ones developed. I was retained by increasing numbers of Let us help strengthen your Latin American corporations and fi nancial institutions on fi rm’s diversity efforts complicated and interesting deals.” Business exploded, says Méndez-Peñate, and he Apply to become a fi rm affi liate today returned to New York (again at Coudert and later at To start enjoying all the bene ts of FAN, Akerman) to be closer to the major investment banks. complete the online application at “For decades I’ve generated all of my own work. In www.mcca.com addition to my specialties—mergers and acquisitions and capital markets—clients also entrust me with litigation, bankruptcy, and tax matters for which I turn to colleagues expert in those disciplines.” ere is no resting on your laurels, he adds. For more information contact: “Business development never ends. You’ve got to think David Chu about it all the time and be willing to try something Director of Membership & Development new and often take a chance.” 202-739-5906 or [email protected]

Fan Affiliate_D&B_NOV Halfpg_FINAL.indd 1 10/31/2012 11:49:24 AM

0880 MCCA NovDec.indb 33 11/6/12 1:29 PM 11062012133544 2012 2012 AWARD WINNERS AWARD WINNERS

34 AWARD

WINNERSMCCA RECOGNIZES THE OUTSTANDING ACCOMPLISHMENTS IN THE AREA OF DIVERSITY AMONG LEADERS IN THE LEGAL PROFESSION FROM EMPLOYERFIVE REGIONS OF OF THE CHOICE UNITED STATES. . Five companies received the prestigious recognition. Top among companies for diversity, these powerhouses share best practices and thoughts on increasing inclusionTHOMAS in the legal L. SAGERprofession. AWARD

Five law fi rms were selected to receive the esteemed The award is given to law fi rms that have demonstrated a sustained commitment to improve the hiring, retention, and promotion of minority attorneys. is given to companies and fi rms for their

The INNOVATOR AWARD unique approaches to successfully achieving diversity,SCAN whether THE QR CODE in recruitment WITH YOUR MOBILE and retention, mentoring, pipeline initiatives, or client DEVICEinclusion TO WATCH feedback. VIDEOS FROM EACH EMPLOYER OF CHOICE WINNER. DIVERSITY & THE BAR® NOVEMBER/DECEMBER 2012 MCCA.COM

0880 MCCA NovDec.indb 34 11/6/12 1:29 PM 11062012133545 2012 EMPLOYER OF CHOICE AWARD WINNERS

MORGAN CHEVRON STANLEY CORPORATION ERIC GROSSMAN HEW PATE NORTHEAST WESTERN

organ Stanley’s s a global oil Legal and company, Chevron Compliance values and appreci- MDivision (LCD) Aates the diversity of has led a sustained eff ort the people and cultures with to increase diversity aware- which it works. ness and inclusion. e diversity and inclusion eff orts have “We recognize that by respecting and understanding the been spearheaded by an 11-year-old Diversity and Inclusion unique talents and characteristics of each individual and by Committee comprised of more than 80 members worldwide. leveraging their skills, ideas and experiences, we are better e highlights of Morgan Stanley’s diversity program able to execute our business around the world,” says Hew include its annual Leadership and Excellence in Inclusion and Pate, Chevron’s general counsel. “To us, diversity extends Diversity (LEID) award based on Morgan Stanley’s outside beyond cultural, sexual orientation, gender, national, reli- counsel survey. Morgan Stanley expects its outside counsel to gious, and ethnic diff erences—it also encompasses diversity demonstrate a similar commitment to diversity in the areas of of thought and perspective, and does not mean political recruitment, retention, and promotion. e outside counsel correctness. Such diversity not only helps us achieve our that is most distinguished is presented with the LEID award company vision, also it enriches our workplace.” at Morgan Stanley’s annual diversity and inclusion reception. Chevron has made great strides in recruiting and retain- Morgan Stanley’s legal department also participates in ing diverse legal professionals. “Approximately 15 percent the New York City Bar Association’s Cyrus R. Vance Center of our lawyers are visibly diverse and more than 30 percent for International Justice’s South African Visiting Lawyer are women,” Pate says. “Additionally, in terms of retaining Program to bring lawyers from historically disadvantaged legal professionals, our diverse legal department provides a 35 backgrounds in South Africa to New York for one-year fel- collegial, inclusive environment where everyone’s thoughts, lowships at law fi rms and corporate legal departments. ideas, and diversity are recognized. We know that each per- “Morgan Stanley strives to create a spirit of inclusion by son’s perspective can be the game-changer in our business.” bringing together and valuing dedicated professionals with e diversity imperative is evident in all aspects of diverse backgrounds, talents, perspectives, cultural identi- recruitment and retention. “Our innovative diversity pro- ties, and experiences,” says Eric F. Grossman, chief legal grams are really tied to our various relationships. When we offi cer. “We encourage all of our people to bring their full engage recruiters, we tell them that we want a diverse slate selves to the table, leveraging their diff erences to help our of candidates. And if that slate does not refl ect the diversity fi rm achieve its full potential.” that we want, we’ll tell them to present a new slate. We have At Morgan Stanley, a leading global fi nancial services seen meaningful improvements in our diversity through fi rm, diversity and inclusion are not optional, but business emphasizing our needs and expectations to these business imperatives. partners,” Pate says. “We know that the diversity of our people is one of Pate also emphasized requirements and expectations for Morgan Stanley’s greatest strengths,” says Grossman. “To diversity with outside counsel as well. maintain our leadership, we need the broadest possible “Since 2005, we have recognized our outside counsel knowledge of the global markets in which we operate; that for their commitment to diversity,” Pate says. “Each year, means our workforce must include the most skilled and we honor three to four of our outside counsel law fi rms at creative individuals who represent a broad cross-section of our diversity award ceremony and reception. In addition to our global community.” this recognition, we also make a contribution to a diverse Morgan Stanley’s Legal and Compliance Division has dedi- legal organization of each fi rm’s choice and place an ad in cated itself to increasing the use of minority- and women-owned a law journal announcing the award recipients. From our law fi rms. Its Supplier Diversity subcommittee collaborates with perspective, the award is a way of openly recognizing our the National Association of Minority and Women Owned Law outside counsel for their commitment to diversity, and it also Firms, a nonprofi t trade association comprised of minority- and underscores the importance of diversity to us.” women-owned law fi rms, on which three Morgan Stanley committee members serve in an advisory capacity.

