& THE

BAR SEP/OCT.2016 DIVERSITYMCCA Empowering People. Inspiring Leadership.

MCCA Lifetime Achievement Award Winner Eric H. Holder, Jr. U.S. Attorney General 2009-2015

Does Diversity Training Work? How Female Lawyers Improve Their Chances of Moving In-house Creating the First Veteran Legal Fair Where is the LMJ Class of 2009 Now? Visit www.mcca.com for the latest information CONTENTS on our events, awards and research. FEATURES

12 MCCA Diversity Gala Award Winners 2016 By Dianne Hayes The MCCA Diversity Gala, held in July, is the annual national awards program honoring lifetime MCCA achievement, corporate legal departments and individuals. Find out what drove our Lifetime Achievement Award winner Eric H. Holder, Jr., to the legal profession. Meet the Employer of Choice Award winners, AWARDS along with the Paula L. Ettelbrick, George B. Vashon and Thomas L. Sager Award winners. Find out what made them stand out and what you can learn from their diversity and inclusion programs.

38 Diversity Training Doesn’t Work: What to Do Instead By Sarah Babineau, MHR, PHR, SHRM-CP Corporations now spend $8 billion every year on diversity training in the U.S. alone. Is there evidence that training leads to diverse workforces with inclusive cultures? 42 Lawyer Retention Strategies By Leken Oguntoyinbo Lost in the avalanche of stories about the employment challenges of lawyers, fi nancial woes of law fi rms and the struggles of law schools to respond to the challenges of the rapidly changing legal profession is another overlooked reality: 30 Job-Hunting Priorities Transcending the the diffi culty of recruiting and retaining fi rst-rate lawyers. Allure of the Big State By Lydia Lum Have you ever wondered about the career trajectory of the chief legal offi cer? Find out how female lawyers can improve their chances of moving in-house.

34 Creating the First Veteran Legal Career Fair By Mitch Zuklie, Lorraine McGowen, Steve Lessard and Nik Mathews Find out how one law fi rm diversifi es its workforce by hiring 44 LMJ Class of 2009 veterans. By Glenn Cook The fi fth installment of our series provides you with a class update and a personal story about what happened to an LMJ scholar after law school.

2 DIVERSITY & THE BAR SEP.OCT.2016 MCCA.COM SEP.OCT.2016 MCCA® BOARD OF DIRECTORS Michelle Banks Janice P. Brown Robin H. Sangston MCCA Board Chair, Fmr. Executive Owner & Founder Vice President, Chief Vice President & Global General Brown Law Group Compliance Officer, Counsel, Clarissa Cerda Cox Communications, Inc. CONTENTS Gap Inc. General Counsel Kenneth S. Siegel Jean Lee Pindrop Security Chief Administrative Officer & President & CEO Duane Holloway General Counsel, MCCA Senior Vice President & Starwood Hotels & Resorts A.B. Cruz III General Counsel, Worldwide, Inc. COLUMNS Senior Vice President, Ascena Retail Group, Inc. Dawn Smith Chief Legal Office, Sandra Leung Senior Vice President, Chief Legal | NOTES FROM THE CEO USAA Enterprise Shared Services Executive Vice President and Officer, Chief Compliance Officer & 4 Secretary, Shining the Light on Simone Wu General Counsel, Immediate Past MCCA Chair, Senior Bristol-Myers Squibb VMware Diversity Practices Vice President, General Counsel, Linda Lu Mary E. Snapp By Jean Lee Corporate Secretary & Chief Senior Vice President, Chief Litigation Corporate Vice President, Compliance Officer, Officer & Employment Counseling, Microsoft Philanthropies | BUSINESS TRANSACTIONS Choice Hotels International, Inc. Nationwide Insurance Richard J. Wallis 6 Stuart Alderoty H. Gwen Marcus Vice President, Deputy General Should Public Companies Appoint Executive Vice President, General Executive Vice President & Counsel, Business Development Lawyers to Their Boards? Counsel & Corporate Secretary, General Counsel & Corporate Strategy and CIT Group Inc. Showtime Networks, Inc. Operations teams, By Alonzo L. Llorens Microsoft Corporation Ricardo A. Anzaldua Suzan A. Miller Executive Vice President & Corporate Vice President, Neil H. Wilcox 7 | DIVERSE PROFESSIONAL General Counsel Deputy General Counsel, & Senior Vice President & Associate DEVELOPMENT0 MetLife, Inc. Corporate Secretary, General Counsel, Damien Atkins Intel Corporation First Data Corporation The Benefits of Fear General Counsel and Corporate Samuel M. Reeves Michael T. Williams Secretary, Executive Vice President General By Ruthie White Senior Vice President & Panasonic Corp. of North America General Counsel Counsel, and Secretary Staples, Inc. 8 | LITIGATION MATTERS Walmart International Legal What is Your Brand? By Craig A. Thompson, Esq. PUBLICATIONS STAFF President & CEO Design/Art Direction MCCA® Staff Jean Lee BonoTom Studio Inc. Elizabeth Allard Editor-in-Chief Advertising Mahzarine Chinoy Kimberly A. Howard, CAE M.J. Mrvica Associates Inc. David Chu DEPARTMENTS Donna Crook Charles H. Hollins Jr. | SPOTLIGHTING Andrea Pimm 10 Kevin Wong Kozyak Tropin & Throckmorton’s Harley S. Tropin By Patrick Folliard GENERAL INFORMATION Advertising Copyright | PROFILES IN PERSEVERANCE For advertising inquiries, contact Copyright® 2016 by the Minority use of the information herein, or in 48 M.J. Mrvica Associates Inc. Corporate Counsel Association, any respect for the content of such Beth Kolbe at [email protected]. ­Diversity & the Bar is published six information, including (but not limited times a year and is distributed to to) errors or omissions; the accuracy By Tom Calarco MCCA® Membership supporters and subscribers, 1111 or reasonableness of factual or other Please visit www.mcca.com/ Pennsylvania Avenue, NW, Washington, data, including statistical or scientific | DIVERSITY NEWS membership for details. DC 20004. The information contained assumptions, studies or conclusions; 50 General Information and in this publication has been provided the defamatory nature of statements; Intentional Diversity: The to the Minority Corporate Counsel ownership of copyright or other Address Changes intellectual property rights; and the vi- Send your questions, complaints and Association (MCCA®) by a variety of Story of a Meaningful Diversity olation of property, privacy or personal compliments to MCCA®, Kim Howard, independent sources. While MCCA rights of others. MCCA is not respon- Collaboration CAE, Editor in Chief, kimhoward@ makes every effort to present accurate sible for, and expressly disclaims and mcca.com. Address changes should be and reliable information, MCCA does denies liability for, damages of any By Marva Deskins Hamilton sent to [email protected]. not endorse, approve or certify such information, nor does MCCA guarantee kind arising out of use, reference to or and Sylvia Bier Permissions and Reprints the accuracy, completeness, efficacy or reliance upon such information. No Reproduction of Diversity & the Bar in chronological sequence of any such in- guarantees or warranties, including | MOVERS & SHAKERS whole or in part without permission is formation. Use of such information on (but not limited to) any express or im- 52 prohibited. To obtain permission, visit the readers’ part is entirely voluntary, plied warranties of merchantability or www.mcca.com/dbmagazine and click and reliance upon it should be under- fitness for a particular use or purpose, on reprint request. taken only upon independent review are made by MCCA with respect to and due diligence. References to any such information. commercial product, process or ser- Copyright in this publication, in- vice by trade name, trademark, service cluding all articles and editorial infor- mark, manufacturer or otherwise shall mation contained herein, is exclusively not constitute or imply endorsement, owned by MCCA, and MCCA reserves all preference, recommendation or the rights to such information. favor of MCCA. MCCA is a tax-exempt corporation MCCA (including its employees and organized in accordance with section agents) assumes no responsibility 501(c)(3) of the Internal Revenue Code. for consequence resulting from the Its tax ID number is 13-3920905.

MCCA.COM SEP.OCT.2016 DIVERSITY & THE BAR 3 NOTES FROM THE CEO BY JEAN LEE

Shining the Light on Diversity Practices

Annually, MCCA hosts our Diversity Gala showcasing ordinary people who do extraordinary things to make the legal profession more diverse and inclusive. If you have attended the Gala or read a press release about it, you may not see the entire picture of how these individuals and legal departments make diversity and inclusion a reality. Our cover story, “MCCA Diversity Gala Award Winners” profiles not only our Lifetime Achievement Award winner Eric Holder, Jr. but our Employer of Choice, Paula L. Ettelbrick, George B. Vashon and Thomas L. Sager Award winners. These individuals and legal departments’ actions speak volumes about their commitment to diversifying the legal profession. In our global economy, legal teams must reflect the customers who do business with them. Creating a diverse legal team because it makes business sense and is more reflective of the company’s customer base is a mantra that you will repeatedly hear among our award winners. We hope that you find their stories as compelling as we did when we chose them.

This issue’s coverage continues with articles on (and Keeping) It Together: Tips for Managing your areas such as diversity training, retention strategies, Practice While Moving at Light Speed Transactions. the career trajectory of female chief legal officers and We also offered a handful of special programs to pro- the words of wisdom they have for others, and how a mote diverse lawyers at the highest levels in corporate few ingenious lawyers created the first veteran legal America with our C-Suite and Equity Track programs. career fair. If you were not able to attend this year’s event, I hope Our rebranded Global TEC Forum (formerly the to see you at our 2017 Global TEC Forum, where we CLE Expo) held in New Orleans in early October was will offer more programs to support our members. an intimate event. We hosted insightful speakers on Our 2017 schedule of events promises to be excep- more than 20 topics such as: Cybersecurity: The Role of tional so stay tuned for future emails from us so that Compliance Officers and In-house Counsel, Women & you can save the dates to your calendar. ■ Tech: How women in corporate legal departments are leading the way to level the playing field, and Getting MCCA_law www.facebook.com/mcca.law

4 DIVERSITY & THE BAR SEP.OCT.2016 MCCA.COM Shook-DiversityAndTheBar-April2015.indd 1 4/14/15 4:51 PM

BUSINESS TRANSACTIONS BY ALONZO L. LLORENS

Should Public Companies Appoint Lawyers to Their Boards?

HAVE YOU NOTICED THAT THERE IS some anecdotal evidence that, though still small in numbers, more lawyers are being appointed to serve on public company boards? However, as we all know, this has not always been the case. So, in conjunction with this shift in direction, is a greater amount of discussion regarding the efficacy and the viability of lawyers serving on these boards.

A study featured in the Cornell on, that can potentially lead to Of course, someone on the board Law Faculty Publications entitled litigation; always says, “well we have a law- “Lawyers and Fools: Lawyer – 3. some lawyers, based upon their yer on the board so let’s see what Directors in Public Corporations” areas of practice, are well suited he thinks.” I always try and make (January 1, 2014), analyzed data for certain committees; and it clear that I’m willing to give from 1,500 U.S. public corporations 4. lawyers tend to be cautious in my thoughts on the issue but that in the S&P Composite 1500 Index their decision making, which I’m not the organization’s lawyer. (excluding financial institutions) can add some degree of balance Finally, although cited as a positive and found, among other things, that to a board that tends to be some- attribute above, being too conser- between 2000 and 2009 the per- what aggressive. vative can also be viewed negative- centage of one or more attorneys On the other hand, there are ly by some. serving on public company boards some things that lawyers and I remember when I first entered increased from 25 percent to 44 boards must keep in mind as well. private practice, after working sev- percent. Who would have thought? First, all parties should be eral years with the U.S. Securities So, what are some of the drivers careful about the scenario where and Exchange Commission (SEC), that are impacting this apparent a lawyer serves on the board of a I had to make a concerted effort to shift in attitude among corporate company that is represented by the not only analyze an issue with my SEC hat on but to analyze it with my business hat on as well. I sus- So, what are some of the drivers that are impacting this apparent pect that most lawyers go through shift in attitude among corporate boards, and their shareholders? this mental exercise as well to best serve their boards. At the end of the day, I’m glad boards, and their shareholders? lawyer’s law firm. In this regard, to see that lawyers are being given To begin, we can argue that, at the lawyer must be careful about the opportunity to serve on public a time when businesses are more potential conflicts of interest. company boards. I agree that the global in nature and subject to a Second, lawyers must keep in skills lawyers bring to the table more complex regulatory envi- mind the role or perceived role uniquely position them to add ronment, lawyers bring a unique he or she plays on a board. By value. Let’s hope that the trend skill set to the table that can be this, I mean lawyers must always continues. ■ beneficial to these companies. Ex- be mindful of the capacity in

amples of these skills include the which he or she provides advice ALONZO L. LLORENS (allorens@gordonrees. following: to a board on which he or she is com) is a partner with 1. critical thinking and attention to serving. For example, I have served Gordon & Rees LLP and a detail; on several non-profit boards and, member of the Business 2. lawyers generally have the at one point or another, an issue Transactions Practice ability to identify issues, early always arises that is legal in nature. Group.

6 DIVERSITY & THE BAR SEP.OCT.2016 MCCA.COM DIVERSE PROFESSIONAL DEVELOPMENT BY RUTHIE WHITE

The Benefits of Fear

I AM THE MANAGING PRINCIPAL of the Houston off ice of Jackson Lewis, P.C., specializing in labor and employment law. I believe you cannot lead and motivate others if you cannot motivate yourself.

When I was admitted as an male equity partners at Jones Day, Address: undergraduate student into The my prior fi rm, and was elevated Confront the fear. Courage is just University of Texas at Austin the fi rst time up. I am one of a fear that has said its prayers. I con- (UT), my high school counselor handful of African-American equi- nect with my faith (Isaiah 41:10). begged, “Please don’t attend that ty partners at my current fi rm and Do what works for you. racist school.” While sitting in my a member of the advisory commit- freshman biology class at UT, a tee to the board. I chair the legal Adjust: visiting Harvard professor said, ministry at my church. I’m afraid What is worth having is worth “Blacks are genetically inferior.” I you may not like this article, but fi ghting for. Use your goals to moti- cried and begged my dad to come sincerely hope that you do. vate you and not what others think, and get me. Dad refused and said, say or do. “Looks like you are learning some valuable lessons.” Associate: At my fi rst post-college job, a re- I cried and begged Surround yourself with supporters spected mentor said, “Women who my dad to come and who recognize your value and cele- are height/weight appropriate get brate your accomplishments. into the C-suite. You MUST lose get me. Dad refused weight to have a fi ghting chance.” Act: Later, when I decided to go to law and said, "Looks like Devise a plan to stop fear in its school, a valued mentor said, “Law you are learning some tracks. Failure is not an option. fi rms want young subservient folks. THAT IS NOT YOU.” When I was valuable lessons." Ascend: up for equity partner the fi rst time, Overcoming fear over and over another valued mentor said, “Don’t again leads to growth and con- get your hopes up. No one is elevat- fi dence. The type of confi dence ed the fi rst time up.” I move beyond my fear by using that makes you humble from the Lo and behold I graduated it as a motivator. I ask you to con- lessons learned and a great leader from UT in four years with a BBA; sider the following: and motivator. ■ my Caucasian suitemates both fl unked out (no shade, just true). I Acknowledge: was recognized as a high-potential It is okay to be afraid and brave at RUTHIE WHITE (ruthie. employee destined for the C-suite the same time. white@jacksonelewis. during my fi rst career. I was the com) is managing fi rst African-American female on Assess: principal at Jackson law review and am currently a Fear does not show up without a Lewis P.C., exclusively representing member of the board of directors reason. If you can describe it, you management in labor for my law school. I was one of a can overcome it. and employment matters. handful of African-American fe-

MCCA.COM SEP.OCT.2016 DIVERSITY & THE BAR 7 LITIGATION MATTERS BY CRAIG A. THOMPSON, ESQ.

