TEAM SUCCESSFUL LEGAL CREATING ASMALL DIVERSITY GC Survey 16 MCCA’s MCCA Empowering People. InspiringLeadership. th Annual Annual PLANNING SUCCESSION WHO ALWAYS SHINE 15 RAINMAKERS BAR

THE TO WORK LAWYERS HEADBACK EXPERIENCED WOMEN &

NOV/DEC.2015 Visit www.mcca.com for the latest information CONTENTS on our events, awards and research. FEATURES 12 MCCA’s 16th Annual 44 Tips for a Successful Succession General Counsel Survey By Toni Coleman By Lydia Lum Here are two pressing trends concerning corporate general MCCA presents its annual report on women and minority counsel today: They are increasingly taking on executive and general counsel of Fortune® 500 and 1000 companies. The strategic management duties, and more of those in the baby survey examines current trends and developments for boomer generation are retiring. Glean insight into how other the diverse legal leaders in the c-suite of America’s most c-suite lawyers handle succession planning. successful companies. In addition to this exclusive annual report, Diversity & the Bar’s writer Patrick Folliard has 48 Advancement of Female Attorneys in Law profiled six general counsel on our list. Firms—Where Are We Today? By Stephanie Resnick 32 Creating a Successful Small Legal In July 2013, the National Association of Women Lawyers Department: 10 Insights issued a report called “Actions for Advancing Women in Law By Richard Q. Russeth Firm Leadership and in the General Counsel’s Office.” So, The emotional intelligence of the legal department is a big what is the status of advancing female attorneys today? What factor in its success or failure. High emotional intelligence, can female attorneys do to succeed? high results; low emotional intelligence, well, you know. Read 10 insights from this general counsel on how his small legal 52 15 Rainmakers Who Always Shine team serves its global private company. By Patrick Folliard MCCA’s Annual List of Rainmakers proves that the profession How OnRamp Fellowships has talented lawyers who also have valuable business 36 development skills. This list includes attorneys from around Connect Experienced Female Lawyers the country who practice a wide variety of law. Their success with Law Firms stories offer insight and value to lawyers at every career stage. By Lekan Oguntoyinbo The OnRamp Fellowship was conceived more than a year LMJ Scholars, Class ago as a way to bring law firms and qualified veteran lawyers 60 together. Learn about the program, and meet the talented of 2005: women it has impacted. Where Are They Now? By Glenn Cook ABA Makes History: The LMJ Scholarship 40 program seeks to nurture the Meet Paulette Brown, academic and professional ABA President careers of outstanding law By Jonathan Groner students and advance the As the first black woman diversity pipeline to the legal to become president of the profession. In 10 years, the American Bar Association, program has raised $2.85 Paulette Brown regards herself as million and connected many law students with law firms fortunate to be granted a role in and legal departments. Ever wonder what happened to those helping solve the nation’s racial eager law students? This new series will provide you with a problems. And she believes that class update and a personal story about what happened after her efforts are only a part of a larger trend: Lawyers and the law school. law can and must be a key part of the solutions.

2 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM MCCA® BOARD OF DIRECTORS Stuart Alderoty Sandra Leung Dawn Smith Senior Executive Vice President & Senior Vice President, General Senior Vice President, Chief NOV.DEC.2015 General Counsel Counsel & Corporate Secretary Compliance Officer & Secretary HSBC North America Holdings Inc. Bristol-Myers Squibb Company VMware Ricardo Anzaldua Don H. Liu Mary E. Snapp Executive Vice President & Executive Vice President, General Corporate VP, Deputy General General Counsel Counsel & Secretary Counsel MetLife Inc. Xerox Corporation Microsoft Business Development and Michelle Banks Gwen Marcus Evangelism CONTENTS Executive Vice President, Global Executive Vice President, Lawrence P. Tu General Counsel, Corporate General Counsel Senior EVP & Chief Legal Officer Secretary & Chief Compliance Officer Showtime Networks Inc. CBS Corporation Gap Inc. Suzan Miller Neil Wilcox COLUMNS Janice P. Brown Corporate Secretary, Vice President, Senior Vice President & Owner & Founder Deputy General Counsel Associate General Counsel Brown Law Group Intel Corporation First Data Corporation A.B. Cruz III Robbie E.B. Narcisse Michael Williams Executive Vice President & Vice President of Global Ethics and Executive Vice President & | NOTES FROM THE PRESIDENT General Counsel Business Practices General Counsel 4 Emergent Biosolutions Inc. Pitney Bowes Inc. Staples Inc. When Talent Development Is Clarissa Cerda Corporate Legal Department Simone Wu Purposeful, It Pays Dividends Chief Legal Strategist Samuel M. Reeves Senior Vice President, General By Joseph K. West LifeLock Inc. Senior Vice President, Counsel, Corporate Secretary & Chief Anthony K. Greene General Counsel Compliance Officer Executive Vice President Walmart International Legal Joseph K. West 5 | BUSINESS TRANSACTIONS Jamison Insurance Group Robin Sangston President & CEO The Business of Africa: Can It Jean Lee VP/Chief Compliance Officer Minority Corporate Counsel Vice President & Assistant Cox Communications Inc. Association Become the Next China? General Counsel Kenneth S. Siegel Board Members Emeritus By Alonzo L. Llorens JP Morgan Chase Legal Department Chief Administrative Officer & Thomas L. Sager, Ballard Spahr LLP General Counsel Hinton J. Lucas Starwood Hotels & Resorts Worldwide Catherine A. Lamboley 6 | CAREER EVOLUTION Inc. Lloyd M. Johnson, Chief Legal Pearls of Wisdom from Your Peers Executive LLC By DeAnna D. Allen PUBLICATIONS STAFF 7 | DIVERSE PROFESSIONAL DEVELOPMENT President & CEO Design/Art Direction MCCA® Staff Calgarians Celebrating Diversity Joseph K. West BonoTom Studio Inc. Stacy Banks Editor-in-Chief Advertising Shikha Bhatnagar By Lucy L’Hirondelle Kimberly A. Howard, CAE M.J. Mrvica Associates Inc. Mahzarine Chinoy David Chu Donna Crook 8 | GENERAL COUNSEL INSIGHT Charles H. Hollins Jr. Creating and Sustaining an Effective Behnaz Mistry Aracely Muñoz Petrich Partnership with the Business Andrea Pimm By Miguel R. Rivera Sr. | SPOTLIGHTING GENERAL INFORMATION 10 Advertising Copyright Ramón A. Abadin For advertising inquiries, contact Copyright® 2015 by the Minority Cor- to) errors or omissions; the accuracy By Patrick Folliard M.J. Mrvica Associates Inc. porate Counsel Association, ­Diversity or reasonableness of factual or other at [email protected]. & the Bar is published six times a data, including statistical or scientific year and is distributed to supporters assumptions, studies or conclusions; MCCA® Membership and subscribers, 1111 Pennsylvania the defamatory nature of statements; | PROFILE IN PERSEVERANCE Please visit www.mcca.com/ 64 Avenue, NW, Washington, DC 20004. ownership of copyright or other Senator Cyrus Habib: membership for membership The information contained in this intellectual property rights; and the vi- information. publication has been provided to olation of property, privacy or personal Illuminating the Darkness General Information and the Minority Corporate Counsel rights of others. MCCA is not respon- By Tom Calarco Address Changes Association (MCCA®) by a variety of sible for, and expressly disclaims and Send your questions, complaints and independent sources. While MCCA denies liability for, damages of any compliments to MCCA®, Kim Howard, makes every effort to present accurate kind arising out of use, reference to or | MOVERS & SHAKERS CAE, Editor in Chief, kimhoward@ and reliable information, MCCA does reliance upon such information. No 68 mcca.com. Address changes should be not endorse, approve or certify such guarantees or warranties, including sent to [email protected]. information, nor does MCCA guarantee (but not limited to) any express or im- Permissions and Reprints the accuracy, completeness, efficacy or plied warranties of merchantability or Reproduction of Diversity & the Bar in chronological sequence of any such in- fitness for a particular use or purpose, whole or in part without permission is formation. Use of such information on are made by MCCA with respect to prohibited. To obtain permission, visit the readers’ part is entirely voluntary, such information. www.mcca.com/dbmagazine and click and reliance upon it should be under- Copyright in this publication, in- on reprint request. taken only upon independent review cluding all articles and editorial infor- and due diligence. References to any mation contained herein, is exclusively commercial product, process or ser- owned by MCCA, and MCCA reserves vice by trade name, trademark, service all rights to such information. mark, manufacturer or otherwise shall MCCA is a tax-exempt corporation not constitute or imply endorsement, organized in accordance with section preference, recommendation or the 501(c)(3) of the Internal Revenue Code. favor of MCCA. Its tax ID number is 13-3920905. MCCA (including its employees and agents) assumes no responsibility for consequence resulting from the use of the information herein, or in any respect for the content of such information, including (but not limited NOTES FROM THE PRESIDENT & CEO BY JOSEPH K. WEST

When Talent Development Is Purposeful, It Pays Dividends

United Continental Holdings Inc.’s CEO Oscar Munoz took medical leave indefinitely in mid-October. His temporary replacement is the company’s General Counsel, Brett J. Hart, who is acting CEO. Mr. Hart is also a minority and included in our 16th Annual General Counsel Survey.

United said that Mr. Hart had taken on a broader role since becoming general counsel and had given him oversight of customer service. Like many of his peers, Mr. Hart’s legal work stepped beyond his role as general counsel. According to our survey, only 51 general coun- sel of color make up the Fortune® 500, down from 54 the year before. More than 60 of these compa- nies have appointed new chief counsel since the previous survey. The need for bench strength is clear. Only fi ve (six if you count Mr. Hart) CEOs of Fortune® 500 companies are African-American yet 12.9 percent of America’s population are Afri- can-American according to the 2010 U.S. Census forts in your organizations. Please add these 2016 Bureau’s National Population results. Had Mr. event dates to your calendar: Hart not been part of United’s c-suite, he could ■ April 13-16, General Counsel Summit, Palm not have been considered for his current role as Beach Gardens, Fla.; acting CEO. Diversity and inclusion initiatives ■ July 18, Creating Pathways to Diversity Confer- matter not only for the business benefi t to the ence, Washington, DC; organization but for the future leaders we create ■ July 19, Diversity Gala, Washington, DC; and today for tomorrow. ■ October 6-7, CLE Expo, New Orleans, La. 120 women are now GC of Fortune® 500 com- Finally, we are delighted to bring you anoth- panies, up from seven more than a year ago and 15 er diverse group of lawyers in our 2015 Annual more than two years ago. This is the fi fth straight Rainmakers list. These talented lawyers hail from year that the roster of women has topped 100. But, a variety of fi rms, practices and experiences, but men still enjoy a 2-to-1 advantage in landing jobs one thing that they all have in common is that they as the GC of Fortune® 500 companies. Interest- truly understand their clients. Additionally, their ingly, male-dominated industries are choosing books of business refl ect their success. We hope women to lead their legal teams, a trend that has that you enjoy reading this issue as much as we continued in the last few years. have enjoyed putting it together. As we usher in 2016, please know that MCCA continues to bring you the tools, resources and network to expand your diversity and inclusion ef- MCCA_law www.facebook.com/mcca.law

4 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM

BUSINESS TRANSACTIONS BY ALONZO L. LLORENS

The Business of Africa: Can It Become the Next China?

With a land mass equal to the sum of the land mass of the United States, India and Europe combined and a population of roughly 1.2 billion people, as of 2015, the continent of Africa has unlimited economic potential. There are multiple challenges that currently prohibit Africa from reaching its full economic potential. However, all of these challenges can be overcome and, with positive change, business transactions between African and U.S. companies can sharply increase. According to World Population Review, Africa is exchanges compared to the S&P, as of July 31, 2015, made up of 54 sovereign states and countries, two de based upon data provided by Investing In Africa, is facto independent states and nine territories. Popula- shown in the chart on the left. tion on the continent has grown rapidly over the past There are several well-known challenges in parts of 40 years, and its population is youngest among all of Africa that affect the private sector’s ability to maxi- the continents. At 1.2 billion people, the continent of mize business opportunities. These include terrorism, Africa only falls behind the countries of China (1.4 the stability of certain governments, corruption, health billion) and India (1.24 billion) in terms of total popula- concerns and war. Additionally, while there are many tion, according to the World Factbook. African stock exchanges, many of them face challenges as well, including lack of liquidity, lack of transparency Stock Market 1Y 3Y 5Y and lack of reliable, up-to-date technology. Johannesburg Stock Exchange –9.9% –3.4% 6.7% As indicated above, many people believe that these Nigerian Stock Exchange –41.8% 5.7% –11.0% challenges are not insurmountable. An emphasis on the Zimbabwe Stock Exchange –22.7% 9.4% 11.0% following will go a long way in doing so: ■■Continued focus on Africa by the U.S. from a foreign S&P500 9.0% 52.5% 91.0% policy perspective. The Obama Administration has placed special ■■Continued economic investment by the U.S. in Africa. emphasis on Africa, as reflected in President Obama’s ■■Investment of private capital in U.S. companies seek- visit to Kenya for the 2015 Global Entrepreneurship ing to do business in Africa. Summit. This summit was the sixth annual gather- ■■Increasing strategic partnerships between U.S. corpo- ing of entrepreneurs at all stages of business devel- rations and African companies. opment, business leaders, mentors and high-level ■■Training of African Stock Exchanges by the U.S. Secu- government officials. Another example of the U.S. rities and Exchange Commission. commitment is the Overseas Private Investment While there are many factors that currently limit the Corporation, which “helps U.S. businesses gain foot- amount of business activity between U.S. companies holds in emerging markets, catalyzing revenues, jobs and African countries, the opportunities are substan- and growth opportunities both at home and abroad,” tial. As such, the U.S. government and the U.S. private according to its website. As a result of President sector must continue to eliminate and overcome these Obama’s Power Africa initiative, unveiled in 2013, challenges. African business can generate an enormous OPIC has played a major role by committing $1.5 volume of business transactions under the right circum- billion of financing and insurance to develop energy stances. So as the business in Africa attempts to take off, projects throughout sub-Saharan Africa. the U.S. and U.S. businesses should lead the way. ■ It is also noteworthy that there are 29 stock ex- changes in Africa representing 38 nations’ capital ALONZO L. LLORENS (allorens@gordonrees. com) is a partner with Gordon & Rees LLP and a markets. Three of the oldest exchanges in Africa are member of the Business Transactions Practice the Egyptian Exchange (founded in 1883), Johannes- Group. burg Stock Exchange (founded in 1887) and Casablanca Stock Exchange of Morocco (founded in 1929). An example of total returns for three of the largest African

MCCA.COM NOV.DEC.2015 DIVERSITY & THE BAR 5 CAREER EVOLUTION BY DEANNA D. ALLEN

Pearls of Wisdom from Your Peers

THIS COLUMN HAS PROVIDED ME WITH A PLATFORM to encourage attor- is hugely important to stay positive neys to take active ownership of their careers, to not overlook the importance and say to yourself, ‘Six months from now I will be in a much better of developing their soft skills and to be proactive and persistent about finding place.’ Develop your professional (or, if necessary, rooting out) opportunities for career development. In this, relationships now.” the last installment of this column for the year, I share responses to two pro- “I decided to stay at a large fi rm, fessional development questions that I posed to several senior-level in-house even though it was not a good fi t. I attorneys whose careers are thriving. I know from personal observation and talked with my mentors who helped me develop a plan to gain the expe- experience that these attorneys care deeply about our profession and believe riences from the fi rm that would be that diversity plays a positive and synergistic role in their own development most benefi cial to me professionally. and in that of the profession at large. I learned that you need to have a plan for every position you Question 1: Describe some- take.” thing you have done as part of your personal profession- The above responses provide al development that had a me the privilege of closing very positive impact on your out the fi nal column of 2015 career. with messages of honesty, grit, vulnerability, strength and “Building my personal brand strategic vision that under- to refl ect the qualities my score what I hope have been [company] values most has key themes of this column. signifi cantly and positively ISTOCK Regardless of whether your impacted my career develop- career feels like it’s skyrock- ment. My internal clients rely on my eting or stagnating, be strategic, be brand’s consistency, and I thrive on genuine, be engaged, be determined representing my brand unapologeti- and be resourceful. We each are cally and without compromising my comfort zone, do something totally works in progress, and we each ex- ethics and values.” diff erent, meet new people across perience ups and downs. Through- the organization and get out into the out it all, however, we each have “I took a job at a litigation boutique community. Personally, I found it tremendous power to direct where law fi rm right out of law school. very rewarding to build something we go within the profession—I hope The skills that I acquired from that new that would have an impact.” that this column has encouraged you experience in terms of critical think- to fully use yours! ■ ing, managing cases and people, and Question 2: Describe a time when DEANNA D. ALLEN managing client expectations have you faced a diff icult career chal- ([email protected]) is a proven to be very valuable in my lenge. How did you deal with it, partner at Cooley LLP and professional career.” and what did you learn from it? a member of the Intellectual Property “I helped form and lead the His- “I have been laid off twice. During Litigation and Patent panic and Latino employee affi nity the time of a job transition, the Counseling & Prosecution group. It enabled me to get out of my uncertainty is extremely stressful. It practice groups.

6 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM DIVERSE PROFESSIONAL DEVELOPMENT BY LUCY L’HIRONDELLE

Calgarians Celebrating Diversity

NEVER SAY NEVER. A lot can happen in a few short years, as evidenced by the progress that Calgary has made as a city in terms of promoting and supporting diversity and inclusion, and Norton Rose Fulbright Canada LLP (Norton Rose Fulbright) is ecstatic to be an active leader and contributor to such progress. While our commitment to diversity and inclusion spans many diverse communities, our continued support of, and contribution to, the LGBTQA community is but one testament of the firm’s commitment to further promote and support diversity and inclusion.

Our Montréal, Toronto and Ottawa in celebrating diversity, inclusion and important community projects. I credit offices have actively supported LGBTQA human rights. Mayor Nenshi constantly this holistic approach as the innovative organizations such as Pride at Work, stresses that “It’s about inclusion. It’s heart of the Calgary office. Supporting Out on Bay Street, Out on the Shelf, about diversity. And the thing that makes corporate diversity is just good business, Egale Canada, GRIS-Montréal and the us successful, as I’ve said many, many and many firms are starting to realize Canadian Centre for Gender and Sexual times, is that here in this city we wel- that. It is in the support of the communi- Diversity, to name a few. The Calgary come everyone, and we give everyone the ty organizations that we stand out. office has recently picked up the pace chance to live a great life.” Norton Rose Clients look to Norton Rose Fulbright on its support, having become a strong Fulbright couldn’t agree more. to use the synergies it has developed supporter of Calgary Pride, the SHARP Brian Burke’s move to the Calgary across multiple jurisdictions, and this Foundation and Pride at Work. In the Flames may prove to be another signif- holistic approach is just another method past year alone, the Calgary office has icant factor in effecting change to the of developing those synergies. The firm’s emerged as a true leader in the LGBTQA once conservative cow-town. Burke has work does not stop at its office doors, community in Calgary and has become been a well-known gay rights ambassa- and neither does its support of diversity the first national firm sponsor of Calgary dor and has spoken at multiple seminars and inclusion. While we are proud to be Pride in 2014–15 and the exclusive named and events on the topic of inclusion and an industry leader in Calgary, greater sponsor of the Pride kickoff party. anti-bullying. This is an important mes- strides toward creating a more diverse The involvement of our Calgary sage for everyone, and we can be proud and inclusive city will be better devel- office with the SHARP Foundation, that it is one associated with Calgary’s oped as more companies and firms get Calgary Pride, Pride at Work and others NHL team. on board. ■ has shown us that LGBTQA events are Merging the LGBTQA community (lucy. on the rise and gaining momentum, with the corporate community is the LUCY L’HIRONDELLE lhirondelle@nortonrosefulbright. with attendance at longstanding events next big step for Norton Rose Fulbright’s com) is an associate in the at an all-time high. A perfect example is National Pride Committee. I serve as the Litigation Practice Group at the the new parade route for this year’s Cal- Calgary representative on the committee, Calgary office of Norton Rose gary Pride Parade, which after 25 years, and my work facilitating connections Fulbright. Her focus is on has outgrown its traditional Eighth between the corporate-focused organi- commercial litigation, and she is Avenue route. zations with community ones is a central acquiring experience in management-side The increased involvement of this focus of my involvement. As a major employment matters. She is a member of the National PRIDE Committee and volunteers with office in Calgary’s LGBTQA community international firm, we are in the position ProBono Alberta. The author wishes to thank mirrors a shift in the manner in which to leverage our size and scope to make Elisabeth Trotter and Noren Hirani, students at Calgarians tend to see and promote a change. We choose to be a part of the Norton Rose Fulbright Canada LLP, for their diversity in the city. Spurred by Mayor communities around the globe in which contributions. Naheed Nenshi’s election in 2010, the our firm conducts business and to focus city of Calgary has made great headway not only on corporate initiatives but also

MCCA.COM NOV.DEC.2015 DIVERSITY & THE BAR 7 GENERAL COUNSEL INSIGHT BY MIGUEL R. RIVERA SR.

Creating and Sustaining an Effective Partnership with the Business

NOTHING IS MORE IMPORTANT TO THE EFFECTIVENESS of an in-house legal solutions to real-world business attorney than the relationship she forms with her business partners. The problems is how an in-house attorney creates partnerships and maintains relationship between outside counsel and the business client is one of trust. contract and choice and is primarily a managed business affiliation. However, the in-house attorney’s relationship with the business client is direct and Pragmatism The legal advice she gives as in-house personal and not one that leaves the business client with much of a realistic counsel must be pragmatic. An aca- choice. The in-house attorney must be cognizant of this difference and work demic approach that is correct legally but that does not provide real-world deliberately to maintain a solid and close relationship with the business. solutions does nothing for the client, Trust focus and her significant abilities and and it quickly erodes both trust and The single most important character- experience to resolving difficult issues partnership. Being “right” may make istic impacting an in-house counsel’s for the client. the in-house attorney feel good, but ability to be an effective advocate for The emotional release that the cli- it does nothing for the client, and it her business partners is a strong re- ent has after issues are resolved binds does nothing to move the business. An lationship of trust. Trust is the milieu the client to the attorney and creates attorney’s advice that can be opera- in which the attorney-client relation- bonds of trust that will serve to make tionalized and that helps achieve the ship thrives and grows. The trust her the in-house attorney more effective businesses’ goals and strategies, while business partners have in her is the in providing advice in the future. The complying with the law and ethics, in in-house attorney’s most important in-house attorney must protect her ways that are effective and practical, is relationship of trust with the client pragmatic legal advice. The emotional release that and ensure that nothing she does Practicing law as an in-house undermines that trust. attorney is rewarding and challenging. the client has after issues The most rewarding relationships are Partnership those formed based on trust earned, are resolved binds the client Too many times law departments be- an effective partnership and success to the attorney and creates come the place where ideas go to die, that comes to the business because of where projects are slow tracked and pragmatic legal advice. The in-house bonds of trust that will serve where far too frequently the answer attorney cannot go wrong working to make the in-house attorney is “no.” This erodes trust and destroys to achieve these three relationship the partnership. In-house attorneys attributes. Achieving this will lead to a more effective in providing must learn to close doors only when successful and long-term relationship they open other doors for the client with the business. ■ advice in the future. and find other ways to achieve the businesses’ objectives and strategies. MIGUEL R. RIVERA SR. ([email protected]) is a and valuable asset. Trust is difficult to The business must see the in-house former general counsel and earn and easily lost. Trust comes from attorney as its partner in achieving its commissioner of labor. spending time with the client, under- businesses strategies. If the business standing the business and being in the does not, it will ignore her advice, trenches with the business partner or worse, refuse to seek her advice. during times of stress and difficulty. Working hard to comply with the law, It comes when the in-house attor- regulations, ethics and good busi- ney devotes the time, energy, mental ness practices while finding creative

8 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM 2016 Calendar of Events

April 13-16 July 18 General Counsel Summit Creating Pathways to Diversity® PGA National Resort & Spa Conference Palm Beach Gardens, FL Renaissance Hotel Washington, DC

Eric Holder Former U.S. Attorney General Lifetime Achievement Honoree

July 19 October 6-7 Diversity Gala CLE Expo John F. Kennedy Center for the Hyatt Regency New Orleans Performing Arts New Orleans, LA Washington, DC

Visit www.mcca.com/events

For sponsorship opportunities, visit www.mcca.com/events for more details please contact Shikha Bhatnagar, Director of Development at [email protected] or 202.739.5902.