MCCA.COM NOVEMBER/DECEMBER 2012 DIVERSITY & THE BAR®

0880 MCCA NovDec.indb 35 11/6/12 1:29 PM 11062012133545 2012 EMPLOYER OF CHOICE AWARD WINNERS

H. J. HEINZ NATIONWIDE MUTUAL COMPANY INSURANCE COMPANY TED BOBBY PATRICIA HATLER MID-ATLANTIC MIDWEST

he H. J. Heinz ationwide Mutual Company is a global Insurance Company operation and a has established inno- T household name, Nvative approaches to which built its brand on hir- developing its diversity busi- ing quality people to produce ness model. Nationwide is one quality products. Identifying a diverse talent pool is an of the largest and strongest diversified insurance and financial essential part of the ingredient. services organizations in the United States. “At H.J. Heinz Company, we are committed to main- Patricia Hatler, executive vice president, chief legal and taining an inclusive culture that values the diverse talents governance officer, says diversity is a priority. “Diversity is and contributions of all employees,” says Ted Bobby, execu- important at Nationwide because it is the right thing to do tive vice president, general counsel, and corporate secretary. and because it also makes good business sense,” she says. “A workforce that is diverse in thought, culture, experience, “Within our Office of the Chief Legal and Governance and talent creates a sustained competitive advantage for the Officer, our commitment to diversity and inclusion is part continued growth and success of Heinz.” of our overall commitment to professional excellence. For Heinz, diversity is implicit in its business strategy for “We believe that diverse experiences, ideas, opinions, success. According to Bobby, by “making talent an advan- perspectives, and decision-making styles help us deliver excep- tage,” diversity and inclusion enables H.J. Heinz Company tional service to Nationwide and ultimately to our customers. to be the “employer of choice” that hires and retains the Similarly, we expect our vendors and suppliers, including the best talent from around the world, reflecting the markets outside counsel we engage, to provide their services and meet and consumers served. our needs with diverse talent and leadership so [that they are 36 It also promotes an inclusive workplace culture that values able] to provide this same level of exceptional service.” differences in order to inspire each team member to bring Hatler says Nationwide doesn’t hold back when it comes to their personal best, and encourages full engagement and con- open and honest dialogue about improving the work that has tribution of team members to ensure innovation and creativ- already begun. “Diversity and inclusion are openly discussed to ity to deliver on the mission in every part of the business. make our words and actions as inclusive as our beliefs and poli- “We firmly believe that a diverse workforce enables us to cies,” she says. “By continually striving to maintain a diverse bring a broader perspective to the problems our clients face, and inclusive work environment where associates want to be, leads to a higher quality of work, and enriches our work we are able to attract and retain exceptional talent.” atmosphere,” he added. Nationwide diversity programs include a Rotational When it comes to recruiting, developing, and promot- Attorney Program, which has infused diverse attorneys into ing talented minority and women lawyers, Bobby says it is the company. To date, 66 percent of the attorneys who have “just good business. It is diversity that enhances the creative participated in this program are diverse and 33 percent strength of our legal team. are female. e company has established a strong relation- “Our company is becoming increasingly global, and as a ship with the Columbus, OH Bar Association Minority result, so is our law department. We’ve proudly created an Clerkship Program, which has created a pipeline of diverse environment in which all members of the department feel attorneys into the Nationwide’s rotational program. valued and respected. e law department supports and “One of our more innovative programs of which we encourages education and training opportunities (including are particularly proud is our Diversity Coaching Partners diversity awareness and management), managerial coaching Program,” Hatler says. “is program, which is now in its skill training and work/life balance programs.” third year, pairs senior leaders in our office with ‘Diversity Heinz has several innovative diversity programs in place Coaches’ selected from all levels of our organization.” including one in which the general counsel ties diversity e Diversity Coaching Partners Program matches senior goals to annual performance objectives. “is approach legal leaders with legal associates to build a learning platform requires leadership to do more than “check” the diversity for increasing the leader’s skill in using a diversity and inclu- box on a performance review,” Bobby says. “And second, we sion lens to address business issues and impact the overall have a law department goal of maximizing the utilization of engagement of the company. It offers a unique opportunity minority and women-owned firms for legal services.” for associates to coach/mentor senior leader partners.

DIVERSITY & THE BAR® NOVEMBER/DECEMBER 2012 MCCA.COM

0880 MCCA NovDec.indb 36 11/6/12 1:29 PM 11062012133546 THOMAS L. SAGER AWARD

NATIONWIDE MUTUAL DHL ROPES & GRAY LLP INSURANCE COMPANY JOSH FRANK DIANE PATRICK PATRICIA HATLER SOUTH/SOUTHWEST NORTHEAST MIDWEST ationwide Mutual t DHL, talk is reating an inclusive Insurance Company cheap when it and diverse workplace has established inno- comes to diversity. is central to the cul- N vative approaches to A A global market Cture of Ropes & Gray developing its diversity busi- leader in the logistics indus- LLP, and it achieves that ness model. Nationwide is one try, the company has put goal through consistent and of the largest and strongest diversifi ed insurance and fi nancial into place strategies that are yielding results. sustained eff orts that attract, develop, and retain the best services organizations in the United States. Fifty percent of DHL’s attorney staff and more than diverse talent. is in turn allows it to provide clients with Patricia Hatler, executive vice president, chief legal and 65 percent of the para-professional staff are minorities the highest level of service. governance offi cer, says diversity is a priority. “Diversity is with representation from a wide spectrum of ethnicities. “ e daily opportunities [that] we have to draw strength important at Nationwide because it is the right thing to do In addition, 50 percent of the attorney staff is comprised from the multitude of perspectives represented here at and because it also makes good business sense,” she says. of women. Seven of the nine direct reports to the general Ropes & Gray enhance the work we are able to do for “Within our Offi ce of the Chief Legal and Governance counsel are minority, and four are women. clients,” says Diane Patrick, Labor & Employment Partner Offi cer, our commitment to diversity and inclusion is part Operating in more than 220 countries and territories, and Chair of the Diversity Committee. of our overall commitment to professional excellence. at DHL diversity is an integral part of the business model. Ropes & Gray’s diversity and inclusion eff orts are “We believe that diverse experiences, ideas, opinions, at commitment has extended to requiring that all driven by diversity committees comprised of partners from perspectives, and decision-making styles help us deliver excep- professional staff participate in the legal department’s 2012 across all of the fi rm’s offi ces and includes the COO, the tional service to Nationwide and ultimately to our customers. diversity program. Performance evaluations or bonus pay chair of the hiring committee, the associate development Similarly, we expect our vendors and suppliers, including the will be linked in some way to each individual’s active and committee, the fi rm’s managing partners, and the chairs outside counsel we engage, to provide their services and meet successful participation in the program. of its affi nity groups; along with a dedicated staff who are our needs with diverse talent and leadership so [that they are “For DHL, understanding diverse people from all walks of instrumental in driving initiatives. 37 able] to provide this same level of exceptional service.” life is a critical part of our business,” says Joshua Frank, general e number of minority attorneys at Ropes & Gray has Hatler says Nationwide doesn’t hold back when it comes to counsel & secretary for DHL Americas. “As the world’s leading increased from 124 in 2009 to 150 in 2011. Also, the num- open and honest dialogue about improving the work that has international shipping company, diversity is a part of our cultural ber of minority new hires during that same period increased already begun. “Diversity and inclusion are openly discussed to DNA. It is vital to our success that all of our employees under- from 6 to 45, and even more dramatic—the number of make our words and actions as inclusive as our beliefs and poli- stand and embrace diversity in all of its forms.” women new hires shot up from 6 to 116. cies,” she says. “By continually striving to maintain a diverse When it comes to diversity recruiting, Frank says DHL’s “ e experiences and ideas from individuals of diverse and inclusive work environment where associates want to be, global marketplace off ers a draw and advantage for those backgrounds enhance the creative thinking and problem we are able to attract and retain exceptional talent.” being recruited as well as for the company. solving we do for our clients—who themselves operate in an Nationwide diversity programs include a Rotational “DHL’s international focus and reach is very appealing to increasingly global marketplace,” Patrick says. Attorney Program, which has infused diverse attorneys into attorneys and other professionals of diverse backgrounds,” Ropes & Gray’s retention strategy focuses on providing the company. To date, 66 percent of the attorneys who have Frank says. “Moreover, having a diverse department makes associates with a variety of learning and developmental participated in this program are diverse and 33 percent other diverse professionals, particularly [those] in leadership opportunities. are female. e company has established a strong relation- roles, more comfortable and welcomed into our team.” e Attorneys of Color Affi nity group has a leadership ship with the Columbus, OH Bar Association Minority A key competency at DHL is “building and managing rela- program to provide participants with tools needed early in Clerkship Program, which has created a pipeline of diverse tionships,” especially with those whom leaders manage or are their career. Its mission is to strengthen the career experi- attorneys into the Nationwide’s rotational program. able to infl uence and assist. It is also something employees are ence of diverse attorneys through professional development, “One of our more innovative programs of which we evaluated on and on which compensation is based. Informal career management, and mentoring. rough meetings are particularly proud is our Diversity Coaching Partners mentor/mentee relationships are developed and encouraged. and special events attorneys of color are able to share their Program,” Hatler says. “ is program, which is now in its Frank says the benefi ts are evident in all aspects of the unique experiences within the fi rm, connect with each third year, pairs senior leaders in our offi ce with ‘Diversity company. “Our legal department’s strong commitment to other, gain exposure, access role models who can help guide Coaches’ selected from all levels of our organization.” promoting competent attorneys who happen to be diverse to their advancement, and experience a welcoming deeper e Diversity Coaching Partners Program matches senior managerial positions, and our commitment to utilizing diverse connection to the fi rm. legal leaders with legal associates to build a learning platform outside counsel and tracking the spend electronically, have Beyond recruiting and retaining diverse talent, Ropes & for increasing the leader’s skill in using a diversity and inclu- contributed positively and substantially to our bottom line Gray is investing in the next generation through pipeline sion lens to address business issues and impact the overall results,” he says. initiatives that include summer internships for college stu- engagement of the company. It off ers a unique opportunity dents and a week-long law experience for urban high school for associates to coach/mentor senior leader partners. students in undeserved communities.