What Is Your Brand?

THE OTHER DAY, MY FIVE YEAR-OLD SON was walking around the house singing “Nationwide® is on your siiiide” in the tune of the jingle heard in various commercials, some of which feature former NFL star Peyton Manning. I do not recall a specific time during which we watched one of these commercials together, and can only guess the number of times he may have seen them outside of my presence. Whatever that number might be, the jingle stuck. And a five year-old boy who is nowhere close to purchasing insurance—and cannot spell the word Nationwide on his own—is roaming around his surroundings singing a corporate brand jingle.

The importance of a brand, The Five Brands whether corporate or personal, Behold the Pig cannot be overstated. As trial There are some litigators who are lawyers, our “litigation brand” can simply known for putting it all on serve as a professional calling card the line. They are fully committed, or provide a memorable “jingle” fully prepped, fully engaged and for others to embrace, respect and have no distractions whatsoever. seek out when needed. These are what I call the pigs—be- “What am I known for?” That cause they are committed FULLY question should be asked often, to litigation, not just involved in and the answer should be stat- working up or trying cases. As we As you develop your reputation, ed without hesitation. Although all know, in a breakfast of eggs and we should be exceptionally well bacon—the chicken is involved, but experience and exposure in the rounded and possess the ability to the pig is committed. That’s why execute a number of tasks well, our I call these lawyers the pigs. It is litigation arena, consider developing litigation brand provides us with a clearly a compliment. competitive advantage that assists a litigation brand that fits you and potential sources of referral the Where’s the Beef? ability to describe our value-add in I am dating myself here, but there will assist with your growth a focused and clear manner. was a popular fast food commer- Over the last 21 years, I have cial in the early 1980’s featuring a professionally and financially. determined that five primary litiga- sweet elderly lady who would ask tion brands exist. Of course, there “Where’s the beef?” when present- may be others—or better explana- ed with burgers that were not like tions of them than mine—but at those of the commercial’s sponsor. least one of these five can be gen- The point of the commercial was erally applied to all great litigators. that the subject restaurant was the As you develop your reputation, best at adding the beef to its burg- experience and exposure in the ers to satisfy its customers. litigation arena, consider develop- There are some litigators who ing a litigation brand that fits you are known for adding the beef. They and will assist with your growth are experts at filling in gaps, closing professionally and financially. holes or providing responses to

8 DIVERSITY & THE BAR SEP.OCT.2016 MCCA.COM Everyone loves a good story, and the ability to capture the attention of an audience with a compelling story is a strong characteristic of a great trial lawyer. unanswered questions in litigation. She or he There’s No Place Like Home is known for being the calm voice in the storm, When Dorothy uttered those words at the and seems to always know the right thing to end of “The Wizard of Oz,” she was provid- say at the right time. They add the beef. ing trial lawyers with an important truth. Some are simply better at “home,” and can Can You Coordinate? offer a significant competitive advantage by One of the funniest scenes in any movie ever branding themselves as possessing a true made was in "Boomerang," a movie starring home court advantage. By that I mean know- Eddie Murphy and many others, about a ing the local courthouses well, understand- love struck ad executive and his romantic ing the local rules and procedures like the exploits. In this particular scene—centered back of their hands, knowing the jury pools around a dinner with friends—an actor play- well and more. Being branded as an excep- ing the father of one of the main characters tional local counsel or trial lawyer for clients talks about his penchant for fashion. He tells in one’s backyard is a great brand to have. Eddie Murphy’s character that he knows The litigation brand is an essential tool how to “coordinate” several times, while in the litigator’s toolbox. Like the Nation- showing off his latest fashion combination. wide commercial mentioned above, it can The scene is hilarious. stamp your talents and value in the minds of Some litigators—like the father in the those with whom you have not yet dealt, but movie—know how to coordinate. Not fash- prompt them to support your efforts and uti- ion, but trial themes, trial teams, outlines and lize your skills because they feel they already more. They are known as having the ability to know you. ■ pull it all together, and find the pieces of the puzzle that make the big picture whole.

Tell Me A Story These four words have always meant some- CRAIG A. THOMPSON, ESQ. thing. Since our youth, our attraction to ([email protected]) is a partner with Venable LLP and a trial storytelling has played an important role in lawyer with 20 years of experience our growth and development. trying civil cases in state and federal Everyone loves a good story, and the courts throughout the country. He is a ability to capture the attention of an audience member of the board of directors of with a compelling story is a strong character- the International Association of Defense Counsel and istic of a great trial lawyer. Whether in open- lectures across the country on topics related to civil ing statements, closing arguments or through litigation. Connect with him on Twitter at www.twitter. examinations of witnesses, the storyteller com/getcraig and LinkedIn at www.linkedin.com/in/ craigathompson. brand is a strong brand.

MCCA.COM SEP.OCT.2016 DIVERSITY & THE BAR 9

SPOTLIGHTING BY PATRICK FOLLIARD

Harley S. Tropin Kozyak Tropin & Throckmorton

LOOKING BACK ON A LONG and distinguished career, Harley Tropin is loath that next class of diverse lawyers. to toot his own horn. “I’m a bit shy,” he confesses. But after 25 years as a top- Harley does that.” In April, Tropin received the flight commercial litigator and champion of diversity, the founding partner of prestigious American Jewish Com- Miami-based Kozyak Tropin & Throckmorton discussed with us his success in mittee’s 2016 Judge Learned Hand getting results, and doing it an honorable way. Award. Named for the late judge who was noted for his significant Kozyak Tropin & Throckmor- sional manner. That’s achievable decisions in constitutional law and ton began as a three-attorney law regardless of gender or race.” anti-trust, the award honors lawyers firm in 1982 and has grown over Tropin’s support of women is who champion rights of the individ- the years into a 26-lawyer mid-size heralded at the firm. Shaw-Wilder ual and the importance of demo- powerhouse known nationally for continued, “He taught me how to cratic values in an orderly society. its excellent work in bet-the-com- develop business. He’s always been The ceremony was especially pany litigation, class actions, willing to help me land a client, meaningful to Tropin because his bankruptcy and massive financial advance a case forward, make the wife Sherry and his sons joined frauds. Tropin and his partners presentation for the court—what- him for the ceremony. Also, he said, John Kozyak and Chuck Throck- ever it took for me to succeed.” “because the AJC is a significant morton have also worked hard Corali Lopez-Castro, a Koyzak organization that advocates for vic- to ensure that theirs is a diverse Tropin & Throckmorton partner tims of discrimination in general on firm. “It’s no news to anyone,” said since 1998 whose practice focuses the theory that if anyone is discrim- Tropin matter-of-factly, “diversity on bankruptcy and commercial inated against it eventually won’t be is both the right thing to do and it’s litigation matters, agrees whol- good for Jews, or anyone else. The good for the law firm. It’s import- ly: “Harley is on every short list loud voices we hear calling to stop ant to have lawyers who mirror the for bet-the-company cases yet refugees and Muslims entering the population.” he makes time to develop those U.S. are very concerning.” Longtime attorneys at the firm around him. When you have a men- Tropin grew up in the shadow believe it’s a lot more than business tor like that who cares, promotes of Shea Stadium in Queens, New that drives Tropin. He really is you inside and out, and helps you York. He moved to Florida to at- about making a positive impact. be the best you can be, it’s hard not tend University of Miami School of “Rather than broadcast his to succeed. Yet he remains self-ef- Law and never looked back. After commitment to diversity, Harley facing and takes pride in crediting three years at Mahoney Hadlow & demonstrates it by giving oppor- others for the firm’s big successes.” Adams, Tropin and his partners left tunities to diverse attorneys,” said Lopez-Castro, a Cuban Amer- the security of a big firm to strike the firm’s managing partner Detra ican who has lived in Miami most out on their own. “We had no mon- Shaw-Wilder, (the only female Af- of her life, adds, “He likes to have ey. We had new babies and more on rican-American managing partner women on his trial team. Women the way. So we were all nervous but in Southern Florida). “From the come with a different mindset and felt the time was right.” moment I began my career here in he values that opinion. You can His practice started with trade- 1994, I was welcomed. I never felt talk about diversity all you want, mark and counterfeiting: “Back that I had to try to change who I but hiring and promoting women then Miami was a hotbed of coun- was or try to fit into a mold. It was and minorities is what makes it terfeit designer apparel—Rolex evident that this was a diverse envi- real. Harley wants his firm to suc- watches and Gucci bags, all of those ronment where attorneys succeed ceed after he’s no longer practicing things. I represented the manufac- if they are able to advance their law. The only way you do that is turers. But my big break came when cases in an aggressive and profes- if you train, promote, and mentor I was appointed by a federal judge

10 DIVERSITY & THE BAR SEP.OCT.2016 MCCA.COM is about trying to be present in the moment and to acknowledge what you’re feeling without being judg- mental. And the way to get there is through mediation, he explained. “It’s no secret that many lawyers suffer from anxiety and depression, and meditation has proved a tool that helps lawyers and students to have a more productive and happi- er life,” Tropin adds. “It allows for a happier home, too. You don’t want to cross examine your wife. You to represent victims in a huge Ponzi for access to mental healthcare. As want to be present for your child scheme case for which we got a co-chair of the advisory board of and not drift off and think about substantial recovery. That became the University of Miami Depart- what you’re going to ask the expert a specialty and, in a recent $500 ment of Psychiatry and Behavioral the following morning.” million Ponzi scheme involving a Sciences, he strives to reach out to And while most lawyers have disgraced Fort Lauderdale lawyer, under-served sectors of Miami’s reacted positively, said Tropin, he our team represented most of the population. ​“For me, mental illness does receive the odd scoffing letter. defrauded investors in recovering is another shade of diversity,” said Yet he remains unfazed because 100 percent of their losses.” Tropin. “My mom was an accom- he’s convinced of the benefits of Not long after the civil distur- plished woman who suffered from mindfulness: “It’s helped me. It’s bance following acquittal of four debilitating chronic depression. tough to get up in front of judge Miami-Dade Police officers in the death of Arthur McDuffie, Koyzak Tropin & Throckmorton opened its “We decided to build bridges between communities doors. “It was a risky time. But we in a diverse city that isn’t always connected.” had young families and were intent on staying in Miami forever so we knew we had to address the divi- And she suffered from the stigma and jury—there’s a lot on the line siveness,” said Tropin. “We decided of shame attached to it. I decided for you and the client. All lawyers to build bridges between commu- to be visible about this. We have a have concerns. This is a way to nities in a diverse city that isn’t world-class facility at the Univer- help alleviate that stress.” always connected.” John Kozyak’s sity of Miami, and I wanted to help Managing partner Shaw-Wilder vision of mentoring began as a them and help address this issue.” sums up Tropin’s philosophy and smallish lunch for African-Amer- Tropin asked partner Lopez-Cas- impact with a memory. “In my ican law students, and then grew tro to join him on the advisory very early days at the firm, Harley into the Kozyak Minority Mentor- board. “Because Harley understands taught me a seemingly simple but ing Foundation, under the leader- the importance of diversity and lasting lesson. He told me that I ship of Kozyak and Shaw-Wilder. inclusiveness,” she said, “he knew had to believe 100 percent in my Today, the foundation’s annual that having a Hispanic presence on argument. Otherwise it’s no good. gathering includes 3,800 students the board would be helpful. Mental Harley always believes completely and involves participation from illness spans all groups.” in what he’s doing, and it’s conta- 70 law firms and every law school Prompted by this same inter- gious. His example prompts those in the state. The foundation won est in mental healthcare, Tropin around him to believe too.” ■ ­MCCA’s George B. Vashon Innova- lectures at Scott Rogers’ University PATRICK FOLLIARD (epf2810@gmail. tor Award in 2015. of Miami School of Law’s Mindful- com) is a freelance writer based in Silver Tropin is a passionate advocate ness in Law Program. Mindfulness Spring, Md.

MCCA.COM SEP.OCT.2016 DIVERSITY & THE BAR 11

MCCA 2016 LIFETIME ACHIEVEMENT AWARD

Eric Himpton Holder, Jr. U.S. Attorney General 2009–2015 The Lifetime Achievement Award is presented to an individual who has made signifi cant advancements in engendering a society that fully appreciates, celebrates, and recognizes the value of diversity.

By Dianne Hayes

HIS STRONG PASSION FOR JUSTICE was born out of an atmosphere of unrest and change. Eric Himpton Holder, Jr. was a kid of the 1960s who witnessed the fight to right past wrongs being played out on television. Watching President John F. Kennedy call for public service from the country’s youth, and Dr. Martin Luther King Jr. take to the streets to protest injustice and inequality had a major impact on him. Holder observed the world changing drastically around him, and he wanted to play a part. “When John Kennedy was elected presi- “I was kind of undecided about dent in 1960, I was about 10 years old. whether I wanted to be a lawyer, but But there was something even at when I got there, my interest in that young age that really inspired criminal law and my view that the me. The Kennedy administra- law could be a way in which you tion, the civil rights demonstra- could aff ect social change made tions of the ’60s really all made me decide that I didn’t want to me want to be a change agent. I just have a law degree, but that I wanted to be part of a movement wanted to be a lawyer.” that would make this country Mentors were plentiful in law better. All of this had a really pro- school and at the Justice Depart- found eff ect on me.” ment, where he worked following “When I got to college in the late law school. ’60s, law school in the mid-70s, I still car- “Mentoring really is a critical part of ried that with me and it’s really the thing that making sure that any young lawyer and young has animated most of my career.” professional is successful. It is especially critical Holder took the call to service seriously, but for any young lawyer of color. In corporate en- it wasn’t until he got to Columbia Law School vironments, we don’t always have the roadmaps that he understood his destiny. that others have.”

MCCA.COM SEP.OCT.2016 DIVERSITY & THE BAR 13 MCCA 2016 LIFETIME ACHIEVEMENT AWARD “Whenever you are the first you feel a special obligation, a special responsibility to be as good in the job as I possibly could be, and to be even better than that because you know that the scrutiny comes from two diff erent directions. One from those who doubt your ability to do the job and you want to prove them wrong, and then there are those who in essence are rooting for you and want you to succeed and you don’t want to disappoint them."

