Lawyer Demographics Bingham Mccutchen
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Bingham McCutchen (www.bingham.com) Basic Information Pro Bono/Public Interest 399 Park Avenue Recruiting Contact: Rachel Strong New York, NY 10022 Ms. Jennifer Soberman Pro Bono Counsel Organization Size: 1014 Legal Recruiting Manager 202.373.6743 Office Size: 177 399 Park Avenue [email protected] Hiring Attorney: New York, New York (NY) 10022 Is the pro bono information indicated here firm-wide or Firm-wide Mr. J. Goodwin Bland United States specific to one office? Phone: 212.705.7289 % Firm Billable Hours last year 3.17 [email protected] Average Hours per Attorney last year 60 Compensation & Benefits Percent of associates participating last year 80% Percent of partners participating last year 49% 2013 compensation for entry-level lawyers ($/year) 160,000 Percent of other lawyers participating last year 38% Summer Compensation 2013 compensation for Post-3Ls ($/week) 3,100 Professional Development 2013 compensation for 2Ls ($/week) 3,100 Evaluations Other 2013 compensation for 1Ls($/week) 3,100 Does your organization use upward reviews to evaluate and No provide feedback to supervising lawyers? Partnership & Advancement Rotation for junior associates between departments/practice Yes Does the firm have two or more tiers of partner? No groups? If no, how many years is the partnership track? 8-10 Is rotation mandatory? No Does your organization have a dedicated professional Yes development staff? Does your organization have a coaching/mentoring program Yes Does your organization give billable hours credit for training Yes time? Lawyer Demographics Partner/Member Associates Counsel Staff Attorneys Other Attorneys Summer Associates Men 53 49 7 3 1 5 Women 12 33 6 0 1 7 Total 65 82 13 3 2 12 Hispanic/Latino Men 1 0 0 0 0 UNK Women 0 1 0 0 0 UNK White Men 49 45 7 3 0 UNK Women 11 24 5 0 0 UNK Black/African American Men 0 0 0 0 0 UNK Women 0 2 0 0 0 UNK Native Hawaiian/Other Pacific Islander Men 0 0 0 0 0 UNK Women 0 0 0 0 0 UNK Asian Men 3 2 0 0 1 UNK Women 0 6 1 0 1 UNK American Indian/Alaska Native Men 0 0 0 0 0 UNK Women 0 0 0 0 0 UNK 2 or more races Men 0 2 0 0 0 UNK Women 1 0 0 0 0 UNK Disabled Men NC NC NC NC NC NC Women NC NC NC NC NC NC Openly LGBT Men 3 4 0 1 0 UNK Women 0 1 0 0 0 UNK For more details, visit www.nalpdirectory.com NALP Copyright 2014 Bingham McCutchen (www.bingham.com) General Practice Areas GENERAL PRACTICE EMPLOYER'S PRACTICE GROUP NAME NO. OF NO. OF NO. OF NO. OF AREAS PARTNERS/MEMBERS COUNSEL ASSOCIATES NON-TRADITIONAL TRACK/STAFF ATTORNEYS Banking, Finance Broker-Dealer/ Financial Restructuring/ 21 34 Investment Management/ Japanese Practice/ Transactional Finance Litigation Antitrust and Trade Regulation/ Appellate/ 22 38 Environmental, Land Use and Natural Resources/ Intellectual Property/ Labor and Employment/ Securities and Financial Institutions Litigation Business, Corporate Corporate Practice/ Energy and Project Finance/ 22 28 Real Estate/ Structured Transactions/ Tax and Employee Benefits HIRING & RECRUITMENT Began Work In Expected LAWYERS 2011 Prior Summer Associates 2012 Prior Summer Associates 2013 Laterals 11 0 9 0 17 Post-Clerkship 0 0 0 0 1 Entry-level 11 10 7 7 5 LL.M.s (U.S.) 0 0 0 0 0 LL.M.s (non-U.S.) 0 0 0 0 0 SUMMER Post-3Ls 0 0 0 0 0 2Ls 10 10 1Ls 0 0 0 0 0 Number of 2012 Summer 2Ls 13 considered for associate offers Number of offers made to 13 summer 2L associates General Hiring Criteria Strong academics; excellent writing and communication skills; integrity; initiative; high motivation; strong interpersonal skills; diversity competence; common sense; and sense of humor. Journals, clinical programs, moot court activities, prior work experience are a plus. Diversity & Inclusion RECRUITMENT METHODS Diversity job fairs, Outreach to law student groups, Formal mentoring efforts, Recruit at schools with large minority populations, Bar-sponsored programs, Firm diversity committee As a leading law firm in a dynamic marketplace, Bingham knows the power of bringing together women and men of different races, religions, ethnicities and sexual orientations. Our diversity program is a critical element of our culture, our business and our values. We have achieved and sustained recognition by recruiting and promoting women and men from diverse backgrounds; their differences have made Bingham stronger, more energetic, dynamic and creative than if we were all alike. In turn, our clients are better served, more diverse across industries and more loyal. The innovative practices that have resulted in sustainable efforts to increase diversity at Bingham include the following: LEADERSHIP ROLES DEDICATED TO ENHANCING DIVERSITY: We recognize the importance of senior leadership commitment to and participation in the firm’s diversity efforts. Accordingly, at the direction of our chairman, we established a Diversity Task Force in 2002, which evolved into a permanent