MCCA.COM NOVEMBER/DECEMBER 2012 DIVERSITY & THE BAR®

0880 MCCA NovDec.indb 37 11/6/12 1:29 PM 11062012133546 2012 THOMAS L. SAGER AWARD AWARD WINNERS

PEPPER SCHIFF HAMILTON LLP HARDIN LLP ROBERT HEIDECK RON SAFER MID-ATLANTIC MIDWEST

epper Hamilton LLP s managing partner, is committed to its Ron Safer has staked diverse attorneys his career on making P and enhancing their A Schiff Hardin LLP a opportunities through the diversity leader among fi rms. creation of the Diversity e fi rm has established Committee and Partner in Charge of Diversity. ey are strategic goals, which includes leadership involvement in responsible for developing and recommending strategic creating a culture of opportunity and advancement. initiatives aimed at recruiting, hiring, retaining, mentoring, “We hold the leaders of the fi rm accountable for attract- advancing, and supporting the development of diverse attor- ing, retaining, and advancing diverse attorneys,” says Safer. neys and creating an inclusive environment and culture. “I have the ultimate responsibility for the fi rm meeting “We view diversity in our workforce as both a means these goals, and I publicly announced long ago that I would to providing the best legal representation to our clients step down as managing partner if we did not make progress and a way to better serve the community in which we live every year. I believe that type of personal accountability is and work,” says Managing Partner Robert E. Heideck. critical to success.” “Diversity begins by trying to see the world through Supporting that commitment is a unique, longstand- another’s eyes. By doing so, we are able to cultivate a diverse ing policy that allows new associates to spend up to a year workplace where we continually promote opportunities working in their choice of practice areas, rather than being for all. us, diversity can be found throughout the fi rm, assigned to one. Such a policy enables them to explore and including in positions of leadership.” experience the widest range of legal areas before selecting 38 Pepper Hamilton actively recruits and encourages the one primary discipline. Even when an associate selects a hiring, development, promotion, and retention of female primary practice area, they’re still encouraged to select other attorneys, attorneys of color, lesbian, gay, bisexual and practice areas to work. transgender attorneys, attorneys from diff erent socio-eco- is approach to personal career empowerment posi- nomic backgrounds, and attorneys with disabilities. tions the fi rm to not only successful recruit, but retain and “Having attorneys with diverse viewpoints and breadth advance minority and women attorneys. of experience work on legal matters results in optimal client Schiff Hardin was ahead of most fi rms in creating a solutions,” Heideck says. “Diversity is important because it women’s networking group, which works to forge new paths makes us a better law fi rm.” for women attorneys, and clients and friends of the fi rm. e fi rm revised its compensation criteria for partners “We recognize that diversity is a broad term and that to include an evaluation of their eff orts to enhance and various diverse groups and individuals have their own promote diversity within the fi rm. Encouraged activities opinions, ideas, and backgrounds, so our diversity commit- include building formal or informal mentoring relation- tee initiated subcommittees for gender, LGBT, and race, ships with diverse lawyers. Also, as part of an outreach/ ethnicity, and national origin.” relationship building initiative, a partner who serves on Safer notes the connection between the fi rm’s diversity the Diversity Committee is assigned to meet regularly with and its performance. each diverse associate. e goal of the program is to develop “ e reason diversity is important is at once simple and a relationship, foster understanding, and build a sense of fundamental: Quality of client service,” he says. community with others in the fi rm. e partners’ relation- “A non-diverse fi rm ignores a deep and rich talent pool. ships with associates are intended to complement the associ- Would anyone hire a law fi rm that hired only lawyers with ate’s formal mentor/protégé relationship at the fi rm. hazel eyes? One would question that fi rm’s judgment and Pepper has made signifi cant fi nancial contributions you would know they were artifi cially limiting the talent to Villanova University School of Law to promote diver- pool from which they were selecting their lawyers. A fi rm sity, resulting in programs such as the Pepper Hamilton where the vast majority of lawyers are white males similarly Scholarships for two three-year, full-tuition scholarships limits its options. Further, a diverse team is a superior team. based on a combination of merit and fi nancial need to Diverse perspectives yield better problem solving. at members of groups underrepresented in the profession. proposition is beyond debate.”

DIVERSITY & THE BAR® NOVEMBER/DECEMBER 2012 MCCA.COM

0880 MCCA NovDec.indb 38 11/6/12 1:29 PM 11062012133547 SCHIFF WEIL, GOTSHAL & CROWELL & HARDIN LLP MANGES LLP MORING LLP RON SAFER GLENN WEST JASON MURRAY MIDWEST SOUTH/SOUTHWEST WESTERN s managing partner, he values of toler- ounded by a small Ron Safer has staked ance, diversity, and group of lawyers who his career on making respect are infused in left a large corporate A Schiff Hardin LLP a Tthe practices of Weil, F firm because they diversity leader among firms. Gotshal & Manges LLP since believed in doing things e firm has established its founding in 1931, when differently—diversity is a strategic goals, which includes leadership involvement in Frank Weil, Sylvan Gotshal, and Horace Manges found cornerstone for Crowell & Moring LLP. creating a culture of opportunity and advancement. many doors closed to them because of religious beliefs. “We are a service business, and we want the best and “We hold the leaders of the firm accountable for attract- “It is fair to say that we have taken a leadership role in most-talented lawyers to feel at home and thrive here, ing, retaining, and advancing diverse attorneys,” says Safer. diversity in each of our 21 worldwide offices, working hard regardless of their background. at in turn helps us “I have the ultimate responsibility for the firm meeting to develop a culture that celebrates the differences among respond to our clients’ interest in having lawyers with vary- these goals, and I publicly announced long ago that I would our attorneys and staff,” says Glenn West, managing part- ing experience and perspectives working on their matters,” step down as managing partner if we did not make progress ner. “At Weil, diversity extends beyond the ‘usual suspects’ says Jason Murray, managing partner of the Crowell Los every year. I believe that type of personal accountability is of gender and race to religion and geography. Angeles office. “Second, tolerance, inclusiveness, and the critical to success.” “At Weil, this isn’t just rhetoric—our results speak for celebration of differences are core values for us. It’s part of Supporting that commitment is a unique, longstand- themselves,” West says. “Today, within our global firm, four what defines Crowell & Moring as a firm.” ing policy that allows new associates to spend up to a year of the 17 members of the global Management Committee As a thought leader, Crowell & Moring has taken steps working in their choice of practice areas, rather than being are women and one is openly gay.” to ensure opportunities for and enhance the visibility of its assigned to one. Such a policy enables them to explore and According to West, during the past five years, 49 percent diverse attorneys. experience the widest range of legal areas before selecting of newly elevated U.S. partners at Weil have been women. ese include the “firm-wide circulation of monthly 39 one primary discipline. Even when an associate selects a In its Miami, Houston and Dallas offices, six of the seven ‘highlights’ discussing accomplishments, such as speaking primary practice area, they’re still encouraged to select other new partners are women, and three are women of color. engagements and accolades secured by women and diverse practice areas to work. He also notes that in Dallas, 43 percent of the firm’s partners attorneys, including those based on the West Coast. ese is approach to personal career empowerment posi- are women. Additionally, of the two Management Committee efforts are particularly important for our West Coast attor- tions the firm to not only successful recruit, but retain and members from Dallas, one is a Latina and serves as co-head neys, as they can heighten their visibility among firm leaders, advance minority and women attorneys. of the 190-lawyer Complex Commercial Litigation Practice primarily based in Washington, D.C., who might otherwise Schiff Hardin was ahead of most firms in creating a group—the largest practice in our Litigation Department.” have limited face-to-face interactions with these attorneys.” women’s networking group, which works to forge new paths A diversity pioneer, nearly two decades ago Weil became Attorneys in its three West Coast offices —Orange for women attorneys, and clients and friends of the firm. the first major New York law firm to institute a firm-wide County, San Francisco, and Los Angeles, have taken active “We recognize that diversity is a broad term and that diversity training program and a formal diversity policy, leadership roles, with the full encouragement and sup- various diverse groups and individuals have their own and subsequently became one of the first firms to create a port of the broader firm, in a number of local, regional opinions, ideas, and backgrounds, so our diversity commit- full-time diversity professional position. and national affinity bars, including the California tee initiated subcommittees for gender, LGBT, and race, Today, Weil has solidified its commitment through an Minority Counsel Program, Orange County Hispanic ethnicity, and national origin.” innovative annual diversity training requirement for all Bar Association, Japanese American Bar Association (Los Safer notes the connection between the firm’s diversity attorneys and staff members in its U.S. and London offices. Angeles), and Women Lawyers’ Association of Los Angeles. and its performance. e firm was also a pioneer in creating professional develop- “ese involvements are not only a way for our West “e reason diversity is important is at once simple and ment affinity groups to enhance recruitment and retention. Coast lawyers to make meaningful contributions to the pro- fundamental: Quality of client service,” he says. Weil is unique among law firms to hold regular conferences fession, but they also provide our attorneys, including more “A non-diverse firm ignores a deep and rich talent pool. for its African American, Asian American, Hispanic, and junior attorneys, with a platform for professional develop- Would anyone hire a law firm that hired only lawyers with LGBT groups that include professional development, client ment, including project management, public speaking, and hazel eyes? One would question that firm’s judgment and networking, and recruiting activities. honing strategic thinking skills. is is beneficial for the you would know they were artificially limiting the talent Weil was the only law firm in the country to secure a individuals, the community, and the firm,” Murray added. pool from which they were selecting their lawyers. A firm top-10 spot in the 2011-2012 Vault Law Firm Rankings in “A supportive and inclusive environment is important, not where the vast majority of lawyers are white males similarly three distinct categories: overall prestige, best firms to work only to diverse professionals, but it is part of our overall cul- limits its options. Further, a diverse team is a superior team. for, and overall diversity, earning specific recognition for ture and a key reason why lawyers, diverse and ‘non-diverse’ Diverse perspectives yield better problem solving. at uniquely attaining the Vault Trifecta. alike, join Crowell & Moring and stay for the long haul.” proposition is beyond debate.” Weil’s Dallas, Houston, and Miami offices were the 2012 Sager Award winners for the South/Southwest region.