SPOTLIGHTING BY PATRICK FOLLIARD

Ramón A. Abadin

RAMÓN A. ABADIN IS ON A MISSION and, as the president of the third list of achievements in his three- largest bar association in the nation, in an ideal position to effect change. decade-long career. Despite his accomplishments, however, Abadin As president of The Florida Bar, he is determined to bring the legal industry recognizes that he, too, must con- into the 21st century, challenging attorneys to recognize the importance of tinue to evolve and embrace change technology and the ways in which it is transforming the legal marketplace. to be successful. “I’m 56. Without changing, I “Technology is changing every can serve more customers and have can survive another 10 years— aspect of our practice,” Abadin a better life. Technology allows maybe,” he says. “But as a firm says. “For instance, a little over you to work from anywhere, which leader and bar president, I have five years ago there was no iPad, impacts our business and our per- an obligation to make sure other and now my entire work life is sonal lives. It means, for example, lawyers can stay in business and conducted from this device. Tech- that commuting times are down practice law, which requires that I nology changed my practice and, and family time is up.” also embrace the change.” similarly, it’s changing the entire Abadin also notes that tech- Larry D. Smith, a founding legal profession in terms of how nology creates additional oppor- partner of Southern Trial Counsel we practice, where we practice and tunities for minorities in the legal PLC in Orlando, and a member of how legal services are delivered. community—an advancement The Florida Bar is unsure old dogs As a result, the marketplace also that he strongly supports as a can learn new tricks. But, that said, Cuban-American and advocate for he adds, “Ray [Abadin] presents the a diversified legal profession. Cor- need for technological advances in porate clients can more easily hire the legal community with a clear There will be huge opportunities minorities directly at various firms sense of urgency, framed with a rap- to do subject-specific work. idly changing global environment. for those who embrace new “Minority attorneys can now Ray is already there and reaching technology. Lawyers can serve go to a client and say, ‘I have the back to help slow learners like me.” right experience; I can offer a Abadin’s advice is welcome, says more customers and have a better price and a quicker turn- Smith. “Ray leads from within; that better life. around, and I don’t have to be in is, he internally motivates people to a big firm,’” Abadin says. “And if want to do better. He has a simple, we don’t adapt and embrace that clear vision, which he implements change, I don’t think the current with confidence and courage. He has evolved and is no longer law- model that we’re under will sur- guides those around him with an yer-centric—it’s consumer-centric.” vive very long.” easy hand, encouraging them to do According to Abadin, a Cu- In addition to his responsibili- better, rather than demanding that ban-American, who practices with ties to The Florida Bar, Abadin is an they not do less.” the international litigation firm accomplished trial attorney who fo- Abadin’s strong values of Sedgwick LLP, it is imperative cuses his practice on complex com- leading by example and working for attorneys to understand and mercial and business litigation with hard are unsurprising considering welcome these changes. He is con- an emphasis on insurance matters his roots and upbringing. Born in vinced that those who adapt will from the firm’s Miami office. He Cuba, Abadin immigrated with his survive and ultimately thrive. has represented some of the world’s family to the United States when “There will be huge opportu- largest, international corporations he was one year old. nities for those who embrace new in their most high-stakes legal chal- “When we left, my parents took technology,” Abadin says. “Lawyers lenges and has amassed a lengthy only one suitcase filled with baby

10 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM clothes and diapers for And because he speaks me. They believed we’d perfect Spanish (neither be going back soon. But his English nor Spanish is it didn’t quite work out accented), Abadin has a leg that way.” up. “I was recently speaking Instead, the family with Cuban diplomats, and resided first in Atlanta, my Spanish gave me a visceral relocated to New Or- connection with them. No leans and later settled filter. No need to interpret in Miami. Abadin’s nuances or inflections. It was father, who had been a substantive conversation.” a lawyer in Havana, As a Cuban-American worked a number who has received support of different jobs to and guidance from many support their family. mentors throughout his ca- Despite dealing with a reer, Abadin believes in pay- significant transition to ing it forward by supporting a new country, Abadin the advancement of quali- describes an idyllic fied minorities and women childhood where he in the Bar. During his tenure played ball with the same friends every Juliet M. Roulhac, regional manager as president-elect of The Florida Bar, day after school and neighbors who were and an attorney at Florida Power & Light for instance, he appointed the highest like extended family. Company, says Abadin gets to the heart number of women to leadership and “My parents stressed the value of of the matter very quickly and frames the committee positions of any of the Bar’s things that couldn’t be taken from you: case from the beginning. past presidents to date. education, integrity, friendship,” he says, “He is very transparent and says “The only barrier had been the pen of “And hard work—there’s no substitute for what he thinks and does what he says,” the person making the appointments. I had hard work.” Roulhac said. “He is a strong trial lawyer, an opportunity to change that, so I did.” Abadin took this message to heart, so much so that I recommended him to In the same straightforward and and he also held numerous odd jobs that co-counsel in a significant FPL matter determined manner, Abadin hopes also to required hard work from a young age, that the company was defending. His effect change with his focus on technol- starting with a paper route. While earning transparency will serve him well as bar ogy. “The changes are truly cataclysmic,” his bachelor’s degree at Tulane Universi- president, also.” he says. “The law is the last professional ty, he also spent summers on a Mississippi It just so happens that Abadin’s term bastion to be affected by the rapid change dredge boat. He worked his way through as president of The Florida Bar is coincid- in technology, and there is a lot coming a law degree at Loyola University New ing with the opening of Cuba, and he is its way. Orleans School of Law, which laid the delighted. “Many of us lawyers are risk averse by foundation for his active and successful “My term as Bar president could have nature and creatures of comfort. We’re trial practice. been a year later or earlier, but it has wired to look backward and be cautious,” “I love the complicated, hard cases. worked out very serendipitously. I’ve said Abadin says. “But right now we need to be And I love to go to trial,” Abadin says. “Of publicly that I want to take the bar on a more flexible and think toward the future. course, most cases are litigated to a reso- high-level delegation to meet with the Cu- Only then will we succeed.” ■ lution outside of court, which is often in ban government and legal establishment ([email protected]) is a the client’s best interest. But I’m happiest to explore building a legal framework PATRICK FOLLIARD freelance writer based in Silver Spring, Md. in court.” where we can work with each other.”

MCCA.COM NOV.DEC.2015 DIVERSITY & THE BAR 11 MCCA’S 16TH ANNUAL GENERAL COUNSEL SURVEY 12 DIVERSITY &THE BAR will prove successful ifwe don’ttry. be won. give upornotbotheratall.Somestrugglescannot the constant tidesof adversity. It’s tempting to make adiff erence—if we try. to each starfish. likely wash uponthesandagain. tossing beached starfish back into thewater oneatatime. an adulthappensuponachildalongshoreline whois IN THEOFT-TOLD“STARFISHTHROWER”STORY, as Legal Chiefs and Women Minorities On theotherhand,we won’t know which endeavors Granted, itcan seemimpossible against This tale isareminder thateach of uscan The youngster pointsoutthathiseff ortisimportant “Why?” theadultasks.Most orallof thecreatures will NOV.DEC.2015 MCCA.COM JOIN US FOR A LOOK at the current representation of minorities and women among Fortune® 500 and Fortune® 1000 general counsel. You’ll likely see how you can help bring sea change to improve the hiring, promotion and retention of these historically underrepresented populations in corporate leadership.

MCCA.COM NOV.DEC.2015 DIVERSITY & THE BAR 13 MCCA’S 16TH ANNUAL GENERAL COUNSEL SURVEY 14

DIVERSITY &THE BAR Minorities Fortune® 500 businesses employing interimoractinggeneral counsel. new chiefcounselsincetheprevious survey. Thisexcludes previous roster had54minorities. cording tothisyear’s MCCAGeneral Counsel . The Survey these companies. a dipinthenumberofminoritygeneral counselamong 500 legalchiefsayear agohave vacated thoseposts, fueling ONE INFOUR AFRICAN-AMERICANSwhowere Fortune® By Lydia Lum Can Slipping Backward Result inMoving Forward? Minorities asGeneral Counsel COMPANY CBS Illinois Tool Works Bristol-Myers Squibb Office Depot Centene PG&E Corp. eBay Cummins Xerox Fluor Abbott Laboratories Aflac Raytheon U.S. Foods McDonald’s Publix SuperMarkets 3M Cigna United Continental Holdings United Parcel Service PepsiCo Google MetLife Home Depot Citigroup AmerisourceBergen “The decrease inminorityGCsisparticularlyalarming Yet more than60ofthesecompanieshave appointed Only 51GCsofcolorpopulatetheFortune® 500, ac

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GENERAL COUNSEL Lawrence P. Tu Maria Green Sandra Leung Elisa D.Garcia C. Keith Williamson Hyun Park Marie OhHuber¹ Sharon Barner Don H.Liu Carlos Hernandez Hubert Allen Audrey BooneTillman Frank R.Jimenez¹ Juliette Pryor Gloria Santona John Attaway Jr. Ivan Fong Nicole Jones Brett Hart Teri PlummerMcClure Tony West David C.Drummond Ricardo Anzaldua Teresa WynnRoseborough Rohan Weerasinghe John Chou MCCA.COM - tions alsostruggle tokeep momentumgoing.” than law firmsindeveloping diverse talent,butcorpora- West says. “Corporations have historically doneabetterjob previous survey. 500 losing25percent ofitsAfrican-Americans from the clearly aneedformore benchstrength.” has beenplentyofopportunityinthepast year, sothere’s says Joseph West, K. MCCApresident andCEO. “There because ofthetremendous turnover across theboard,” “Even thoseGCslost toattritionreinforce my point,” Retirement isoneofthereasons behindtheFortune® RANK 2014 212 201 195 194 186 182 172 154 143 136 134 132 129 128 110 101 98 90 79 47 44 40 39 33 28 16 RANK 2013 182 171 176 248 251 183 180 168 137 109 136 125 126 133 106 104 101 97 78 50 43 46 42 33 26 28 INDUSTRY Health Care: Insurance andManaged Care Airlines Mail, Package andFreight Delivery Food ConsumerProducts Internet andRetailing Services Insurance: Life, Health (stock) Specialty Retailers: Other Commercial Banks Wholesalers: Health Care Entertainment Industrial Machinery Pharmaceuticals Specialty Retailers: Other Health Care: Insurance andManaged Care Utilities: GasandElectric Internet andRetailing Services Construction andFarm Machinery Information Technology Services Engineering, Construction Medical Products andEquipment Insurance: Life, Health (stock) Aerospace andDefense Wholesalers: Food and Grocery Food Services Food andDrugStores Miscellaneous 1 bright spotsasfartoofew. Afterall,last year’s 54minority Dorch joinedPeabody Energy (398)from Harsco. dustries (390)from AmericanWater Works, Verona andA. this year: Kellye Walker jumpedtoHuntington IngallsIn- Waste Management (217).Two women have won GCjobs out ofrecent jobopportunities. dwindled, African-Americans haven’t beencompletelyshut hiring.”diverse candidateswhenthey’re talent development, corporations needtoseek outmore ongoing efforts. Inadditiontoincreasing andimproving New to list New COMPANY Hanesbrands Automotive GroupAsbury Spectra Energy Anixter International Symantec Peabody Energy Huntington Ingalls Industries Agilent Technologies PetSmart Hershey American Family Insurance Group Dover Broadcom Avis Budget Group Targa Resources Corning Unum Group Ross Stores Guardian Life Ins.Co. ofAmerica Praxair Entergy Consolidated Edison DaVita HealthCare Partners SYNNEX Waste Management Still, somelongtimediversity championsviewthese Barry Caldwell was promotedat tochieflegalofficer Although theirrepresentation intheFortune® 500has He adds, “Thisillustrates theimportanceofMCCA’s GENERAL COUNSEL Joia Johnson George Villasana Reginald Hedgebeth Justin Choi Scott Taylor A. Verona Dorch¹ Kellye Walker¹ Hajime Tada¹ Paulette Dodson Leslie Turner Mark Afable Ivonne Cabrera Arthur Chong Michael Tucker Paul Chung Lewis Steverson Lisa Iglesias¹ Ken Jew¹ Tracy Rich Guillermo Bichara¹ Marcus Brown Elizabeth Moore Kim Rivera Simon Leung Caldwell¹Barry sponsorship. down thenumbersoflaw firmpartnersofcolor:alack result from thesameproblem thathashistorically held modest annualheadcountsofminoritylegalchiefsmight compliance officeratGap(188). dent, globalgeneral counsel,corporate secretary andchief board membersince2007, Banks isexecutive vicepresi- says MichelleBanks, chairofMCCA’s board ofdirectors. A the Fortune® 500backslideafterseveral years ofincreases,” counts were 45and41,respectively. 50s. In2013, itwas 48. In2012and2011,theminorityhead GCs marked thefirst timethefigure had broken intothe MCCA.COM MCCA board memberRicardo Anzalduabelieves these “It’s disappointingtoseethenumberofminorityGCsin RANK 2014 490 450 449 420 405 398 390 389 386 376 358 346 340 336 329 297 279 269 254 249 241 236 231 220 217 RANK 2013 530 472 461 420 378 365 382 384 376 366 373 301 328 340 395 343 272 277 245 233 242 225 230 260 207

NOV.DEC.2015 INDUSTRY Apparel Automotive Retailing, Services Pipelines Wholesalers: Diversified Computer Software ProductionMining, Crude-Oil Aerospace andDefense Scientific, Photographic andControl Equipment Specialty Retailers: Other Food ConsumerProducts Insurance: Property andCasualty(Stock) Industrial Machinery Components Semiconductors andOtherElectronic Automotive Retailing, Services Pipelines Network andOtherCommunications Equipment Insurance: Life, Health (stock) Specialty Retailers: Apparel Insurance: Life, Health (Mutual) Chemicals Utilities: GasandElectric Utilities: GasandElectric Health Care: Medical Facilities Wholesalers: Electronics andOffice Equipment Waste Management

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DIVERSITY &THE BAR 1 Minorities Fortune® 501–1000 ners atthefirmnever looked anything like theincoming cent,” Anzalduarecalls. “But thedemographics ofpart associates was 50percent andforpeopleofcolor, 20per junior ranks. associates.” munication between supervisingpartnersandthediverse partner. There was oftenlackofrapport andlackofcom- were lesslikely todraw assignmentstheyneededtomake Steen &Hamilton LLP. “Consequently, diverse lawyers who rose topartnerduringhis17years atClearyGottlieb professionals tohave white, malesponsors,” says Anzaldua, tify protégés wholooklike them,soitwas rare fordiverse New to list New COMPANY RCS Capital Popular Public Storage Hawaiian Holdings Triple-S Management ExplorationNewfield SunEdison WGL Holdings Carter’s Sabre Varian Medical Systems Citrix Systems EP Energy C.R. Bard Alliant Energy Hubbell Lennox International Smart &FinalStores Towers Watson KeyCorp Andersons MasTec NVIDIA Zoetis Bemis Neiman Marcus Group “Some years, theproportion ofwomen amongfirst-year Interestingly, acriticalmassofdiversity populatedthe “If you lookatany organization, sponsorstendtoiden-

NOV.DEC.2015

GENERAL COUNSEL James A.Tanaka Javier D.Ferrer-Fernández¹ Lily Yan Hughes¹ Hoyt Zia Carlos L.Rodríguez-Ramos Timothy D.Yang¹ Martin Truong Leslie T. Thornton Michael C.Wu Rachel Gonzalez John Kuo Tony Gomes¹ Marguerite Woung-Chapman Samrat Khichi¹ James Gallegos An-Ping Hsieh John Torres Donald Alvarado Kirkland Hicks Paul Harris Naran Burchinow Alberto deCardenas Brian Cabrera Heidi Chen Sheri Edison Tracy Preston MCCA.COM - - lawyers alsoincludewhitemen. potentially highperformers. Theseraciallythey’re diverse ing juniorcounselwhoseenergy andcommitmentindicate in theprocess oflaunchingasponsorshipinitiative target vice president andgeneral counsel,thelegaldepartmentis to have adequatesponsorship.” diversify thelegalprofession, women andminoritiesneed people aboutunconsciousbias. Andifwe’re goingtobetter firms. When you getdown toit,it’s importanttoeducate deliberate effortto avoid having diverse partnersatlaw ning away from diverse general counsel,just like there isn’t remarkable.” class. It was still primarilywhitemen,sotheattritionwas RANK At MetLife (39), where Anzaldua iscurrently executive He adds, “Idon’t thinkthere’s deliberate focusonrun- 2014 981 970 952 920 919 903 869 801 779 763 745 725 721 700 697 695 693 677 676 592 569 562 553 538 534 533 RANK 2013 820 974 926 865 790 967 849 798 712 737 741 990 720 687 705 689 648 541 453 567 589 492 527 INDUSTRY Securities Commercial Banks Miscellaneous Airlines Health Care: Insurance andManaged Care ProductionMining, Crude-Oil Components Semiconductors andOther Electronic Energy Apparel Internet andRetailing Services Medical Products andEquipment Network andOtherCommunications Equipment ProductionMining, Crude-Oil Medical Products andEquipment Utilities: GasandElectric Electronics, Electrical Equipment Industrial Machinery Food andDrugStores Diversified Outsourcing Services Commercial Banks Food Production Engineering, Construction Components Semiconductors andOtherElectronic Pharmaceuticals Packaging, Containers Specialty Retailers: Apparel - bid fortheservices ofMarie OhHuber, who most recently and theU.S. DepartmentofHousing andUrban Development. and ITT. He hasalsoheldjobsatthe U.S. Department ofDefense (129). Earlierinhiscareer, Jimenez was chief counselatXylem R. Jimenez, who joinedaerospace anddefensetitanRaytheon the nation’s 1,000 most prosperous companiesincludeFrank The peopleofcolorwhorecently becamethetoplawyers at Career Moves cans andonemulti-ethnic. can-Americans, seven Hispanics, sixAsian-Pacific Ameri- Thepreviousmulti-ethnics. survey showed eightAfri - cans, nine Hispanics, 10Asian-Pacific Americansandtwo gain offourmen. en, withthelattertallyunchangedfrom ayear ago, plusanet 1991. At Zoetis(538),Chenwas namedgeneral counselin2012. Alvarado hasheldhispost atSmart&FinalStores (677)since after anabsence. Fortune® rankings forthefirst timeor returned tothelist In fact,itstems partlyfrom companiesthatclimbed intothe head countdoesn’t result from hiringandpromotion alone. color, fourmore thanayear ago. known asFortune® 1000—thecurrent roster has26GCsof one ofwhomwas SouthAsian—andonemulti-ethnic. can-Americans, 10Hispanics, 14 Asian-Pacific Americans— latter isSouthAsian.Theprevious survey yielded29Afri- 11 Hispanicsand15Asian-Pacific Americans. Oneofthe and onewoman from ayear ago. sist of31menand20women. That’s anetlossoftwo men The minoritylegalchiefsintheFortune® 500thisyear con- By theNumbers Anzaldua says hewelcomes ideasbesidessponsorship, too. protégés becomespartoftheirannualperformancereview. Anzaldua says ofthejuniorlawyers. just drop themintoourorganization tofendforthemselves,” first chaironacase. involved withapublicoffering, whilealitigatoroughttobe on career goals. Asecuritieslawyer, forinstance, shouldbe vise career development plansforthejuniorcounsel based to sponsor at least one of these junior professionals. They de Elsewhere, Internet marketplace eBay (172) successfully The breakdown by race thisyear isfive African-Ameri- Currently, theFortune® 1000has19menandseven wom- Two examples are GCsDonaldAlvarado andHeidi Chen. But it’s importanttonotethatthisnetincrease inthe When surveying Fortune® 501–1000 companies—also The breakdown by race thisyear is25African-Americans, To holdsponsorsaccountable, theirwork withthe “The ideaistocreate professional competenciesandnot Each seniormemberofAnzaldua’s legalteamisrequired - more from General Mills. Palmore hasshiftedtoprivate practice. from CH2MHillandR.Rene Carsonfrom INTLFCStone. Restaurants, Ricardo Nuñez from HDSupply, Gregory Nixon Government Development Bank forPuertoRico. practice, Ferrer-Fernández has also beenpresident ofthe ny tohire Javier D. Ferrer-Fernández. Formerly inprivate which paved theway forthecommercial bankingcompa- chief legalofficerto president andchiefoperating officer, natural gasexploration andproduction sector. another company, Yang isa12-year veteran oftheoiland at Newfield Exploration (903). Formerly thelegalchiefat while Timothy D. Yang was hired tothecounterpartposition solutions. sel ofCitrixSystems (725),whichdevises mobileworkspace C.R. Bard (700).Tony Gomeswas promoted togeneral coun- Pharma Solutions, Samrat Khichinow leadsthelegalteamat Group (279). more years thannot,leftWellCare Health PlansforUnum counsel. LisaIglesias, whohasappeared inMCCA’s survey tributor, andatRoss Stores (269), Ken Jew rose togeneral when James Breedlove retired from theindustrial gasdis- unit atthecompany. he previously served asleadcounselofthelargest business Hajime Tada becominginterimGCofAgilent (389), where ran thelaw departmentofAgilent Technologies. Thatledto former reporter for theHouston Chronicle andFort Worth Star-Telegram . A freelance writer andeditor, aldua says. “We have aserious, moral obligationtodoso.” count isonlyonemore thanayear ago. corporations won’t grow soon—if atall.Asitis, thehead minority general counselamongthenation’s 1,000 biggest address thisproblem.” attitudes.old-school Let’s talkaboutwhatelsewe candoto not just give speeches, norshouldwe just complainabout “It’s abeginning. Thoseofuswhoare diverse GCsshould change andexpand opportunitiesforothers. lieves that heandhisGCpeersare inidealpositionstoeffect Anzaldua, theMetLife GCandMCCAboard member, be Renewed Callto Action MCCA.COM Douglas Williams retired from LBrands, asdidRoderick Pal- Departures includeTeresa Sebastian from Darden At Popular (970),Ignacio Álvarez was promoted from Lily Yan Hughes becameGCatPublicStorage (952), After appearinginanotherMCCAsurvey withCatalent Guillermo Bichara secured apromotion atPraxair (249) “It’s importanttodrop the ladderdown forothers,” Anz- Otherwise, heandotherssay, thisyear’s roster of77 “Becoming aGCisnottheendofline,” Anzalduasays.