Appointed and confi rmed as the 82nd attorney (1988-1993), and Trial Attorney, Public Integrity general in 2009, Holder was the fi rst African-American Section of the U.S. Department of Justice’s Criminal and third longest serving in U.S. history. Division (1976-1988). The man who became the top justice offi cial in the Hundreds of employees waited in lines, stacked country said he never imagined that his career could three rows deep in February 2009 to witness his have taken him to those heights. return as the number one man at the Justice De- “If you told the fi rst-year law student Eric Holder partment, where he had previously worked as a that someday you will be attorney general of the United young corruption prosecutor and as deputy attor- States, I would have thought that you were a little out ney general—the second in command during the of your mind. I never dreamed those kinds of things. Clinton administration. I hoped that I would be a pretty good lawyer. I hoped The full weight of the responsibility of the job was that I would have a positive impact on people’s lives. But clear not only because of his day-to-day decisions and unexpected opportunities came my way.” duties, but also because of the look in the eyes of Afri- Holder has served in government for more than 30 can-Americans who took pride in his accomplishments. years, having been appointed to various positions re- “Whenever you are the fi rst you feel a special obliga- quiring U.S. Senate confi rmation by Presidents Obama, tion, a special responsibility to be as good in the job Clinton and Reagan. as I possibly could be, and to be even better than that because you know that the scrutiny comes from two diff erent directions. One from those who doubt your ability to do the job and you want to prove them wrong, and then there are those who in essence are rooting for you and want you to succeed and you don’t want to disappoint them.” Holder recalls the warm embraces and support that he frequently received that helped to balance out the Congressional battles. “One of the things that was most heartwarming to me as attorney general was when I would give a speech and frequently older black folks would come to me and want to shake my hand or take pictures. They would say things like I never thought I would see the day when a black man would be attorney general of the United States. I feel a special responsibility to people like them who sacrifi ced. But for them, there would be no Attorney General Holder. So I owe people of that The Holder He served as attorney general for the U.S. Depart- generation a great deal.” family with ment of Justice (2009-2015), a partner at Covington Serving as attorney general was not without contro- President & Burling (2001 to 2009), Deputy Attorney General, versy and detractors—many of whom were in Con- Obama. U.S. Department of Justice (1997-2001), U.S. Attor- gress. He not only weathered the attacks, but emerged ney, District of Columbia (1993-1997), Associate with greater leverage and as a trusted member of the Judge, Superior Court of the District of Columbia Obama cabinet.

14 DIVERSITY & THE BAR SEP.OCT.2016 MCCA.COM Accomplishments in Off ice tackling fi nancial fraud and attacks on the Voting After six years at the helm of the Justice Department, Rights Act. Holder was also credited with bringing Holder called the opportunity the “greatest honor of down the crime rate and incarceration rate by 10 per- my professional life.” cent over the last six years. Making civil rights and equal rights central compo- “Eric has done a superb job,” President Obama said. nents to his tenure, President Obama credited Holder’s “I just want to say thank you.” department for prosecuting hundreds of terror cases, Holder was tapped to deal with several national hot button issues including the aftermath of the police shooting of Michael Brown, an unarmed 18-year-old African-Amer- ican man killed by a white policeman in Ferguson, Missouri. His civil rights record includes refus- ing to defend a law that defi ned marriage as between one man and one woman; su- ing North Carolina and Texas over voting restrictions that disproportionately aff ect minorities and the elderly; launching 20 investigations of abuses by local police departments; and lobbying Congress to re- duce prison sentences for nonviolent drug

The first African-American President of the United States, Barack Obama pictured with the first African-American Attorney General, Eric Holder.

MCCA.COM SEP.OCT.2016 DIVERSITY & THE BAR 15 500 Washington attorneys. The fi rm has become a soft landing for several former Justice Department offi cials. “I call Covington the Justice Department North. We are about three or four blocks north of the Justice Department and there are a whole host of people from DOJ who are here with me.” He fi rst joined Covington in 2001 as a partner, after The Holder serving as deputy general in the Clinton administra- family at the crimes. Many of those sentences disproportionately hurt tion. He later became involved in President Obama’s BET Honors minority communities. election campaign and was confi rmed as attorney Awards where What Holder is most proud of: “The work that we general in 2009. Mr. Holder did on criminal justice reform. The work that we did on Holder works on complex investigations and litiga- was given the the protection of people’s voting rights, the work that tion matters ranging from antitrust to taxes. “My prac- BET Public we did to promote equality for the LGBT community tice is really where the law and policy come together. Service Award and the work we did on national security matters in That’s where most of my work has been. I’ve done a lot this year. a way that was consistent with our values. Not doing of work on international matters, and obviously work some of the kinds of things we had seen in the immedi- for corporate clients that the fi rm has with some kind ate past. Keeping the American people safe from terror- of unique policy-related questions to resolve or issues ism, but being consistent with our values as a nation.” with the government.” Holder passed the baton to his successor Loretta E. Despite the fact that there are cases that he worked Lynch, who was sworn in on April 27, 2015. Lynch, who on as attorney general that he has to step away from is Harvard Law School trained, left the U.S. Attorney’s because of potential confl ict of interest, Holder Offi ce in Brooklyn, which successfully prosecuted nu- maintains an intense schedule. Even though his name merous corrupt public offi cials, terrorists, cybercrimi- continues to be tossed around for possible future ap- nals and human traffi ckers. pointments, he says he plans to fi nish his professional career at Covington. Life aft er the Justice Department “My life is less public and I like that. I am still a pub- Holder returned to familiar territory as a partner at lic fi gure, but my day-to-day life is not spent as much Covington & Burling, LLP. He had been a partner from in front of people as it was before. I have gained some 2001 to 2009 before joining the Obama Administration. degree of privacy, not as much as I would like. But I like Covington is the largest law fi rm in DC, with about the ability to be more of a private person.”

President Obama and Mr. Holder worked together during both of the president's terms in office.

16 DIVERSITY & THE BAR SEP.OCT.2016 MCCA.COM MCCA 2016 LIFETIME ACHIEVEMENT AWARD

The Maya Angelou Schools honored Mr. Holder with the Maya Way Award for Lead- ership in 2015. The Maya Angelou Schools and See Forever Founda- tion is a network of alternative schools for un- derserved youth. Mr. Holder started working with the organization in the late 1990s by tu- toring youth in the detention center.

be the nation’s advocate for all people to ensure their Accolades equal place in our democracy.” Holder was named the 2016 MCCA Lifetime Achieve- Since leaving the Justice Department, Holder has ment Award winner. joined the board of the NAACP Legal Defense Fund. He “This is a special and unique recognition. The orga- has a special passion for issues impacting children and nization is one long admired for the work it has done in plans to continue this work through the board. promoting diversity, which is one of the nation’s great- “I want to continue to work on issues such as the est strengths. Diversity has defi ned this nation when it school to prison pipeline, exposure to violence on kids, is at its best. MCCA has always pushed that. Receiving educational defi cits that children have, these are the a Lifetime Achievement award from this organization kinds of things the Legal Defense Fund has been involved is really special. I am unbelievably touched.” with and that I will continue to be involved with as a This year, he also received the BET Honors “Public member of the board. We do pro bono projects here at Service Award.” Among his numerous accolades, last the fi rm as well with regard to children and other issues.” year he was given the Thurgood Marshall Lifetime He is a longtime friend to the Children’s Law Center Achievement Award from the NAACP Legal Defense and was honored with its Distinguished Child Advo- and Education Fund (LDF) for his lifelong eff orts to cate award in 2009. advance civil rights. The award is LDF’s highest honor, In 2015, the Executive Leadership Council awarded named for its founder and the fi rst African-American Holder “The Global Game Changer” award, which is Supreme Court justice. presented to a distinguished global leader who has up- Holder’s association with LDF goes back to 1974, held a transformational and impactful leadership. And when he served as a legal intern during the summer in 2014, Time magazine named Holder among its 100 after his fi rst year at Columbia Law School. Founded in Most Infl uential People. 1940, LDF was the nation’s fi rst civil and human rights “I’d like people to say that I was a consequential law organization and has functioned separately from attorney general. And that I tried to use my time as the NAACP since 1957. attorney general to make this country fairer, more “There is no one more deserving of the Thurgood just and a nation that lives up to a greater degree to its Marshall Lifetime Achievement Award at this critical founding ideals. If that was the legacy that I left behind, juncture of opportunity and urgency in the pursuit of I’d be happy.” ■ racial justice than Eric Holder,” LDF President and Di- DIANNE HAYES ([email protected]) is a freelance rector-Counsel Sherrilyn Ifi ll stated. “During his tenure writer/editor based in Maryland who specializes in diversity issues, as Attorney General, he set the bar for what it means to education and STEM.

MCCA.COM SEP.OCT.2016 DIVERSITY & THE BAR 17 EMPLOYER2016 OF CHOICE AWARD

GEORGEMCCA B. VASHON INNOVATOR AWARD

AWARDPAULA L. ETTELBRICK AWARD

WINNERSTHOMAS L. SAGER AWARD

18 DIVERSITY & THE BAR SEP.OCT.2016 MCCA.COM BY DIANNE HAYES

THE MINORITY CORPORATE COUNSEL ASSOCIATION (MCCA) RECOGNIZES

EXCELLENT LEADERSHIP, INNOVATION, AND A COMMITMENT TO ADVANCE

THE CAUSE OF DIVERSITY AND INCLUSION IN THE LEGAL PROFESSION

BY SHOWCASING THOSE LAW FIRMS, LEGAL DEPARTMENTS AND

ORGANIZATIONS THROUGH ITS SPECIAL AWARD RECOGNITION.

INNERS FROM AROUND THE COUNTRY are trendsetters in demonstrating how to successfully create opportunities for advancement and promotion, career devel- opment, and a path forward for a new generation entering the legal profession. These honorees have made their resources, leadership, and talent available to help increase the number of diverse partners, to mentor and sponsor women, minorities and new attorneys, provide support for diverse networking groups, create opportunities for those in law school, as well as inspire a new generation through pipeline initiatives providing role models and exposure to the legal field. Understanding that the desire to make change in diversity and inclusion begins at the top, MCCA proudly recognizes corporations, individuals and law firms that have put their W diversity mission statements into action. They have shown leadership and outstanding creativity in developing initiatives to address recruitment and retention, career development, work-family balance, mentoring, pipeline development, LGBT initiatives, and supplier diversity inclusion. Our prestigious Employer of Choice award spotlights industry leaders who are committed to and succeed at creating and maintaining inclusive corporate legal departments. They are selected from five regions of the United States. Celebrating creativity, the George B. Vashon Innovator Award highlights the innovative best practices used by in-house legal departments to assist diverse attorneys, and the Paula L. Ettel- brick award celebrates the achievements of an individual or organization in the LGBT community. The Thomas L. Sager Award is given to law firms that have demonstrated a sustained com- mitment to improving the hiring, retention and promotion of diverse attorneys. MCCA honors all of its 2016 winners for their unwavering commitment to create a more diverse and inclusive legal community.

MCCA.COM SEP.OCT.2016 DIVERSITY & THE BAR 19 2016 MCCA AWARDS

EMPLOYER OF CHOICE AWARD

ANK OF AMERICA leaves no stone Moreover, for the past four years, Bank unturned when it comes to its com- of America has worked with Just the mitment to diversity and inclusion. Beginning - A Pipeline Organization, to BIt is a commitment that is clear: from mentor middle and high school students seeking out the best talent that reflects interested in becoming lawyers. The bank the communities it serves, to partnering has also joined forces with the Pipeline with community organizations, and to its to Practice Foundation, which works to disciplined approach to expanding work improve diversity by supporting law stu- with diverse law firms. dents and early-career attorneys. Headquartered in Charlotte, North Attracting the best, diverse talent is Carolina, and with offices around the world, an important first step, but the bank is Bank of America is a global leader. It pro- equally focused on empowering employ- vides people, companies and institutional ees to thrive in their careers. Mentoring investors the financial products and ser- is also an integral part of the culture and vices they need to help achieve their goals NORTHEAST REGION has been formally incorporated into the at every stage of their financial lives. Bank of legal department through internal and America is proud to serve approximately 47 David G. Leitch external mentor/mentee relationships Global General Counsel million consumer and small business rela- focused on developing the talent pipeline. tionships. Exemplifying its goal of a diverse Bank of America For example, each year two members of workforce, more than 50 percent of Bank of the legal department participate in the America’s global workforce are women, and The bank looks for new opportunities Leadership Council on Legal Diversity more than 40 percent of its U.S. workforce to work with organizations to attract and Fellow Program, a year-long, multi-tiered are people of diverse races and ethnic maintain the best talent. Bank of Amer- professional development series. backgrounds. Also helping to connect its ica’s diversity recruitment strategy for The company’s commitment to workforce are Bank of America’s employee legal professionals includes partnering diversity and inclusion extends to their networks that are bank-supported groups with and sponsoring diverse organiza- partners as well. The Legal DIBC has a that meet regularly to network, mentor tions such as Corporate Counsel Women rigorous outside counsel diversity and and encourage each other’s development, of Color, Hispanic National Bar Associa- inclusion initiative. More than three years leadership and success. tion, National Asian Pacific American Bar ago, it established an “Outside Counsel Bank of America’s commitment to di- Association, NAWL, National Bar Associ- Diversity and Inclusion Award,” to recog- versity and inclusion starts at the top with ation and National LGBT Bar Association. nize law firms which focus on providing CEO Brian Moynihan, who chairs the To reach the next generation of lead- opportunities for women, ethnic minori- company’s Global Diversity and Inclusion ers, the DIBC has developed an innova- ties, veterans, disabled and openly LGBT Council. Comprised of senior leaders from tive summer internship program in part- attorneys working on bank matters. all lines of business and global regions, the nership with outside counsel. For the last It is with this impressive backdrop Council is responsible for setting diversity five years, Bank of America’s legal team that MCCA selected Bank of America’s and inclusion goals and strategy across the in New York City has provided in-house Legal Department as its 2016 Employer of company. Those efforts are supported by internships spanning two to four weeks, Choice for the Northeast Region. the bank’s legal department through its for diverse summer interns employed by Diversity and Inclusion Business Council various New York law firms. The interns (DIBC), which consists of over 30 com- are first- and second-year law students as mittee members and is divided into five well as recent college graduates partici- work streams: communications, employee pating in a summer-long program orga- inclusion, sponsorship, law firms and nized through Sponsors for Educational pipeline. The Legal DIBC meets regularly Opportunity, a competitive internship for and has established a comprehensive and underrepresented students of color. strategic approach to achieving the goals of each work stream.