MCCA.COM NOVEMBER/DECEMBER 2012 DIVERSITY & THE BAR®

0880 MCCA NovDec.indb 39 11/6/12 1:29 PM 11062012133547 2012 INNOVATOR AWARD AWARD WINNERS

GOLDBERG WINSTON & SEGALLA LLP STRAWN LLP RICHARD COHEN AMANDA GROVES PIPELINE MENTORING

oldberg Segalla entoring has taken LLP has gained a on a whole new reputation for its best look at Winston Gpractices philosophy, M& Strawn LLP. which calls for putting clients e global practice has fi rst and emphasizing the revamped the framework for team over the individual, as well as capitalizing on a diverse its mentoring program introduced in 2007, and has given it talent pool. an “extreme makeover” this past year. e makeover was a “Diversity is important in every profession—fi rst, because combined team eff ort among the diversity committee, profes- being open and inclusive is the right thing to do, and sional development department and Attorney Resources & secondly, because a work environment that brings together Recruitment (ARR) team, and key staff . diverse perspectives, cultures, and experiences results in a e fi rm gathered information through exit interviews better service or product,” says Richard J. Cohen, managing on how well formal and informal mentoring worked there. partner. “But it is especially important to focus on diversity Additionally, it hosted “chat and chew” meetings for all in the legal profession because studies show that clerkships attorneys in each of the fi rm’s domestic offi ces to solicit and associate positions are tougher for minorities to get, and feedback about the current program. at information was these statistics get even worse when you look at higher-level used to develop the newly branded mentoring program positions like partner or general counsel.” “MentoringMatters@Winston & Strawn.” Goldberg Segalla’s Diversity Task Force, spearheaded by Key elements in the innovative mentoring program Joseph Hanna, has two major initiatives that have shown include a new mentoring structure, guidebook, and sup- signifi cant results. porting materials; new meeting requirements and resources; 40 e Diversity Internship Program, which off ers real-life newly appointed attorney mentoring coordinators; and a experiences to minority law students, has brought together fi rst-time mentor-mentee match survey. Western New York’s legal community to demonstrate that “Although the formal program began as a diversity diversity benefi ts everyone. “Across the judiciary and our strategy, we have found that it benefi ts attorneys throughout area’s top law fi rms, excitement grew for this program once the fi rm,” says Amanda L. Groves, partner and chair of the word started to spread,” Cohen says. “Within just its fi rst diversity committee at Winston & Strawn. “Mentors report summer in 2011, 25 students were working in area courts they enjoy being part of grooming our next generation, and through the program, and that number quickly doubled by we have seen increased satisfaction by mentees as well.” this summer. Additionally, 14 minority law students have Winston & Strawn recognizes that a good mentoring been placed in seven fi rms.” relationship is not automatic and doesn’t happen overnight. Another program that the fi rm sponsors is Success in the It requires consistent two-way communications, honesty, City, an annual diversity networking and mentoring event candor, and time for development. that allows the 500 students, legal and business profession- e fi rm has also benefi tted from an informal mentor- als, educators, nonprofi ts, and political leaders in attendance ing environment. “Informal mentoring has always been an each year to establish lasting connections. important part of the fi rm’s culture, but it became part of “I think the success of these programs and the interest our diversity strategy in an eff ort to make sure no associates we’ve seen from all corners send a clear message,” Cohen were ‘falling through the cracks’ in terms of fi nding and says. “Diversity is a critical component of success for the developing mentoring relationships,” Groves says. greater legal and business communities.” In addition to revamping mentoring eff orts, Winston & At Goldberg, identifying excellent people means top Strawn is also proud of other innovative programs to ensure quality results. “By helping us provide the best legal services that staff needs are met. possible, diversity has helped us earn the trust of our clients, “We are particularly proud of the cross-fi rm and cross- who also tend to appreciate it when they see the diversity rank task force we created to revamp our reduced hour and of their company refl ected in their legal team. Goldberg family leave policies,” Groves says. “ ey implemented a Segalla would not have grown from seven attorneys to plan that includes partner coordinators in each offi ce and nearly 150 in just over 11 years without earning that trust personal coaching assistance for those preparing to go on or and incorporating the voices and perspectives of a diverse come off a family leave.” group of individuals.”

DIVERSITY & THE BAR® NOVEMBER/DECEMBER 2012 MCCA.COM

0880 MCCA NovDec.indb 40 11/6/12 1:29 PM 11062012133547 Target “If a firm’s diversity effort is found to be lacking, Jim Rowader appropriate feedback is delivered,” says Rowader. “Likewise, Recruitment [what we learn] from firms whose commitment to diversity is yielding positive results may be shared with firms that continue to struggle in this area. arget Corporation “Our scorecard process also helps ensure that the celebrates an environ- ER/LR team has a diverse talent pipeline to draw upon ment of inclusion when filling its own attorney positions. Also, the fact T and transparency, that the majority of our attorneys are female and/or especially as it relates to racially/ethnically diverse helps to attract diverse candi- diversity in its legal ranks. dates to the department.” Like many corporations, Target primarily fills its attorney In addition to the scorecard, the ER/LR attorney team positions through outside hiring—with many of them actively participates in diversity-related events and confer- coming from firms already working with Target. In 2011, ences put on by the Hispanic National Bar Association, the Target’s Employee and Labor Relations (ER/LR) depart- National Bar Association, the Lavender Law Conference, ment began using an outside firm scorecard, which rates and the Minority Corporate Counsel Association. key performance indicators. A key aspect being evaluated is “At Target, embracing diversity means understanding a firm’s diversity. and recognizing that each of us is unique and that our dif- According to Jim Rowader, vice president & general ferences are our greatest strength,” Rowader says. counsel in charge of ER/LR, Target wanted to recognize and “Diversity and inclusion are much more than a goal or reward firms that demonstrate an actionable commitment to campaign. They are at the heart of one of our core values, enhancing opportunities for women and diverse attorneys. fostering an inclusive culture, and are integrated into every Each year, attorneys on the ER/LR team who work closely aspect of our business, from our broad array of vendor part- with a given firm meet with that firm’s relationship partners ners to the composition of our teams and business councils to discuss the scorecard results in greater detail. to the shopping experience we offer our guests.”