NOV.DEC.2015 LYDIA LUM

DIVERSITY &THE BAR ([email protected]) isa

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DIVERSITY &THE BAR Women Fortune® 500 then 30percent.” of directors. “It willbesignificantto reach 25percent and Fortune® 500,” says MichelleBanks, chairofMCCA’s board more thantwo years ago. MCCA General Counsel. Survey have served insuchroles thisyear, according to theannual jobs aslegalchiefsatFortune® 500companies, 120women ALTHOUGH MENENJOY a2-to-1 advantage inlanding By Lydia Lum Progress inSpite ofDisparitiesandDisadvantages Women asGeneral Counsel COMPANY Avnet NIKE TJX Sears Holdings Cigna Allstate American Express DuPont Deere Nationwide Oracle YorkNew Life Insurance International Honeywell FedEx Lockheed Martin Prudential Financial ConocoPhillips United Parcel Service Home Depot Procter &Gamble IBM Kroger UnitedHealth Group McKesson Phillips 66 Walmart “It’s goodtoseeaconsistent increase inwomen inthe This headcountisseven more thanayear agoand15

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GENERAL COUNSEL Erin Lewin KraneHilary Ann McCauley Kristin Coleman Nicole Jones Susan Lees Laureen Seeger Stacy Fox K.W.Mary Jones Patricia Hatler Dorian Daley Sheila Davidson Kate Adams Christine Richards Maryanne Lavan Susan Blount Janet Langford Carrig Teri PlummerMcClure Teresa WynnRoseborough Deborah Majoras Michelle H.Browdy¹ Christine Wheatley Marianne Short Lori A.Schechter Paula Johnson Karen Roberts MCCA.COM Friedman was inprivate practice andrepresented J.P. Prior tojoiningthecommercial bankingtitanin2012, deputy toincumbentStephen Cutlerforseveral months. atJ.P.sel-designate Morgan Chase&Co. andhasbeena departments. Stacey Friedmanpoisedtotake charge ofcorporate law has topped100. Under asuccessionplan,Friedmanisgeneral coun- Next year alsoholdspromise, withwomen suchas This isthefifth straight year thatthe roster of women RANK 2014 108 106 103 99 90 89 88 87 86 85 81 80 74 65 64 55 51 47 33 32 24 20 14 11 7 1 RANK 2013 117 115 108 87 97 92 90 86 80 91 82 88 77 64 59 72 47 50 33 31 23 24 14 15 6 1 INDUSTRY General Merchandisers Health Care: Insurance andManaged Care Insurance: Property andCasualty(Stock) Commercial Banks Chemicals Construction andFarm Machinery Insurance: Property andCasualty(Mutual) Computer Software Insurance: Life, Health (Mutual) Electronics, Electrical Equipment Mail, Package andFreight Delivery Aerospace andDefense Insurance: Life, Health (stock) ProductionMining, Crude-Oil Mail, Package andFreight Delivery Specialty Retailers: Other Household andPersonal Products Information Technology Services Food andDrugStores Health Care: Insurance andManaged Care Wholesalers: Health Care Petroleum Refining General Merchandisers Wholesalers: Electronics and Office Equipment Apparel Specialty Retailers: Apparel and theirpeersatKBR (424) promoted EileenAkerson. cials atAECOM(343)hired CarlaChristofferson as GC, hammer outlegalissues. industries are choosingwomen to ically male-dominated in recent years, agrowing numberofcompaniesinhistor ful, itpays dividends.” president andCEO. “Whentalentdevelopment ispurpose itive numbersandgrowth,” says Joseph West, K. MCCA purchase ofWashington Mutual. Morgan inmortgage-backed securitieslitigationandits COMPANY Bristol-Myers Squibb Office Depot Gap Starbucks Colgate-Palmolive United States Steel ConAgra Foods eBay Tenet Healthcare Altria Group Supervalu Dollar General Cummins HollyFrontier Whirlpool AbbVie Community Health Systems Aflac U.S. Foods Alcoa Northrop Grumman Union Pacific Duke Energy Occidental Petroleum International Paper McDonald’s Elsewhere, thetechnologysectorhasbeenheavily scru- Take engineeringandconstruction, forinstance. Offi- Meanwhile, inkeeping withMCCA’s survey findings “The development offemaletalentisresulting inpos- GENERAL COUNSEL Sandra Leung Elisa D.Garcia C. Michelle Banks Lucy Helm Jennifer Daniels¹ Suzanne RichFolsom Colleen Batcheler Marie OhHuber¹ Audrey Andrews Denise Keane Karla Robertson Rhonda Taylor Sharon Barner Denise McWatters Kirsten Hewitt Laura J. Schumacher Rachel Seifert Audrey BooneTillman Juliette Pryor Audrey Strauss Sheila Cheston Gayla Thal Julie Janson Marcia Backus Sharon Ryan Gloria Santona - - boom ofthe1990s, aren’t aloneingivingwomen thenod payment platforms. officer, becameGCofthe stand-alone provider ofdigital of PayPal. LouisePentland, formerlyNokia’s chieflegal hiring ofHuber coincidedwitheBay completing itsspinoff Huber joiningeBay (172) from Agilent Technologies. The that shows nosignsoftaperingoff. department atOracle (81) since2007, forinstance—a trend had women initforyears—Dorian Daley hasrunthelaw tives. But theGCpost attechcompanieshasincreasingly female engineers, software developers andseniorexecu - tinized—and criticized—for employing meagernumbersof MCCA.COM PayPal andeBay, whichwere born during thedot-com One ofthehigher-profile moves this year was Marie Oh RANK 2014 195 194 188 187 179 176 173 172 170 169 164 159 154 150 148 146 135 132 128 125 124 123 116 115 114 110 RANK 2013 176 248 178 196 167 166 184 180 229 161 164 168 145 153 152 192 125 133 130 122 135 123 116 105 106

94 NOV.DEC.2015 INDUSTRY Food andDrugStores Pharmaceuticals Specialty Retailers: Other Specialty Retailers: Apparel Food Services Household andPersonal Products Metals Food ConsumerProducts Internet andRetailing Services Health Care: Medical Facilities Tobacco General Merchandisers Construction andFarm Machinery Petroleum Refining Electronics, Electrical Equipment Pharmaceuticals Health Care: Medical Facilities Insurance: Life, Health (stock) Wholesalers: Food and Grocery Metals Aerospace andDefense Railroads Utilities: GasandElectric ProductionMining, Crude-Oil Packaging, Containers Food Services

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DIVERSITY &THE BAR Women Fortune® 500(continued) COMPANY Hershey Hershey The WilliamsCompanies WESCO International SpartanNash FMC Technologies UGI Dover AECOM Thrivent Financialfor Lutherans CenterPoint Energy Hormel Foods Owens &Minor AutoZone Discover FinancialServices Precision Castparts Biogen Advance Auto Parts Principal Financial Hilton WorldwideHoldings Unum Group EnterprisePublic Service Group Estée Lauder Sempra Energy Voya Financial Sherwin-Williams L Brands &Sons R.R. Donnelley PPL CDW J.C. Penney VF CSX Visa Consolidated Edison Texas Instruments DaVita HealthCare Partners Marathon Oil Health Net Chubb Whole Foods Market FirstEnergy Illinois Tool Works

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GENERAL COUNSEL Leslie Turner Sarah C.Miller¹ Diane Lazzaris Kathy Mahoney Dianne Ralston¹ Monica Gaudiosi Ivonne Cabrera Carla Christofferson¹ Teresa Rasmussen Dana O’Brien Lori Marco Grace denHartog Kristen CollierWright Kelly McNamara Corley Ruth Beyer Susan Alexander Tammy Finley¹ Karen Shaff Kristin Campbell Lisa Iglesias¹ Tamara Linde Sara Moss Martha Wyrsch Trish Walsh¹ Catherine Kilbane Shelley Milano¹ Suzanne Bettman Joanne Raphael¹ Christine Leahy Janet Link¹ Laura Meagher Ellen Fitzsimmons Kelly MahonTullier Elizabeth Moore Cynthia Hoff Trochu¹ Kim Rivera Sylvia Kerrigan Kathleen Alyce Waters¹ Maureen Brundage Roberta Lang Leila Vespoli Maria Green MCCA.COM RANK 2014 376 370 360 359 357 349 346 343 333 313 310 309 307 303 302 298 294 282 280 279 274 271 270 268 266 262 258 257 253 250 248 240 238 236 233 231 227 216 215 214 206 201 RANK 2013 366 380 349 811 368 362 301 332 335 334 311 303 300 296 322 375 402 298 289 272 284 279 267 278 263 268 234 265 235 241 231 238 225 227 230 188 254 208 218 195 171 INDUSTRY Food ConsumerProducts Energy Wholesalers: Diversified Wholesalers: Food andGrocery Services Oil andGasEquipment, Energy Industrial Machinery Engineering, Construction Insurance: Life, Health (Mutual) Utilities: GasandElectric Food ConsumerProducts Wholesalers: Health Care Specialty Retailers: Other Commercial Banks Aerospace andDefense Pharmaceuticals Specialty Retailers: Other Insurance: Life, Health (stock) Hotels, Casinos,Resorts Insurance: Life, Health (stock) Utilities: GasandElectric Household andPersonal Products Utilities: GasandElectric Insurance: Life, Health (stock) Chemicals Specialty Retailers: Apparel Publishing, Printing Utilities: GasandElectric Information Technology Services General Merchandisers Apparel Railroads Financial Data Services Utilities: GasandElectric Components Semiconductors andotherElectronic Health Care: Medical Facilities ProductionMining, Crude-Oil Health Care: Insurance andManaged Care Insurance: Property andCasualty(Stock) Food andDrugStores Utilities: GasandElectric Industrial Machinery newspapers. legal officeroftheentityhousing USA Today andother two corporations thisyear, Wall was promoted to chief finished dividingitsprintand broadcast properties into industries datingbacktoaseemingly bygone era. compliance officeratGap(188). dent, globalgeneral counsel,corporate secretary andchief leadership,” says Banks, who’s alsoexecutive vicepresi- their workforces and,toacertainextent, theircorporate Cynthia Hoff Trochu at Texas Instruments (233). Michelle H.Browdy was promoted atIBM(24),aswas bedrock oftechnologyaswe know ittoday. For example, mainstay companiesthatformedtheamong decades-old, to thegeneral counseljob. Recent moves have occurred to list ¹New COMPANY McGraw HillFinancial Owens Corning Kindred Healthcare Hanesbrands Realogy Holdings Host Hotels &Resorts salesforce.com Wynn Resorts Booz AllenHamilton Holding Clorox J.M. Smucker Ingredion Energy Future Holdings A-Mark Precious Metals Gannett Dennison Avery KBR NiSource Fifth Third Bancorp Peabody Energy Huntington Ingalls Industries Pacific Life PetSmart Foot Locker CMS Energy Casey’s General Stores Just ask Barbara Wall. WhenmediagiantGannett(441) But thatdoesn’t preclude opportunitiesforwomen in “At least large techismakingaseriousefforttodiversify GENERAL COUNSEL Lucy Fato Ava Harter¹ M. Suzanne Riedman Joia Johnson Marilyn Wasser Elizabeth Abdoo Amy Weaver Kim Sinatra Nancy Laben Laura Stein Jeannette Knudsen Christine Castellano Stacey Doré Carol Meltzer Barbara Wall¹ Susan Miller Eileen Akerson¹ Carrie Hightman Heather RussellKoenig¹ A. Verona Dorch¹ Kellye Walker¹ Sharon Cheever Paulette Dodson Sheilagh Clarke Catherine M.Reynolds Julie Jackowski neither.” color andgender,” Banks says, “yet enjoy theprivilegesof nority women lawyers beartheburden ofboththeir event, afemaleminority honoree madethisremark:“Mi- similar towhatitwas in MCCA’s previous survey. year, whitewomen outnumberminoritiesby about5-to-1, advancement andrepresentation iswomen ofcolor. This porate America.” unfortunately, inevery work environment, includingcor in thelegalprofession. Unconscious biasisalive andwell, “Increased diversity hasbeenconsistently slow incoming to GCposts intheFortune® 500twiceasoften aswomen are. that, irrespective ofindustry type, menare hired andpromoted MCCA.COM Banks recalls how atarecent AmericanBar Association One cohortoftheFortune® 500that continuestolagin “It doesn’t surpriseme,” Banks says ofthedisparity. However, Banks andothershaven’t lost sightofthefact RANK 2014 500 498 491 490 488 485 483 477 475 469 467 462 446 444 441 427 424 418 416 398 390 387 386 384 383 382 RANK 2013 484 475 441 530 476 477 599 452 443 451 435 412 438 481 398 360 448 361 365 382 333 376 400 394 389

NOV.DEC.2015 INDUSTRY Financial Data Services Building Materials, Glass Health Care: Medical Facilities Apparel Real Estate Real Estate Computer Software Hotels, Casinos,Resorts Information Technology Services Household andPersonal Products Food ConsumerProducts Food Production Energy Miscellaneous Publishing, Printing Chemicals Engineering, Construction Utilities: GasandElectric Commercial Banks ProductionMining, Crude-Oil Aerospace andDefense Insurance: Life, Health (stock) Specialty Retailers: Other Specialty Retailers: Apparel Utilities: GasandElectric Specialty Retailers: Other

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DIVERSITY &THE BAR Women Fortune® 501–1000 remains intheFortune® 1000buthelpedheremployer the revenue rankings. at grocer SpartanNash (359), whichrocketed 452spotsin standings. Anexample ofthelatterisGCKathy Mahoney jobs orbecausetheyhelpedtheircompaniessprintupthe powered intotheFortune® 500, eitherby landingnew least five women from theprevious survey have since net increase mightseempaltry, considerthefactthatat Energy (741) pushtheheadcountto96women. ploy women astopcounsel.Two atNuStar femaleco-GCs Currently, 95corporations intheFortune® 501–1000 em - Fortune® 501–1000 COMPANY Genesis Energy Xylem FMC Graphic Packaging International Tiffany &Co. Hasbro Protective Life Hyatt Hotels Avaya Energizer Holdings Polaris Industries Intuit Northern Trust Lam Research Colfax Robert HalfInternational Zoetis Bemis Neiman Marcus Group Burlington Stores Quad/Graphics Flowserve Cincinnati Financial LINN Energy WEC Energy Group ABM Fiserv Northern TierEnergy Meanwhile, LINNEnergy LegalChiefCandiceJ. Wells A year ago, theheadcountwas 95women. Whilethis

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GENERAL COUNSEL Kristen O. Jesulaitis Claudia Toussaint Andrea Utecht Lauren Tashma Leigh Harlan Barbara Finigan Deborah Long Rena Hozore Reiss Amy Fliegelman Olli Kelly Boss¹ Stacy Bogart Laura Fennell Susan C.Levy Sarah O`Dowd A. Lynne Puckett Evelyn Crane-Oliver¹ Heidi Chen Sheri Edison Tracy Preston Janet Dhillon¹ Jennifer Kent Carey O’Connor Lisa Love Candice J. Wells Susan Martin Sarah Hlavinka McConnell Lynn S.McCreary Melissa M.Buhrig MCCA.COM 1000 withtheircompanies. sion are examples—others have vaulted intotheFortune® nesses sinceMCCA’s previous survey—Exelis andCareFu- because theiremployers have beenacquired by otherbusi- ranked No. 599orbetter. Fortune® 1000pilotthelegaldepartmentsatcompanies Put anotherway, more than25percent ofwomen inthe (Lauren Tashma ofGraphic Packaging International). (Melissa M.Buhrig ofNorthern TierEnergy) toNo. 599 Fortune® 500, basedontheirpositions, spanningNo. 502 1000 classare knockingontheproverbial dooroftheelite climb 358placestoitscurrent No. 520. Although somefemaleGCshave exited theroster In fact,more thanone-fourth ofthisyear’s Fortune® RANK 2014 633 626 613 599 597 595 586 583 581 579 574 572 571 563 559 552 538 534 533 532 531 528 525 520 519 515 512 502 RANK 2013 517 617 581 547 604 597 609 584 520 549 621 544 574 647 579 577 492 527 551 513 501 543 878 545 512 508 525 INDUSTRY Pipelines Industrial Machinery Chemicals Packaging, Containers Specialty Retailers: Other Toys, SportingGoods Insurance: Life, Health (stock) Hotels, Casinos,Resorts Network andOtherCommunications Equipment Household Products Transportation Equipment Computer Software Commercial Banks Components Semiconductors andOther Electronic Industrial Machinery Temporary Help Pharmaceuticals Packaging, Containers Specialty Retailers: Apparel Specialty Retailers: Apparel Publishing, Printing Industrial Machinery Insurance: Property andCasualty(Stock) ProductionMining, Crude-Oil Utilities: GasandElectric Diversified Outsourcing Services Financial Data Services Petroleum Refining another energy producer before joiningDynegy. corporations. Callaway alsospentfouryears aslegalchiefat a combined13years asgeneral counselattheseparticular distributor. Thesewomen are anything butrookies, boasting (967), anatural andorganic foodsandpersonal products Dynegy (865)andDeniseFaltischek ofHain Celestial Group turer Zoetis(538),CatherineB. Callaway ofenergy provider peared previously withdifferent companies. Some ofthefemalelegalchiefsinthisyear’s list have ap Farewell to Friends Greetings to Newcomers andFamiliar Faces, COMPANY WABCO Holdings Exide Technologies Analog Devices Brinker International DENTSPLY International Alere Martin Marietta Materials Sabre Steelcase Tempur Sealy International SunPower NuStar Energy International Flavors &Fragrances CME Group TD Ameritrade Holding SunGard FinancialSystems EP Energy Green Plains ULTA Salon, Cosmetics &Fragrance Cooper Standard Graham Holdings Helmerich &Payne Resources Jersey New Unified Grocers Meritor Brookdale SeniorLiving PolyOne Formerly ofNCR, Jennifer Daniels hasjoinedCol- They includeHeidi Chenofpharmaceuticalsmanufac GENERAL COUNSEL Lisa J. Brown¹ Barbara Hatcher Margaret Seif Scarlett May¹ Deborah Rasin Ellen Chiniara Roselyn Bar Rachel Gonzalez Lizbeth O’Shaughnessy Lou Jones Lisa Bodensteiner Amy Perry, Karen Thompson Anne Chwat Kathleen Cronin Ellen Koplow Victoria Silbey Marguerite Woung-Chapman Michelle Mapes Jodi Caro¹ Aleksandra Miziolek Nicole Maddrey¹ Cara Hair¹ Mariellen Dugan M.Kasper¹ Mary Sandra Quick Geri Krupp-Gordon Lisa Kunkle - - utilities, otherwomen whohave beenhired asorpromot J.Crew Group (841) hired Maria DiLorenzo. its toplawyer: Chico’s FAS (819) promoted Susan Faw, and from J.C. Penney toBurlington Stores (532). and Janet Dhillon’s expertise inretail helpedherjump grys Energy forULTA Salon, Cosmetics&Fragrance (709), legal mattersforPeabody Energy (398).Jodi Caro leftInte can Water Works forHuntington IngallsIndustries (390). Unum Group (279), whileKellye Walker departedAmeri- during thecourseofmoving from WellCare Health Plansto gate-Palmolive (179). LisaIglesias kept insurance inhand MCCA.COM Across U.S. industries aswide-ranging asfoodservicesto Burlington wasn’t theonlyclothiertotapawoman as Verona HarscoOne-time GCA. Dorch now drillsinto RANK 2014 785 784 780 777 773 766 764 763 759 758 748 741 737 732 727 724 721 712 709 707 670 655 649 643 641 639 638 RANK 2013 778 732 799 761 735 725 923 712 753 850 835 661 734 738 772 585 990 721 793 714 614 671 699 635 634 750 618

NOV.DEC.2015 INDUSTRY Motor Vehicles andParts Motor Vehicles andParts Components Semiconductors andOtherElectronic Food Services Medical Products andEquipment Medical Products andEquipment Building Materials, Glass Internet andRetailing Services Furnishings Home Equipment, Furnishings Home Equipment, Energy Pipelines Chemicals Securities Securities Financial Data Services ProductionMining, Crude-Oil Energy Specialty Retailers: Other Motor Vehicles andParts Education Services Oil andGasEquipment, Energy Wholesalers: Food and Grocery Motor Vehicles andParts Health Care: Medical Facilities Chemicals

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DIVERSITY &THE BAR Women Fortune® 501–1000(continued) current GC. in-house women, suchasLucy Helm, thecoffeegiant’s general counselinthelate1990s, Milanomentored many interim GCatPall (796). Group (812). Holdings (785)andCarol Creel atMetaldyne Performance at Brinker International(777),LisaJ. Brown atWABCO (643), Cara Hair atHelmerich &Payne (655),ScarlettMay gizer Holdings (579), Mary M.KasperatUnified Grocers at Robert Half International(552), Kelly BossatEner Koenig atFifthThird Bancorp (416), Evelyn Crane-Oliver Miller atTheWilliams Companies(370),Heather Russell (268), DianneRalston atFMCTechnologies (357),Sarah C. Joanne RaphaelatPPL(257),Trish Walsh atVoya Financial ed tolegalchiefsincludeJanet LinkatJ.C. Penney (250), COMPANY Equinix Medical Mutual ofOhio Donaldson Tetra Tech Dynegy Tops HoldingII Paychex AOL Kirby Great PlainsEnergy J.Crew Group Albemarle ITT Scripps Networks Interactive Chico’s FAS Metaldyne Performance Group Teradata StanCorp FinancialGroup WGL Holdings Pall L Brands (262) hired ShelleyMilano. AsStarbucks’ At Diversity &theBar’s press time, CathleenColvinwas