20 DIVERSITY & THE BAR SEP.OCT.2016 MCCA.COM 2016 MCCA AWARDS

EMPLOYER OF CHOICE AWARD

IVERSITY AND INCLUSION is a strate- Exelon participated in DRI’s 2015 gic business imperative for the Exelon Diversity Expo, which provides an Corporation, a Fortune® 100 energy opportunity for law firms to interview Dcompany with the largest number of and network with corporations that utility customers in the U.S. With cor- value diversity and have made a serious porate headquarters in Chicago and its commitment to diversify their outside Corporate Strategy and Utilities functions counsel. Exelon interviewed several soon to be headquartered in the District minority and women-owned law firms of Columbia, Exelon does business in 48 as part of its continuing efforts to expand states, D.C. and Canada. Exelon delivers its MWBE network. In addition, Exelon electricity and natural gas to approximate- Legal continues to work with NAMWOLF ly 10 million customers through its Atlantic to expand its pool and work with minority City Electric, BGE, ComEd, Delmarva and woman-owned law firms. Power, PECO and Pepco utilities. It is also MID-ATLANTIC REGION Dollars spent with diverse attorneys one of the largest competitive U.S. energy at majority-owned law firms and certified providers, and operates one of the nation’s Darryl Bradford minority and women-owned law firms are Executive Vice President cleanest and lowest-cost power genera- tracked monthly. Exelon Legal regularly and General Counsel tion fleets, comprised of more than 32,700 reviews its performance in this area. Exelon Corporation megawatts of nuclear, gas, wind, solar and Its pipeline initiatives include a pro- hydroelectric generating capacity. gram, titled “Diversity and the In-house Seeking to reflect the diverse com- to participate in the program. Practice of Law at Exelon,” where law munities that Exelon serves, Executive Bradford, Exelon’s Legal Leadership students are invited to presentations on Vice President and General Counsel team, and the Diversity & Inclusion energy law, Exelon’s legal work, and the Darryl Bradford is committed to advanc- Committee work together to implement contributions that diversity and inclusion ing diversity and inclusion within the Exelon’s Awareness, Action and Assess- make to Exelon’s business strategies. The legal department, among the law firms it ment (AAA) Program, which incentiv- program won MCCA’s 2015 Vashon Award. engages, and across the legal profession. izes firms to hire diverse attorneys and In addition, the legal department part- His efforts are coordinated through the meaningfully engages them to lead the ners with LCLD law firms and the Associ- Legal Diversity and Inclusion Committee, firms’ work performed for Exelon. In ation of Corporate Counsel in its hub cities which he meets with regularly. Bradford addition, Exelon seeks to expand the legal to host diverse legal interns during the personally drives diversity by being an department’s use of women-owned and summer to provide them with experience active member of the Leadership Counsel minority-owned firms (MWBEs), partic- in and exposure to an in-house legal de- on Legal Diversity (LCLD), an organi- ularly through the National Association of partment, and to enable them to meet and zation of more than 200 corporate chief Minority and Women-Owned Law Firms’ engage legal leaders across the company. legal officers and law firm managing part- (NAMWOLF) Inclusion Initiative. At the high school level, the legal ners who are dedicated to helping a new Exelon Legal recruits diverse law- department sponsors and participates and more diverse generation of attorneys yers by posting open positions internally in Just the Beginning’s Summer Legal ascend to positions of leadership. He is and with Exelon Corporation’s diverse Institute, a pipeline program geared to- particularly active in the LCLD Fellows employee resource groups and externally ward exposing high school students from Program—a year-long learning experi- with diverse organizations. The external low-to-moderate income communities ence for diverse, high potential in-house organizations include but are not limited to the legal profession. At the elementary and law firm attorneys—that includes to the Minority Corporate Counsel Associ- and junior high school levels, the legal in-person conferences, training in the fine ation, National Asian Pacific American Bar department supports the Lawyers in points of the legal practice and leadership, Association, National Bar Association His- the Classroom project sponsored by the peer-group projects and extensive contact panic National Bar Association and LCLD. Constitutional Rights Foundation, where with LCLD’s top leadership. Since 2011, Exelon Legal also seeks to retain its talent, its attorneys help second through eighth Bradford annually has identified two Ex- and to prepare its talent for leadership grade students understand the legal sys- elon attorneys from diverse backgrounds opportunities throughout the company. tem and the U.S. Constitution.

MCCA.COM SEP.OCT.2016 DIVERSITY & THE BAR 21 2016 MCCA AWARDS

EMPLOYER OF CHOICE AWARD

OUNDED more than 100 years ago foundation, The Kellogg Company Fund, while establishing the breakfast cereal which has sponsored the program since its industry, Kellogg has continued to inception in 2003. The department’s com- Fbuild on innovation and an emphasis mitment to Diversity and Inclusion earned on identifying the best talent possible. it the NAACP Champion of Justice Award. Headquartered in Battle Creek, Michigan, In an effort to improve career success, that message starts at the top and is in- the department assigns mentors for wom- fused throughout the company’s business en and minority attorneys. In addition, and mission statement. many of them participate in specific “Kellogg is more than a business. We company mentoring programs as men- are a company with heart and soul, driven tors or mentees including the Legal and by a diverse and inclusive community of Compliance Internal Mentoring Program, passionate people making a difference,” Kellogg Executive Cross-cultural Mentor- said Gary Pilnick, vice chairman, corpo- MIDWEST REGION ship Program, K-Power to Lead Program, rate development and chief legal officer of and the Emerging Global Leaders Pro- Kellogg Company. “For us, diversity and Gary H. Pilnick gram, which is limited to 30 people who inclusion is an ongoing commitment and Vice Chairman, Corporate Development are likely to become Global Leaders. They and Chief Legal Officer investment that leads to true competitive receive mentoring from the CEO. The business advantages. To grow and fuel Kellogg legal and compliance department was our future, we must nurture a diverse, able to get three of the slots, of which two inclusive environment where everyone volved with his leadership team in ensuring went to minority attorneys. brings their most creative thinking, the recruiting process encourages diverse The general counsel actively promotes does their best work and achieves their candidate slates before the next steps can the use of minority and women-owned full potential.” be taken in the hiring process. Post-recruit- law firms and minority/female partners/ Pilnick has taken an active approach ing slates are also reviewed to determine if associates in majority firms. A part of the to outreach and is a member of a number any further steps need to be taken. Every department’s formal RFP process is based of Kellogg Employee Resource Groups in- hiring committee includes representation on a review of the firm’s commitment to cluding being the past executive sponsor from women and minorities. diversity and inclusion on a number of of Young Professionals, and has member- The general counsel is personally metrics including the number of female/ ship in the K-Pride and Allies, Kellogg committed to ensuring diversity. He not minority partners/associates, internal African-American Resource Group, and only regularly communicates his commit- and external programs such as diversity K-Vets & Supporters. ment to diversity to all members of the & inclusion, community partnerships, The commitment to diversity is ev- legal and compliance department, he also affiliations, and recruiting practices. idenced by the General Counsel Lead- actively champions equity and inclusion Thirty-four percent of the legal depart- ership team, which is composed of 50 across the entire organization. That com- ment’s total budget went to women and percent women and 38 percent people of mitment is demonstrated in a number of minority counsel; and 50 percent of out- color. In Kellogg’s Legal and Compliance ways including being the Exclusive Spon- side counsel are women and/or minority. Department in the U.S., almost half of the sor of the NAACP Law Fellows Program, The department uses metrics to department’s attorneys are women and 40 which is designed to give students who analyze the effectiveness of its diversity percent are minorities. Among the man- have completed at least one year of law efforts, considering areas such as hiring, aging attorneys, 55 percent are minorities school the opportunity to gain first-hand retention, engagement, progression and and 45 percent are women. Two members exposure to civil rights advocacy for the spend. On the bi-annual Kellogg Employ- of the Department are openly gay, includ- summer at NAACP Headquarters, and ee Engagement Survey, the legal depart- ing a member of the leadership team. attend a conference at the Kellogg Com- ment had the highest marks on diversity The Kellogg Legal and Compliance De- pany, which is produced by the Kellogg and inclusion, and engagement measures partment has a formal recruiting strategy to Legal and Compliance Department. in the company overall, where a per- ensure diversity and inclusion in the work- The NAACP Law Fellow Program is centage of compensation is tied toward place. The general counsel is actively in- funded by the company’s philanthropic meeting certain D&I metrics.

22 DIVERSITY & THE BAR SEP.OCT.2016 MCCA.COM 2016 MCCA AWARDS

EMPLOYER OF CHOICE AWARD

IVERSITY AND INCLUSION is at the The legal affairs department con- core of the Home Depot brand. ducts quarterly luncheons with diverse From its store associates to its legal firms in an effort to increase the pool of Ddepartment, valuing the unique tal- diverse firms utilized by Home Depot. ents and experiences of its teams at every During the luncheons, a select diverse level has proved to be a winning formula firm is provided an opportunity to to remain competitive. highlight its practice areas, including any “Diversity both enriches and empow- specialty services, and discuss alterna- ers us. It has a place in each of our eight tive fee arrangements. core values and is a driver of our success,” Home Depot has made a commit- said Teresa Wynn Roseborough, EVP, ment to serve a diverse customer base General Counsel and Corporate Secretary. by ensuring diversity within its ranks Roseborough serves as a liaison between and supply chain. Since 2003, Home the board of directors and the compa- SOUTH REGION Depot has actively sought a diverse set ny and is responsible for all corporate of suppliers in its sourcing and procure- governance matters and the company’s Teresa Wynn Roseborough ment process. This was accomplished EVP, General Counsel, government relations. by partnering with groups such as the Corporate Secretary Founded in 1978, Home Depot is the National Minority Supplier Development The Home Depot world’s largest home improvement spe- Council, the United States Hispanic cialty retailer with stores in all 50 states, Chamber of Commerce and the Women’s the District of Columbia, Puerto Rico, U.S. ates who are hiring managers. Each plays Business Enterprise National Council. Virgin Islands, 10 Canadian provinces and an active role in hiring associates within Home Depot has been recognized twice Mexico. It changed the home improve- the department, including minorities and as one of DiversityBusiness.com’s Top 50 ment industry by bringing the know-how women. In addition, recruiters provide Organizations for Multicultural Business and the tools to the customer and by diverse candidates for consideration by all Opportunities in the U.S., and was named saving them money. hiring managers. Women’s Enterprise USAs’ 2015 Corpora- That spirit of innovation and appreci- With a strong commitment to diversi- tion of the Year. ation for its people is integrated into the ty from the general counsel, the depart- The Georgia Chapter of the Associa- practices of the legal affairs department. ment has nearly doubled its spend with tion of Corporate Counsel (ACC) and the Its diverse recruiting strategy includes diverse law firms. Associates within the legal affairs department co-sponsored hiring managers who work with company legal affairs department are informed the inaugural ACC Law Firm Diversity recruiters and third party recruiters in or- of the annual goal at various meetings Summit. It offered in-house counsel the der to obtain a diverse pool of applicants. throughout the year. Home Depot’s For- opportunity to meet and interview rep- Of its 55 attorneys, 26 are minority and mal Diversity and Inclusion Plan is car- resentatives from law firms from around 33 are women. Among the four managing ried out through the associate resource the country that had been certified as attorneys who are direct reports to the group programs, strategic recruiting part- Minority Owned Business Enterpris- general counsel, two are minority and one nerships with third party organizations, es (MBE) or Women Owned Business is a woman. Of the 86 associates, 47 are cultural celebrations, and other corporate Enterprises (WBE). For in-house counsel minority and 73 are women. events and initiatives. who were not using diverse law firms, Attorneys are supported through formal Each department within Home Depot, the Summit provided an opportunity for mentoring programs for six months, where including legal affairs has an annual spend- them to learn how diverse law firms can mentors provide advice regarding pro- ing goal for diverse vendor populations. bring added value, legal expertise and fessional development, opportunities for The legal affairs department tracks the diversity to their business. The Diversity networking, and strategic vision for career dollars spent with diverse firms and other Summit also offered diverse attorneys advancement. Relationships often extend service providers quarterly, by categories from MBE or WBE law firms an op- beyond the formal six-month arrangement. including firms owned by women, minori- portunity to increase their exposure to Its recruiting initiatives includes gain- ties, veterans and any small firm with less in-house counsel in companies located in ing input from many of the diverse associ- than $7 million in annual revenue. the Atlanta metropolitan area.

MCCA.COM SEP.OCT.2016 DIVERSITY & THE BAR 23 2016 MCCA AWARDS

EMPLOYER OF CHOICE AWARD

ONSTANTLY inventing and rein- The Talent Factory is a transparent venting itself, Hewlett Packard has talent process to help each attorney track maintained its position as one of the their progress and plan their career goals. Cworld’s leaders in technology. Head- The framework for the program is based quartered in Palo Alto, California, where on strategic entry-level hiring, internal it was founded in 1939 in a rented garage promotions, paying for performance and by two college friends, Hewlett Packard potential, identifying successors and ca- Enterprise (HPE) split from Hewlett reer paths, and active talent management. Packard in 2015. HPE helps customers In an effort to promote diversity use technology to accelerate businesses, with legal services suppliers, the Out- supporting customers that run traditional side Counsel Diversity Subcommittee IT environments, as well as those who are launched two initiatives. The first is transitioning to secure, cloud-enabled, to improve the diversity practices of mobile-friendly infrastructures. WEST REGION preferred providers, and the other is to In keeping with its founders’ innovation, educate and empower HPE attorneys to HPE’s legal department prides itself on John Schultz require diverse practices of firms. thinking outside the box to improve its di- EVP, General Counsel Recruitment efforts include encour- and Corporate Secretary versity and inclusion, and recruitment and aging leadership and active participation retention efforts. HPE has 439 attorneys Hewlett Packard Enterprise in key external diversity and inclusion worldwide, and 204 in the U.S. Of those organizations. Currently, HPE’s Office in the U.S., 45 percent are women with 48 Inclusion, Outside Counsel Diversity, of the General Counsel is a sponsor or percent of them in senior positions. HPE and Recruitment. participant in organizations including minority attorneys in the U.S. represent 32 When it comes to its Pipeline Programs, Corporate Counsel Women of Color, His- percent of the workforce, with 26 percent HPE wanted to do more to increase the per- panic National Bar Association, Minority working as senior attorneys. centage of diverse candidates that ultimate- Corporate Counsel Association, National HPE General Counsel John Schultz ly reach the legal profession. HPE part- Asian Pacific American Bar Association, regularly communicates his commitment nered with the Silicon Valley Urban Debate and the National Lesbian, Gay, Bisexual to diversity to all members of the depart- League. The high school students compete and Transgender Bar Association. ment, as well as through his support of in an urban debate program that serves un- HPE actively recruits top talent of the D&I Committee Initiatives. The HPE der-resourced schools and is comprised of varying backgrounds at law schools Office of the General Counsel maintains a 85 percent diverse students. Students gain throughout the country. It currently diversity & inclusion website that encour- legal foundational skills such as research- works with the Houston Bar Associa- ages members of the OGC to get involved ing, writing, and developing arguments; as tion Minority Opportunities in the Legal in a D&I subcommittee. well as early exposure to attorneys. Profession Program to recruit first-year “As leaders in the diversity space, I be- In addition, HPE has been running law students for the 1L Summer Clerkship lieve we need to come together and truly its Street Law Program for more than Diversity Internship Program. collaborate on initiatives that promote five years, where volunteers teach legal When HPE launched the New Attor- diversity at the macro level,” said John topics to students in their classrooms and ney Program in 2010, it was designed to Schultz, EVP, general counsel and corpo- host the students on an HPE campus in a hire, train and promote six law students rate secretary for HPE. day-long workshop. The Retention & In- into the Office of the General Counsel. The split from Hewlett Packard clusion Subcommittee works to increase Since then, the program has been re- prompted the OGC D&I Committee to awareness and networking opportunities vamped to create a second-year summer evaluate the D&I practices of the HP within various OGC groups and increase associate program from which HPE offers Company and to develop a comprehen- visibility related to D&I content, topics, for permanent hire. In order to strength- sive Diversity & Inclusion Action Plan. and events. The Retention & Inclusion en its efforts, minorities and women are The Hewlett Packard Enterprise D&I efforts are closely linked with the OGC’s involved in all stages of the recruiting, Action Plan is divided into four catego- defined route for advancement—referred interviewing, and the hiring process for ries: Pipeline Programs, Retention and to as the “Talent Factory.” attorneys in the New Attorney Program.

24 DIVERSITY & THE BAR SEP.OCT.2016 MCCA.COM 2016 MCCA AWARDS

GEORGE B. VASHON INNOVATOR AWARD

The George B. Vashon Innovator Award is given to in-house legal departments, law firms, and bar associations that have led the way with innovative best practices to assist diverse attorneys through mentoring, pipeline initiatives, recruitment & retention, and LGBT Initiatives.