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0880 MCCA NovDec.indb 41 11/6/12 1:29 PM 11062012133548 2012 INNOVATOR AWARD AWARD WINNERS

DUANE MORRIS LLP PRUDENTIAL NOLAN ATKINSON SUSAN BLOUNT RECRUITMENT DIVERSE ATTORNEY SPOTIGHTING uane Morris LLP uilding off of its job bank off ers innovative long-term commit- solutions to legal and ment to diversity, D business challenges Bthe Prudential Law through a full-service law Department has initiated a fi rm with more than 700 new Spotlight Program for attorneys in offi ces in the United States and around the diverse attorneys at majority-owned fi rms. e Spotlight The place for Diverse world. With its more than 100-year history, Duane Morris Program is a two-year pilot program that identifi es a class has renewed its commitment to diversity and inclusion. of diverse attorneys who are at career infl ection points, Employment Connections “Our fi rm leadership has invested at every level in our who have demonstrated a record of success at their current in the Legal Profession! diversity and inclusion eff orts and considers them to be a fi rms, and who show the potential to deliver lasting value to fundamental tenet of the fi rm,” says Nolan Atkinson, chief Prudential as outside counsel. diversity offi cer and partner. “As part of that commitment, rough the Spotlight Program, the Prudential Law we have been able to integrate the mission of our Diversity Department will develop lasting relationships that will enhance and Inclusion Committee with our hiring processes and the Spotlight attorneys’ profi les at their respective fi rms. Introducing the become more vigorous in our recruitment of diverse law Prudential will familiarize each Spotlight attorney with students from the nation’s outstanding law schools.” its businesses and the legal issues faced. It requests that new and improved Atkinson collaborates with the chair of the Recruitment the relevant law fi rms assign the Spotlight attorneys to job bank ersary and Retention Committee, who also sits on the Diversity Prudential work that touches that attorney’s practice areas. 1 Year Anniv http://jobbank.mcca.com and Inclusion Committee, in the interviewing and selec- Prudential also works to increase the Spotlight attorney’s tion process. e Recruitment and Relations manager who exposure to the industry. All of this is part of an eff ort to ® 42 oversees associate hiring is also the staff director for the develop the attorney as a “go-to” outside counsel resource MCCA The Minority Corporation Counsel Diversity and Inclusion Committee. “ is integrated struc- and promote their advancement within their fi rm. Association ( MCCA ) has created the MCCA® ture fosters a seamless and transparent fl ow of information Attorneys in the Spotlight Program were person- Job Bank Job Bank to give employers committed to diversity, to all stakeholders involved in the hiring of young attorneys ally selected by members of the senior management of of diverse backgrounds as well as associate retention issues,” Prudential’s Law Department. and diverse job seeking legal professionals, a Atkinson says. “We believe that diversity in our department and in Many diverse job seekers and better way to find one another and make that Less than two years ago, the Diversity Committee the legal profession as a whole is a critically important perfect career fit. formally changed its name to the Diversity & Inclusion component of our long-term success in a rapidly changing employers committed to Committee (D&IC) and added new programs. demographic environment,” says Susan L. Blount, senior diversity are discovering the e centerpiece of the diversity and inclusion eff orts vice president & general counsel. “Diversity of thought and Target your recruiting to reach occur each year at the fi rm’s Diversity Retreat, the fl agship experience, properly applied, contributes to better insights advantages of searching online Employers: program that is open to diverse attorneys and fi rm leaders and decision-making. We also believe, quite simply, that it for industry jobs and for qualifi ed diverse qualified professionals quickly and easily. from a variety of backgrounds. In order to continue the is the right thing to do. And we are fi nding, as we pursue Search the resume database to contact candidates, candidates to fi ll them. momentum from the Diversity Retreat, the D&IC is tasked this mission, that it has energized our team and helped to and get automatic email notification whenever a with documenting overriding themes into recommenda- position our department and our company as an employer tions for management. Each year the retreat focuses on a of choice.” But when it comes to fi nding candidate matches your criteria. particular affi nity group. Other Prudential diversity initiatives include internal diverse legal professionals, the A direct result of the retreat was the formation of three mentoring and educational programs such as a lunchtime subcommittees focused on exploring ways to expand the series highlighting “unknown heroes” associated with mass market approach of the Job seekers: Get your resume noticed by the fi rm’s inclusion program in three areas: business develop- diverse groups. e Outside Counsel Diversity Committee mega job boards may not be most sought after companies who are committed to ment, acquisition, and retention and overall inclusion. supports internal and multi-company commitments to drive the best way to fi nd what you’re diversity. Whether you’re looking for a new job, or Duane Morris has also created an internal business work to minority- and women-owned law fi rms. development initiative focused on providing its diverse In addition, Prudential’s Pipeline Committee manages looking for. ready to take the next step in your career, we’ll help attorneys opportunities to strategically market their services a large, well-established summer intern program for diverse you find the opportunity you’ve been looking for. to potential clients who have publicized their interest and students, as well as a diverse fellowship program for recent desire for a more diverse legal profession. e program has law school graduates. successfully brought new business opportunities for the fi rm, as well as “on the ground” coaching skills.

DIVERSITY & THE BAR® NOVEMBER/DECEMBER 2012 MCCA.COM Visit: http://jobbank.mcca.com today to post your your job or search job listings.

0880 MCCA NovDec.indb 42 11/6/12 1:29 PM 11062012133548 Job Bank Version 3 FINAL White.indd 1 8/22/2012 4:47:01 PM job bank

The place for Diverse Employment Connections in the Legal Profession! Introducing the new and improved job bank rsary 1 Year Annive http://jobbank.mcca.com ® MCCA The Minority Corporation Counsel Association ( MCCA ) has created the MCCA® Job Bank Job Bank to give employers committed to diversity, and diverse job seeking legal professionals, a Many diverse job seekers and better way to find one another and make that perfect career fit. employers committed to diversity are discovering the advantages of searching online Employers: Target your recruiting to reach for industry jobs and for qualifi ed diverse qualified professionals quickly and easily. Search the resume database to contact candidates, candidates to fi ll them. and get automatic email notification whenever a But when it comes to fi nding candidate matches your criteria. diverse legal professionals, the mass market approach of the Job seekers: Get your resume noticed by the mega job boards may not be most sought after companies who are committed to the best way to fi nd what you’re diversity. Whether you’re looking for a new job, or looking for. ready to take the next step in your career, we’ll help you find the opportunity you’ve been looking for.

Visit: http://jobbank.mcca.com today to post your your job or search job listings.