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GENERAL COUNSEL Brandi GalvinMorandi Patricia Decensi Amy Becker Janis Salin Catherine B.Callaway Lynne Burgess Stephanie Schaeffer Julie Jacobs Amy Husted Heather Humphrey Maria DiLorenzo¹ Karen Narwold BethMary Gustafsson Cynthia Gibson Susan Faw¹ Carol Creel¹ Laura Nyquist Holley Franklin Leslie T. Thornton Cathleen Colvin¹ MCCA.COM - decade asgeneral counsel,Susan Blountistransitioning out titan’s chieflegalofficerin1998. Oran Kadenfrom CampbellSoup. Kadenbecamethefood TRW Automotive, ClaudiaClinefrom Convergys andEllen the retiring Veronica DillonatGraham Holdings (670). retiring AngeleeBouchard, whileNicole Maddrey replaced leaders. my Finley’s promotion steered herintothisfleetoffemale of whoanewGCoughttobe. Kodak (966)agreed thatSharon Underberg fittheirimage to PublicStorage (952). Meanwhile, officialsatEastman der itsroof aschiefcounsel,whileLilyYan Hughes moved After 30years atPrudentialFinancial,includingthepast Retirements elsewhere includeRobin Walker-Lee from At Health Net (216), KathleenAlyce Waters replaced the After Sarah Powell leftAdvance Auto Parts (294), Tam- This year, Owens Corning(498) brought Ava Harter un- RANK 2014 884 879 873 870 865 864 860 858 847 846 841 837 823 820 819 812 809 804 801 796 RANK 2013 930 784 858 805 844 879 882 905 855 860 804 839 828 815 783 755 849 796 INDUSTRY Telecommunications Insurance: Life, Health (Mutual) Industrial Machinery Engineering, Construction Energy Food andDrugStores Diversified Outsourcing Services Internet andRetailing Services Miscellaneous Utilities: GasandElectric Specialty Retailers: Apparel Chemicals Industrial Machinery Entertainment Specialty Retailers: Apparel Motor Vehicles andParts Computer Software Insurance: Life, Health (stock) Energy Industrial Machinery 1 MCCA’s previous survey. It’s thesecondstraight year that highest-revenue companiesmarkanincrease ofeightfrom The 216 women whoare toplawyers atthenation’s 1,000 Prospects for theFuture Stephanie Hildebrandt isnow inprivate practice. Restaurants. Formerly ofEnterpriseProducts Partners, from YRC Worldwide andTeresa Sebastian from Darden FCStone, Heidi Allenfrom TeamHealth, MichelleFriel dent ofemployee relations. left thelaw departmentbutremains executive vicepresi- business solutions. At Men’s Wearhouse, Carole Souvenir CHS tobecomethecompany’s executive vicepresident of employers. LisaZellshiftedfrom thelegaldepartmentof of thepost toward January retirement. New to list New COMPANY Rexnord National Fuel Gas Southwest Gas SemGroup Esterline Technologies Hain CelestialGroup Eastman Kodak Express Bio-Rad Laboratories Tower International Chemtura Public Storage Brocade Communications Systems Pool Edwards Lifesciences hhgregg KAR Auction Services TransDigm Group Teledyne Technologies Post Holdings Other departures includeR.Rene Carsonfrom INTL Some departures didn’t require any shufflingamong GENERAL COUNSEL Patricia Whaley Paula M.Ciprich Karen Haller Candice Cheeseman Marcia J. Mason Denise Faltischek Sharon Underberg¹ Lacey J. Bundy Shawn Soderberg Nanette Dudek Billie Flaherty Lily Yan Hughes¹ Nell O’Donnell Jennifer Neil Aimee Weisner Heather Cameron Greenawald Becca Polak Halle F. Terrion Melanie Cibik Deidre Gray villages. the Fortune® 500. retention ofwomen inthisgroup, rather thanjust within much, ifnotmore, oncontinuedhiring, promotion and triple digits. to the80sandbackbefore itsrecent, steady climbtoward 2008 to2012, theannualheadcountseesawed from the70s were two years agoand18more thanthree years ago. From 501–1000 (Fortune® 1000). continues toexpand, thesameholdstrueforFortune® this figure hastopped200. former reporter for theHouston Chronicle andFort WorthStar-Telegram. A freelance writer andeditor, MCCA.COM As thesaying goes, ittakes avillage. Orinthiscase, two Suffice to say thatimproving genderparityas relies The 96women inthislattergroup are 12more thanthey While theproportion ofwomen intheFortune® 500 RANK 2014 986 978 976 975 972 967 966 965 959 956 954 952 947 937 918 914 905 904 898 892 RANK 2013 968 983 977 704 913 939 944 775 974 911 953 959 845 918 997 875

NOV.DEC.2015 INDUSTRY Industrial Machinery Utilities: GasandElectric Utilities: GasandElectric Pipelines Aerospace andDefense Food ConsumerProducts Scientific, Photographic andControl Equipment Specialty Retailers: Apparel Medical Products andEquipment Motor Vehicles andParts Chemicals Miscellaneous Network andOtherCommunications Equipment Wholesalers: Diversified Medical Products andEquipment Specialty Retailers: Other Wholesalers: Diversified Aerospace andDefense Scientific, Photographic andControl Equipment Food ConsumerProducts LYDIA LUM

DIVERSITY &THE BAR ([email protected]) isa

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DIVERSITY &THE BAR I the self-described gadget geek. “Mydadwas anentre- tech, he has always refused. “Tech isinmy blood,” says of thebusiness.” to keep upwiththebusiness, ifpossible even stay ahead It’sNVIDIA. achallenge, butit’s theright idea.We need isabuzzwordmodels andproducts. at ‘Speed ofLight’ partment like ours means understanding new business is tough,” concedes Cabrera, “butbeing atop-notch de complex, to trying stay upto speed withnew technology computing market. “As the field becomes increasingly units, aswell assystemon-a-chip unitsfor themobile “which isgood, because Iget bored easily.” new businessmodels, it’s never stagnant,” he says, evolving technology and entering new markets with 10,000 new regulations passed annually, constantly legal departments at other tech companies. “Butwith all responsibilities hehaspreviously dealtwithheading the company’s legal andsecurityorganizations—largely based inSanta Clara, Calif., Cabrera isresponsible for business. Igot into that jobandnever looked back.” out to bethe perfect triumvirate oflaw, technology and I interviewed,” hesays. “And for me, the positionturned gal role at atech company inSilicon Valley. “On awhim, matters when hisbrother suggested heapply for thele associate at abigfirminSanFrancisco working ontrial tell you what ageneral counsel did.” interested inlitigation andtrial work. I’m notsure I could school at the University ofSouthern California, Iwas have been anemphatic “no.” “When I was inlaw he would one day go in-house, the answer would f you hadasked BrianCabrera 25years ago whether While Cabrera hashadopportunities to go outof NVIDIA made itsname designinggraphic processing Today asGCat a$13billiontech NVIDIA, company But that would soonchange. Cabrera was ayoung NVIDIA NVIDIA General Counsel Senior Vice President and Brian Eduardo Cabrera

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MCCA.COM

- - and motivation.” the next level, andIlookto otherexecutives for insight more asanexecutive working to move the business to Today, Ifocus lessontheattorneys. Ithinkof myself incorporating their best qualities into my repertoire. from attorneys—both at firmsandinside counsel— ing the challenge.” fairly regularly andget involved withprograms address- in the advancement process. It’s something Ispeak on there are great women GCs, menstill need to help more enough women partners inthebest firms.Andwhile responsibility to help. “Law has away to go. There aren’t more than25years ago.” tone. Ibegan promoting diversity backinlaw school went through because ofhisaccent andbrownish skin to diversity. “Myfather was Colombian.Isaw thingshe doing it.” throw baseballs longbefore themajorleagueswere brother andIplayed with.We’d measure how fast we’d nications area. He builtaprototype radar gunthat my preneur/engineer mostly inthe microwave telecommu - Cabrera notes, “Early inmy career, Ilooked to learn Throughout hiscareer, hehasfelt areal need and Other lessons learned at home attuned Cabrera K serve asGC.” then coming to theRiverwoods, Ill., headquarters to senting them in government affairs over the years, and card in 1985, andI’ve grown upwithDiscover, repre - “But Iwas at Sears when they launchedthe Discover become general counsel ofthe company,” adds Corley. opportunities hadInot followed her advice.” Chris’ mentoring. Iwould have missedoutonalot of University. “Of course inretrospect I’m very grateful for made meabetter manager.” legals doandwhat they’re capable ofcontributing has head ofalegal department, understanding what para- I learned great writingand research skills.Now asthe legal waters, Ifirst enrolled inparalegal school, where school. “Chriswas relentless,” Corley says. “To test the cago-based law firmWinston &Strawn) to go to law her then-boss ChrisEdwards (now apartnerat Chi- her career, Corley followed the encouragement of the work.” internship turned into anoffer, andI stayed. I really liked ington, D.C. Myplanwas to return to California, butthe internship inSears’ government affairs officein Wash- Southern California, Iwent east for anunpaidsummer says Corley. “After graduating from the Universityof Sears, Dean Witter andMorgan Stanley. 17 years at Discover anditsformer parent companies, “Rarely doyou see someone start asanintern and Corley went onto earn her JDat George Mason Determined to face new challenges andadvance “My first love was politicsand government,” Discover FinancialServices Counsel andSecretary Executive Vice General President, Kelly McNamara Corley Corley worked ingovernment relations roles for ing namedgeneral counsel at Discover in1999, was notthe traditional career path. Prior to be elly McNamara Corley’s road to general counsel - GC office, butI wasopen to new challenges.” a particularpath. Ididn’t think mine was apath to the some risk, even well into your career orwhenyou’re on book Ican read again andagain.” ment ofracial heroism andstands for highintegrity. It’s a Kill AMockingbird.” “To me, Atticus isan iconic embodi- ticus Finch, theadmirable hero ofHarperLee’s“To novel you can control.’” But work ethic isthe differentiator, andthat’s something ‘Everyone isbornwithacertain amount ofintelligence. a strong work ethic inherand siblings.“He’d say, who’s inhislate 70sandstill withinstilling working, getting used to, butI really enjoy the roleofGC.” banking andpayment businesses. “Ittook services some relations matters ofDiscover, whichincludesitsdirect legal advisory, compliance, litigation and government Discover, Corley’s responsibilities include managingthe ping into the GCposition was a real change for her. At team andknew the businessside very well, butstep - Discover’s law department anditsgovernment relations MCCA.COM Corley advises lawyers to “never be afraid to take She alsodraws inspiration from fictionallawyer At Corley credits her father, aballbearingsalesman Throughout hercareer, Corley was always partof

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DIVERSITY &THE BAR B the challenge ofworking oncomplex policyissues, 1,700 lawyers. “Iliked thecore mission[ofDHS]and Security, where he was responsible for leading over asGCofthe U.S.serving Department ofHomeland inventing Scotch brand tape and Post-it Notes) after ta-based multinational corporation best knownfor culture ofethics andintegrity.” with laws andregulations butalsohelpensure a strong company anditsreputation. Not just formal compliance same time, we want to make sure we helpprotect the business matters andbetrusted counselors. At the he explains. “We want to be advisors onsignificant that mirrors thedualrole ofthelegal department,” was elected president ofthe Stanford LawReview. on to receive his JDfrom Stanford Law School, where he sign that it was meant to be.” He was accepted and went was that I’ll apply, andifI’m accepted, thenitwillbea decided to follow that professor’s advice.“Mythought suggested that Iconsider going to law school.” he changed my life because hewas the onewhofirst the Supreme Courttaught by astellar professor, and from the school’s best professors. “Itook aclasson Fong was advisedto take awide variety ofclasses neering andanSMinchemical engineering practice, career,” hesays. In 2012, Fong joined3MCompany (aMinneso- “My philosophy isthat aGCperforms adualrole Although Fong was thenontrack to get aPh.D., he Yet whileat MITearning anSBinchemical engi- and General Counsel Senior Vice Legal President, Affairs 3M Company Ivan K.Fong narrow interms ofwhat Iwanted to doasa scientists. So, early on, “my vision was relatively of theirfriendswhen hewas growing upwere oth ofIvan Fong’s parents are scientists, andall

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MCCA.COM perfect fit for me.” gy-based company that is globalinitsreach, it’s been a because 3Misfundamentally ascienceandtechnolo- company’s core values, Ilike itall,” says Fong. “And marketplace orhow to buildateam that reflects the figuring outhow to builda strategy for winninginthe building thebest possibleteam. the team, andit’s doneby spending timeand energy leadership development. “It’s very important to leverage business.” and involved inthe strategy andotheraspects ofthe be closer to my clients. You’re partofabusiness team that going in-housewould be more fun.In-house, I’d a call from theGCat General Electric.Hepersuaded me partner, butfate intervened. “Unexpectedly, Ireceived would go backtoa thelaw firmwhere he hadbeen tenure at the Department ofJustice. Fong thought he applicable where Iamnow.” leadership skillswithalarge legal team—skills that are eral agencies. Itwas anopportunityto exercise my been brought together from disparate otherfed- leading alegal department that hadonlyrecently such ascybersecurity andprivacy. Butmostly, Iliked “My jobisinherently interesting. Whether it’s AsGCof3M,hedevotes alotoftime to talent and Fong’s very first foray into in-house followed his L teams across all industries.” resources. AndIthinkthat’s truefor GCs andin-house most challengingis doingone’s very best withlimited tive anda general counsel. It’s ajoy for me. What’s implementing. Ienjoy beingbothabusiness execu- influential voice inmakingdecisions, strategizing and the company, you become apartofthe voice, an for specificday andmatter. If you’re successful inside company. Outsideyou are brought infor astrike force “You get abroader view ofwhat’s important to the she was apartnerat Manatt Phelps &Phillips. electronics andITwholesale distributor. Before Ingram, retary at Ingram Micro, apubliclytraded Fortune® 100 rate, M&Aandfinance was assistant corporate sec- 2015, Hugheswas associate general counsel for corpo- and business. Priorto joiningPublicStorage inJanuary internationalM&A, practice anda strategic view of law rience inleadership, governance, securities, finance, Glendale, Calif. Inherposition, she brings vast expe- international self storage company headquartered in officer and corporate secretary ofPublic Storage, the way to something better, and my parents knew it, too.” was my life. Buteven thenIknew education was the knew you could get warm water from atap. Andthat my father soldandrepaired shoes. Asachild, Inever “Five ofuslived inone room behind asmallshopwhere Her decisionto go in-house was well considered: Today, Hughesisseniorvice president, chief legal Public Storage Officer andCorporate Secretary Senior Vice ChiefLegal President, Lily Yan Hughes childhood spent inHongKong’s Kowloon City. for that matter), Hughes vividly a remembers family to attend college (orgraduate highschool ily Yan Hughes’story ispowerful. The first inher our everyday culture.” a company that supportsthiskindofdiversity aspartof their respective roles. I take great pride inbeing apartof with diverse heritage orboth—allthe most qualified for total) are comprised primarilyofwomen andindividuals legal andinternal team auditservices (over 20people possible for me,” says Hughes.“At PublicStorage, my and helpful mentors whomadethiskindofsuccess where Icame from, and Iknow that itwas encouraging where Iamtoday at PublicStorage. ButIdon’t forget box andalways askthe ‘what if’s.” school. It’s where Istarted learningto thinkoutsidethe I wanted to succeed asabusiness lawyer. Ienjoyed law from UCBerkeley’s law school.“Once there, Iknew that in investment banking butinstead went onto graduate Berkeley, sheconsidered business schoolandacareer ers—and hard work—as integral to hersuccess. parents. Hughes credits kindandencouraging teach- process andhealthcare andtranslating services for her and dowell inschoolwhile navigating the immigration long hours at menial jobs. She strived to learnEnglish Things didnotget easier quickly. Herparents worked her family came to the U.S. andsettled inLosAngeles. MCCA.COM “It’s been alongjourney from Kowloon Cityto While anundergrad at University ofCalifornia, Now backto Hughes’ story. Whenshe was 11,

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DIVERSITY &THE BAR “ (the perfect training ground for law, she says). Her plan ifornia, Morandi studied journalism andpublicrelations me feel like avalued team player.” integrity, andthey have funalongtheway. They made Equinix was agreat group withagreat culture, high provider you really see how alotofcompanies are run. to Equinix for abigtransaction. Asanoutside service be partofateam. While still at thefirm, I wasloaned Dettmer) inMenlo Park, Calif. Stough Villeneuve Franklin &HachigianLLP(Gunderson securities group at thelaw firmofGunderson Dettmer quickly notgoing to bewhat gets you to the next level.” transition to abroader mindset. What got you there is relevant. Expertise isgreat, but you have to be ready to is capital intensive andacquisitive, my background was corporate governance. For acompany like Equinix that tions andmanaged ITinfrastructure services. primarily consisting of colocation, interconnection solu- networking company that provides data center offerings structure have allpoppeduponthe radar.” tax requirements, cyber securityandchanginginfra- regulatory arenas (we recently converted to aREIT), new In thepast two years, international expansion, new Inc., since2003.“In-houseisaconstant learningcurve: K Asanundergrad at theUniversity ofSouthernCal- “Ultimately, Imoved in-house because Ilonged to Prior to Equinix, Morandi practiced inthe corporate “My background was corporate securitiesand Headquartered inRedwood City, Calif., Equinix isa Equinix Inc. Inc. Equinix and Secretary Chief Legal Officer, General Counsel Brandi GalvinMorandi general counsel andsecretary for Equinix Brandi GalvinMorandi, chief legal officer, your corporation means everything,” says nowing boththe legal andbusiness sideof

NOV.DEC.2015

MCCA.COM forward.” current positionbefore me.It’s my obligation to pay that partner at my firmwhenI was startingmy outandheld done for me by my sponsor, Renee Lanam, whowas a portant. Itcreates amomentum aboutthem.That was visibility andpromoting their skillsandassets isim- nudging themalongto take that next step. Givingthem plish thingsthey didn’t even know they were ready for, of thefavorite partsofmy job: helpingwomen accom- ers Network, she doesalotofprogramming. “It’s one tech world. Asco-founder oftheEquinix Women Lead- when itinvolves women coming upasleaders inthe job requirement for ageneral counsel.” new stuff–a trait that’sIt’s definitely served me well. a though Ihave never been atechnologist, Ilove learning companies Iwanted to center my career around. And in Silicon Valley. These were the kindofpeople and friends who’d worked insome ofthestartup companies ed her clients to be. area she wanted to pursue, butsheknew whoshe want College ofthe Law, Morandi was unsure what practice earning aJDfrom the University ofCalifornia, Hastings to become alawyer evolved while incollege. While Mentoring isimportant to Morandi, particularly “I grew upintheBay Area andhadrelatives and - W full withadiverse array ofimportant issues.Andthey and safeguarding their civilrights, and here, my plate is and important thingsinprotecting theAmerican people al retail sales.“At Justice,” says West, “we didinteresting brands that generate more than$1billioneachinannu- than $66billionandaproduct portfolio that includes 22 food andbeverage leader withnet revenues ofmore CEO Indra Nooyi. similarly close relationship astrusted advisor to PepsiCo Attorney General Eric Holder. Currently,a he enjoys directly andfrequently to hisbossandfriend, former that she can make thebest decision shecan.” and getting the best information so tothe CEOiscritical of bringingpeople together, ofhearing all points ofview quickly, butyou want buy-in from alllevels. That process zation. These are worlds where decisions must be made talent, experience andknowledge iswithinthe organi - you need to figure outwhoknows what, where thebest cial. “Inmanagingalarge institution withmany lawyers, ployed asthe Department ofJustice’s third-ranking offi- I feel very muchat home here.” organization with strong values andjoinedanother. And that shouldn’t be surprising—Ileft onemission-driven says. “More thingsfeel familiar thandifferent. Isuppose transition hasbeen smooth,”very it seemed. “The he at PepsiCo, he was entering adifferent universe. Orso president ofgovernment affairs and general counsel Headquartered inPurchase, N.Y., PepsiCo isaglobal While at theJustice Department, West reported At PepsiCo, West uses many ofthe skillshe em- PepsiCo Counsel andCorporate Secretary Government Affairs, General Executive Vice President, Tony West ago to go in-house asexecutive vice the U.S. Department ofJustice a year tenure asassociate attorney general at hen Tony West ended hissuccessful Those words have inspired my career.” job isto dojustice in every matter that youhandle.’ ‘As afederal prosecutor, you’ll winmany cases, butyour States winitscase when justice isdone,’ andthen said, dom. She pointed to anengraving that read, ‘the United me to herprivate office toimpartsome words ofwis- prosecutor inhishometown, SanJose, Calif. foremost mentor. At hersuggestion he served as federal during the Clinton administration. Reno was West’s as special assistant to Janet Reno, attorney general where hewas president ofLawReview, West was hired would go to college andwork hard,” says West. dren. “Itwas always understood that my two sisters andI more egalitarian atmosphere inwhichto raise their chil- couple, they moved to Northern California insearch ofa met at Talladega College inAlabama.Asayoung married wouldhe otherwise never have known.” West’s parents education was hispassport to places andopportunities grandparents, whowere sharecroppers. Dad’s college “My father was raised inthe JimCrow Southby his and business, here inthe U.S. and around the world.” includes issues at theintersection ofpolicy, government policy andgovernment affairs organization, my work are notjust legal matters. Asheadofourglobalpublic MCCA.COM “On my last day working withher, she summoned Soon after graduating from Stanford Law School, Education was a religion inhis family, West says.

NOV.DEC.2015

DIVERSITY &THE BAR

31

MCCA’S 16TH ANNUAL GENERAL COUNSEL SURVEY Creating a Successful Small Legal Department 10 Insights By Richard Q. Russeth This is not an article about how to streamline your department, how the wizardry of case management technology will save you millions or flat rate billing from your outside counsel will avoid overcharging. Nor is it about how to hire the best lawyers (though it might just help you to retain those lawyers). All of those things are nice and useful, of course, but none of it has much to do with having a successful small legal department. I define “successful” as a department that people are excited to work for and senior leadership in your company perceives as responsive and adding value to the organization. The emotional intelligence, or EQ, of the department is a big $4 billion. Those departments where I feel I successfully fostered factor in its success or failure. High emotional intelligence, high a high EQ performed far better than those where I was less than results; low emotional intelligence, well, you know. Emotional successful. intelligence is defined in a variety of ways, so I won’t belabor it I am oversimplifying, of course, but the following 10 little here, but suffice to say this definition (from www.selfhelp.com) insights for small departments have nothing to do with finance, works for our purposes: “Emotional intelligence is the ability to matter management or what your client’s business is but every- identify, use, understand and manage emotions in positive ways thing to do with using EQ to create a more motivated team and an to relieve stress, communicate effectively, empathize with others, enhanced reputation within your company. These insights often overcome challenges and defuse conflict.” take time to take hold and make a difference, so patience is the This EQ assertion of mine is anecdotal but based on my role as word. In no particular order (because your department may need general counsel in various capacities over the past 25 odd years to emphasize these points to different degrees, and all 10 may not for a handful of companies ranging in size from $500 million to apply to you) here are my insights.

32 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM Feeling Valued and Expressing Gratitude. 2 Want to get your department on the EQ track quickly? “Thank you,” “please” and “good job” are the place to start, and you can never say them too often. I’m not saying reward folks just for showing up, but don’t be stingy either. Better to say it too much than too little. Feeling valued is a key item on everyone’s list. My very fi rst boss told me, “if you don’t hear from me, you’re doing great.” This is not the approach that will garner you a motivated team. Make them feel valued. Express your gratitude for their successes and eff ort. It will make you job eff ortless.

We Don’t Bill Hours; We Bill Results. 3 This is why the family-trumps-everything rule works. I don’t pay my people to sit at their desk, prove to me how hard they are working or make unnecessary sacrifi ces of their private life. I pay them to deliver results. Where they work, how they work, how much they work, doesn’t matter as much as the results they return and the satisfaction of the cli- ent. Pay your team well, but pay them for results, not desk time.