OR MORE THAN 30 YEARS, WGL Hold- “I feel like I have a responsibility,” ings, Inc. and Washington Gas have Thornton stated. “You can’t get to these been committed to the cause of open- levels and not reach back. There are lots Fing doors and creating opportunities of ways to do it, whether it is phone calls for diverse suppliers, with the foundation- or saying yes to events where there are al belief that procuring goods and services people like you in the audience. Like most from diverse suppliers is a sound business professions, the higher you go, the fewer practice that produces competition in the [diverse attorneys] there still are.” marketplace, and benefits customers, the After the downturn in the economy, community and employees. Thornton said women and minorities Through Senior Vice President, were among the hardest hit. “I mentor, General Counsel and Corporate Secre- speak, hire, and engage minorities and tary Leslie T. Thornton’s leadership and women because there are really strong DIVERSITY INITIATIVES diversity efforts, the company has helped diverse lawyers who don’t get the chance numerous attorneys of color and wom- Leslie T. Thornton they’ve earned.” en, either through direct mentorship or Senior Vice President, General Counsel Thornton is also very involved in through access to business from WGL & Corporate Secretary efforts to increase the diversity on cor- and its team of companies. WGL Holdings, Inc., and Washington Gas porate boards. She serves on a corporate Thornton joined the company in 2012. board and counsels numerous diverse She is responsible for all legal matters in candidates on the process of attaining the WGL family of companies, including of color in specific disciplines, examines board membership. litigation, regulatory affairs, business their track record, and then gives them WGL has been named one of the 40 transactions, employment and labor law, the opportunity to compete for work. Best Companies for Diversity by Black employee benefits issues, ethics, compli- Within the legal department of 17 Enterprise Magazine for six years, and ance and cyber-threats/cybersecurity. lawyers, WGL has hired five lawyers of has numerous accolades including WGL’s already robust programs for color and Thornton personally has helped being named “Corporate Advocate of diversity and inclusion was one of the many others find legal employment in the Year” by the Women Presidents’ things that attracted Thornton to its other companies, law firms and associa- Educational Organization (WPEO) and legal department. tions throughout the country. Women’s Business Enterprise National “It is a part of what WGL has been a In addition to the company’s diversity Council (WBENC). long time before I showed up,” Thornton initiatives, Thornton, both personally, and The company supports advocacy said. “It has been dedicated to a high as part of WGL’s diversity program, has groups including the National Minority level of vendor diversity for a long time. mentored more than 75 lawyers of color Supplier Development Council, Inc., For me, it means that I just fit in. The and women. Through WGL’s commit- Capital Region Minority Supplier De- commitment to diversity is in the heart ment, she devotes a significant amount of velopment Council, Women’s Business and soul of the company. It goes all the time to diversity efforts including partic- Enterprise National Council, Maryland way to the top. Our board is one of the ipating with Diversity Partners Network Washington Minority Companies Asso- most diverse.” and the African American Managing ciation, Inc., The Elite Service-Disabled Thornton has continued the compa- Partner/General Counsel Roundtable for Veteran-Owned Business Network, U.S. ny’s mission with tangible results. the National Bar Association. Pan Asian American Chamber of Com- WGL’s diversity initiatives have deliv- merce, and the Greater Washington ered an estimated $5-6 million in business Hispanic Chamber of Commerce. to attorneys of color during her tenure at WGL. Its program identifies lawyers

MCCA.COM SEP.OCT.2016 DIVERSITY & THE BAR 25 2016 MCCA AWARDS

GEORGE B. VASHON INNOVATOR AWARD The George B. Vashon Innovator Award is given to in-house legal departments, law firms and bar associations that have led the way with innovative best practices to assist diverse attorneys. It is named for scholar, abolitionist and lawyer George B. Vashon, who was the first licensed African American attorney in New York State (1848) and one of the first admitted to practice before the U.S. Supreme Court (1867).

INSTON & STRAWN sets itself Parental Leave Liaison (PLL) Initiative apart as a pacesetter, advocating was launched to serve as a resource to for the development and pro- female and male attorneys preparing for Wmotion of women through its and returning from parental leave. Women’s Leadership Initiative (WLI). It Enhancements to the parental leave has gained attention for its new parental benefits for associates and counsel leave policy, leadership training for wom- include up to 20 weeks of paid parental en partners, commitment to advancement leave for mothers and fathers to care for and retention, development of robust pro- and bond with their newborn and newly gramming and partnerships with outside adopted children. Also, a Parental Leave diversity organizations. Transition Support Program that encom- Winston replaced its longstanding Wom- WOMEN’S INITIATIVES passes the PLL as reduced hours targets en2Women affinity group with a more -ac during “ramp down” and “ramp up” peri- tive, management-integrated initiative with Paula Hinton ods and confidential coaching services for a clear mission: to help its female attorneys Partner attorneys who are new parents. prepare for and succeed in leadership roles Firm-wide Women’s Leadership In addition to receiving the MCCA at the firm by providing training, visibility, Initiative Chair Vashon Innovator Award, Chambers USA and opportunities to contribute. Winston & Strawn LLP named Winston’s Women’s Leadership Partner Paula Hinton serves as firm-wide Initiative as a finalist for its 2015 “Women chair of WLI, which also includes a partner in Law Awards” in the category of “Most chair in each U.S. office and associate coordi- vitation-only ClientFocus, a unique, two-year Pioneering Gender Diversity Initiative.” nators who create and manage WLI events program that helps women attorneys build Winston & Strawn has continued to de- in their respective offices. In coordina- their books of business through personalized velop and expand relationships with wom- tion with the firm’s Diversity Committee, assessments, coaching, and workshops. To en and minority bar associations and other Hinton and the WLI leadership have made date, the firm has invested more than $250 legal diversity organizations as a major significant inroads with firm management in million in the program. More than 20 wom- supporter of programs and events. The firm making diversity and opportunity key com- en partners have completed it, and three are is a member of the Diversity & Flexibility ponents of Winston’s client service philoso- currently enrolled. Alliance, a think tank dedicated to creating phy and strategic business plan. The Advancement Subcommittee, work environments centered on inclusion “As chair of the WLI, I hope to further comprised of members of the WLI, Diver- and innovative thought leadership. implement initiatives to help create a more sity Committee, and senior firm manage- In addition, it is also a major support- inclusive ‘one firm’ culture, breaking down ment supports the efforts of Winston’s er of organizations including the Asian silos and opening up opportunities for Sponsorship Initiative, which fosters American Advancing Justice LA, Black networking and business enhancements professional relationships between wom- Women Lawyers’ Association, California among all of our attorneys—both women en or diverse senior associates or income Minority Counsel Program, Chicago Bar and men,” said Paula Hinton, WLI Chair. partners with capital partners who take a Association Alliance for Women, Cor- WLI leaders from across the firm gath- personal interest in furthering the junior porate Counsel Women of Color, Direct- er monthly to discuss strategic planning lawyer’s career advancement. Women, Hispanic National Bar Associa- and potential new initiatives and to report In the past three years, Winston has tion, Korean American Bar Association, on the progress of those underway. Its promoted 22 women and diverse associ- Leadership Council on Legal Diversity, programs include leadership and business ates to income partner, and in the same Minority Corporate Counsel Association, development training, client panels, coach- period elected two diverse men and eight National LGBT Bar Association, National ing, sponsorship, community involvement, women, including two diverse women, to Women’s Law Center, University of Texas networking events and book discussions. capital partner. Center for Women in Law, Women’s Bar Supporting substantive skill development, In an effort to increase the retention Association of Illinois, and the Women’s women partners can attend Sara Holtz’s in- of women attorneys at the firm, a new Council on Energy and the Environment.

26 DIVERSITY & THE BAR SEP.OCT.2016 MCCA.COM 2016 MCCA AWARDS

THOMAS L. SAGER AWARD

The Thomas L. Sager Award is given to law firms that have demonstrated a sustained commitment to improving the hiring, retention and promotion of diverse attorneys.

LITTLER MENDELSON, PC

Thomas Bender Jeremy Roth Natalie Pierce Co-President and Managing Director Co-President and Managing Director Co-chair Diversity & Inclusion Council

ITTLER, THE WORLD’S largest retention of our diverse workforce.” Currently, 10 corporate General Coun- employment and labor law practice The Sager Award is named after for- sel participate as Champions. Since the representing management, was named mer DuPont Senior Vice President and program launched, Littler has monitored Lthe winner of the Minority Corporate General Counsel Thomas L. Sager, a wide- its success, and in 2016, 40 percent of Lit- Counsel Association’s (MCCA) Thomas ly respected leader in diversity. Winners tler’s newly elevated shareholders were L. Sager Award. This is the inaugural are selected based on various criteria, participants in the program. national Sager Award issued by MCCA, including statistical data, recruitment, re- “The Career Advocacy Program’s following its prior regional award system. tention, mentoring and promotion, as well success is truly a result of the dedicated The firm was honored by MCCA for as collaborative endeavors with commu- and collaborative efforts of our Protégés, demonstrating sustained commitment nity and bar associations and innovative Advocates and Champions. It is extremely to improving the hiring, retention and practices that result in practicable efforts gratifying to see the advancement of our promotion of diverse attorneys. Including to increase diversity. Protégés and we thank our Advocates and regional awards, this marks the fourth Littler’s various diversity programs Champions for their support of, and in- time Littler has won the prestigious Sager have positioned it as one of the leading vestment in, the program,” said Sharehold- Award. The firm earned the distinction in firms in the area of diversity and inclu- er Natalie Pierce, the brainchild behind the 2014, 2011 and 2009. sion, especially the Career Advocacy CAP and co-chair of Littler’s Diversity and “It is a tremendous honor to be named Program (CAP), which launched in 2013 Inclusion Council. “With 40 percent of the first national winner of the Sager and was largely inspired by MCCA’s this year’s newly elevated shareholders as Award and to be recognized for our deep “Mentoring Across Differences: A Guide participants in the program, the numbers and perpetual commitment to diversity,” to Cross-Gender and Cross-Race Men- show that it is making a difference.” said Thomas Bender and Jeremy Roth, toring.” The CAP selects higher-level, As a result of Littler’s ongoing diversity co-managing directors of the firm, who high-performing associates who are efforts, the firm continues to earn acco- both attended the awards ceremony. “We visible minorities or have identified them- lades in diversity and inclusion. In addi- are proud of the diverse and inclusive selves as LGBTQ or disabled (Protégés) tion to the Sager Award, this year Littler working environment that has been a and pairs them with some of the firm’s has earned recognition from esteemed part of our firm’s heritage for more than most influential leaders (Advocates). organizations such as The American Law- 70 years, and we will further expand Another unique aspect of the CAP is that yer’s Diversity Scorecard, Vault, Working and strengthen our efforts to ensure the it also pairs the Protégés with one of a Mother and the Women in Law Empow- continued advancement, recruitment and group of General Counsel (Champions). erment Forum.

MCCA.COM SEP.OCT.2016 DIVERSITY & THE BAR 27 2016 MCCA AWARDS

PAULA L. ETTELBRICK AWARD The Paula L. Ettelbrick Award is named for the late Paula L. Ettelbrick whose quarter-century of work with organizations like Lambda Legal, the National Gay and Lesbian Task Force and the International Lesbian and Gay Human Rights Commission (now, OutRight) assisted thousands of LGBT individuals and their families.

HERE AREN’T many attorneys who “I often have people call and ask me can trace their first pro bono case to speak with a college student who may back to 8th grade. For Lisa A. Linsky, it be struggling with his or her career path Twas a fellow classmate’s troubles with and request that I speak with the stu- Child Protective Services that solidified dent.” She always agrees and Linsky has her decision to pursue a career in which mentored many young people throughout she could help people. Instinctively, she her career. pulled him aside to offer advice on how to Linsky acknowledges that she would handle his situation. That afternoon, she not have experienced so many profession- returned home and announced to her par- al successes without the many mentors ents that she was going to become a lawyer. who helped her at every stage of her Born and raised in Philadelphia, she career. She singles out the unyielding sup- earned her undergraduate degree from port of her grandfather, as one example. Villanova University and her law degree Lisa A. Linsky “He completely believed in me. He helped Partner from Pace University School of Law, both me pay for law school and subsidized an McDermott Will & Emery LLP with honors. entire summer to permit me to complete The pull toward public service has my first internship with the District been a driving force throughout her entire Attorney’s Office. He was there for me career. Linsky has extensive trial experi- Under her leadership, McDermott has from the start and was so proud the day I ence and has worked at the Westchester achieved a 100 percent score on the HRC received my law degree.” County District Attorney’s Office, where Corporate Equality Index every year since She has put his investment in her to she ran the Special Prosecutions Division 2006 and has been designated a “Best good use. which included the Child Abuse, Elder Place to Work for LGBT Employees,” as One of the projects that Linsky is Abuse and Sex Crimes Bureaus. well as earned the 2012 Equality Illinois extremely proud of is her work with She is currently a partner in the New Business Leader Award for the firm’s com- The Mattachine Society of Washington, York office of the international law firm mitment to LGBT diversity and inclusion. D.C. She co-leads a team of 16 McDer- McDermott Will & Emery LLP. As a One of the things that attracted Linsky mott attorneys and together, with their member of the Litigation Group, she fo- to McDermott was its strong pledge to clients, engage in “archive activism” by cuses her practice on complex litigation, community service and pro bono work. “It rescuing historic government documents including commercial, products liability, was an easy transition from public service demonstrating a paper trail of animus and trusts and estates and civil rights litiga- work to McDermott because of the firm’s discrimination aimed at LGBT Americans tion with a focus on LGBT issues, and commitment to public service and to giv- dating back to the 1940s. business-related investigations. ing back to those in the communities we This work has been featured in a Linsky was McDermott’s first partner- serve. I believe in paying it forward.” 30-minute Yahoo News! Documentary in-charge of Firm-wide Diversity and Even outside of work, Linsky has titled, “Uniquely Nasty: The U.S. Govern- partner-in-charge of Lesbian, Gay, Bisex- become that “go to” person for students in- ment’s War on Gays,” reported and narrat- ual and Transgender (LGBT) Diversity terested in law, and often acts as a sounding ed by award-winning chief investigative and Inclusion. She created and chaired board for both junior and senior lawyers. correspondent, Michael Isikoff. The film the Firm-wide LGBT Committee, and explores a dark and little-known chapter in currently serves on the firm’s Pro Bono America’s recent political past, when gays and Community Service Committee. and lesbians were barred from working for the federal government on account of their

28 DIVERSITY & THE BAR SEP.OCT.2016 MCCA.COM sexual orientation. Documents uncovered When asked how she felt about receiv- She was elected to the board of direc- by McDermott and The Mattachine Soci- ing the MCCA award for LGBT Attorney tors of the New York City LGBT Commu- ety demonstrate that the FBI, through its of the Year Linsky said, “I am delighted to nity Center in 2014 and continues to serve “Sex Deviates” program, secretly collected be the recipient of the 2016 Paula Ettel- as a member. She served as an officer of hundreds of thousands of files on the per- brick award. This award is special to me the board of directors for Lambda Legal sonal lives of American citizens and used not only because of the woman for whom from 2007 to 2014, remains a member that information to terminate them from it is named, but also because of my rela- of its National Leadership Council and government employment. tionship with MCCA. It is an organization serves as co-chair of Lambda Legal’s Law The documentary won the 2016 that plays a very important role in the Firm Committee and National Liberty Edward R. Murrow Award in the News legal profession and I have been proud to Awards. Linsky was elected as director Documentary category. partner with MCCA over the years.” at large to the board of the Association With members of the LGBT Rights Linsky’s numerous awards for distin- of Law Firm Diversity Professionals and Committee of the New York City Bar guished service and promoting equality served from 2011 to 2013. She was a mem- Association and other McDermott col- include the 2016 Chambers Diversity ber of the LGBT Rights Committee of leagues, Linsky co-authored an amicus Award for LGBT Equality Lawyer of the the New York City Bar for four years and brief to the New York State Court of Year in Private Practice; and the HELP/ chaired the Pride Reception Subcommit- Appeals in connection with the landmark PSI Empowerment Award in 2014. She tee. Under her leadership, the annual City marriage recognition case, before New was named a Mover & Shaker in 2009 and Bar Pride Reception grew in attendance, York State implemented marriage equali- 2013 by the Minority Corporate Counsel sponsorship and visibility. She is also ty for same-sex couples. Association; and received the 2013 Wom- the Chair of the National Association of In 2014, she co-authored, along with en on the Move Award presented by the Women Lawyers Diversity Committee. Lambda Legal and other McDermott col- Arthritis Foundation. Linsky is a frequent public speaker, leagues, another amicus brief in connec- In addition, Linsky received the 2013 published author and creator of The tion with New Jersey’s 2013 Anti-Sexual Art Leonard Award from the New York Huffington Post blog, “Out and About: Orientation Change Efforts (i.e. Anti-Gay City Bar Association and its LGBT Rights LGBT Legal.” Conversion Therapy) Law. Committee. Linsky was named among When she isn’t working, mentoring, It is only fitting that Linsky is the New York City’s Top 50 Power Gays and advocating, she is busy with her part- recipient of the Paula L. Ettelbrick award. by the New York Observer in 2011, and ner of 18 years and college-aged daughter, A longtime supporter of MCCA, Linsky received the Empire State Pride Agenda’s their cats, and drafting the pages of her was instrumental in identifying Paula L. Equality @ Work award in 2010. first novel.■ Ettelbrick as a leader in the legal profes- Linsky and McDermott have been ([email protected]) sion who devoted much of her career to twice recognized by Immigration Equal- DIANNE HAYES is a freelance writer/editor based in Maryland who advocating for the civil rights of LGBT ity with the organization’s Safe Haven specializes in diversity issues, education and STEM. people and those living with HIV/AIDs award for work representing LGBT and is the eponym for the award. asylum-seekers. “When a team of us came together Outside of work, Linsky supports the to talk about who to honor as the name- broader LGBT community by serving on sake of this award, Paula was someone I the boards of non-profit organizations recommended because she was a fierce and engaging in fundraising for programs advocate for the LGBT community.” aimed at diversifying the legal profession and helping those in need, including LGBT youth.