0880 MCCA NovDec.indb 43 11/6/12 1:29 PM Job Bank Version 3 FINAL White.indd 1 11062012133549 8/22/2012 4:47:01 PM ASSOCIATION FOCUS BY LYDIA LUM

KOREAN AMERICAN BAR ASSOCIATION OF SOUTHERN CALIFORNIA

SINCE ITS 1981 INCEPTION, THE KOREAN legal defense fund, for AMERICAN BAR ASSOCIATION OF which they plan to col- SOUTHERN CALIFORNIA (KABASoCal) has lect donations, to defray strived to assist the region’s Korean community. is year costs of expert witness has been no exception. fees and related expenses. As an example, KABASoCal members got involved “ e redistricting with the once-a-decade process of establishing new voting controversy has been district boundaries for 15 Los Angeles city council seats. a political awakening ey attended a series of public hearings in which hundreds for lots of people in of residents and business owners in the Koreatown neigh- Koreatown,” says Oak, borhood asked that the 3-square-mile area be placed in a an immigration attorney 44 single council district. is move would improve urban and principal of e Law development there, the residents contended, such as more Offi ces of Jane Oak and street repairs, parks, and recreational centers. Because this Associates, PC, in Los neighborhood of 100,000-plus residents hadn’t been unifi ed Angeles. “For many of under a sole city council member, the residents said, the us in KABASoCal, the council members who had each represented a portion of redistricting fi ght has KABASoCal PRESIDENT JANE OAK Koreatown didn’t consider its residents and business owners become very personal.” as politically and economically signifi cant enough to merit Court papers show that city of Los Angeles offi cials, stepped-up municipal services. meanwhile, disagree with the plaintiff s’ allegations and deny So when the city council and mayor approved new dis- any wrongdoing. e case is pending in a federal court. trict boundaries that divided Koreatown among two coun- While championing Koreatown in the redistricting con- cil districts, KABASoCal President Jane Oak and other troversy, KABASoCal members have still carved out time to sympathetic attorneys decided to fi ght back on behalf of conduct pro bono, walk-in legal clinics for low-income, mono- disgruntled residents. KABASoCal members also discussed lingual Korean Americans. Once a month, volunteers convene the redistricting matter within their law fi rms. at the Legal Aid Foundation of Los Angeles, a nonprofi t law is past July, fi ve Koreatown residents sued the city of fi rm providing assistance to the poor, where they answer ques- Los Angeles, claiming the new voting district boundaries tions and explain the meaning of English-only documents. e violated their civil rights under the equal protection clause counseling is almost entirely in Korean, Oak says, and at times of the U.S. Constitution’s 14th Amendment. ey alleged includes law students as volunteer translators. that among other things, boundaries of one of the council At these clinics, KABASoCal members advise individu- districts had been illegally redrawn for racially motivated als on matters involving practice areas as wide-ranging as reasons that left Koreatown unfairly divided. ey asked family, criminal, and immigration law. Some clients are a judge to appoint a special master to redo the boundaries. proprietors of small businesses who have received demand eir attorneys—some of them former KABASoCal presi- letters but don’t understand that they are precursors to dents—from the Los Angeles offi ces of Akin Gump Strauss lawsuits, Oak says, adding that volunteers explain the legal Hauer & Feld, LLP, and Bird, Marella, Boxer, Wolpert, options and sometimes encourage clients to settle out- Nessim, Drooks & Lincenberg, APC, are handling the case of-court. Other clients include renters in landlord-tenant pro bono. And KABASoCal has established a Koreatown disputes in which they have received eviction notices but

DIVERSITY & THE BAR® NOVEMBER/DECEMBER 2012 MCCA.COM

0880 MCCA 5.indd 44 11/6/12 2:06 PM 11062012140748 don’t understand their among the hardest avenues of appeal or, if hit neighborhoods. In they choose not to fi ght the ensuing months, eviction, the importance KABASoCal members of moving out promptly. helped shop owners fi le e legal clinics have become so well-known through insurance claims, apply for loans to cover rebuilding costs, word-of-mouth among mom-and-pop businesses, Oak says, and replace business licenses and permits, Oak says. that “when we arrive, there is a line of people waiting at the KABASoCal has also reached out to local youth. is door, and they tell us how much they looked forward to this year, members conducted a mock trial at a public high school particular day.” to educate students about the legal system, Oak says. And Joann Lee, directing attorney of Legal Aid’s Asian and in cooperation with teachers of that school, they organized 45 Pacifi c Islander community outreach unit, calls the ongoing a fi eld trip for juniors and seniors to visit law offi ces of some KABASoCal eff ort a “tremendous resource” in supplement- KABASoCal members to learn more about the profession. ing her organization’s services. “We have diffi culty fi nding Eddie Wada, an advisory board member of the Asian resources to help the many Business League of Southern people seeking it, and there California, notes that the are few options for linguisti- “WHEN WE ARRIVE, reach and infl uence of cally and culturally compe- THERE IS A LINE OF KABASoCal extends beyond tent legal help,” she says. Koreans and the legal pro- e monthly clinics have PEOPLE WAITING AT THE fession. Wada says that at been in place for about a decade, a recent networking mixer Lee says, and evolved from an DOOR, AND THEY TELL co-sponsored by his organiza- annual “law day” event at Legal US HOW MUCH THEY tion and KABASoCal, he met Aid in which KABASoCal several certifi ed public accoun- members provided similar pro LOOKED FORWARD TO tants and non-Korean profes- bono counseling. [THE LEGAL CLINIC].” sionals who had learned of the Oak says that members event from KABASoCal. have long committed to the —JANE OAK Internally, KABASoCal clinics because “it’s a direct recently launched an interest way of giving to the Korean American community, and in group among members who are considering career changes lots of ways, it’s like giving back to our immigrant parents” to solo practice, Oak says. e group also includes members because of the generation gap between volunteers and many who are already solo practitioners or, like herself, the heads of their walk-in clients. of small law fi rms who can mentor the other attorneys try- KABASoCal also helped local Korean Americans navi- ing to switch. Plans call for the group to hold seminars and gate the legal system after the race riots in 1992. ousands networking mixers, she says. D&B of individuals took to the streets after white Los Angeles police offi cers were acquitted in the beating of African American motorist Rodney King. Widespread arson, loot- Lydia Lum is a freelance writer and former reporter for the ing, and violence occurred for six days, with Koreatown Houston Chronicle and Fort Worth Star-Telegram.

MCCA.COM NOVEMBER/DECEMBER 2012 DIVERSITY & THE BAR®

0880 MCCA NovDec.indb 45 11/6/12 1:29 PM 11062012133550 DIVERSITY NEWS BY JOSHUA H. SHIELDS

BOARD DIRECTORS AND DIVERSITY

EVERY YEAR, DIVERSITY & THE BAR PUB 4. Preserve, enhance, or consider adding tenure-limiting LISHES A GENERAL COUNSEL SURVEY THAT mechanisms. Boards should consider selecting the TRACKS THE PROGRESS OF WOMEN AND most appropriate tenure-limiting mechanism for their MINORITY GENERAL COUNSEL for Fortune 500 company. Moreover, boards must adhere to the out- and Fortune 1000 companies. We saw record numbers in come when a tenure-limiting mechanism is triggered 2012. For more on that, please see our last issue. MCCA even if the director is still an active participant. plans to take it a step farther in 2013 when we profi le the ere are three primary barriers to diverse boards: diversity eff orts and results of America’s best companies. structural, social, and habitual. Fewer than seven percent of To that end, MCCA was present at the National boards have term limits. By design the majority of boards Association of Corporate Directors (NACD) annual con- have very little turnover. More than 50 percent of boards do 46 ference in National Harbor, Maryland, in October 2012. not replace a single director over the course of one year. Diversity at the board level is the fi nal hurdle for complete Small board sizes are another impediment to diversity. inclusion in the business and legal worlds. MCCA plans to Publicly traded companies rarely have boards larger than measure the progress corporate boards have made next year 12 members. When a board member is about to retire, the with a feature story devoted to the issue, hopefully with the board should add a new member or members before the assistance of the NACD. retirement occurs. is practice will help transfer institu- NACD’s 2012 Blue Ribbon Commission Report is tional knowledge through the overlap of board members titled “ e Diverse Board: Moving From Interest to while maintaining the original size of the board. Action.” e fi ndings are straightforward: Corporations Another barrier to diversity is inadequate use of evalu- will not be able to build or maintain a successful enter- ations as a tool for board members. Curtis Crawford, a prise that yields sustainable long-term shareholder value, panelist at the conference and president & CEO of XCEO, without bringing a greater variety of perspectives into says he has been evaluated his entire career but when he was the boardroom. a director the evaluations ceased. He says evaluations should e essence of board diversity is broad. Gender, age, be part of every job, no matter what level. Eff ectively used, race, and experience are all critical factors to consider when evaluations are a valuable tool for assessing board member vetting a potential board member. e commission recom- performance, boardroom composition, and gaps in skill mends four actions to help spur diversity: sets. e commission stresses that third-party evaluations 1. Review and evaluate board composition. Diversity would make the process more eff ective and less stressful. discussions should be rooted in company strategy and From a social standpoint, and perhaps the biggest single board evaluation. A candid exchange of views on both barrier to diversity at any level, is the tendency of individu- issues will be crucial to understanding the board’s als to relate to others who are like them. More than 77 per- composition and the company’s strategic needs. cent of director candidates are identifi ed through personal 2. Expand horizons for seeking candidates. Boards networking or word of mouth. is recruiting approach will should consider setting a nominee slate target for yield candidates from similar social circles, geographical nominating/governance committee and recruiters. locations, and professional relationships. In short, it will 3. Improve director evaluations. Board and individual maintain the status quo. director evaluations must be strengthened to hold the Another problem is the small world of directors. e board accountable as an eff ective oversight body. added requirement of diversity further limits the fi eld.