Small Departments Need to Be Expert Issue Spotters. 4 Our motto? “We are all generalists; we are all specialists.” I can’t aff ord “real” specialists of course, but I can aff ord specialists in issue spotting. If we spot it. Then fi nding the legal expertise to handle it is the easy part. I may Family Trumps Everything. not be able to explain the problem with a particular legal issue or Really. how to solve it, but for sure we are going to spot it. We will spot it because last year everyone on my staff , including me, took a 1 A small legal department is always stretched for CLE course or two on matters not much relevant to my current resources, and the scarcest of those resources company: everything from debt refi nancing to “MBA for Lawyers” is time. Your people need to know that they to white collar crime—and then some. Despite not being directly always have time for their families and that everyone will pitch relevant, those courses make us better issue spotters, and that will in to make it happen. If you ensure they have the time they need pay for those courses many times over. for that fundamental thing, they will always have time for your business. It’s a more than fair trade. In all my years as a GC, Outside Counsel Is In-house “family trumps everything” has never resulted in less time or Counsel. eff ort being spent on legal work. When you are compassionate to your employees in family matters, they tend to overcompensate 5 Our outside counsel is just as much a part of the in return. And it goes both ways. There was a time that my son in-house team as we are. There’s just four of us was rushed to an emergency room a few thousand miles away for a company with more than $3 billion in sales. We need a from me. My wife brought me a suitcase, and I left an hour later. little help from our friends. We don’t shop around much. We I stayed with him at the hospital for a week. My team covered the have a set group of lawyers (note: lawyers, not fi rms) that we bases, and I never had to give the offi ce a thought. We didn’t miss work with, and we don’t change it up. Especially not for mon- a beat. Family trumps everything. ey. The relationship is the thing–and that good relationship is

MCCA.COM NOV.DEC.2015 DIVERSITY & THE BAR 33 A small department is like a kid’s sandbox: There really isn’t room for bullies, bad behavior or jackasses.

usually worth more than any savings we might reap from but if you are in a small department, you don’t. And if changing counsel. Our outside counsel feel like and act you try, you will never be able to handle your work load like in-house counsel. They are part of the team, and they to benefi t your client, and your client’s most important know it. Our department is not one that tries to do it all. things will not get tended to. Figure out the most im- Under-lawyering can be just as expensive as over-law- portant things and do those fi rst. If you have extra time, yering, and we are not going to lose a case or mishandle feel free to argue about choice of law with whomever; a matter on some quixotic quest to prove we can do it all. just don’t call me. We can’t. Incidentally, item 2 applies every bit as much to outside counsel. Get Your Own Damn Coff ee. Everyone Is Everyone’s Guess what, with four people, no one Client. 9 has time for folks on a high horse. If you 6 need coff ee, go get it. And, by the way, I don’t have time for fi efdoms, hierarchi- get the $100 million M&A done at the cal charts or assigned clients. I don’t have enough people same time. And the copy machine is right over there. And either. Everyone takes care of anyone. Sure, we may the supply closet right next to it. But if you are going to work with certain groups more than others, but if we are make folks get their own coff ee, at least splurge on some unavailable, someone steps up. No “call back tomorrow” good stuff . responses allowed. This also contributes to making “fami- ly trumps everything” achievable. Keep It Challenging. No “Yes, But…” In a small department it is extremely diffi cult to provide a clear or meaningful 7 A small company can view its small legal 10 career track. There is no place to move department as trading dollars. Many opt up or laterally except in rare occasions for the outside counsel approach, i.e., “I’ll call them when when someone retires (like the GC) or quits (due to lack I need them and look–no overhead!” In-house counsel of career track). But there actually is a career track that earns its keep through the added value of knowing the will keep people on board for a longer time: the Chal- business, the customers and the crafting of business-cen- lenge Track. Give people challenging assignments; don’t tric legal strategies. Nothing is easier than saying “no,” keep all the plum work for yourself Ms. GC. Be willing to but there is no client benefi t there, and if that’s what do routine legal work so as to give your staff the chance to your client wanted, he’d be better off without you and perform more meaningful work, gain exposure and kudos your department and on the “no overhead” model. Give from senior management and become better lawyers. real advice with real returns. You are paid to assess and Emotional intelligence has a role to play in each of manage risk, not avoid it. Your job is to make sure your these insights. A small department is like a kid’s sand- client understands the risk. It’s up to him to decide if it’s box: There really isn’t room for bullies, bad behavior or worth taking. Unless of course the risk is an “Orange Is jackasses. Your small department is not a family, but it the New Black” scenario, in which case “hell no” is good, needs to be collegial, kind and generous in spirit among solid advice. everyone. If you’ve never read “Emotional Intelligence: Why It Can Matter More Than IQ” by Daniel Goleman, Know What’s Important. go buy a copy; your staff will thank you—and maybe even hug you if your EQ is high enough. ■ 8 Are you really going to fi ght over that choice of law clause? In 35 years of RICHARD Q. RUSSETH ([email protected]) is the vice president and general counsel of Leprino Foods Company in Denver, practicing law I have never once, ever, seen it matter. Colo. In his spare time, he is a photographer, blogger and poet. Follow Perhaps a big fi rm or a big company law department has him on Instagram: @rqrusseth and Twitter: @richard_russeth. time to argue over commas, boilerplate or choice of law,

34 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM Diversity and inclusion were among the

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15.1014.06 DIV Valut-MCCA Sponsorship Ad r1.indd 1 10/14/15 7:43 PM How the OnRamp Fellowship Connects Experienced Female Lawyers with Law Firms

By Lekan Oguntoyinbo

36 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM FTER GRADUATING from the University of California, Berkeley, School of Law in 1986, Dora de la Rosa went to work for a small law firm where she handled litigation. Then within a few years, life happened. She got married. Her daughter was born in 1989. Her son followed in 1993.

Although life in a small or mid-sized fi rm was not as intense or Despite her hectic schedule as a board member and volunteer, fast-paced as a giant fi rm, but she notes that the law fi rm life can the fl exibility gave her plenty of time to work closely with her be very diffi cult for a lawyer with a young family. And her situa- children. tion was complicated by the fact that both children have hearing “The fact that I was at home for them was well worth it,” she impairments. says. “My daughter went to Harvard and graduated. She’s getting “What I found was that it was extremely time consuming to a doctorate at Wisconsin in cancer biology. And my son is getting OnRamp make sure all their needs are met,” says de la Rosa. “As they were ready to graduate from Notre Dame.” getting a little older and dealing with regular child care issues, it “By the time I fi nished my second term, my son had just graduated just became overwhelming. I didn’t want to not see my children. high school and was about to go to college,” she says. “My daughter I believed if I was there to help them navigate the challenges that had gone off to college. I always knew I wanted to try to come back.” would be the best for them.” But getting back into the legal profession after a 14-year During this same period she became more involved with the PTA. absence presented a formidable obstacle. She checked out the “I wanted to become part of the issues that aff ected them,” want ads and perused the experience requirements to gauge she says. what she was up against and found herself somewhat wanting As she pondered options for successfully balancing family professionally. So she became a dispute resolution volunteer at life and career, the superintendent of her local school district the local courthouse—and pondered her options. approached her with the idea of running the district’s bond cam- Then her husband, who is also a lawyer, stumbled on to an an- paign. “I said let me take three months off and see how it goes,” nouncement about a new program she recalls. designed for women just like de la She enjoyed running the campaign. And the success of the Rosa—experienced lawyers who campaign planted an idea in her head. She got the bug to do more had been out of the game for years volunteering. After the election she quit her job. because they wanted to raise a family and wanted She became a full-time stay-at-home mom, even though to get back in. Known as the OnRamp Fellowship program, the volume of her volunteer commitments guaranteed she was it was a perfect fi t. De la Rosa applied and was hired as one never really at home. She ran another successful bond campaign of the initial fellows at Sidley Austin, one of the nation’s 10 and then ran for school board. She served for eight years on the largest law fi rms. school board, four of them as president. “It was like having a full-time job,” she says. “I was going to Sacramento to talk to legislators and involved with local issues.”

MCCA.COM NOV.DEC.2015 DIVERSITY & THE BAR 37 People say law firms are not innovative. My feeling is that they are innovative, but they need good ideas.

Connecting Law Firms and More “This is an opportunity to tap into a group of Experienced Female Lawyers high-performing lawyers,” says Stacy. “These women The OnRamp Fellowship was conceived more than are so loyal to the fi rms that let them in. Some spend a year ago by Caren Ulrich Stacy, who has worked in two years sending out resumes and get no interviews.” large law fi rms in administrative roles for more than 20 years, as a means for bringing law fi rms and qualifi ed Tapping into a Rich Source of Talent veteran lawyers together. Adds Valerie Fitch, senior director of talent acquisi- “The goal is to bring back as many women into the tion at Pillsbury Winthrop Shaw Pittman: “This is a legal profession as possible. I was bothered by the defi - wonderful pipeline to bring in women we might not cit of women inside the fi rms,” says Stacy, who is not a otherwise know about. These are not your typical lawyer. “They weren’t paying attention to replenishing applicants we would get from a headhunter. The pipeline. I was also looking at how to bring women hope is that in many cases this will morph into a full- back into the profession and get them into leadership time position.” roles. So many women who try to come back say they Mike Imbroscio, a partner at Covington & Burling can’t get a foot in the door. They say they don’t know and co-chair of the Products Liability Practice, says where they fi t. I was hearing from law fi rms who say if fi rms like Covington are deprived of a rich source of someone has practiced for fi ve years and been out for talent when experienced female attorneys leave the 10 where do they fi t?” fi rm to tend to their families and are unable to return. After developing the idea, she pitched it to four large “Big fi rms for many years have had a fairly rigid law fi rms around the country, and all of them said yes model of starting young lawyers as associates and then within a few weeks. The responses surprised even Stacy. considered them for the partner role after many years,” “When I fi rst thought of the idea and I called what he says. “It’s either up or out. The goal of the OnRamp I consider my brain trust—managing partners, con- model is to push aside historical impediments and sultants, futurists—many said good idea but best of allow us to have case-by-case discussions of each indi- luck trying to get them to do something innovative,” vidual and remove the stigma. she says. “People say law fi rms are not innovative. My “If we can fi nd a way to attract these people, it will feeling is they are innovative, but they need good ideas. serve us and our clients tremendously. That’s a com- If you get good ideas, they are willing to be innovative. petitive advantage. A lot of these people are in their late This proves innovation is possible.” 30s, 40s and even early 50s.” Here’s how the program works: He says the program has inspired Covington to start Applicants are subjected to a vigorous assessment, reaching out to other former employees who are inter- including aptitude tests, writing skills, a cultural anal- ested in coming back. ysis, a three-hour per person screener and a structural Stacy says large numbers of women fail to make behavioral interview by Stacy and her team on behalf of partner at blue chip law fi rms for three primary client law fi rms. Stacy also does a developmental refer- reasons: ence check to help determine what the fi rms can do to ■ They leave before they have a chance. help these lawyers develop professionally and excel. ■■They don’t want it. The fellowship is for one year, and the salary is fi xed ■ They face barriers to success because they don’t have at a fl at $125,000 a year plus benefi ts. The hiring fi rm a champion or adequate support within a practice pays the fellow’s salary. The appointment is for a year, group. but the fi rm has the option of retaining the attorney as a The OnRamp Fellowship program seeks to topple full-time associate and putting her on the partner track. these barriers in part by off ering fellows mentoring and To date, more than 300 lawyers have applied for the career development opportunities. program and 19 have been accepted. The nine inaugu- “A lot of men in these fi rms are incredibly support- ral fellows are in the process of ending their fellow- ive because their sisters or wives have been in this situ- ships. Nineteen fi rms are involved in the fellowship, so ation,” says Stacy. “They know their daughters might be far, a number that Stacy expects to continue to grow. in that situation, too.”

38 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM Firms Use their Resources to Create a Culture of Success At Sidley, de la Rosa says she regularly has lunch with a female partner who also regu- larly comes by and checks in on her to moni- tor her progress. She and the partner have a quarterly conference call with the fi rm’s chief diversity offi cer. “We talk about how the review process works, and she listens to our questions,” says de la Rosa, who was off ered a perma- The goal of the OnRamp model is to nent position as an associate at the end of the fellowship. push aside historical impediments Kathy Herman, who began a fellowship at and allow us to have case-by-case Blank Rome in Philadelphia last February, says she was assigned a mentor and a career develop- discussions of each individual and ment advisor. She functions as a fi rst-year associate and says she receives a lot of training. remove the stigma. “They are supporting me in every way,” she says. “It’s probably in the fi rm’s best interest, as well for me, to stay here. They realize that there are lots of smart people out Both Herman and de la Rosa say they’ve had to adapt to there. I think they perceive an investment in me as an invest- changes in the legal profession, particularly in areas such as ment for them.” technology and administrative support. Like de la Rosa, Herman began her career in 1986, after “Technology was probably the biggest adjustment for me,” graduating from the University of Pittsburgh law school. She says de la Rosa. “So much of what attorneys do requires pretty joined a large law fi rm in Philadelphia but lost her job a few good computer skills. When I was last in the business, there years later when the fi rm started doing some downsizing. She were two attorneys to one secretary. When I left, it was transi- worked for another fi rm and then a public company and got tioning to three attorneys to one secretary. Now there are fi ve laid off again. Then Herman took up some general counsel attorneys to one secretary.” work on a consulting basis. Around that time, her parents fell Still, de la Rosa says the program gives hope to experi- ill, so she stopped working. She was out for about three years. enced female attorneys who want to get back in. “I had too big of a gap on my resume. I couldn’t get any “Be prepared to work very hard, but it is very rewarding,” leverage anywhere,” says Herman. “Given what I do, which she says. “We have a little bit of an advantage. One advantage is business law, securities and mergers and acquisitions, not is having real-world experience and having worked with all my skills were readily transferrable. [Potential employers] people in diff erent sectors. You have to throw yourself into it didn’t really understand why I had this gap. People would and be confi dent.” worry that my skills were rusty or that I would have a hard Sherman says the program is a win-win for the women time re-integrating. It also may have been that they were and the law fi rms. apprehensive about hiring me because in some of these posi- “The program is working, and it is working for all parties tions, I was signifi cantly more experienced than my superior. involved,” she says. “It is working for the women re-entering. I never really thought about going to a law fi rm at that point It is working for the fi rm. It is working for the job at market because I didn’t have a book of business.” and showing that people can think outside the box. I think it She says being appointed a fellow has been a great profes- is a model that should be emulated in as many capacities as sional move. possible.” ■ “This is my fourth fi rm,” she says. “I feel comfortable. I like the people. It’s a good personality fi t, and everyone is LEKAN OGUNTOYINBO ([email protected])is a freelance journalist based in Columbia, Mo. helpful. This is a good match for me.”

MCCA.COM NOV.DEC.2015 DIVERSITY & THE BAR 39 ABA Makes History Meet Paulette Brown, ABA President

By Jonathan Groner

As the first black woman to become president of the American Bar Association,

Paulette Brown regards herself as very fortunate to be granted a role in helping

solve the nation’s racial problems. And she believes that her efforts are only a part

of a larger trend: Lawyers and the law can and must be a key part of the solutions.

40 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM Brown, a labor and employment lawyer in the Mor- report said, to arrest black residents and charge them ristown, N.J., office of Locke Lord LLP, assumed her with minor traffic or parking violations. If they can’t ABA office in August 2015. Brown’s presidency started pay exorbitant fees and fines, they are put in jail. at a time when the nation’s attention has been inces- “Shouldn’t people be told of the collateral conse- santly riveted on issues such as the police shootings quences of pleading guilty (even if not) to certain of- of unarmed black people and the racial symbolism of fenses—that they may give up rights and opportunities the Confederate flag. Brown has taken notice of the that last for an eternity?” Brown says. “It’s lawyers who controversies. have pointed out these injustices, and it’s lawyers who She says, for example, that the rioting earlier this will help to abolish them.” year in the wake of the death of Freddie Gray in police Brown’s role in helping achieve racial equality in custody in Baltimore made her angry, precisely because America is not limited to her advocacy of change in “it distracts from the real rule-of-law issues here and the criminal justice system. For decades, as a corporate the role that lawyers can play in resolving these issues.” lawyer, as a partner in her law firm and as a partner The vast majority of Baltimore residents, Brown says, and chief diversity officer of Locke Lord LLP, she has are law-abiding, although media coverage tended not to fought against biases, subtle and overt. emphasize that. Regarding the series of killings of unarmed suspects by cops nationwide, Brown says it’s important to note that “no two situations are the same.” Brown adds, “Most people ask of each killing, ‘Was Brown says many people also don’t realize it justified?’ I prefer to ask, ‘What can be done to avoid these terrible incidents in the first instance?’ Lawyers how lawyers can contribute dramatically are the people best equipped to come up with these solutions.” And those lawyers, Brown says, must in- to social change in the nation. clude prosecutors as well as defense attorneys.

Asking the Questions about Implicit Bias Brown, 64, says that while most prosecutors are out- standing public servants, prosecutors, in general, have Humble Beginnings for the Future ABA a great deal of power, including the presumptive power President to determine whether an individual will be charged Brown’s entire life, including her nearly 40 years as an with a crime and what that crime should be. attorney, has prepared her well for her current position “Do prosecutors have implicit biases? That’s one of and her “bully pulpit” at the 400,000-member ABA. She the questions not many people are asking,” Brown says. grew up attending segregated schools in Baltimore. Nei- “Specifically, no one is talking about how many black ther her parents, nor her siblings, went to college. She women have died at the hands of police and who is earned her bachelor’s degree from Howard University being held accountable for those deaths.” Current esti- in Washington, D.C., in 1973 and entered Seton Hall law mates are that 20 percent of African-Americans killed school in New Jersey on a full scholarship. She was one by police are women. of the few black students in her class of 1976. Brown says many people also don’t realize how Rather than choose to work right out of law school lawyers can contribute dramatically to social change in on civil rights or discrimination issues, Brown decid- the nation. ed at first to pursue a career in the corporate world. “Had it not been for the involvement of lawyers, the She thought her career counselors were directing her U.S. Department of Justice may not have written the re- toward public defender jobs representing the poor port that it did about justice in Ferguson, Mo.,” Brown simply because she was black, and she resented that. points out. In March 2015, the department portrayed Her first job was with National Steel, then the nation’s a situation in that St. Louis suburb that it said is the third-largest steelmaker. She later worked as in-house equivalent of a modern debtors’ prison. counsel for Prudential Insurance Co. of America and The report, as Brown said, portrays a system that other Fortune® 500 companies. appears to be designed to put people in prison because Brown served for a while as a municipal court judge of their poverty. The police find any excuse, the DOJ in Plainfield, N.J., but found the position “too limiting.”

MCCA.COM NOV.DEC.2015 DIVERSITY & THE BAR 41 “I was in my thirties, and I just found the position in Law Firms.” The report described the difficulties wasn’t a good fit for me,” Brown says. She soon stepped faced by black, Hispanic and Asian female lawyers in down from the judgeship. law firms and showed that they were leaving the legal In 1984, Brown opened her firm, focusing on em- profession at a high rate. ployment law, civil rights and product liability. That The report also found that female lawyers and law- firm, Brown & Childress in East Orange, N.J., merged yers of color are subject to demeaning comments and with another firm in 1993 to become Brown, Lofton, harassment, are skipped over for client development Childress & Wolf, which was then the largest minori- opportunities and desirable assignments, and lack net- ty-owned firm in the state. Brown, who was managing working opportunities and access to significant billable partner, remained at the firm until 1999, when she hours. The report placed new focus on subtle racism joined Duane Morris in Newark. She moved over to Ed- and sexism within law firms and increased Brown’s wards & Angell in 2005, and after a series of mergers, visibility as an ABA leader and a champion of diversity. that firm became Locke Lord LLP. As chief diversity “There are very few women of color in law firms. We officer, Brown has trained the firm’s lawyers in all its are basically invisible,” Brown said at the time. She noted offices to be sensitive to issues of all forms of biases. then that she was one of only three black female part- “I trained every single person, including lawyers and ners in major law firms in the entire state of New Jersey. staff, in the firm on the concept of implicit bias,” Brown Brown says things are slowly changing now. Diversi- says. “The process made everyone think about these ty and inclusion, she says, is an imperative for law firms issues in a new way.” today, as corporate clients “simply say they get better Brown says that partly because of her efforts, the firm results from law firms with diverse teams.” has embraced diversity. The current firm has a female “Here is a metaphor that I like,” she says. “If I have a baseball team, as important as the pitcher is, I don’t want all pitchers. I will have people who play all posi- I trained every single person, including tions. You cannot have a winning team with all pitchers. It’s necessary to have people with different experiences lawyers and staff, in the firm on the concept to ensure diversity of thought and better results.” Brown says emphatically, though, that not all alle- of implicit bias. The process made everyone gations of discrimination against a company or a law firm are true. In her role as an employment defense think about these issues in a new way. lawyer, one of the things she does is to help her clients distinguish between valid cases and “those that are actually bogus.” managing partner, litigator Jerry K. Clements, and has “When I see a case that is brought without basis, several female lawyers and lawyers of color heading it annoys me because, at least in public opinion, that practice groups and major offices. “These are not figure- jeopardizes the strength of the legitimate cases,” she heads but people with real responsibilities,” Brown says. says. “I have advised clients to settle meritorious cases Along the way in her career, Brown served as pres- where there really has been discrimination, conscious ident of the predominantly black National Bar Asso- or unconscious. When a lawyer can do this and can call ciation and received many awards for public service top management’s attention to the existence of uncon- and outstanding legal work. The National Law Journal scious bias, she can accomplish a great deal. My clients recognized her as one of the 50 most influential minority appreciate it.” lawyers in America. U.S. News repeatedly named her as Brown says she has no desire to be remembered one of the “Best Lawyers in America” in the area of com- primarily as the first black woman to head the ABA, a mercial litigation. In 2011, she was honored by the ABA voluntary membership organization that didn’t even Commission on Women in the Profession with the Mar- admit black attorneys until 1943. garet Brent Women Lawyers of Achievement Award. “I don’t relish being the first one if I don’t create a path for others to follow me,” she says. ■ A Champion of Diversity Diversity has long been one of Brown’s chief profes- JONATHAN GRONER ([email protected]) is a freelance writer in Washington, D.C., and a former managing editor of Legal sional interests. In 2006, she co-authored an import- Times. ant ABA report, “Visible Invisibility: Women of Color

42 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM NEWS YOU CAN USE Call for Authors ® Everyone has a story. Everyone has expertise. Let’s put those together and help you get published.

If you are interested in writing for Diversity & the Bar® or you have a story idea, please contact:

Kim Howard, CAE Editor-in-Chief [email protected] www. mcca.com/ dbmagazine

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Call For Authors_FP.indd 1 10/30/14 10:10 AM tips for a Successful Succession Here are two pressing trends concerning corporate general counsel today: They are increasingly taking on executive and strategic management duties, and more of those in the baby boomer generation are retiring.

Yet, just 38 percent of companies reported having 55 percent a decade ago, according to BarkerGilmore. a formal succession plan for their general counsel, al- In addition to their regulatory and risk-manage- though 86 percent said it was important to be prepared ment duties, GCs are more involved in the company’s for a GC’s departure. That’s according to “GCs: Adding performance and strategy, and 90 percent serve as cor- Value to the C-Suite,” a survey sent to about 5,000 di- porate secretary. Survey participants said they looked rectors, board chairs and CEOs of publicly traded com- to GCs for compliance, corporate governance, industry panies. The study was conducted by executive search knowledge and guidance on shareholder engagement. fi rm BarkerGilmore and NYSE Governance Services in GCs bring value in their ability to serve as an ethical February and March 2015. sounding board, advise the CEO and the board and Some 86 percent of board members say the general ensure that the board adheres to best practices, partic- counsel is a member of the executive team, compared to ipants reported.

44 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM Some 86 percent of board members say the general counsel is a member of the executive team, compared to 55 percent a decade ago.