MCCA.COM SEP.OCT.2016 DIVERSITY & THE BAR 29 JOB-HUNTING PRIORITIES Transcending the Allure of the Big Stage

How female lawyers can improve their chances of moving in-house BY LYDIA LUM JOB-HUNTING PRIORITIES Transcending the Allure of the Big Stage

ISA IGLESIAS remembers when her then-employer, a recruiting and staffing corporation, climbed into the Fortune® 500 for the first time more than a decade ago. L“It was quite a big deal at the company because the Fortune® 500 ranking was like an acknowledgement of our journey of growth,” Iglesias recalled. “But for me, the work was still the same, even after a merger, except for becoming more geographically dispersed.” She and other female, Fortune® 500 chief legal officers recognize the prestige bestowed upon the coun- try’s highest-revenue companies. Furthermore, women who helm one of these law departments often become top candidates to fill vacan- cies elsewhere in the Fortune® 500, although they remain numerically underrepresented. Nevertheless, Iglesias and her peers believe that women consider- ing in-house jobs for the first time— especially junior- and mid-level po- Lisa Iglesias sitions—shouldn’t dwell on whether potential employers have Fortune® Magazine rankings because the workloads don’t necessarily differ from those among unranked com- panies. Instead, job candidates ought to focus on whether they enjoy working in teams, the type of industry they want to join and myriad other factors. “Honesty and transparency are important,” Iglesias said, “but if you lead off job interviews with, ‘I want to work in the Fortune® 500,’ make sure you understand why that’s important to you. If it involves ego, you ought to think through that.” Although she and her Fortune® 500 counterparts prefer job candi- dates with in-house experience, they recognize that talent comes in

MCCA.COM SEP.OCT.2016 DIVERSITY & THE BAR 31 JOB-HUNTING PRIORITIES

“If you make decisions based on the name and size of the company, you won’t be happy.” - Teri Plummer McClure

countless forms. Just ask Sandra Teri Plummer McClure used to regularly vet appli- Leung, executive vice president cants to Atlanta-based United Parcel Service Inc., by ask- and general counsel of Bristol-My- ing about work environments they would not thrive in. ers Squibb in New York City. “I paid particular attention to candidates (who) A nontraditional candidate once didn’t enjoy working in fl uid environments with lots came to the biopharmaceuticals ti- of engagement with clients and other stakeholders,” tan through a company externship, recalled McClure, who was UPS legal chief offi cer for Leung said. Formerly a law fi rm nine years. “Or, they didn’t enjoy an absence of clear associate, the woman had left the direction, or limited control over their time.” practice to raise children for sever- Audrey Boone Tillman learned to navigate these al years. A career re-entry program environments when she moved in-house in the 1990s Teri Plummer McClure at Pace Law School helped her by joining Afl ac Inc., in Columbus, Ga. Previously, she rebuild legal skills, update her re- had practiced at a fi rm and taught law school. sumé, and search for opportunities, which included the One of Tillman’s early assignments at the supple- three-month externship. mental insurance giant stemmed from federal legisla- She quickly grasped business objectives and got tion that changed employment law for corporations along well with lawyers in the company’s strategic in fi nancial services and necessitated a companywide transactions group. Clients gave the extern positive re- employee survey that she authored and carried out. views. Because the law department had an opening for The survey was a criminal background check focused permanent employment and the extern was interested, on adult convictions and arrests, ranging from foolish she was hired her full-time. college pranks to serious off enses. Tillman forwarded “We felt she would be a great, low-risk hire,” Leung pertinent information to Georgia’s state insurance of- said. “She has now been with us for fi ce, and she advised Afl ac employ- over a year.” ees one-on-one who were eligible Leung believes women who for expungement of convictions. have departed the workforce or Meanwhile, Afl ac could no longer downshifted to part time should not employ a few of its workers, based hesitate to explain why, whether for on criminal history, in order to com- childbirth, caring for aging relatives, ply with the law. or returning to school. “If I had been at a law fi rm, I “As women, we’re very hard would have given Afl ac an update on ourselves to do it all,” she said. on the law and said, ‘Here it is, do “Don’t feel constrained by career you have questions?’” said Tillman, experiences you don’t have. If you who’s now the company’s exec- like working in teams, you could be a utive vice president and general great candidate for in-house work.” counsel. “This was much more than Leung was a prosecutor who providing an update on the law. I tried homicides and child abuse had to usher the entire endeavor cases before becoming a Bristol-My- all the way through. It stretched at Audrey Boone Tillman ers Squibb litigator in 1992, her fi rst least a year. This was my project, no in-house post. As a prosecutor, she one else’s, and I made sure it didn’t had toiled in teams that included police offi cers, foren- disrupt the workplace and that confi dentiality was sic experts, victims and their families and witnesses to maintained.” crimes. Tillman emphasizes that giving advice to corporate Conversely, she and her peers in the Fortune® 500 business units is “a huge responsibility (and) not just routinely rule out certain job seekers. writing briefs.”

32 DIVERSITY & THE BAR SEP.OCT.2016 MCCA.COM She and other female, Fortune® She and others understand why 500 GCs realize that lawyers might applicants trying to move in-house strategically tailor their in-house might focus on big-name employ- preferences to jobs in their prac- ers: better job security, fi nancial tice areas, whether it’s litigation or stability and opportunities to delve securities. into high-impact issues. But Susan L. Blount, who worked She and her Fortune® 500 30 years in-house, believes it’s cru- counterparts emphasize that cial to identify a desirable industry, newcomers to the in-house world too. should plan to do much more than “If you’re building a career block provide legal advice—corporations by block, the expertise you gain in a can simply use outside counsel for particular industry becomes part of Susan L. Blount that—such as becoming full-fl edged your portfolio,” said Blount, who retired this year as ex- participants in advancing company business objectives. ecutive vice president and general counsel of Pruden- “We’re not a law fi rm that happens to be inside a tial Financial Inc. Since then, she has been an adjunct corporation,” said Afl ac’s Tillman. “We must ensure professor at the University of Texas law school. profi tability or none of us will be here anymore. We “If you leave the employer,” Blount said, “you’ll need to talk holistically rather than just transactionally. bring the body of knowledge to the next employer I want our lawyers to understand how answers to legal without having to start over, especially if you remain in questions help support business goals because if they the same industry. If you have choices within an indus- do, we can more often say, ‘yes’ than ‘no’ to what our try, evaluate diff erent companies. What is the company business units are asking.” culture? How do people there respond to challenges? In-house newcomers—including those who have Do they enjoy their work? Whether or not it’s a For- been superstars at current or previous workplaces— tune® 500 company is a fact that ought to be secondary should expect tasks typically handled by paralegals in your career priorities.” because corporations tend to employ fewer support Or, as McClure puts it, “If you make decisions based staff than fi rms do. on the name and size of the company, you won’t be “I’m often surprised by job candidates,” said Iglesias, happy.” executive vice president and general counsel of Unum Group in Chattanooga, Tenn. “They often say they’re Experience Matters looking for jobs that are more reasonable. While I Fortune® 500 women interviewed by Diversity & the appreciate the honesty, I’m looking for lawyers who are Bar aren’t surprised that they, along with their peers, energized. They’re not coming here to relax; they won’t are automatic front-runners for GC posts elsewhere. necessarily work fewer hours. The workload here might After all, these women have already demonstrated be on par, or even more diffi cult than that at fi rms.” leadership abilities, strong people skills and strategic Unum is the fourth, Fortune® 500 company where vision to manage teams. Iglesias has been a GC, so she grasps that in-house Last year’s MCCA General Counsel Survey showed newcomers crave predictable work schedules. “There’s that three Fortune® 500 companies hired women, just one business enterprise, so you know in advance including Iglesias, who had been Fortune® 500 GCs when you need to attend an event or a closing. That’s previously. The lateral moves helped fuel an all-time not possible at fi rms because clients call with emergen- high of 120 women steering these law departments. cies, so it can be hard to make plans outside of work.” Meanwhile, two Fortune® 1000 employers coaxed But in-house, career fulfi llment doesn’t necessarily female GCs away from Fortune® 500 rivals, according lie within a preset schedule, she and other GCs say. to MCCA’s survey. “Unlike the prestige that a rainmaker has at a fi rm, “Once you sit in a general counsel seat, you have your success is the team’s success,” Iglesias said. “To a unique, important perspective,” said McClure, who work in-house means to partner with colleagues. It’s left UPS legal this year, becoming the company’s chief about the work, the people, the relationships.” ■ human resources offi cer and senior vice president, A freelance writer and editor, LYDIA LUM (lydialum999@yahoo. global human resources and labor. “The experience is com) is a former reporter for the Houston Chronicle and Fort Worth transferable to any other organization.” Star-Telegram.

MCCA.COM SEP.OCT.2016 DIVERSITY & THE BAR 33 Creating the First Veteran Legal Career Fair

How One Law Firm Diversifies Its Workforce by Hiring Veterans By Mitch Zuklie, Lorraine McGowen, Steve Lessard and Nik Mathews

HEN ORRICK WAS LOOKING TO HIRE more veteran and military spouse attorneys, the firm first sought a place to source veterans who are lawyers. There were none. So, the firm decided to create one. WIn May 2015, the first-ever Veterans’ Legal Career Q. What initially inspired you to create a career Fair was held in Washington, D.C. The two-day event fair specifically targeting veteran lawyers? featured two panel discussions, a networking reception, Mitch: The idea grew out of a conversation we and a full day of one-on-one interviews. More than began at Orrick about three years ago when we were 150 veteran, active duty and military spouse lawyers looking for a way to hire more veteran lawyers. What participated in approximately 400 individual interviews began as a brainstorm about how we could better tap with more than 40 legal employers, including global into this unique and diverse talent pool, quickly turned law firms, leading corporations, government agencies to the question of how we could help galvanize support and non-profit organizations. Based on the enthusiastic for veteran hiring across the legal profession. Once feedback from candidates and employers alike, the Sec- we realized that there was no legal career fair in the ond Annual Veterans’ Legal Career Fair was held this United States that focused specifically on veteran and past spring. Participation figures were on par with the military spouse lawyers, we decided to fix that. inaugural event, with more than 150 candidates once again participating in close to 400 interviews. Q. Creating an event like this involves a lot of From this consistent level of interest, it’s clear that different moving parts. What were some of the first the Veterans’ Legal Career Fair has filled a void in the steps you took? legal community. At the inaugural event, one candidate Mitch: We recruited a terrific team of founding noted, “Not only was it a great opportunity to meet sponsors to help us launch the event: Microsoft, Mor- with potential employers, but I loved networking with gan Stanley, American Lawyer Media, The American other veterans and veteran’s spouses. It was a unique Legion, D.C. Diverse Partners Network and Shearman way for me to continue to explore my identity as a & Sterling. Not only was their support crucial to the young lawyer and learn from other similarly-situated inaugural event’s success, but all of them returned for professionals.” Employers have also repeatedly praised the second year. Their consistent, enthusiastic support the career fair, with one saying, “We are really happy broadened our reach and helped maintain our momen- with the people we’ve met—we think some really good tum after the inaugural event. things are going to come of this.” Lorraine: We also leveraged our experience with With two successful events now in the books, the the Bay Area Diversity Career Fair, an event we found- Orrick team got together to discuss how they created ed more than a decade ago in collaboration with The this distinctive event, lessons learned, and what may Bar Association of San Francisco. One of the things that be in store for future Veterans’ Legal Career Fairs. The has made that career fair so successful is the inclusion conversation included Orrick Chairman Mitch Zuklie; of panel discussions on topics that will help the can- Partner Lorraine McGowen, Co-Chair of Orrick’s didates succeed. Because of that, we knew we wanted Diversity & Inclusion initiatives; Senior Associate to make panel discussions part of the Veterans’ Legal Steve Lessard, who served in the U.S. Navy as a Surface Career Fair. Another element we adapted from the Bay Warfare Officer; and Partner Nik Mathews, who served Area Diversity Career Fair was allowing employers to as a U.S. Army Reserve Captain and Judge Advocate. screen candidate resumes before the event. This en- Lessard and Mathews co-lead Orrick’s Veterans Forum. sures that employers are matched with candidates that

34 DIVERSITY & THE BAR SEP.OCT.2016 MCCA.COM Creating the First Veteran Legal Career Fair

What made this best suit their particular needs, so that everyone gets program powerful was the maximum value out of their day of interviews. that firms and in-house Q. What was the biggest surprise in putting counsel came together together this event? Steve: One of the big unknowns for us was how to tackle an issue that much interest we would receive from military spouse we all care about. lawyers, who often have a difficult time maintaining —Mitch Zuklie their practice due to frequent moves necessitated by their husbands and wives in active service. Groups like the Military Spouse JD Network (MSJDN) are lobbying states to make it easier for military spouses to receive temporary bar licenses. Nik: MSJDN were quite enthusiastic about the Vet- erans’ Legal Career Fair from the very beginning. Their advocacy was helpful in getting the word out to mili- tary spouses, who comprised approximately 30 percent of this year’s candidate pool. Raising awareness of the unique issues military spouse lawyers face helped make employers aware of another untapped talent pool—and also helped make the Veterans’ Legal Career Fair distinctive.