DIVERSITY & THE BAR® NOVEMBER/DECEMBER 2012 MCCA.COM

FROM LEFT TO RIGHT: MODERATOR BARBARA HACKMAN FRANKLIN, CURTIS CRAWFORD, PRESIDENT AND CEO OF XCEO, CARI DOMINGUEZ, FORMER CHAIR OF THE U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION, SOLOMAN TRJUILLO, CORPORATE RESPONSIBILITY CHAIR FOR TARGET CORPORATION, AND BONNIE GWIN OF HEIDRICK & STRUGGLES

Naturally, certain diverse directors are sought after because attribute when recruiting directors. Typically this results they are high-performing individuals. ese individuals in CEOs being recruited for a directorship which brings might be overstretched, which raise questions about time leadership at the expense of other demographics—gender, commitments. e best solution is to look beyond the race, perspective, and professional background. A list could crowd of known people and use third-party references or a include entrepreneurs, rising high-performance executives, s e a r c h fi r m . nonprofi t leaders, prominent investors, and a variety of As always when talking about diversity —there is an other investors. inherent danger in “checking the box.” It is imperative to Companies are challenged by these barriers but their suc- understand your company’s needs and not assume that once cess depends on overcoming them. It is only in the last sev- one diverse board member is present—whether a woman or eral years that a signifi cant body of research has come out minority or European—that the work is done. showing a strong link between corporate performance and e fi nal type of factor that inhibits diversity on boards board diversity. Companies should recognize the strengths is habitual. Often diversity is not put on the board’s agenda of diversity for their boards. ey have already acknowl- as a discussion topic. It is often thought of as an issue of edged the benefi ts at other levels of business. Companies compliance rather than strategy. It can be seen as “too are promoting diversity now more than ever. Quotas and political.” Chief executives should make sure diversity is regulation are unnecessary when companies can tailor discussed if the board is unenthusiastic. diversity to fi t their specifi c needs. MCCA is excited to look According to one NACD survey, 53 percent of individu- at the composition of boards in 2013 and see where they als ranked “leadership experience” as the most important stand, where they need to go. D&B

MCCA.COM NOVEMBER/DECEMBER 2012 DIVERSITY & THE BAR®

0880 MCCA 5.indd 47 11/6/12 2:06 PM 11062012140749 annual

MOVERS & SHAKERS COMPILED BY JOSHUA H. SHIELDS

MCCA 12th Annual CLE Expo | March 5-7, 2013 2013 Hard Rock Hotel | San Diego, CA

MIGUEL A. POZO KAMAL JAFARNIA MICHELE MEYER-SHIPP ALISON N. DAVIS President-Elect Counsel Vice President and Managing Shareholder Save the Hispanic National Bar Alston & Bird LLP Chief Diversity Ofﬁ cer Littler Mendelson, P.C. Association Prudential Financial Miguel Alexander Pozo has Kamal Jafarnia has joined Prudential Financial has Littler Mendelson, P.C. has Date! been elected president of Alston & Bird LLP’s nan- named Michele C. Meyer- named Alison Davis of ce the Hispanic National Bar cial services and products Shipp vice president and managing shareholder of its Association. He is a brand group. Highly regarded in the chief diversity of cer. She Washington, D.C. of ce. She 48 lawyer and homegrown industry, Jafarnia is a securi- will be responsible for lead- will be in charge of leading 12th Annual business litigation partner ties attorney who has almost ing and directing all diversity the labor and employment at Lowenstein Sandler PC, two decades of experience and inclusion initiatives law rm. Davis has exten- which is based in Roseland, both as an attorney and as for the company, and for sive litigation and trial expe- New Jersey. He specializes a compliance professional ensuring ongoing compli- rience in the employment CLE EXPO in representing clients in for investment program ance with federal and state arena. She has represented the high-end, luxury goods sponsors, broker dealers, equal employment laws and management in sexual industry and has worked investment advisers, and requirements. Meyer-Shipp harassment claims; race, March 5-7, 2013 with some of the most registered associates. Prior joined Prudential in April national origin, age, gender, recognizable brands in the to joining Alston & Bird, 2010 as vice president and disability discrimina- industry, including LVMH Jafarnia served as a senior and counsel in the employ- tion matters. She has also Moet Hennessy Louis executive, as CCO, and as ment and labor law group. assisted employers in leave Vuitton, Inc., TAG Heuer, an in-house attorney for Prior to joining Prudential, discrimination, government Hard Rock Hotel Thomas Pink, and Cartier, several alternative invest- she served as general contracting compliance mat- among others. Pozo has ment program sponsors counsel of the Waterfront ters, and pay discrimination San Diego, CA been an active leader in such as American Realty Commission of New York claims. Davis is a founding the HNBA and has served Capital and its af liated Harbor. Previously, Meyer- member of the D.C. chapter on its Board of Governors broker dealer Realty Capital Shipp spent four years at of the National Association since 2004. He earned his Securities. He received Merrill Lynch, where she of African Americans in J.D. from Rutgers University his LL.M. in securities and led the diversity and inclu- Human Resources. She School of Law – Newark, nancial regulation in 2011 sion efforts of the Global received her J.D. from where he was managing from Georgetown University Wealth Management busi- Harvard Law School and s lik editor of Rutgers Race and Law Center and his J.D. from ness. She graduated from her B.A., with honors, from E i e m L u ! the Law Review, and his B.A. Temple University School of Seton Hall University School McGill University. C sic s from Hofstra University. Law in 1992. of Law in 1995. r to ar u the e Co-sponsored by O Please send your submissions to our Movers & Shakers feature to [email protected] Please include a high-resolution photo (300 dpi or greater), along with an electronic version of the applicable announcement.