Successful SuccessionBy Toni Coleman General counsel turnover hit a 13-year high in early One impediment to succession planning is that many 2014, when 10 percent of large companies replaced senior associates who want to advance to the top legal their legal leaders, according to the study by BTI spot fi nd they may have to do so at another company, Consulting, Benchmarking Corporate Counsel Manage- says Susan Hackett, founder of the law practice man- ment Strategies. More baby boomer GCs who had put agement consultancy Legal Executive Leadership LLC. off retiring during the recession are headed to the exit “Most law departments have a fl at organizational door now that the markets, along with their portfolios, structure, and there are few new positions for them to have improved. ascent to, so the pathway to general counsel is based on Given the turnover in the GC ranks, why are so them leaving their current environment. That creates a many companies unprepared to deal with the possible perverse disincentive for general counsel to spend a lot departure of such a key advisor? of time on succession planning,” she says. Legal depart- “Every executive has pressing day-to-day matters ments that do a good job of preparing internal candi- they have to attend to. That causes important activities dates for the helm are potentially setting themselves up like succession planning to be put on the back burner,” to have their top talent poached. “Your department is the says Bob Barker, a BarkertGilmore managing partner. one everyone will turn to to hire from,” Hackett adds. “But boards are saying they expect these plans to be put Succession planning is not simply grooming a No. in place.” 2 to take over. It’s a talent management strategy of

MCCA.COM NOV.DEC.2015 DIVERSITY & THE BAR 45 cultivating a pipeline of talent for leader- assess the health of ship positions. This includes assessing where the Minnesota-based employees are with their skills, where the company company’s legal, compli- needs them to be and fi lling in the gap with training, ance, and government aff airs developmental assignments and mentoring. teams, a discussion that includes a review of succession A good succession planning process will also com- plans for senior-level leadership roles. Through this plement diversity eff orts because it replaces the “old process, Fong works with others to help identify attor- boy” system of promotion. “Diversity programs require neys who might be ready for more senior positions now people to start to think about quantifying promotable and who will be in a few years. experience and establishing more objective review and During career planning conversations, staff typically evaluation processes,” Hackett says. “When the process share their aspirations, and supervisors then help them is more objective and transparent, it creates a clear fi gure out how to develop the capabilities needed to pathway people can follow to success. What kinds of advance to the next step. An attorney might receive competencies are required in these roles, and how will expanded responsibilities, take on a stretch assignment they be judged? In many cases, those things were never or enroll in substantive or skills-enhancing courses. carefully articulated or evaluated before.” They might demonstrate their leadership potential by Talent management not only ensures companies ar- volunteering to work on a pro bono matter, serving on a en’t caught fl atfooted when the GC leaves, but that the department-wide committee (such as the legal depart- department is working toward peak effi ciency while ment’s diversity and inclusion committee) or planning improving staff retention. “The attrition rate seems to a professional development program for the staff . be much lower for these individuals where they believe In-house counsel are also encouraged to seek experi- there’s a succession plan in place and they’re a part of ences outside of the legal department, and because 3M it,” says John Gilmore, a managing partner of Bark- is a global company with diverse business lines, from erGilmore. “They’re much more productive for the health care to electronics to energy, opportunities are company. They’re less motivated to leave because they extensive. One of the company’s intellectual property see a clear career path for themselves.” lawyers, for example, is on a multiyear assignment at Ivan Fong, senior vice president, legal aff airs and one of 3M’s European locations. general counsel at 3M, says he’s surprised by the Fong also pushes the law fi rms 3M works with to study’s fi nding. “If we care about the quality of the develop their bench strength. He wants to ensure those advice we give and effi ciency of services we provide, fi rms continue to provide lawyers who can meet 3M’s it’s essential that we build a strong leadership pipeline,” standards and can off er creative solutions and diverse Fong says. “Developing our talent and thinking about viewpoints. “If we are working closely with a particular the career progression of our legal staff is one of the person and she leaves, it’s in the fi rm’s best interest to most important things that I do. I can’t aff ord not to have someone who can succeed her,” Fong adds. “Oth- have a high-performing team.” erwise, that business could go somewhere else.” At 3M, succession planning encompasses the entire When getting high-potential staff members GC- department. Fong sits down annually with 3M’s CEO to ready, Hackett says to remember what corporate and

46 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM Tips for a Successful Succession ■■Hire in-house counsel with strong leadership skills and strategic business savvy potential. ■■Develop a list of competencies needed to become general counsel and share with the staff . ■■When developing the GC job descriptions and com- petencies, get input from stakeholders, including the CEO and board members. ■■Periodically review internal candidates and their level of preparedness. ■■Develop a plan to help counsel acquire new skills and a mentor. ■■Expose counsel to new areas of business. ■■When it’s time to appoint a GC, compare internal department executives are looking for: problem-solving candidates against external talent. skills in someone they trust. In addition to solid legal ■■Once a successor is chosen, plan for a smooth experience, internal candidates have to demonstrate transition. good leadership traits and acquire business experience Source: General Counsel Succession Planning outside of the legal department, Hackett says. Practices from the Pros, BarkerGilmore Among the competencies identifi ed by BarkerGilm- ore, corporate general counsel should have business acumen; the ability to remain calm during a crisis; may not be ready for the role yet, but they’re high-val- experience with talent management, mergers and ac- ue employees that companies don’t want to lose. Put quisitions, and litigation; and interacting with internal those candidates through the process to show that they and external constituents. haven’t wasted their time.” Candidates must have the full faith and confi dence Karen Roberts, executive vice president and general of leadership. “In law departments, the people you’re counsel for Wal-Mart Stores Inc., is emblematic of a suc- responsible to are in the C-suite,” Hackett says. “A lot of cession planning program done right. At Walmart, the companies, when the general counsel position comes legal department participates in the company’s overall open, are not looking at who is sitting in the pipeline talent planning process that helps associates develop but who will inspire the board and other stakeholders. skills and competencies needed for their next challenge People have to know and want to work with that senior and allows the company to have multiple successor can- lawyer. The whole point of the general counsel is to didates available whenever opportunities open up. provide corporate leadership with candid and practi- Roberts joined the company in 1995 right out of cal business advice. If they don’t have faith in that GC law school, not in the legal department, but in the real candidate’s business savvy or trust their judgment, legal estate division. She worked her way up to become skills won’t matter.” the general counsel of real estate, and among other GCs who are mentoring potential successors should positions, became the executive vice president of real “start exposing them regularly to high-level conver- estate, running the business side of the operation. sations and counseling opportunities to those people “Any time you can get experience in how the whose trust they’ll have to earn,” Hackett says. “Legal company operates as a whole, it helps. Walmart has a expertise alone just isn’t enough.” long history of cross-pollinating,” she says, noting the Even with a solid, regularly reviewed succession advancement opportunities employees have if they’re plan in place, 90 percent of BarkerGilmore’s surveyed willing to move across diff erent sectors and take on CEOs and directors said that internal candidates new challenges. should be benchmarked against external talent. That Roberts’ business experience, for example, was means, in addition to grooming potential successors, critical in preparing her for the GC role. “I’m aware of GCs should have an eye on outside lawyers who can the perspectives that business leaders have. It helps us step into the role, Gilmore says. to shape how we work with our business partners. It’s Businesses are saying that “this role is so critical helped me to be a better leader.” ■ we can’t just assume the internal candidate is good enough,” Gilmore says. Still, putting internal candidates TONI COLEMAN ([email protected]) is a freelance writer and editor based in the Washington, D.C., area. in contention shows goodwill. “Internal candidates

MCCA.COM NOV.DEC.2015 DIVERSITY & THE BAR 47 Advancement of Female Attorneys in Law Firms Where Are We Today? By Stephanie Resnick

In 1998, the Philadelphia Bar Association adopted the “Statement of Goals of Philadelphia Law Firms and Legal Departments for the Retention and Promotion of Women” (Statement of Goals). At the time, I was an equity partner at Fox Rothschild LLP for six years and the chair of the Firm’s Partnership Advancement Committee. My firm was one of the first to sign on to the Statement of Goals, which were established to address the discrepancies between the number of men and women who were able to accede to the partnership ranks and leadership positions within the firms. Fift y-two other firms were also signatories to the Statement of Goals. The Philadelphia Bar Association was one of the first bar associations in the country to promulgate a best practices guide for the retention and promotion of women. Ultimately, other bar associations across the country followed.

48 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM Advancement of Female Attorneys in Law Firms

Essentially, each signatory law fi rm pledged to remove that had signed on to this policy were embracing it. Everything barriers to full and equal participation and treatment of female would be equal now. All was good with the world of women in attorneys. That included accepting and promoting gender law fi rms. However, what has occurred since that time is not diversity as a core value. It also included creating equal ac- nearly enough, and more attention to these issues is critical. cess and opportunities for women; creating an inclusive work environment; encouraging women’s professional development The Numbers Don’t Lie and training; creating a mentoring culture; supporting a fl exible It seems like a fundamental and uncontroversial premise to work schedule; making gender diversity an economic principle; allow and encourage qualifi ed women to accede to partner or and enacting a fair compensation system alleviating inherent leadership positions. However, that is not necessarily the case. gender biases. The policies were expressly set forth to address Although some fi rms, like mine, have been on the forefront of both retention and promotion of female attorneys. There was this issue, elevating female attorneys who were working on a also a self-analysis component of the Statement of Goals, which part-time basis to equity partner, other fi rms were tremendously confi rmed that the signatory law fi rms would conduct self-eval- disappointing. Upon refl ection, there should have been more uations to ensure compliance with the goals. emphasis, sensitivity, oversight and fl exibility on creating equal The reaction to the Statement of Goals was that they would access and opportunities for women in law fi rms. enhance the ability of women to rise among the ranks in law In July 2013, the National Association of Women Lawyers fi rms, in-house counsel, etc. When all was said and done, I issued a report called “Actions for Advancing Women in Law thought we—the female lawyers—were positioned well. Firms Firm Leadership and in the General Counsel’s Offi ce” (Report).

MCCA.COM NOV.DEC.2015 DIVERSITY & THE BAR 49 In issuing its 2013 Report, NAWL summarized its “Actions for Firms need to have formal Women’s Initiative Committees. Change” as a result of NAWL leadership summits in 2007 and These committees should promote rainmaking activities, pro- 2010–2011. The report referenced its fi rst summit of female fessional networking and guidance on the partnership process. lawyers and leaders, which was convened in 2007 to address Focus must be on improving business generation activities, the retention and promotion of women in law fi rms. The summit importance of networking in the community and the “how-tos” followed NAWL’s challenge in 2006 “to double the percentage of of making partner within the fi rm. Further, the committees must women equity partners within the Am Law 200.” When the ini- be accountable to the management of the fi rm. tial NAWL summit was held in 2007, its survey showed that “men In addition, law fi rms must promote women to leadership po- held 92 percent of managing partner positions in the largest U.S. sitions, and the importance of this principle must be adopted by law fi rms, 85 percent of the seats on fi rm governing committees the senior management. The involvement of female attorneys in and 84 percent of equity partnerships.” Five years later in 2012, focused marketing activities and women in the profession activi- NAWL completed “National Survey on Retention and Promotion ties through the bar association or otherwise must be supported of Women in Law Firms” following a series of second summits. and ingrained throughout the fi rm. The report sadly concluded, “Five years later, the numbers are Law fi rms need a transparent compensation system where disturbingly the same. The ‘2012 National Survey on Retention maintaining, expanding and growing a fi rm client will result in and Promotion of Women in Law Firms’ confi rms that little increased compensation. Senior female partners must also reach progress has been made in advancing women and diverse lawyers back to help associates. Too often, not enough mentoring and into leadership positions. Further, the latest survey revealed that support is provided to female attorneys coming up the ranks by women are leaving big fi rms earlier and the proportion of women those who have been successful in the fi rm. Complex assign- entering big fi rm practice decreased for the second year in a row. ments should be distributed equally, and part-time policies must Women still lag in compensation . . .” be adopted and enforced.

So . . . Where Do We Go Now? Tips for Female Attorneys While there is greater sensitivity to the principles that are needed Female attorneys must also take responsibility to succeed in a law to advance women in law fi rms, we are not there yet. fi rm. To that end, here are some suggestions:

50 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM ■■Be an outstanding attorney. So often we overlook this part with the client and considered a resource by the client. Be of the equation. Demonstrate how your skill set is exempla- an expert in your fi eld. ry and how you can handle a major complex transaction or ■■Find yourself a real mentor. Often, mentors are assigned and litigation matter. Further demonstrate how important your there is no chemistry. Identify a senior attorney whom you like skill set is to clients. and respect, and reach out to that person and request business ■■Be a rainmaker. Originate new clients or client matters. Even mentoring. Work with your mentor on partnership and busi- if you are not originating new clients, maintain and expand ness generation. existing client relationships. ■■Advocate for yourself. Demonstrate your signifi cant accom- ■■Be responsive. Show clients and supervising attorneys that plishments at the fi rm. Shout them out. No one can be a better their matters are important. advocate for you than you. ■■Be a fi rst chair. No one expects an associate to try a signifi cant ■■Be an e ective leader. Lead by example. Provide constructive case or handle a signifi cant transaction alone. However, there criticism and praise to younger attorneys. Commend attorneys are various ways to show fi rst chair responsibility. Be “fi rst who achieve results and victories. Show that you can support chair” on an aspect of the transaction or lawsuit. For instance, the eff orts of others and that you are a team player. an associate can be “fi rst chair” in handling discovery disputes Nothing is perfect. As law fi rms continue to be receptive to before a discovery master, handle and facilitate expert testimo- changing the atmosphere to be more inclusive and recognize the ny, take and defend important depositions and the like. This is importance of these principles, with drive, hard work, meaning- important to making partner, as it shows an ability to handle ful eff ort and guidance, female lawyers will continue to advance matters independently. at a greater pace in law fi rms. ■ ■■Be integral to a client or client’s work. Be the “go to” per- son with the client, even if the billing partner is that client’s STEPHANIE RESNICK ([email protected] ) is chair of Fox Rothschild LLP’s Directors’ and Off icers’ Liability and Corporate Governance lawyer as well. Ingratiate yourself with the client. Know the Practice Group and former chair of the firm-wide litigation department. She is client and learn about the client. Be indispensable. Let the a senior trial lawyer who handles business disputes in state and federal court, client understand how you add value to his cases or trans- has served multiple terms on the firm’s management committee and is former actions. Present a situation where you are in direct contact chair of the partnership advancement committee.

Editor’s Note: The Ninth Annual NAWL National Survey on Retention and Promotion of Women in Law Firms is now available at www.nawl.org/p/cm/ld/fid=506.

MCCA.COM NOV.DEC.2015 DIVERSITY & THE BAR 51 Who Always RAINMAKERS SHINE MCCA’s Annual List of Rainmakers proves that the profession has talented lawyers who also have valuable business development skills. This list includes attorneys from around the country who practice a wide variety of law. Their success stories offer insight and value to lawyers at every career stage.

By Patrick Folliard

52 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM DEBRA BAKER topics. I have taught environmental law at area law Partner schools, and some of my former students have become Baker Wotring LLP clients. But foremost, we strive to provide the highest Houston level of client service and produce an exceptional work Years Practicing: 30 product for our clients.” Practice Area: Environmen- tal and Litigation MICHAEL A. BROWN “Having a unique niche Litigation area of expertise is a way to Miles & Stockbridge attract and retain clients,” Baltimore says Debra Baker. “We’re a commercial litigation and Years Practicing: 25 environmental boutique law firm—it’s unusual for a “Ask, ask, ask,” says Mi- small firm to do both the regulatory side of environ- chael Brown. “That’s how mental as well as full-scale environmental litigation— you get work. If they say no, providing representation to companies, governments, you are in the same place ports, railroads and individuals in significant and you were before you asked.” complex matters.” A principal and trial law- Prior to establishing Baker Wotring in 2001, Baker yer in Miles & Stockbridge’s Baltimore office, Brown was at a big Houston firm handling a complex, ongoing handles complex cases in a number of jurisdictions case. But when the firm merged with another even around the country with a focus on products liability, larger firm on the other side of her case, an insur- mass torts and commercial litigation. mountable conflict arose. “The client asked me to stay Now considered a rainmaker, Brown didn’t like tra- with the case, and it was negotiated that we’d set up ditional associate responsibilities early in his career and a small firm,” recalls Baker. “I was flattered, and the knew he had to find a way to be engaged with the firm’s large matter went on for several more years. During work. “I had just bought my mother a new house, and that time we discovered a real market for a boutique giving up wasn’t an option. So I began finding clients of firm. Fourteen years later, we are still here and flour- my own and asking for opportunities to try cases.” ishing and have achieved record-setting results for our Several years after starting his career in 1989 at clients in a number of diverse and complex cases.” Miles & Stockbridge, Brown set out on his own with Born in Washington, D.C., the daughter of a career two friends. That is where he learned the most about military man and a Japanese war bride, Baker worked her being a rainmaker. For Brown, those years were “sink way through the University of Maryland and Georgetown or swim” time, and he swam. The firm he helped University Law Center. She left Washington for Houston found grew to become Maryland’s largest certified mi- in search of opportunities. “In the ’80s, Houston was an nority-owned law firm. In 2009, he returned to Miles especially dynamic place for law then; there was a lot of & Stockbridge with a sizable book of business. work surrounding refining and shipping.” “I know my interests, as well as my strengths, and I Despite its relative size, Houston has a small town like trying cases more than running a firm. Returning feel, says Baker. “It’s really not unusual here for to Miles & Stockbridge gave me the opportunity to try lawyers and clients to become friends. We do CLEs large cases and to be supported by the resources of a for clients, volunteer at their organizations and team larger firm.” up with them to do charity events. For over 20 years, Despite the focus on self-preservation, says the Baker has also produced, written and/or performed Georgetown Law grad, “We’re all in this together. in an all-lawyer musical theater production in Hous- While I like to bring in work and win cases, I’m not the ton, leading her to meet numerous lawyers and judg- guy to write a 50-page brief for appellate court. It takes es, while raising an amount approaching $1 million a team to sustain a top-notch practice, and I am lucky for law-related charities. “In building a practice here, to work with talented lawyers, paralegals and support it really helps to include a social component. staff who help make it happen.” I also speak and publish a lot on environmental law

MCCA.COM NOV.DEC.2015 DIVERSITY & THE BAR 53 KELLY-ANN CARTWRIGHT ing a domestic company with its operations in Latin America, Partner the GC expressed how beneficial my dual language skills were to Holland & Knight LLP American clients. A light bulb went off: Because my first language Miami is Spanish, Latin American clients were very comfortable with Years practicing: 24 me. And as a U.S.-trained attorney, I could report back to domes- Practice Area: Labor and Employment tic clients on Latin American-related matters in English, ensuring Like a lot of other rainmaking part- that they had a very good understanding of the matter.” ners, Kelly-Ann Cartwright cites time Today, Danon’s practice focuses on commercial disputes, as an ongoing challenge. In addition investigations, consumer class actions, government regulatory to a full litigation practice, she is also advice and corporate compliance, largely for financial institutions on Holland & Knight’s Directors Committee and serves as the and manufacturers of consumer goods. “Litigation is what drives executive partner of the firm’s Miami office. “It’s definitely a the practice. Half of my work deals with matters that have a balancing act. As a partner, you’re under constant pressure to connection to Latin America—either Latin American companies bring in work. But you also have to give constant attention to your being sued here or domestic companies that have operations in practice.” Latin America and need guidance. Cartwright’s practice focuses on general civil and commercial “My goal was always to have my own practice,” says Danon, litigation with an emphasis on employment discrimination, civil who earned his JD at the University of Pennsylvania Law School. rights, business torts and labor law. “So, I focused on upcoming opportunities from the beginning. I “My practice didn’t develop overnight. It’s a work in progress,” viewed all of the work I was given as a chance to create lasting re- she says. “As you develop expertise and become successful in lationships and was never concerned with the immediate dollars matters with clients, more business comes your way. Of course involved. Looking back, I think I had a sense of the big picture the timing has to be right. Certain things—like the right class that has served me well.” action or collective action lawsuit—get you seen and open doors.” Still, a lot of what comes a lawyer’s way is based on being in the In her third year of studying finance at the University of Flor- right place at the right time, so preparation is extremely important. ida, Cartwright decided against a career in the banking industry For Danon that means being a strong practitioner who proves his and opted to pursue a career in law instead. “I like the debate. I credibility by not only bringing in work but also continuing to try like litigation and advocacy. A certain thrill still comes from liti- cases. And he does this in addition to performing his duties as head gating a case successfully, whether it’s a success at the summary of the Hunton & Williams Litigation team, a team of more than 300 judgment stage, arbitration or trial.” attorneys located throughout the United States. Born in Georgetown, Guyana, Cartwright spent four years “I try not to get bogged down thinking in the short term,” he in England. The family then moved to the States and settled in adds. “So much is measured on a yearly basis, so it’s easy to get Miami, a city she describes as a vibrant place to be educated and caught up in annual results, but I know it’s not helpful in the pursue a career. long run.” In terms of business development style, Cartwright says doing good work generates the best referrals. “It’s also important to be SAMIR A. GANDHI out there doing speaking engagements and seminars,” she says. Partner “Anything that places you in front of people who have the ability Sidley Austin LLP to hire outside counsel is beneficial.” New York Years Practicing: 25 SAMUEL A. DANON Practice Area: Corporate Partner “After pitching a prospective client Hunton & Williams LLP at lunch, rarely do you go back to the Miami office and find a message saying they Years Practicing: 24 want to hire you,” says Samir Gandhi. Practice Area: Business Litigation “Now and then people will hire you for a large matter immedi- Early in his career, Sam Danon’s ately without having worked with you before. But most of my language skills set him on the road to significant work comes from lasting relationships I’ve developed rainmaking. “I had not thought much by taking the time over a number of years to listen to clients and about it before, but when I was help- understand their business and concerns.”