firm committee, the Diversity Committee, in 2006. The Diversity Committee was originally co-chaired by two practicing partners, but that structure was changed in the fall of 2011. Now, 12 practicing partners make up the Diversity Executive Committee, which is comprised of three working groups: Recruiting, Attorney Development and Retention, and Leadership and Business Development. The Diversity Executive Committee works with partner, associate and staff representatives as well as the leaders of various areas (such as recruiting, attorney development and marketing) to implement our Diversity Action Plan. RECRUITMENT: Bingham understands that recruiting highly talented attorneys from diverse fields means attention must be devoted early on and throughout the law-school cycle. Accordingly, in addition to making the recruitment of diverse candidates a specific and important focus in our recruiting efforts, we have also developed relationships that are targeted to increasing the pipeline of diverse candidates in law schools and to contributing to their success. In addition, we’ve created a Thurgood Marshall Fellowship, honoring the first African-American Justice to serve on the U.S. Supreme Court and a man who had a profound effect on the civil rights movement of the 20th century. This fellowship is particularly meaningful to the firm because Justice Marshall’s son, Thurgood Marshall, Jr., is a partner in our D.C. office, having joined us after his own distinguished career in public service. We expect to award two fellowships to the class of 2014, one in Bingham’s D.C. office and the other in one of our Southern California offices. Recipients will receive a paid summer associate position and a $25,000 Bingham’s D.C. office and the other in one of our Southern California offices. Recipients will receive a paid summer associate position and a $25,000 fellowship. We participate in the Boston Lawyers Group and the Lawyers Collaborative for Diversity, programs designed to encourage minority college students to attend law school and for minority law students to explore private practice. In addition, the firm: • Hosts numerous outreach programs and events for students of color • Participates in minority law student job fairs • Provides scholarships for minority students • Sponsors and hosts numerous minority law student association events • Regularly partners with the leadership of minority law student associations • Advertises in minority law student publications • Has a diversity committee committed to creating unique outreach events for diverse constituencies, such as: o Southern California 1L diversity panel and reception: an event designed to answer questions around how to differentiate oneself during a 20-minute on-campus interview, and what to talk about during an interview lunch. o Washington, DC - Spring Diversity Reception and Supreme Court Advocacy Panel - a program focused on learning more about Bingham’s appellate practice group (including diverse career paths taken by many of the attorneys at the firm, and an overview of important issues currently pending before the Court. To recruit additional minority lawyers, Bingham participates in various minority job fairs and in programs at numerous affinity bar associations in locations where we have offices. We also seek referrals from other attorneys and use search firms owned by women and/or minorities to assist in identifying a more diverse group of lawyers. PUBLIC RECOGNITION: Bingham is proud to be publicly recognized for our ongoing commitment to increasing diversity throughout our firm. We value our talent and are particularly proud of our ‘Best Place to Work’ distinctions. Our most recent examples include: • In 2011 Bingham was ranked as one of MultiCultural Law magazine’s 2011 “Top 100 Law Firms for Diversity.” The firm was also recognized on the “Top 50 Law Firms for Partners” and “Top 100 Law Firms for Women” lists. • In 2011, Bingham scored 100 percent on the Human Rights Campaign Foundation’s Corporate Equality Index, the firm’s fourth-straight perfect score on the annual ranking of companies based on their treatment of gay, lesbian, bisexual and transgender employees, consumers and investors. • For eight years running (2005–2012) FORTUNE magazine has named us one of its 100 Best Companies to Work For. We are No. 30 on the current list. Numerous local lists have recognized our positive work environments: • A Best Place to Work in the Bay Area • A Best Place to Work in Boston • A Best Place to Work in Connecticut • A Best Place to Work in D.C. • A Best Place to Work in Los Angeles • A Best Place to Work in New York • A Best Place to Work in Orange County Below are just a few examples of the diversity initiatives that have made us one of FORTUNE magazine’s “100 Best Companies to Work For” for eight straight years: • Women’s Mentoring — Fostering mentor-mentee relationships is a key component of the Diversity Action Plan.