® DIVERSITY & THE BAR NOVEMBER/DECEMBER 2012 MCCA.COM Register at www.mcca.com/cleexpo2013

CLE _D&B_NOV.indd 1 10/19/2012 3:19:05 PM 0880 MCCA NovDec.indb 48 11/6/12 1:29 PM 11062012133552 annual

MCCA 12th Annual CLE Expo | March 5-7, 2013 2013 Hard Rock Hotel | San Diego, CA Save the Date! 12th Annual CLE EXPO March 5-7, 2013

Hard Rock Hotel San Diego, CA

l Co-sponsored by E is ike m L u ! C si s r c t r u o the ea O Sponsors as of Nov. 6, 2012 Register at www.mcca.com/cleexpo2013

CLE _D&B_NOV.indd 2 11/7/2012 1:24:51 PM 0880 MCCA 5.indd 49 11/7/12 2:09 PM 11072012143216 SAGER # #2 AWARD # he Scale 4 2011 MIDWEST & 2009 5 #3 African American +76 Best Law Firm WESTERN REGION Diversity for for Minorities – Partners Best Law Firm MCCA WEIGHS IN ON THE NEWS The American Lawyer’s Minority Corporate LGBT Individuals – for Diversity – Vault 2013 Diversity Scorecard 2011 Counsel of America Vault 2013 Vault 2013

U.S. Supreme Court Prepares to Hear Disney Creates a “top 10 Fischer v. University of Texas Latina Princess for #1 family friendly 100% #5 TOP 100 LAW FIRMS Perfect Rating by e highest court in the nation is readying for a case that will have profound Newest Character % Top Firms for FOR WOMEN Firm” HRC Foundation for implications for the diversity and inclusion movement. Abigail Fischer sued the Female 2012Partners - Disney’s latest princess is the fi rst Latina 48 Yale Law LGBT Equality University of Texas four years ago because she was denied admission, saying that MultiCultural Law Attorneys Women to join the clique. Sofi a is the fi rst little Magazine 2012 women 2012 2012-2009 Employment Law 360 her race was held against her. She is white. e university said Fischer would a r e girl princess, specifi cally aimed for the not have been admitted even if race had played no role in the process, and it 2- to 7-year-old set. e character has questioned whether she suff ered the sort of injury that gives her standing to sue. blue eyes and golden brown hair—traits But the university’s larger defense is that it must be free to assemble a varied that are causing some backlash among student body as part of its academic and societal mission. e Supreme Court “50 Best Law Hispanics. Too often, Americans think Gold Foundation endorsed that view by a 5-to-4 vote in 2003 in Grutter v. Bollinger. Others say the Firms for Latina or Hispanic and think Mexican. Standard Women” Board #1 Constitution does not permit the government to sort people by race, no matter e criticism is reminiscent of Tiana, Firm Working Mother Member Highest % of how worthy the goals. EVEN m a g a zn i e Disabled Lawyers 62% Disney’s fi rst African American princess. Associates Women in Law 2011, 2009 & 2008 The National LGBT American Lawyer’s Critics said she wasn’t “dark” enough. Empowerment Bar Association Diversity Scorecard 2010 a r e women 50 New York Appeals Court Strikes Down People need to recognize diversity Forum 2012, 2011 Defense of Marriage Act beyond stereotypes. +1 e case emanates from Edith Windsor, an 83-year-old lesbian who sued the federal government for charging her more than $363,000 in estate taxes after Gallaudet being denied the benefi t of spousal deductions. e 2nd U.S. Circuit Court of University’s Chief Appeals determined October 18 that the federal law violates the Constitution’s When it comes to diversity, equal protection clause. e ruling upholds a similar decision made in a federal Diversity Offi cer appeals court in Boston and provides momentum for those seeking to strike Seeks Reinstatement down the law. e case will probably culminate in a U.S. Supreme Court we preach what we practice. decision. In February 2012, the Obama administration ordered the Justice You might think that a diversity offi cer would support diversity in all its forms. Department to stop defending the constitutionality of the law. +3 As the world’s largest employment and labor law firm, our commitment to diversity isn’t just internal. Littler Mendelson works with But Angela McCaskill, Gallaudet’s clients to implement diversity programs, to provide diversity training, and to give them the tools they need to take full advantage chief diversity offi cer, is in hot water Women Try to Follow Danica Patrick’s after signing a petition to put same-sex of diversity’s benefits. It helps that we can point to ourselves as a particularly good example. Over half our associates are women, marriage on the ballot in Maryland, nearly a quarter are attorneys of color, and we’ve gone further than most companies to create and codify a culture of inclusion. Lead in NASCAR after it had been approved by the So when we preach diversity to our clients, they know it comes from long and serious practice. Nine young women were racing at Langley Speedway in Virginia at the NASCAR state’s General Assembly. She says she Drive for Diversity Combine. Each one was competing for the one spot that will signed the petition to give Maryland be available for a female on the NASCAR-funded Rev Racing team. For many residents a chance to vote on same-sex young women, the most diffi cult hurdle is acceptance within the pits of a male- marriage and to spur a campus-wide dominated sport. “People say, ‘You’re going to be the next Danica,’ but I don’t dialogue on the issue. She is currently want to be the next Danica. I want to run with her,” says Cassie Newhouse. +1 on leave from her position. Help MCCA weigh the news!

Send diversity related news articles to [email protected]. littler.com THIS ISSUE’S READING: +4 LAST ISSUE: 72

DIVERSITY & THE BAR® NOVEMBER/DECEMBER 2012 MCCA.COM

PostIt_MCCA_8x10.75_color_10-12.indd 1 10/16/12 5:11 PM 0880 MCCA NovDec.indb 50 11/6/12 1:29 PM 11062012133553 SAGER # #2 AWARD # 4 2011 MIDWEST & 2009 5 #3 African American Best Law Firm WESTERN REGION Diversity for for Minorities – Partners Best Law Firm The American Lawyer’s Minority Corporate LGBT Individuals – for Diversity – Vault 2013 Diversity Scorecard 2011 Counsel of America Vault 2013 Vault 2013

Disney Creates a “top 10 Latina Princess for #1 family friendly 100% #5 TOP 100 LAW FIRMS Perfect Rating by Newest Character % Top Firms for FOR WOMEN Firm” HRC Foundation for Female 2012Partners - Disney’s latest princess is the fi rst Latina 48 Yale Law LGBT Equality MultiCultural Law Attorneys Women 2012-2009 to join the clique. Sofi a is the fi rst little Magazine 2012 a r e women 2012 Employment Law 360 girl princess, specifi cally aimed for the 2- to 7-year-old set. e character has blue eyes and golden brown hair—traits that are causing some backlash among “50 Best Law Hispanics. Too often, Americans think Gold Firms for Foundation Latina or Hispanic and think Mexican. Standard Women” Board #1 e criticism is reminiscent of Tiana, Firm Working Mother Member Highest % of m a g a zn i e Disabled Lawyers 62% Disney’s fi rst African American princess. Associates Women in Law 2011, 2009 & 2008 The National LGBT American Lawyer’s Critics said she wasn’t “dark” enough. Empowerment Bar Association Diversity Scorecard 2010 a r e women People need to recognize diversity Forum 2012, 2011 beyond stereotypes. +1 Gallaudet University’s Chief Diversity Offi cer When it comes to diversity, Seeks Reinstatement You might think that a diversity offi cer we preach what we practice. would support diversity in all its forms. As the world’s largest employment and labor law firm, our commitment to diversity isn’t just internal. Littler Mendelson works with But Angela McCaskill, Gallaudet’s clients to implement diversity programs, to provide diversity training, and to give them the tools they need to take full advantage chief diversity offi cer, is in hot water after signing a petition to put same-sex of diversity’s benefits. It helps that we can point to ourselves as a particularly good example. Over half our associates are women, marriage on the ballot in Maryland, nearly a quarter are attorneys of color, and we’ve gone further than most companies to create and codify a culture of inclusion. after it had been approved by the So when we preach diversity to our clients, they know it comes from long and serious practice. state’s General Assembly. She says she signed the petition to give Maryland residents a chance to vote on same-sex marriage and to spur a campus-wide dialogue on the issue. She is currently on leave from her position. Help MCCA weigh the news!

Send diversity related news articles to [email protected]. littler.com

PostIt_MCCA_8x10.75_color_10-12.indd 1 10/16/12 5:11 PM 0880 MCCA NovDec.indb 51 11/6/12 1:29 PM 11062012133553 November/ December 2012 MICHIGAN SUPREME COURT JUSTICE TEACHER DIPLOMAT PROBLEM SOLVER L AW FIRM CHAIRMAN PRESIDENT OF THE

DIV E RSITY NATIONAL

ASSOCIATION

EXCELLENCE | EDUCATION | EQUITY COUNSEL

CORPORATE

MINORITY

PAID POSTAGE U.S. ORG. BARNONPROFIT ASSOCIATION

0880 MCCA NovDec.indb 52 11/6/12 1:28 PM 11062012133529