54 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM Gandhi is the co-practice leader of Sidley Austin’s New York Gay is co-chair of Quinn’s national trial practice. Her own corporate group and focuses on capital markets offerings, cor- practice is divided among complex civil litigation, corporate porate and governance matters, private equity transactions and governance and white collar matters. Prior to entering private transactions involving India. He also represents The Confedera- practice, she was deputy chief of the Special Prosecutions Unit tion of North, Central America and Carribbean Association Foot- and the Civil Rights Division while serving as an assistant United ball, one of the confederations comprising FIFA, the governing States attorney in the Eastern District of New York. body of world soccer. “It is far more boring than it sounds, but Because Quinn is an all-litigation firm, there is no corporate pretty interesting as far as practices go,” he says. practice to feed litigators. Senior partners devote significant At Sidley, all lawyers are encouraged to be commercial but also time to cultivating new work. “Essentially, we build on the firm’s encouraged to work together in teams, he says. “When I pitch cli- reputation as the most aggressive and creative trial practice ents, I pitch the firm and the vast resources and expertise we can in the world. We strive to be game changers while remaining provide–I rarely pitch myself. I make sure we’re being responsive ultra-­sensitive to our clients’ major challenges. We are devoted and that subject matter experts that the client needs are available to anticipating our clients’ objectives and the strategies of our to help. I’m the quarterback of a great team. That’s the benefit adversaries 24/7.” of a large firm with lots of resources and lawyers who make it a For Gay’s generation, the number of women trying major cases priority to collaborate with each other.” is small. “But that’s changing. As women have developed world- Gandhi advises associates, “Today’s young lawyers have great class trial resumes and clients have become more sophisticated, communication skills but these tend to be primarily electronic opportunities for women have expanded. and social media-based. The most important advice that I have “These days,” says Gay, “I don’t get hired because I’m a wom- gotten and give is: Learn to listen. The best way to do that is an. I’m hired for my depth of experience.” through personal interaction–you don’t need to listen when you are texting someone, but you do when you are on the phone or FRANCIS Q. HOANG meeting them in person. Shooting off an email to a client or a Partner colleague isn’t always the best way to understand the client’s Fluet Huber + Hoang PLLC business and needs. Woodbridge, VA And discipline is imperative. For 20 years, Gandhi has made Years Practicing: 12 at least three practice development calls to clients and potential Practice Area: Government Contracts clients each week, sometimes more but never less. “Finding who Before he was a lawyer, France Hoang to call is the easy part. The hard part is having something to say. was already making the connections Only when you say something smart that is valuable to them and that would make him a rainmaking their business will they listen. Clients who think you have their partner. A West Point graduate, he interests in mind and can provide them with value always call served as an officer in the U.S. Army and later went on to earn a you for work.” JD from Georgetown University Law Center. “Law struck me as yet another way to serve,” says Hoang, who FAITH E. GAY was evacuated from Saigon at age two and grew up in Washing- Partner and Co-Chair of National Trial ton state. “As an immigrant, I don’t take freedom for granted. I’ve Practice always been driven by a desire to give back.” Quinn Emanuel Urquhart & Sullivan A partner with Fluet Huber + Hoang since 2010, he represents, LLP advises and counsels middle-market companies on a wide variety New York of matters, including sensitive government inquiries and internal Years Practicing: 28 investigations, corporate compliance, corporate governance and Practice Area: Litigation government contracts law. Growing up in the segregated South, Prior to his current position, Hoang served as associate coun- Faith Gay aspired to become either sel to the president of the United States under President George a lawyer or a minister. “I liked to tell stories and had an interest W. Bush. He was briefly an assistant United States attorney in the in social change, so both paths appealed to me,” she says. “But Eastern District of Virginia. ultimately I decided I could have more of an impact in law, and Hoang’s ethos of service extends to his ideas on business there were even fewer female ministers than women practicing development. His mission is to help others solve problems as trial law at the time.” painlessly as possible. Similarly, he is there for his colleagues: In

MCCA.COM NOV.DEC.2015 DIVERSITY & THE BAR 55 addition to building and sustaining his own book of business, Ho- ang is in charge of business development strategies for the entire RANDALL R. LEE firm. “Beyond my own book,” he explains, “I oversee a marketing Partner and sales system based on tangible results that supports other Wilmer Cutler Pickering Hale and Dorr partners in building their books. At our firm, entrepreneurial law- LLP yers can come in and build something they can call their own.” Los Angeles His advice to associates: “Be stellar at your craft. But it’s also Years Practicing: 26 important to lift your heads from the legal documents and meet Practice Area: Litigation/Controversy other people. Enjoy people. Ultimately, clients hire lawyers based Rainmaking partner Randall Lee’s on relationships. People want to be with people whom they like.” practice involves representing companies and individuals facing MARY E. INNIS investigation or enforcement action by the government, mostly Managing Partner commonly the Securities and Exchange Commission and the U.S. Innis Law Group LLC Department of Justice. “Business development can be tough in Chicago this practice area,” he says. “Clients’ needs are unpredictable, and Years Practicing: 28 most clients aren’t a source of repeat business. In fact, when a Practice Area: Intellectual Property matter is done, it’s not uncommon for a client to say, ‘Thanks very Over four years ago, after decades much for the help, and I hope I never see you again.’” in big law, Mary Innis opened her IP Lee started his legal career as a transactional lawyer, but after boutique firm in Chicago. Innis Law four-and-a-half years he began to have doubts. “What I really Group specializes in trademark, copy- wanted was to wear a white hat as a government lawyer. It took right, unfair competition, advertising, rights of publicity, privacy a leap of faith. I’d never set foot in court or written a brief before. and Internet law. But I knew it was time to give it a try before it became too late.” Her practice is based on developing authentic relationships Lee’s interest in public service was initially piqued by his with clients, says Innis. “My clients stay with me because I do family’s experience. His maternal grandfather was the first Jap- good work and place an emphasis on service. They know I genu- anese-American graduate of the University of Washington law inely care.” school. But that didn’t preclude Lee’s mother’s family from being After law school, Innis joined a prestigious Chicago firm incarcerated in internment camps during WWII, along with over with a heavy concentration in trademark litigation. “As one of 70,000 other American citizens of Japanese ancestry. the younger lawyers, and for many years the only female equity Lee has never regretted his decision to change practice areas. partner at that firm, I learned that I couldn’t depend on senior He spent 13 years in public service, serving first in the U.S. attor- partners to choose me for the work I wanted to do. So through a ney’s office for the Central District of California and later as SEC combination of luck and sheer determination, I molded my own regional director in Los Angeles and “loved it from the first day to practice from a young age. As a young associate, I amassed over a the last.” million dollars of business. In 2007, Lee returned to the private sector to open Wilmer- “From the start, I had a passion for advertising work and Hale’s Los Angeles office. “It was a daunting proposition. I came sought it out. I like it because it encompasses things like fashion from government without a single client,” he remembers. “And and entertainment, parts of our everyday lives that are easy to like a true California startup, our first location was my garage. understand.” Ambitious and interested, Innis pursued cases and Now we’re a thriving and busy office with over 30 lawyers.” connections involving the branding, advertising and media world throughout her career. “When I started my practice there was no Internet. I moved along with my clients as things changed from putting a name on a brand of product to content marketing and branding and emerging multi-platform advertising promotions. The practice has changed. And 20 years later I still have a lot of the same clients.”

56 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM VINCENT J. NAPOLEON CYNTHIA R. ROWLAND Partner Partner Nixon Peabody LLP Farella Braun + Martel Washington, D.C. Family Wealth, Exempt Organizations Years Practicing: 30 San Francisco Practice Area: Government Contracts Years Practicing: 27 years Vince Napoleon shies away from the Cynthia Rowland describes herself term “rainmaker” as it applies to his as a connector. “I connect people model of business development. He with those who can help them achieve sees himself more as a team leader their goals. It might be me, or it might and a trusted legal and business advisor to his clients. He brings another attorney, but I’m always thinking about how to get the a unique perspective to the table as a result of his experience and problem solved by the best person.” leadership. A partner in Farella Braun + Martel’s San Francisco office, “I lead Nixon Peabody’s government contracts team and work Rowland specializes in representing nonprofits and their donors. with a multi-practice group of lawyers across our firm’s offices,” Over the years, her practice has evolved into something uniquely Napoleon explains. “We work closely with companies to help her own. them take advantage of the opportunities associated with federal, Current projects include assisting with a charitable contri- state and local government contracts. Beyond the contracts, we bution of a large art collection; helping a “sharing economy” make sure our clients also understand the risks, obligations and business to create a corporate foundation; and, on the business larger business issues associated with them. In addition to our side of philanthropy, representing a large nonprofit with a major traditional government contract work, we have recently expand- property acquisition. Rowland is enthusiastic about her clients ed our practice to include working on public-private partnerships and the diversity of the challenges they bring. “What’s not to like issues. about helping good people to make the world a better place?” she “I am focused on serving not only as a legal advisor to my asks. clients,but also as a business partner,” says Napoleon. “I look for When the economy tanked in 2008, Rowland remained busy. ways to help our clients’ businesses forward, identify new busi- “Mine is actually a stable practice with mild ups and downs. Still, ness opportunities or weigh in on strategy where my knowledge it’s necessary that I be willing to grow and evolve. Early on in and experience can add value.” the development of my practice, I would frequently change what Prior to joining Nixon Peabody, Napoleon served as general I was doing to look for new ways to reach new clients. Now, I counsel of major divisions of Fortune® 100 companies for more change when necessary to remain relevant. Innovation and con- than 25 years. “That experience provided me with valuable nection is what make me stand out to a lot of clients. insight from a client’s perspective as I think proactively about “I entered the profession very shy with two young children, solutions to our clients’ business challenges,” says Napoleon. I but I really enjoyed the work. It took many years to build a robust also served as general counsel of two publicly held companies (a practice. It wasn’t easy, and it took a concentrated effort. But I pharmaceutical-related company and a biotechnology company) love what I do, and that makes it all click. When asked by young where I was a member of senior leadership teams and advised attorneys for advice on becoming a rainmaker, that’s what I tell and counseled boards of directors.” them: Do what you love.” A Philadelphia native who was determined to be a lawyer since the age of nine, Napoleon says he realized his goal with the support of interested teachers and an intense professional pipe- line program geared to minority high school students. He enjoys his work and values his clients. As he supports his clients’ needs, Napoleon believes, “It’s vital to have an understanding of what it means to supply good client service–being proactive and predic- tive to provide insight into and an understanding on the issues a client hasn’t yet anticipated.”

MCCA.COM NOV.DEC.2015 DIVERSITY & THE BAR 57 JESSE H. RUIZ CHARLENE (CHUCK) Partner SHIMADA Drinker Biddle & Reath LLP Partner Chicago Morgan, Lewis & Bockius LLP Years Practicing: 18 San Francisco Practice Area: Corporate & Securities Years Practicing: 34 Jesse Ruiz never takes his rainmak- Practice Area: Litigation ing status for granted. A client once “Not many women and even few- told him “never confuse effort with er woman of color have received results,” and it hit home. “I can work recognition in my field,” says Char- very hard, but if I’m not getting the results they’re paying for, lene Shimada, a securities litigation partner in Morgan Lewis’ then I’m not serving their needs,” he says. “I have to keep abreast San Francisco office. But Shimada, a Hawaii native who goes by of what’s happening in their world and anticipate how to keep “Chuck” (a middle school nickname that stuck), is a woman of them satisfied. I need to be a periscope for our clients. If I can see many firsts: first in her family to graduate college; first female law around the corner and alert them to upcoming problems, then clerk to her federal judge; first female litigation partner at her I’m very valuable to them. prior firm, McCutchen Doyle Brown & Enersen LLP; and first “During my first three years at the firm, I focused on work- woman of color to serve as that firm’s office managing partner, ing hard and learning,” says Ruiz. “I was learning to be a skilled becoming one of the first women of color to serve in that position corporate lawyer. Then I concentrated on growing my corporate in any major U.S. law firm. and securities practice.” “It’s not that I set out to be first,” she says. “It’s that I love Drinker Biddle encourages its partners to be active civically my work and strive to be an asset to my clients and the firm.” and engaged in public service. As one of a few Hispanic large firm Shimada also strives to be a leader in and outside the firm. She partners in Chicago, Ruiz is asked to do a lot of things, partic- co-founded Women In Securities, a network for women securi- ularly with nonprofits and the local and national Hispanic bar ties defense litigators in the Bay Area that seeks to promote their associations. “It’s my way of giving back,” he says. “You show up development and advancement. She also serves on the Bar Asso- and get the job done. It is also a way to meet a lot of people who ciation of San Francisco’s board of directors and is a Ninth Circuit become friends, and those relationships can at times lead to client lawyer representative. opportunities.” “The overwhelming portion of new business goes to attorneys In April, the mayor of Chicago asked Ruiz to temporarily step who already have relationships with the clients,” says Shima- in as CEO of Chicago Public Schools. For three months, Ruiz, da. “So it’s hard to break in. This is challenging for women and who has served on city and state education boards, gave up his diverse attorneys who historically haven’t had the same opportu- practice to run the country’s third largest school district. It was nities to develop business relationships.” heady stuff for Ruiz, whose father was a Mexican immigrant with In response, Shimada’s approach is to become indispensable a third-grade education. “In life you have to be ready for the un- to clients, make their goals her own and always provide excellent expected opportunity. You can position yourself, but sometimes legal work, she says. She also finds internal business development something just falls into your lap. To make the most of it, you can be a real boon. “When you’re in a large national or global must be prepared.” firm with relationships in a wide range of industries, it’s critical to market yourself internally. It’s part of the culture at Morgan Lewis and is very much encouraged and rewarded.”

58 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM RAM C. SUNKARA JEONG-HWA (JUNE) LEE Partner TOWERY Sutherland Asbill & Brennan LLP Partner Houston Nelson Mullins Riley & Scarborough Years Practicing: 12 LLP Practice Area: Energy, Environmental Atlanta and Commodities Years Practicing: 19 “There isn’t a set blueprint for Practice Area: Korea business development,” says Ram Jeonghwa (June) Towery is uncom- Sunkara, a rainmaking partner whose fortable with the label rainmaker. practice includes representing Fortune® 100 companies, private But she recalls vividly when she was recognized as one: “It was equity firms and diversified energy companies pursuing cut- during my partner review. An executive committee member not- ting-edge energy investments and implementing global energy ed my book of business and said ‘now you’re one of the big boys.’” efficiency and sustainability initiatives. “Your approach must In Korean culture, women are expected to remain in the back- dovetail with your personality and strengths. Throughout my ground, says Towery, a native Korean who came to the U.S. as a career, I’ve learned different business development techniques college student. “Throughout my career I’ve walked a fine line from my mentors and other successful attorneys. I utilize a lot of balancing a showing respect and commanding authority.” those skills in ways that suit my personality. The legal industry is Prior to her legal career, Towery taught school for nine years. a relationship-driven business, and for any relationship to thrive, But there came a point when she looked at her children and won- it has to be based on authenticity.” dered how she would send them to college on a teacher’s salary. Sunkara recognized early in his career that he had a knack for “I had to do something, but I didn’t think I had the language skills relating to a wide range of clients and understanding their needs. to be a lawyer,” she remembers. “It was scary, but I did it. And “It’s important to move from being a doer to a trusted business I’m glad I did. I truly take joy in helping others, and my practice adviser to the client. To achieve that, one must learn the ins and allows me to do that.” outs of their clients’ businesses and be proactive in identifying Towery mostly represents foreign-owned manufacturing both risks and opportunities for clients utilizing that expertise.” companies in the U.S. “Working with foreign expats, I spend a lot Born in India and raised in Atlanta, Sunkara is one of the of time explaining U.S. laws,” she says. “I empathize with them. youngest equity partners in Sutherland’s history. He credits his They’re learning a new language and adjusting to life in a differ- parents with instilling in him a love for learning and a strong ent culture while simultaneously running a company and having work ethic. “They were first-generation immigrants who didn’t to turn a profit. have a lot, but they gave me everything they had.” “In some aspects, law practice is like teaching. I don’t just take Sunkara always knew he wanted to do transactional work, but care of the problems. I take time to explain and set up how they his start was in a different practice. “I entered the profession just can avoid future problems.” after the dotcom bubble burst, so my first firm assigned me to Towery started her practice making cold calls. Today, most of products liability litigation. While I’d later move back to trans- her work comes from referrals and repeat business. “My repu- actional work, litigating was actually a good experience for me. I tation as a trusted legal advisor is very important to me. When learned the importance of understanding complex subject matter clients have a complaint about a bill, speed of service or my staff, and how to avoid ambiguity in the transactional context.” I take it very seriously. If they’re not satisfied in any way, then I When asked how he sustains his large stable of clients, Sunk- try to make it right for them.” ■ ara cited a known quote: “Successful people are not gifted; they just work hard, then succeed on purpose.” Rainmaking, according PATRICK FOLLIARD ([email protected]) is a freelance writer based in Silver Spring, Md. to Sunkara, takes both hard work and design. “You have to really understand your client’s business. That means making an invest- ment off the clock to learn about it—not just because it could lead to business, but because you genuinely have an interest in your client. Sincerity makes a big difference.”

MCCA.COM NOV.DEC.2015 DIVERSITY & THE BAR 59 Ten Years aft er Receiving an LMJ Scholarship: Finding the

Class of 2005 By Glenn Cook

60 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM Patricia Astorga knows she would not be where she is without help from others. Now, as a corporate attorney with a top New York City law firm, she’s making it her life’s work to give back.

“Not a day goes by where I think I could have done this on my took it on themselves to help us, to help my mother get a job, to own,” says Astorga, who in 2005 was one of the first recipients of help me adjust to school, to help me learn English. That made a the Minority Corporate Council Association’s LMJ Scholarship. huge impact on my life.” “I grew up with an early awareness that I was different from oth- Astorga also learned her first lesson about the law from her ers and that I was discriminated against, and in a lot of ways that mother, who made sure the proper paperwork was filed so she shaped my views on our responsibility to help others who have could eventually become a U.S. citizen. faced similar circumstances.” “My mother taught me that the law affects the everyday lives Astorga, who knew limited English when she moved to the of the people around you,” Astorga says. “She compared it to U.S. from the Philippines at age eight, is now an associate at Mil- knowing the rules of the game. You can’t win the game if you don’t bank Tweed Hadley & McCloy. She also is a director of the Filipi- know the rules, and to succeed in this environment, you needed to no American Legal Defense and Education Fund, an organization know the rules of the law.” that specializes in pro bono legal services and “know your rights” programs for the immigrant community. This pay-it-forward approach is what the LMJ Scholarship has helped engender over the past 11 years. More than 160 first-year law The MCCA scholarship students, all highly qualified but facing steep financial hardships, have received the $10,000 award from MCCA. Many also have re- ceived funds from the organization for their second and third years opened up doors I never in law school, as well as internships from MCCA members. Today, those who have finished law school have gone on to knew existed in the law. varied careers in the corporate, government and nonprofit worlds (see sidebar on page 62). Over the next several issues, Diversity & the Bar will profile scholarship recipients from each class and look at what they’re doing now to make a difference. Do the One Thing that Scares You the Most Astorga’s mother taught her another valuable lesson: “Always do Mom Knows Best the one thing that scared me the most.” So as a freshman at McNair Like Astorga, many of the scholarship recipients are first- and sec- Academic High, she decided to join the school’s mock trial team. ond-generation immigrants who have had to overcome significant “I was painfully, painfully shy,” she says. “I could not get up and cultural and socioeconomic barriers. do public speaking in front of an audience, but I joined the mock Astorga faced hurdles as a young child. Her parents had split up, trial team because my mother urged me and pushed me to do so. I which was frowned upon in Manila’s deeply Catholic community realized I loved researching and forming arguments and analyzing already facing a difficult economic and social transition at the end facts and the law. Most of all, I really loved being in court.” of the Marcos regime. Astorga finished her bachelor’s degree magna cum laude at “Being the child of a single parent poses extra challenges, and New York University. Then, thanks in part to the MCCA scholar- I certainly faced some discrimination because of it,” she says. “It ship, she earned her law degree at Cornell. As an undergraduate was more so in my everyday life, with people asking, ‘Why are your and law student, she took advantage of every internship opportu- parents not together?’ I was having to deal with circumstances that nity available. Ultimately, she completed six internships, ranging weren’t ‘normal.’” from work in a real estate law office to a legal aid society to stints When she was eight, Astorga’s paternal grandmother pulled for Sen. Hilary Clinton and the attorney general’s office in Wash- her out of school and brought her to Jersey City, N.J., without ington, D.C. telling her mother, Diana. When she found out, Diana “gave up “The MCCA scholarship opened up doors I never knew everything—her career, her home—and flew here to be with me.” existed in the law,” she says. “It gave me an opportunity to work “I didn’t know much about what was going on at the time. But as an intern in a large firm (Astora Seneca) and to learn what the my mom raised me and put me through school there,” Astorga in-house legal function is like. Because of my other internships, I says. “I grew up in a predominantly immigrant community. People knew what my clients’ business was like, and I understood their

MCCA.COM NOV.DEC.2015 DIVERSITY & THE BAR 61 demands. The Astora Seneca internship gave she enjoys corporate law and wants to balance the two me a big picture view of what practicing in a different places in her life. large firm would look like.” “What really impressed me about big law was the After graduation, Astorga spent almost quality of attorneys that are out there,” she says. “I won- five years as an associate at Weil Gotshal and dered at the time if there were attorneys I could see my- Manges. There, through her work with FAL- self emulating five to 10 years from now, and I’ve found DEF, she became involved in Jose Antonio that in the two firms I’ve worked for and in the clerk- Vargas’ protracted immigration battle. The ships I’ve done. This work will only make me better.” Pulitzer Prize-winning reporter and docu- Now that she is settled in her job—and is the mother mentarian made headlines when he wrote of a soon-to-be toddler—Astorga is thinking of ways about growing up in the U.S. as an undocu- she can continue to help those who are less fortunate. mented immigrant. With her own money, she is starting a foundation in “The only difference between us was I the Philippines for children of single mothers who are have a piece of paper saying I’m an American citizen, and his sit- interested in pursuing a law career. uation and struggle made me think of how much harder my life No matter where she goes, her mother’s advice sticks with her. would be if I didn’t have that piece of paper,” Astorga says. “It “When I think of the plight of all undocumented immigrants who could have very easily happened to me if my mom didn’t know wanted a better life in the United States, I can’t help but think of better. When the story broke, I contacted him and said I wanted my mom telling me that I have to know the law and what to ex- to work on his case directly. I got the firm to provide pro-bono pect here. I’ve been very, very fortunate to have her encouraging assistance. For me, that was the most meaningful work I’ve done, me to do that.” ■ helping someone with such a similar story to mine.” At her current firm, Astorga is focusing on white-collar litiga- GLENN COOK ([email protected]) is a freelance writer and photographer based in Northern Virginia. tion. Despite the pull she feels to help others with similar stories,

The first recipients of the Minority Corporate Counsel Association’s LMJ Scholarship have gone on to varied careers in the corporate, government and nonprofit worlds. Here is an update on the Class of 2005 and what they are doing now: ■■Heidy Abreu is corporate counsel at Markets Group at Shearman & Sterling in at the U.S. Department of Education’s Sarepta Therapeutics Inc., in the Greater Sao Paulo, Brazil. Office of Educational Technology. Boston area. ■■Maria E. Jones is corporate legal counsel ■■Ebony Smith Sampson works as a bro- ■■Andrea Arias is an attorney at the Federal at Oracle in San Francisco. ker at Metro Commercial Real Estate in Trade Commission’s Division of Privacy ■■Emily Liu is associate director and man- the Philadelphia area. and Identity Protection in Washington, D.C. ager of diversity and inclusion at Emory ■■Christy Bedonie died in September ■■Patricia Astorga is an associate in the Law School in Atlanta. 2013 at age 39. A member of the Navajo New York office of Milbank Tweed Hadley ■■Bendita Malakia is vice president and Nation, she received her law degree from & McCloy. She also is a board member on assistant general counsel at Goldman UCLA before representing tribal govern- the Filipino American Legal Defense and Sachs in Irving, Texas. ments at the firm of Akin Gump Strauss Educational Fund. ■■Gerron McKnight is labor and employ- Hauer & Feld. She also worked on the ■■Theodore Bynum III is an associate ment counsel at The Christ Hospital staff of Rep. Brad Carson, the National in the Technology, Manufacturing and Health Network in Cincinnati. Indian Gaming Commission and the Sen- Transportation division of Husch Black- ■■Brenda Pacouloute is an assistant public ate Committee on Indian Affairs. She also well in St. Louis. defender for the Broward Public Defender’s previously served as an attorney with ■■Martha Casillas is an attorney for the Office in the Miami/Fort Lauderdale area. Akin Gump Strauss Hauer & Feld, where California Department of Industrial Rela- ■■Nathan Perez is managing director of Da- she represented tribal governments. tions in the Greater Los Angeles area. vid Taussig & Associates in San Jose, Calif. ■■Rosario Daza is a staff attorney for the ■■Timothy Reed is an associate attorney at Details about the LMJ Scholarship Abriendo Puertas/Opening Doors Project Ogletree Deakins Nash Smoak & Stewart, Program can be found at www.mcca. at the Northwest Justice Project in PC in San Francisco. com/scholarships. If you are interested Seattle. ■■Samuel Roe is director of public policy in working with this or donating to this ■■J. Steve Franco is an associate attorney and special initiatives for Citizen Schools program, contact Aracely Muñoz Petrich, with the Ratto Law Firm in Oakland, Calif. in Washington, D.C. He also served as an vice president of strategic development, at ■■Tarik Gause is an associate in the Capital innovation advisor and ConnectED fellow [email protected].