Q. What have been some of the highlights for you personally? Steve: Meeting active duty service members and veterans from around the world and hearing their stories has been the singular highlight. We’ve had candidates travel from around the world to attend the event—including from posts as far away as Germany and Uganda. That they were willing to make the trek to Washington, D.C. for the career fair, often at their own expense, confirms that the event is filling a very important need. As one JAG transitioning out of the Army told us, “When you’re in the military, you need to be ready for that story to end. This is great prep for the epilogue.” Nik: One of the most rewarding things that happened this year was the participation of two alumni of the first Veterans’ Legal Career Fair, Olaseni Bello and Jaime Turner, in our Saturday morning panel discussion. After interviewing at last year’s event, Olaseni was hired as vice president, legal & compliance at Morgan Stanley,

MCCA.COM SEP.OCT.2016 DIVERSITY & THE BAR 35 CREATING THE FIRST VETERAN LEGAL CAREER FAIR

and Jaime became an associate at Schulte Roth & Zabel. Both Olaseni and Jaime were able to off er candidates valuable advice on interviewing, and on adjusting to a fl atter “chain of command” compared with the hierarchy of the military. Seeing how successful they have been in making the transition to their new careers was inspira- tional for many of this year’s candidates. Lorraine: Both of our inspirational keynote speak- ers have defi nitely been highlights. Last year, we were honored to welcome the Honorable Robert Rigsby, Associate Judge of the District of Columbia Superior Court. Before retiring from the U.S. Army with the rank of colonel, Judge Rigsby served as commander of the 150th Legal Support Organization—the only military The feedback for this program judge’s unit in the United States Army Reserve—and was strong, both from candidates Chief Reserve Trial Judge. This year, we were priv- who appreciated the program ileged to host retired U.S. Air Force Colonel. Will A. Gunn, former general counsel of the U.S. Department and employers who noted the of Veterans Aff airs and owner of his own consulting increased levels of preparedness service. Both had incredible insights to share about among this year’s candidates. their military service and their legal careers. Mitch: Above all, the event has helped everyone ex- press our shared belief about the value veterans bring to the legal profession as a result of their training and Nik: The program matched candidates with Orrick service. lawyers—including many members of our Veterans Forum—for resume reviews and one-on-one advice Q. What advice would you give to law fi rms and on how to translate the unique skills and experience other organizations looking to launch new diversity they acquired in military in a way that would resonate initiatives like the Veterans’ Legal Career Fair? with civilian employers. The feedback for this program Mitch: What made this program powerful was that was strong, both from candidates who appreciated fi rms and in-house counsel came together to tackle the program and employers who noted the increased an issue that we all care about. Working with veterans levels of preparedness among this year’s candidates. It’s associations and ALM broadened our reach. We were something we want to repeat and build on next year. able to create a real community around this event and Lorraine: We’re looking at other ideas to make this keep it going through social media. experience as meaningful as possible and to create Lorraine: Many of our clients actively support connectivity throughout the year. veterans programs and other diversity initiatives, so we To learn more about the Veterans’ Legal Career Fair, knew they would jump at the chance to participate in please visit www.veteranslegalcareerfair.com or email such a great event. After all, not only would it benefi t [email protected]. ■ the veterans who were seeking jobs, it would benefi t the employers by giving them access to this highly diverse MITCH ZUKLIE ([email protected]) is the global Chairman of Orrick. talent pool. Employers should and do want to hire more veterans—this was an opportunity for them to do so. LORRAINE MCGOWEN ([email protected]) is a partner in the firm’s Restructuring practice in New York and Co-Chair of the firm’s Q. What can we expect from future Veterans’ Legal Diversity & Inclusion initiatives. Career Fairs? STEVE LESSARD ([email protected]) is a senior associate in the Steve: Every year we aim to improve the event firm’s Tax practice in New York and co-leader of the firm’s Veterans based on the feedback we receive from candidates and Forum. employers. After the inaugural event, we received re- quests for guidance in preparing for interviews. So, we NIK MATHEWS ([email protected]) is a partner in the firm’s added a Candidate Preparation Program as part of this Structured Finance practice in New York and co-leader of the firm’s Veterans Forum. year’s registration process.

36 DIVERSITY & THE BAR SEP.OCT.2016 MCCA.COM proudly supports the 2016 MCCA Diversity Gala and congratulates this year’s honorees.

We are proud to be a national finalist for the Thomas L. Sager Award.

Beijing | Brussels | Century City | Chicago | London | Los Angeles | New York | Orange County | Palo Alto San Diego (Downtown) | San Diego (Del Mar) | San Francisco | Seoul | Shanghai | Washington, D.C. www.sheppardmullin.com DIVERSITY TRAINING DOESN’T WORK What to Do Instead By Sarah Babineau, MHR, PHR, SHRM-CP

HE PUSH FOR DIVERSITY in corporations, law firms, non- profits and other industries has never been stronger than it is today. Leaders no longer see diversity and inclusion as compliance exercises or community-relations gestures, but as a smart way to increase profitability by leveraging the innovation and productivity of their hard-won talent. Demand for diversity training has skyrocketed since the 1990s. Corporations now spend $8 billion every year on diversity training in the U.S. alone.1, 2 So there must be evidence that training leads to diverse workforces with inclusive cultures. Right?

38 DIVERSITY & THE BARTSEP.OCT.2016 MCCA.COM Unfortunately, no. Moreover, there is a misconception makers while mitigating the exclusionary eff ects of bias. that the solution to making current diversity training Eff ective interventions do not ask that we try to change more eff ective is add more or better training. This be- implicit associations or unconscious bias. Eff ective in- lief is evident from a Compass Metrics survey launched terventions provide tools and structures that reduce the in early 2016. Thirty-seven percent of respondents exclusionary eff ects of bias. (human resources or diversity professionals in U.S. In short, rather than telling us what not to do, eff ec- corporations and law fi rms) believe what they need to tive interventions show us what to do instead. Adoption take their D&I initiatives to the next level is better di- of carefully designed mechanisms that reduce or elim- versity training.3 This is despite the fact that 68 percent inate the eff ect of unconscious bias are habits we need already off er some kind of diversity training.4 stakeholde rs to develop. Banaji and Greenwald dubbed By stark contrast, research indicates that there is this technique “outsmarting the machinery.”12 zero correlation between the availability of diversity training and a diverse workforce; especially in lead- What Works ership ranks.5, 6, 7, 8 Research highlighting the need for The good news is that the same research that showed scientifi c validation that training helps create unbiased no correlation between diversity training and actual di- interactions dates back to 1947.9 versity in the workforce has uncovered techniques and interventions that do work to reduce bias in decisions, Diversity Training ≠ a Diverse Workforce increase representation from historically disenfran- Research shows that implicit association and uncon- chised groups and advance toward inclusive workforce scious bias1 can be weakened through exposure to cultures. Among these eff ective interventions are: ideas and people from diff erent groups. It also shows 1. Diversity analytics to identify root causes, set goals that once the exposure is stopped, implicit association and measure progress; snaps right back to pre-exposure levels.10 We are likely 2. Employing a dedicated diversity manager; to rely on unconscious bias when we are stressed, tired, 3. Transparency in job postings, compensation practic- es and career ladders; 4. Forming a diversity task force comprising at least some leaders and managers, and; 5. Combining mentoring and leadership development programs customized to serve the intended audi- What to Do Instead ence.13, 14, 15, 16 We’ve made a lot of progress in that diversity man- agers, committees and councils abound. Companies like Diverse Talent Strategies off er mentoring databas- es that allow employees to connect with mentors across short on time, when there is ambiguity or a lack of ac- the country based on life circumstances, industry, fi eld countability, or when a quick decision is needed.11 The and diverse dimensions. Transparency in promotional modern workplace is the perfect ecosystem for uncon- and hiring processes is increasing; job postings and scious bias to unintentionally guide our decisions. career ladders are commonplace. Proposed regulations This is not to say that ongoing conversations and from the Equal Employment Opportunity Commission some diversity training are not important. Training is not may soon increase transparency related to compensa- a stand-alone solution, however. Without approaching tion. One of the benefi ts of transparency is that the like- the problem from other, complementary angles, training lihood of having to explain one’s decision making pro- alone will not result in either diversity or inclusion. cess can encourage managers to review their decisions Awareness of unconscious bias together with the knowl- for signs of bias, resulting in less biased decisions.17 edge that it can serve both noble and nefarious purposes Diversity practitioners can be proud of this progress is a good place to start, but by itself is not a means to while acknowledging that we still have more work to achieving workforce parity. Our brains are hard-wired do. Encouraging greater transparency, customizing to function using bias, and diversity training that tells us mentoring and leadership development programs, not to be biased while ignoring that hard-wiring may be development of diverse talent pipelines that provide interesting, but will likely be ineff ective. Training should means for skill acquisition, and applying more robust be a tool to gain buy-in and support for the development data collection and analytics are all areas that are un- of protocols designed to serve the needs of decision derrepresented in the diversity industry.

MCCA.COM SEP.OCT.2016 DIVERSITY & THE BAR 39 DIVERSITY TRAINING DOESN'T WORK: WHAT TO DO INSTEAD

Complete Solutions = Many Effective Tools and the walk will we be able to systematically embed inclu- With the driving passion, increased focus and growing body sion into our workforces. ■ of knowledge comprising the diversity and inclusion indus- try, a reexamination of the assumptions that undergird diver- SARAH BABINEAU, MHR, PHR, SHRM-CP (sarah.babineau@ compassmetrics.com) is the managing partner of Compass Metrics, LLC, sity service offerings and delivery modes is overdue. Cor- a certified woman-owned, disability-owned business. Compass Metrics porations and firms rely on internal and external experts to is the only consultancy in the U.S. fluent in both diversity analytics and engage teams in the promotion of an inclusive environment affirmative action. in which employees from a broad swath of backgrounds are encouraged to put forth their highest levels of innovation and Endnotes productivity. Diversity practitioners owe it to our clients and 1 Bohnet, I. (2016) What Works: Gender Equality by Design the Belknap our communities to offer as many effective tools as possible. Press of Harvard University Cambridge, MA p. 51 2 Levy Palcuck, E. & Green, D. (2009) Prejudice Reduction: What Works? While diversity training teaches us how to talk the talk A Review and Assessment of Research and Practice Annual Review of of inclusion, an important step, it is not a complete solution. Psychology p. 359 retrieved March 17, 2016 from www.annualreviews.org/ Diversity analytics, mentoring, creating accountability for doi/abs/10.1146/annurev.psych.60.110707.163607 decision among other low-cost solutions, teach us how to 3 See Appendix A 4 Ibid walk the walk. Only when we are proficient in both the talk

Appendix A Compass Metrics Diversity and Inclusion Survey 2016 Survey of Law Firms and Corporations

1a. How many attorneys do you have in the U.S.? Responses 12 2. Is your organization a federal contractor # Attorneys # Responses % Responses with a required Affirmative Action Plan(s)? Responses 35 101-500 6 50.0 Answer # Responses % Responses Less than 50 2 16.7 No 20 57.1 751 or more 2 16.7 Yes 15 42.9 51-100 1 8.3 I Don’t Know 0 0.0 501-750 1 8.3 3. Does your organization have D&I initiatives Responses 47 1b. How many employees do you have in the U.S.? (apart from Affirmative Action)? (Include full-time, part-time and temporary) Responses 35 Answer # Responses % Responses # Employees # Responses % Responses Yes 31 66.0 Less than 100 16 45.7 No 16 34.0 501-10,000 8 22.9 I Don’t Know 0 0.0 50,001 or more 5 14.3 4. How important are D&I (apart from Affirmative Action) 10,001-50,000 4 11.4 to your organization? Responses 47 101-500 2 5.7 Answer # Responses % Responses Extremely Important 20 42.6 Important 17 36.2 Neutral 8 17.0 Not Important 0 0.0 We have other priorities like… 2 4.3

40 DIVERSITY & THE BAR SEP.OCT.2016 MCCA.COM 5 Dobbin, F., Kalev, A. & Kelly, E. (2007) Diversity Management in Culturally Effective People American Bar Association Corporate America retrieved March 17, 2016 from http://scholar. 12 Banaji, M. and Greenwald, A. (2013) Blind Spot: Hidden Biases of harvard.edu/files/dobbin/files/2007_contexts_dobbin_kalev_kelly. Good People Random House, Inc. New York, NY p.146 pdf?m=1360040223 13 Dobbin, F., Schrage, D. & Kalev, A. (2015) Rage Against the Iron 6 Levy Palcuck, E. & Green, D. (2009) Prejudice Reduction: What Cage: The Varied Effects of Bureaucratic Personnel Reforms on Works? A Review and Assessment of Research and Practice Diversity American Sociological Review, American Sociological Annual Review of Psychology retrieved March 17, 2016 from www. Association retrieved March 17, 2016 from http://asr.sagepub.com/ annualreviews.org/doi/abs/10.1146/annurev.psych.60.110707.163607 content/early/2015/08/12/0003122415596416 7 Dobbin, F. & Kalev, A. (2015) Try and Make Me! Why Corporate 14 Bohnet, I. (2016) What Works: Gender Equality by Design the Diversity Training Fails Massachusetts Institute of Technology Sloan Belknap Press of Harvard University Cambridge, MA p. 51 School for Business retrieved March 17, 2016 from http://mitsloan.mit. 15 Dobbin, F., Kalev, A. & Kelly, E. (2007) Diversity Management in edu/iwer/wp-content/uploads/2015/04/AATraining-3-16-2015-clean.pdf Corporate America retrieved March 17, 2016 from http://scholar. 8 Dobbin, F., Schrage, D. & Kalev, A. (2015) Rage Against the Iron Cage: harvard.edu/files/dobbin/files/2007_contexts_dobbin_kalev_kelly. The Varied Effects of Bureaucratic Personnel Reforms on Diversity pdf?m=1360040223 p. 26 American Sociological Review, American Sociological Association 16 Dobbin, F. & Kalev, A. (2015) Try and Make Me! Why Corporate retrieved March 17, 2016 from http://asr.sagepub.com/content/ Diversity Training Fails Massachusetts Institute of Technology Sloan early/2015/08/12/0003122415596416 School for Business retrieved March 17, 2016 from http://mitsloan.mit. 9 Williams, R.M. (1947) The Reduction of Intergroup Tensions: A edu/iwer/wp-content/uploads/2015/04/AATraining-3-16-2015-clean.pdf Survey of Research on Problems of Ethnic, Racial, and Religious Group 17 Dobbin, F., Schrage, D. & Kalev, A. (2015) Rage Against the Iron Relations Social Science Research Council, NY, New York Cage: The Varied Effects of Bureaucratic Personnel Reforms on 10 Banaji, M. and Greenwald, A. (2013) Blind Spot: Hidden Biases of Diversity American Sociological Review, American Sociological Good People Random House, Inc. New York, NY p.152 Association retrieved March 17, 2016 from http://asr.sagepub.com/ 11 Myers, V. (2014) What If I Say the Wrong Thing: 25 Habits for content/early/2015/08/12/0003122415596416

5. What kind of D&I initiatives (apart from Affirmative 8. D&I analytics are reported to: Responses 34 Action) does your organization currently offer? Responses 34 Answer # Responses % Responses Answer # Responses % Responses Senior leadership 25 73.5 D&I Training 23 67.6 Current clients 19 55.9 Employee Resource Groups 22 64.7 Marketing materials (website) 18 52.9 Formal Mentoring 17 50.0 HR leadership 17 50.0 Support for Affinity Bar Associations 7 20.6 Government 15 44.1 Prospective clients 14 41.2 6. What do you need to bring your Community-based organizations 10 29.4 D&I initiatives to the next level? Responses 35 Employees (intranet) 9 26.5 Answer # Responses % Responses Lenders and other suppliers 5 14.7 More support from senior 14 40.0 leadership 9. Do you require service providers Better D&I training 13 37.1 (law & professional services firms) to report t Links to overall business goals 13 37.1 heir D&I efforts before you hire them? Responses 47 A more compelling business case 12 34.3 Answer # Responses % Responses More detailed analytics 11 31.4 No 30 63.8 A SME to help prioritize actions 11 31.4 I Don’t Know 11 23.4 Yes 6 12.8 7. What kind of D&I analytics does your organization currently report? Responses 47 Answer # Responses % Responses Analytics related to AAP 23 48.9 Lag analytics 17 36.2 Anecdotal 16 34.0 None 15 31.9 Lead analytics 9 19.1