62 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM Q&A

Neil Wasser, Roving Reporter Chair of the Executive Committee

Q: Frank Constangy—passed away. What did he teach you that you use today in

A: My grandfather said you can tell a lot about people from the way they treat servers in a restaurant. Our lawyers treat each other, and our staff, with respect. Even when our clients aren’t looking.

Q: th anniversary. Anything new going on?

A: Lots. We’ve added a new name to our door. Just upgraded to Microsoft 8.1,

Donald Prophete Piyumi Samaratunga Newly Named Partner

Anjanette Cabrera Jim Goh

A wider lens on workplace law www.constangy.com Alabama • California • Colorado • Florida • Georgia • Illinois • Massachusetts Minnesota • Missouri • New Jersey • New York • North Carolina South Carolina • Tennessee • Texas • Virginia PROFILE IN PERSEVERANCE | BY TOM CALARCO

Senator Cyrus Habib: Illuminating the Darkness

For attorney Cyrus Habib, visibility is central to our sense of identification. “My dad worked for an Amer- To shed light on the problems we face in American society and to do what is ican company as a contractor and was going back and forth,” needed to solve them has become the focus of his life. The 33-year-old Wash- Habib says. “His younger sister is ington state senator, blind since the age of eight, is a man on the move. From my mom’s best friend, and they Columbia to Oxford to Yale, and now in Bellevue, Wash., his story is an im- started dating in the late 1970s. The revolution broke out, and my mom probable one. He credits much of his success to his parents. finished her degree and left and went to Paris.” “They were so good at parenting. I as a state representative and in Both his parents are highly look back at a childhood that was 2014 as a senator. educated: his father, an engineer, happy, though there were unpleas- “I tend to be an optimist. Know- and his mother, a superior court ant experiences like the IV drip ing I would eventually be blind, judge. His mother encouraged and surgery.” I got acclimated to it,” he says, his independence. An incident Diagnosed with cancer of the “starting with reading large print in grade school is illustrative. He retina in infancy, the likelihood and in second grade, braille. If you wanted to play on the jungle gym, that he would even become an have to lose your eyesight, eight but his teacher objected because adult appeared remote. Through- was still young enough so that you she thought it unsafe. So, his mother wrote the teacher, giving him permission. “If you have to lose your eyesight, eight was still young enough “That was a lesson I learned from my mom,” he says. “There so that you can adapt quickly. But it built up a catalogue of are a lot of exclusionary practices visual memories. I like to joke that all my visual memories are that people do out of compassion, so what happens is that people are from the 1980s, so for me everyone still looks like Boy George excluded, though not intentionally. Each of us faces obstacles, and we and Cyndi Lauper.” have to be creative and work hard to overcome them. Almost any- out his childhood, he endured can adapt quickly. But it built up a thing can be done if we are creative chemotherapy and radiation, catalogue of visual memories. I like and have enough ingenuity.” three times his cancer reemerg- to joke that all my visual memo- Habib’s parents continually ing. He had lost sight in his left ries are from the 1980s, so for me challenged him, sending him to a eye in infancy, and at age eight everyone still looks like Boy George school for the gifted and talented it was necessary to remove both and Cyndi Lauper.” in fourth and fifth grade. retinas in order to prevent the Habib’s parents came to the “I have a naturally competitive cancer’s spread. U.S. during the 1970s, first his fa- streak so that gave me the motiva- “The doctors at Johns Hopkins ther as a student in 1970. Later, his tion to do well.” protracted my eyesight as long as dad married the senator’s mother In sixth grade he was sent to they could,” he says. in Paris, and they moved perma- Bellevue International School, Yet, the son of Iranian immi- nently to the U.S. in 1979 after the which he attended through high grants has become the first and Ayatollah Khomeini took control school. Considered among the na- only American of Iranian descent in Iran and a rigid theocracy be- tion’s top secondary schools today, to be elected to state office: in 2012 came the order of life. it was only in its second year when

64 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM “The first day was September 14, 2001,” he says of that chaotic time when they were overwhelmed with requests for help to get back electricity, garbage collection and other essential services. “Being a part of what we were doing on the constituent’s side, helping people in this serious time of need, was really powerful. And because of things like the anthrax scare, it didn’t seem totally safe, but it was a high-adrenalin experience and a great lesson in how you can make a difference.” The course of Habib’s life had become forged. “I applied and won a Truman scholarship,” he says of his final year at Columbia. “It’s a public service scholarship, and I got to go to Missouri for a week. That’s Habib started there. direct me from behind, describing where I learned about the Rhodes “I was in the second graduat- the slope,” he says, “telling me, left, Scholarship, but I never thought I’d ing class,” he said of the innova- right, left, right, cliff …” be remotely competitive for it.” tive school where there was no Fortunately, Habib managed to He was wrong. principal, no electives, smaller avoid falling off one. At Oxford, Habib studied lit- classes, student involvement in His involvement in politics be- erature and did his thesis on a com- the curriculum and longer class gan in college at Columbia Univer- parison of the novels Invisible Man times. “The gym teacher was the sity in New York City. by Ralph Ellison and Satanic Verses French teacher, and you took one “I ran for student government by Salmon Rushdie. foreign language all your years and lost twice.” “Invisible Man is about immi- and the final year, you took your He wasn’t about to give up, so gration from the South of a black other courses in that language, and he applied for an internship with man into the metropolis of New both teachers and parents were then-newly elected Washington York City,” he says. “In Satanic involved.” Sen. Maria Cantwell. Verses, the character comes to Habib says he had “two or “I wanted to work on the Hill, London to a ghettoized setting. three life-altering teachers” at so I applied with Sen. Cantwell and Both portray the link between Bellevue and developed his love was accepted and loved the energy. invisibility and identity. It got me for literature and political science It was right before 9-11.” thinking how central vision is to there. Outside of school his parents Habib had gotten to know our sense of our identity, tracing continued to cultivate his indepen- people on Hillary Clinton’s staff back to God’s first words in the Old dence. In addition to taking karate during his summer D.C. internship Testament, ‘Let there be light,’ and and piano lessons, he went down- and when he returned to school, he Plato, in the story about exiting the hill skiing with his father. obtained an internship in Clinton’s cave and the enlightenment that “My dad would take me up and New York office. occurred. I saw how our lives are

MCCA.COM NOV.DEC.2015 DIVERSITY & THE BAR 65 tied to visuality, how race ties into politician considering it’s one of the “I’m still very young and un- visuality, how living in the shadows nation’s top political law firms and likely to be in the state senate for closes off groups.” the counsel of record for the Demo- 30 years. My job is to do a good Following his experience at cratic National Committee. Clients job today for my constituents, and Oxford, where he met young schol- have included Barack Obama and I’m sure that, if I do, I’ll be ready ars from around the world and John Kerry and most recently, Hil- for whatever opportunity comes traveled to about 50 countries, he lary Clinton. next. Right now, I want to address entered law school at Yale. “I moved back to Bellevue those three challenges while I’m a “A magical place,” he says, “so where I grew up, on the east side of senator. If I do a good job, then I’ll focused on public service and the Lake Washington in 2009,” he says. focus on the next step.” idea of making the world a better “Here in the Seattle area, Micro- Those steps don’t involve the place really carried through.” soft, T-Mobile, Expedia are close use of a guide dog but a cane. More During his summer break, he by. Here is a place where amazing important for him is Uber, the returned home to help his mother things are going on, and there is so ride-hailing service that that works with her campaign for superior much energy.” through a phone app. He also saw political opportuni- “I’m so busy I need to get ty because of an aging leadership in around quickly,” Habib says of his One of his pet projects, making the Democratic Party there. three jobs, as senator, community “I got involved with Rotary and relations liaison for Perkins Coie, U.S. paper money identifiable for was appointed human services and professor at Seattle University the visually impaired has finally commissioner,” he says. “Then in Law School. “I wouldn’t want to 2012, one of the state representa- impose my lifestyle on a pet.” gotten through litigation and is tives decided that she was going Speaking of pets, one of his to retire. So I started to position pet projects, making U.S. paper on the future agenda of the U.S. myself and gathered a good group money identifiable for the visually Treasury, which had been blocking of advisors and won that race.” impaired has finally gotten through By a significant majority, litigation and is on the future agen- its implementation. incidentally. da of the U.S. Treasury, which had “Two years later, the Senate ma- been blocking its implementation. jority leader decided not to run,” Back in 2007, Habib had begun court judge. He also managed to he says of Rodney Tom, who had lobbying to make U.S. money “visi- obtain a temporary position at disaffected the party by caucusing ble” to those who couldn’t see, like Perkins Coie, the leading law firm with the Republicans. Habib ran it is in all of the major industrial in the state of Washington. for his Senate seat and won by an nations. “Show me the money,” he “I loved it,” he says of the even bigger margin than in 2012. wrote in an op-ed in the Washing- firm located in the heart of the Shortly after, he was appointed ton Post in support of a request to IT world. “I did advanced legal Democratic Whip, becoming at the Treasury Department by U.S. work on technology matters for age 33, a leading member of the District Judge James Robertson. Microsoft, Google and Facebook Democratic Party in the state of Recently, the Treasury Department and worked on the case of Salim Washington. announced that the $10 bill will be Ahmed Hamdan, the driver for “I believe there are three modified to make it accessible to Osama Bin Laden, to ensure that fundamental challenges we face,” the blind. the government used due process he says. “The opportunity gap Habib is a man on the move, in prosecuting him.” in education and employment; and it looks like the only direction After law school, Habib decided income inequality, which is a result he’s heading is up, a place where he to move back home. of the opportunity gap; and climate will continue to shine light where “I wanted to be part of the com- change.” before there had been darkness. ■ munity and couldn’t do that in New Habib’s future plans are un- York. It was too big.” known, but he doesn’t see himself TOM CALARCO (tomcalwriter@yahoo. com) based in Loveland, Ohio, is a freelance He joined the firm of Perkins as a state senator for the next 30 writer and author of seven books on the Coie, a great choice for a budding years. Underground Railroad.

66 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM It takes strong leaders to build diverse relationships.

Reed Smith is proud to support The Minority Corporate Counsel Association.

reedsmith.com MOVERS & SHAKERS

BOOKER T. ALEX G. ROMAIN EVANS, JR. Williams & Connolly LLP Ballard Spahr Williams & Connolly Booker T. Evans Jr., a LLP partner Alex G. Ro- prominent white collar main has been selected criminal defense attor- to Savoy Magazine’s 2015 ney and commercial list of “Most Infl uential litigator with more than Black Lawyers.” The list 25 years of experience is comprised of leading defending multimil- black lawyers that are lion-dollar cases for partners within top na- businesses and individ- tional law fi rms and also uals, has joined Ballard corporate counsel from Spahr as a partner in Phoenix. Fortune® 1000 corporations. Savoy’s listing contains an Evans was chief deputy district attorney in Las infl uential cross-section of legal professionals repre- Vegas and an assistant U.S. attorney in Nevada and senting a diverse range of practices with national and Arizona before entering private practice. He currently global responsibilities. serves as judge pro tem for the Maricopa County Supe- Romain is recognized in Savoy for his litigation rior Court. work in high-profi le civil and criminal cases, includ- Evans has broad civil and criminal trial experience ing the successful defense of Sen. Ted Stevens against and handles post-conviction matters involving the ethics charges and of the former CEO of Fannie Mae federal courts and their sentencing guidelines. He is against securities fraud claims. He has also represent- well-known for his work in white collar criminal de- ed individuals on a pro bono basis in allegations of fense, RICO cases, product liability, insurance matters attempted murder and fraudulent misappropriation. and health law. Born and raised in Boston, Romain holds a bachelor’s He also has tried cases involving tax evasion, dis- degree from Yale College and a JD from the University putes over real estate holdings, copyright and trade- of Michigan Law School. He has been a partner at the mark infringement, criminal bankruptcy fraud and civil fi rm since January 2007. forfeiture. Evans is co-chair for the 2015 Arizona State Bar Convention and is the co-founder of the Las Vegas Chapter of the National Bar Association. He is licensed to practice in Arizona and Nevada.

68 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM MOVERS & SHAKERS

GEORGE AHSAKI APOSTOLIDES BAPTIST Arnstein & Lehr LLP Wyatt Tarrant & Combs LLP Arnstein & Lehr LLP recently appoint- Ahsaki Baptist, a ed partner George partner with Wyatt Apostolides to chair Tarrant & Combs its Chicago Litiga- LLP, has been chosen tion Practice Group. to lead the Tennessee He joined the fi rm Bar Association’s upon graduation Young Lawyers from Northwestern Division from 2017 University School of to 2018. Baptist will Law in 1995. He focuses his practice on business and become the fi rst African-American woman to lead the bankruptcy litigation, regularly handling matters in state’s Young Lawyers Division following a year as the Illinois’ state and federal courts at both the trial and division’s vice president beginning this June. Baptist appellate levels. His clients range from Fortune® 500 will serve as president-elect of the Young Lawyers companies to small businesses and individuals. Apos- Division for a year before becoming president in tolides is a member of the American Bar Association June 2017. Baptist has been active in the TBA’s Young sections of business law and litigation, as well as the Lawyers Division since 2008, serving as the liaison Illinois State, Chicago and Hellenic bar associations. from the Lawyers Association for Women and chair- He is a regular panelist at seminars sponsored by the man of the TBA’s Diversity Committee. Under her National Business Institute. He earned his JD from leadership, the Young Lawyers Division developed its Northwestern University School of Law and grad- award-winning Diversity Leadership Institute. uated magna cum laude with an AB from Princeton Baptist concentrates her practice in the areas of University. commercial litigation and commercial real estate and represents national and international clients in general corporate and commercial matters, including drafting and negotiating commercial agreements and litigation. She received her law degree from the Uni- versity of Mississippi School of Law and her under- graduate degree from Spelman College.

MCCA.COM NOV.DEC.2015 DIVERSITY & THE BAR 69 MCCA® LAW DEPARTMENT MEMBERS

The Minority Corporate Counsel Association (MCCA) acknowledges the support of the following law departments whose financial contributions have helped to advance the goal of furthering diversity in the legal profession.

3M Company Dignity Health KeyCorp Quest Diagnostics Incorporated AARP Dow Corning Corporation Law School Admission Council RBS Americas Abercrombie & Fitch Duke Energy Corporation Leading Educators Reckitt Benckiser Inc. AbstoneLalley Inc. DuPont Company Leidos - [Formerly SAIC] Rosetta Stone Inc. Accenture LLP Eaton Corporation Leo Burnett Company Inc. S.C. Johnson & Son Inc. AECOM Eli Lilly & Company Liberty Mutual Insurance Company Sara Lee Corporation Allstate Insurance Company Emergent BioSolutions Lifelock Inc. Scripps Networks Interactive Inc. LifeVantage Corporation Altria Client Services Entergy Corporation Sempra Energy American Airlines Liquidity Services Inc. Estée Lauder Companies Inc. Shell Oil Company American Express Company Macy’s Inc. Exelon Business Services Company Siebert Brandford Shank & Co. LLC Anthem Inc. Fannie Mae MAHLE Industries Inc. Sony Electronics Inc. AON Corporation Federal Home Loan Bank of Pittsburgh ManpowerGroup Southeastern Freight Lines Inc. AT&T Corporation Federal Home Loan Bank of San Marriott International Inc. Southern California Edison Company Avis Budget Group Francisco MassMutual Financial Group Staples Inc. Bechtel Corporation Flagstar Bank McDonald’s Corporation Starbucks Coffee Company Becton, Dickinson and Company Flextronics Medifast Inc. BNY Mellon Freddie Mac Merck & Co. Inc. Starwood Hotels & Resorts Worldwide Booz Allen Hamilton Fujitec America Inc. MetLife Inc. Synopsys Inc. BP America Inc. Gap Inc. Microsoft Corporation Target Corporation Bristol-Myers Squibb Company Genentech Inc MillerCoors Tessera North America Inc. CALIBR, global leadership network General Electric Company Mondelez International The Brookings Institution Capital Legal Solutions LLC General Mills Morehouse College The Clorox Company Capital One Financial Corporation GlaxoSmithKline Morgan Stanley The Conference Board Inc. Cargill Inc. Goldman Sachs & Co. Nabholz Construction Services The Vanguard Group Inc. Carter’s Inc. Google Inc. National Grid The Walt Disney Company Catalent Pharma Solutions Graduate Management Admission Nationwide Mutual Insurance Company The Williams Companies Inc. Council CBS Corporation Navistar Inc. TIAA-CREF Halliburton Company Neighborhood Defender Service CH2M Hill Tyson Foods Inc. Chevron Corporation Herbert L. Jamison & Co. LLC [Jamison New York Life Insurance Company Insurance Group] UBS Financial Services Choice Hotels International Inc. Newegg Inc. Hewlett-Packard Company UnitedHealth Group CIGNA Corporation NFM Inc. H.J. Russell & Company United Parcel Service CITGO Petroleum Corporation NORCAL Mutual Insurance Company United Services Automobile Association Honda North America Inc. Northrop Grumman Corporation Colgate-Palmolive Company “USAA” Honeywell International Nuclear Electric Insurance Limited Compass Group, The Americas United Technologies Corporation HSBC Bank USA Office Depot Inc. ConAgra Foods Inc. U.S. Foodservice Inc. Huntington Ingalls Industries ConocoPhillips Pacific Gas and Electric Company IBM Corporation Verizon Communications Cox Communications Inc. Pearson Inc. Ingersoll-Rand PLC Visa Inc. Crawford & Company Pepco Holdings Inc. VMware Inc. Darden Restaurants Inc. Intel Corporation PepsiCo Inc. Walmart Stores Inc. DC Water and Sewer Authority International Paper Company Pfizer Inc. Waste Management Deere & Company J.P. Morgan Chase Bank NA Pitney Bowes Inc. Wells Fargo & Company Dell Inc. JC Penney Company Inc. Porzio Life Sciences LLC Xcel Energy Detroit Employment Solutions JetBlue Airways Corporation PPG Industries Inc. Corporation JM Family Enterprises Inc. PRAXAIR Inc. Xerox Corporation DHL America Johnson & Johnson Premier Media Inc. Xylem Inc. Diageo North America Inc. Kaiser Foundation Health Plan Inc. Prudential Financial Yazaki North America Inc.

For membership information, contact David Chu, MCCA’s Vice President of Membership & Development, at 202-739-5906 or [email protected].

70 DIVERSITY & THE BAR NOV.DEC.2015 MCCA.COM MCCA® LAW FIRM AFFILIATES

MCCA® acknowledges the following law firms who have joined MCCA to further advance diversity in the legal profession.

Alchemy-Partners PC Gonzalez Saggio & Harlan LLP Patton Boggs LLP Alexander & Associates Griff ith, Sadler & Sharp PA Pepper Hamilton LLP Alvarez Arrieta & Diaz-Silveira LLP Hamilton Miller & Birthisel LLP Peter Law Group Anderson Kill PC Helms & Greene LLC Phelps Dunbar LLP Archer & Greiner PC Hughes Roch LLP Pinckney Harris & Weidinger LLC Arent Fox LLP Husch Blackwell LLP Polsinelli PC Arnstein & Lehr LLP Ice Miller LLP Porzio Bromberg & Newman PC Arrastia & Capote LLP Innis Law Group LLC Quarles & Brady LLP Axiom Jackson Lewis PC Quintairos Prieto Wood & Boyer Baldassare & Mara LLC Jeff rey Samel & Partners Rivero Mestre LLP Berger Singerman LLP Jones Walker LLP Roig Lawyers Beveridge & Diamond PC Kaufman Dolowich & Voluck LLP Rooney Rippie & Ratnaswamy LLP Blank Rome LLP Kenyon & Kenyon LLP Sanchez & Amador LLP Bond Schoeneck & King PLLC Kilpatrick Townsend & Stockton LLP Sanchez-Medina Gonzalez Quesada Lage Crespo Gomez Bressler Amery & Ross PC King Branson LLC & Machado LLP Bricker & Eckler LLP Kirkland & Ellis LLP Sandberg Phoenix & von Gontard PC Brown Law Group Kramer & Amado PC Saul Ewing LLP Buchanan Ingersoll & Rooney PC Kumagai Law Group PC Schiff Hardin LLP Butler Snow LLP Kumar Prabhu Patel & Banerjee Seeley Savidge Ebert & Gourash Co. LPA Calfee Halter & Griswold LLP Kutak Rock LLP Sher Garner Cahill Richter Klein & Hilbert LLC Cavitch Familo & Durkin Co. LPA Lam Lyn & Philip PC Shook Hardy & Bacon LLP Cohen & Gresser LLP Law Off ice of Ricardo E. Oquendo, Esq. Snell & Wilmer LLP Constangy Brooks Smith & Prophete LLP Leader & Berkon LLP Steptoe & Johnson LLP Cooley LLP Lim Ruger & Kim LLP Steptoe & Johnson PLLC Cottrell Solensky & Semple PA Littler Mendelson PC Sterne Kessler Goldstein & Fox PLLC Courington Kiefer & Sommers LLC Littleton Joyce Ughetta Park & Kelly LLP Stevens & Lee Cowles & Thompson PC Loeb & Loeb LLP Stinson Leonard Street LLP Cozen O’Connor Lowe & Associates LLC - Counsellors & Advisors Stradling Yocca Carlson & Rauth PC Crumbie Law Group LLC Marrero & Wydler Sughrue Mion PLLC Davis & Gilbert LLP Martin & Martin LLP Sutherland Asbill & Brennan LLP DeMahy Labrador Drake Victor & Cabeza (DLD Lawyers) Maynard Cooper & Gale PC Taft Stettinius & Hollister LLP Dickstein Shapiro LLP McGuireWoods LLP The Goldstein Environmental Law Firm P.A. Drinker Biddle & Reath LLP Messner & Reeves LLC Duane Morris LLP Miles & Stockbridge PC The Willis Law Group Dunlap Codding Miller Law Group Troutman Sanders LLP Elliott Greenleaf Mitchell Silberberg & Knupp LLP Vinson & Elkins LLP Epstein Becker & Green PC Montgomery Barnett Brown Read Hammond & Mintz LLP Waas Campbell Rivera Johnson & Velasquez LLP Finnegan Henderson Farabow Garrett & Dunner LLP Morgan Lewis & Bockius LLP Weil Gotshal & Manges LLP Fish & Richardson PC Moritt Hock & Hamroff LLP Wheeler Trigg O’Donnell LLP Fisher & Phillips LLP Morris James LLP Willenken Wilson Loh & Delgado LLP Fitzpatrick Cella Harper & Scinto Munger Tolles & Olson LLP Winston & Strawn LLP Florio Perrucci Steinhardt & Fader LLC Nemeth Burwell PC Womble Carlyle Sandridge & Rice, LLP Forman Watkins Krutz & Tardy LLP Nicolson Law Group LLC Wong Fleming P Gaff ney Lewis & Edwards LLC NOSSAMAN LLP Young Conaway Stargatt & Taylor LLP GibbsWhitwell PLLC Ober Kaler Grimes & Shriver Zuber Lawler & Del Duca LLP Goldberg Segalla LLP Ogletree Deakins Nash Smoak & Stewart PC Zupkus & Angell PC

Potential FANs should contact David Chu, MCCA’s Vice President of Membership & Development, at 202-739-5906 or [email protected].

MCCA.COM NOV.DEC.2015 DIVERSITY & THE BAR 71 Shook-DiversityAndTheBar-April2015.indd 1 4/14/15 4:51 PM