MCCA.COM SEP.OCT.2016 DIVERSITY & THE BAR 41 Lawyer Retention Strategies By Leken Oguntoyinbo

Lost in the avalanche of stories about the employment challenges of lawyers, financial woes of law firms and the struggles of law schools to respond to the challenges of the rapidly changing legal profession is another overlooked reality: the diff iculty of recruiting and retaining first-rate lawyers.

ost companies thrive because of qualifi ed and experienced lawyers, particularly in spe- their ability to recruit top talent, cialties such as intellectual property, fi nancial services said Charles Volkert, executive and real estate. director of Robert Half Legal “These are pockets of growth,” Stacy said. Staffi ng, an employment agency Another big pocket of growth is mergers and acqui- Mthat specializes in recruiting lawyers for clients, and sitions, said Manch. She said competition for the best which recently conducted a survey in which 26 percent and the brightest has intensifi ed in recent years. of attorneys said they expected general business and “The people you want the most have options,” Manch commercial business to generation the greatest amount said. “The people who are the strongest performers are of legal jobs in the next two years. in demand no matter what the market is. Every fi rm has Susan Manch, chief of people development at Rose a small number of really strong rainmakers. Those people Norton Fulbright, a 3,800-lawyer fi rm with offi ces are in demand at every single fi rm. It takes a lot of other around the world, including Houston and London, said people to support that work and it’s those people who are at many fi rms the typical retention rate for lawyers negatively aff ected by the downturn. The question is, is after 10 years is 20 percent or two out of 10 hired. this person critical or indispensable? Is this person doing “Retention of top employees is really becoming a what no one else can do? The lawyers that are most diffi - front burner issue. Since the downturn of the economy, cult to fi nd right now are mid-level corporate merger and with many law fi rms working leaner, any departure of acquisition lawyers in the mid to senior associate pool. an employee can leave a gaping hole,” said Volkert. When the global fi nancial crisis hit in 2008 corporate Caren Ulrich Stacy, CEO of Diversity Lab, a Boulder, mergers and acquisition work went away. The same thing Colorado-based fi rm that helps law fi rms around the happened with real estate in the mid-90s.” world recruit and retain diverse legal talent, said the Now that the economy is back on the upswing, real challenge for many employers in these dog days merger and acquisition attorneys have become some of of the legal profession is to fi ght to attract and retain the rock stars of the legal profession.

42 DIVERSITY & THE BAR SEP.OCT.2016 MCCA.COM Lawyer Retention Strategies

Here are some strategies for attracting—and keep- Create opportunities for lawyers to grow person- ing—legal talent. ally and professionally: At Rose Norton Fulbright, the 1. Consider non-traditional hires. Stacy said many fi rm regularly brings women together for sessions employers overlook non-traditional hires such focused on building confi dence, business confi dence as women who quit to raise families, veterans or skills and improving communications skills. spouses of veterans. One law fi rm [Orrick], she said, “We have a strategy to attract partners,” said hosts a job fair for military veterans or their spouses. Manch. “We want to see diverse partners. What “They’ve fi gured out that’s a great way to get great we hold out to them is that we have a platform to lawyers,” she said. “Law fi rms need to look in places operate on a global level, which is where all business they typically don’t look because they are likely to is going. We have the largest energy practice in the fi nd great talent they didn’t know existed.” world. If someone is working in a typical U.S. fi rm Stacy encourages employers to strongly consider and feels stymied and a client wants representation looking at government agencies, particularly at the in Moscow or Brazil we can off er that. We have a federal level, and women who left the profession to strong marketing division to help our attorneys get raise families but can’t fi nd a way back in. “Law fi rms out in the public and can help them win RFPs. Our tend to come to law fi rms. The law fi rms either don’t lateral partners we have hired tell us that’s why the want to tap them because they are too specialized or came here.” because they don’t have the contacts,” she said. 4. Be sensitive to issues of work/life balance. “We 2. Modify your selection process. Stacy said em- know from research that three things keep lawyers ployers should look beyond where they went to law satisfi ed: who you work with, what you work on school and what kinds of grades they had. “In the and family-friendly policies,” said Stacy. “If there’s past fi rms have relied only on credentials to judge a woman having a baby, does the maternity policy lawyers,” she said. “Other things they should be look- support what she needs? If a woman wants to write ing for are more skilled based. Sometimes when you a book does the fi rm allow a sabbatical for two look at just credentials you don’t fi nd people with months? How does the fi rm help you achieve your great judgment. Pay attention to what you’re doing personal and professional goals at any given stage to attract them. Use skills not just likeability. Some in your career? I knew of a couple of men who had fi rms use psychometric assessments. Some fi rms do elder care responsibilities. Does the fi rm allow me to a 20-minute likeability test.” go on a fl ex schedule or a part-time schedule? Is the 3. Consider varying assignments to boost employ- fi rm supportive of me being able to be both at home ee satisfaction. Four in 10 lawyers surveyed said and work?” challenging work or being aff orded the opportunity Jennifer Queen, a Dallas-based employment con- to work on a variety of assignments was their biggest sultant, who has worked with many large law fi rms, incentive, according to Volkert. He mentioned that said employers should consider using technology to the survey showed that the second biggest incen- leverage fl exible work opportunities as a strategy for tive was development opportunities. “We certainly retaining lawyers. see lawyers coming to us who are unhappy in the “With technology, fi rms can really work with law- practice of law,” said Volkert. “One of their chief yers,” she said. “Twenty years ago, you would have to be complaints is that they are handed work to do and in the offi ce to get that work done. Now there is a way not involved in the business side of the practice of that you can work with lawyers without requiring that. law and outside of the practice of law.” There are always the ebbs and fl ows. Some people have He said it is important to understand what makes commutes that are an hour long. Both parties—fi rms each individual lawyer tick. “Are they simply in and attorneys—have to think about what they can do to the offi ce doing research?,” he asks. “Some lawyers make it better.” ■ love that.” But some lawyers may fi nd doing that kind of LEKAN OGUNTOYINBO ([email protected]) is a Dallas- work routinely repetitive and utterly unsatisfying. based independent journalist.

MCCA.COM SEP.OCT.2016 DIVERSITY & THE BAR 43 SEVEN YEARS AFTER RECEIVING THE LMJ SCHOLARSHIP

Finding the Class of 2009 By Glenn Cook

NILA BALA knows the work she does as a public defender is frowned upon in some circles. Most of her clients don’t know that she is a Yale Law School graduate, or that she chose to forego a lucrative career in private practice to work in a city beset by racial turmoil.

Or that she can’t imagine doing anything else. “It helped me so much,” Bala said of the $10,000 “Public defenders don’t have the greatest reputation,” scholarship, which she received for each of her three said Bala, who started work in Baltimore, Md., in 2014, years in law school. “I graduated with a lot less debt, just months before Freddie Gray died while in police and that opened up so many more possibilities. I had custody, sparking riots, looting and arson. “Many people more choices and freedom to pursue what I wanted, don’t even know that we are attorneys, and they seem and I was able to fi nd my calling at 25 or 26 instead shocked when I say that I’m not going private. I had oth- of 35 or 36 because I did not have that overwhelming er choices, but I chose to do this. It’s what I want to do.” fi nancial obligation.” Bala had the fi nancial freedom to pursue her passion thanks to the LMJ Scholarship, the Minority Corporate Family Influences Advocacy Approach Council Association program that has assisted more While most LMJ recipients fi nish law school and go than 180 law students over the past 12 years. She is one into some type of legal work, like Bala, many have of 16 recipients from the Class of 2009, the fi fth such moved onto varied careers in the corporate, gov- group to be honored. ernment, and nonprofi t sectors. What they have in

44 DIVERSITY & THE BAR SEP.OCT.2016 MCCA.COM common are the barriers—cultural, financial, and socioeconom- said. “So many of my clients were just kids when these sex offens- ic—they’ve managed to overcome. es occurred, and it was mostly around inappropriate touching. Bala, whose parents who immigrated from South India in the Most of them had been molested themselves, so these were really 1980s, spent most of her childhood in Mesa, Ariz. A self-described terrible cases. I found that they were really grateful when I could voracious reader as a child—“I ate books like they were food”—she help them navigate the system and move on in their lives.” saw her parents struggle to help her sister, who had learning dis- In 2014, Bala married Mukund Ramkumar, a medical school stu- abilities and needed special education services. But their combat- dent she met in college. The couple moved to Baltimore so he could ive advocacy on her sister’s behalf left a lasting impression. start an internal medicine residency at Johns Hopkins University, “Because we were an immigrant family, it took my parents and she was hired by the Office of the Public Defender. She works longer to recognize that the school system was required by law to in the Baltimore’s Western District Courtroom in the northwest respond to her needs,” she said. “It was the first time I saw how part of the city, the same area where Freddie Gray was killed. hard it is when you speak with a foreign accent, when you don’t know the system, when you don’t know what your rights are. “My sister was branded almost from the day she came into “I graduated with a lot less debt, and that class. ‘This kid has learning disabilities. Her dad can be difficult opened up so many more possibilities. and demanding.’ You could see it, even when you started a new year in a new classroom. It didn’t seem fair to me at all, that she I was able to find my calling at 25 or 26 wouldn’t be able to make a first impression on her own and be because I did not have that overwhelming treated with respect. That stuck with me.” At 13, Bala’s parents moved to Freemont, Calif., about 45 min- financial obligation.” utes southeast of San Francisco. She attended Mission San Jose High School, one of the top schools in California, and faced differ- “I do all kinds of misdemeanor cases. The majority of them ent pressures. The school had “very few kids who looked like me,” involve drugs, but there are serious traffic offenses, such as DUIs making her feel socially awkward, and she dove into academics. and hit and runs, and handgun cases as well,” she said. “What Bala went to Stanford, graduating with a bachelor’s degree in many people don’t understand is that misdemeanors in Maryland human biology, and taught preschool before she decided to pur- carry sentences of up to 20 years, so you’re talking about some- sue a legal career. She also interned at the Youth Law Center and thing that can affect and alter someone’s life forever.” thought she would move into legal advocacy for children when Bala said she makes “pretty much the same money as a pre- she was accepted to Yale in 2009. school teacher” as a public defender. But she said it is her calling. “I took criminal law during the second semester of my first “I get to work with people every day and hear their stories. year and loved it,” she said. “But I found it was quite difficult If I can’t help them get completely out of their situation, I can to help children in the way I had hoped. When you’re the child definitely help by standing there and being there for them,” she advocate, it’s hard to get anyone around the table to listen to you. said. “My job is not to judge guilt or innocence, but to be there You are often choosing between bad and worse, and it’s no fault on one of the hardest days of a person’s life. Wouldn’t you want of the child. It’s very, very difficult work.” someone who has your back, no questions asked? That’s what I get to do for people.” Helping Juveniles Navigate the System Bala interned in the San Francisco Public Defender’s Office A New Move between her first and second year of law school, then worked as a Given the nature of her work, it’s no surprise that Bala has found law clerk in federal court in Houston for a year after graduation. outlets that help ease the daily stress and tension of being a pub- In 2013, she was named a public interest law fellow in the Santa lic defender. With fellow Yale alums Rachel LaViola and Sarah Clara County public defender’s office in California. Larsson, she is part of The Nightingale Trio, a woman’s acapella “When I was in San Francisco, I got to go into court and cross vocal group that recreates traditional folk songs and vocal tech- examine police officers,” she said. “I found I really liked it. I really niques of the Balkans and Eastern Europe. enjoyed being in the courtroom.” The group, which is releasing its second CD this year and has In Santa Clara, she provided post-conviction assistance in appeared on NPR’s “Prairie Home Companion,” formed after the the juvenile unit, working to help young adults ages 19 to 21 three graduated from law school in 2012. Even though they live keep their records sealed. Most had been arrested on sex-related in different states, the singers go to new cities to perform for a offenses as teens. weekend every two months. “California is one of seven states that puts you on the sex “I’ve always loved to sing. It’s something I’ve done since I was offense registry for life, and it really amounts to banishment,” she 4 or 5 years old,” Bala said. “Being part of the woman’s choir at

MCCA.COM SEP.OCT.2016 DIVERSITY & THE BAR 45 FINDING THE CLASS OF 2009

Yale was my favorite part of law school, and we’ve been able to make this work. It’s a great release.” In November, Bala and her husband will move to Trinidad for a year, where they will live in an ashram to study Hindu philos- ophy. “We will have a chance to learn Sanskrit, practice medita- tion and chanting, and acquire techniques to live a better, more service-oriented and spiritual life,” she said. But before she leaves, Bala has a work-related project that she has become passionate about: challenging excessive money bails during bail reviews. “I can say that I know what I’m supposed to be doing. I’m not “I hope to go into courtrooms and help the judiciary under- sure whether it’s for the rest of my life or just for now, but I know stand that unsecured bonds, where a defendant promises to pay I’m supposed to do this,” Bala said. “We are living in difficult the money if he or she doesn’t show up to court, rather than post- times, tense times. I don’t know objectively that it’s worse now ing the money on the front end, are just as effective cash bails,” than it has been, or whether people are noticing things more she said. “With luck, we can contribute to an understanding that because of camera phones and technology that is pushing these money bails have terrible collateral consequences for our clients types of incidents out there, but I know that I can actually do and their families — losing jobs, housing, children, not to mention something to help. And that is a great feeling. It is a blessing.” ■ being saddled with debt, even after their charges get dismissed.” GLENN COOK ([email protected]) is a freelance writer and It’s this type of work, she said, that feeds her professional spirit. photographer who lives in Northern Virginia.

The 2009 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 and what they are doing now:

■■Alemayehu Ayanaw is an associate ■■Peter Chin is an attorney in private ■■William Perry is an associate with with the Hepler Broom Law Firm in practice in Baltimore, Md. Greenberg Traurig, LLP in New Edwardsville, Ill., where he focuses his York City. ■■ practice on trials involving complex Bejidé A. Davis is an associate at business litigation matters, including Morgan, Lewis & Bockius LLP in New ■■Diane Rish is an associate with toxic torts, premises liability and York City. Ogletree Deakins in Raleigh, N.C. product liability. ■■Elio Gonzalez is an attorney in ■■Freddie Stokes is an attorney with The ■■Alejandro Callirgos is a freelance the Office of Chief Counsel for U.S. Carter Firm, P.C., in Mobile, Ala. writer and middle/high school English Customs and Border Protection in ■■ teacher at the International School Los Angeles, Calif. Karla Turner Anderson is an associate in Singapore. with Poyner Spruill in Raleigh, N.C. ■■Kelvan Howard is a senior director of ■■Jennifer Castillo is an associate at intellectual property strategy at Visa in ■■Demi Williams is an assistant district Brustein & Manasevit in Washington, the San Francisco Bay Area. attorney in the San Francisco District D.C., where she assists clients with Attorney’s Office. various federal education matters. ■■Edwin Lindo is an attorney, community organizer and candidate ■■Timothy Wong is a certified public ■■ Kendri Cesar is an associate with for the San Francisco Board of attorney in Seattle, Wash. Sonosky, Chambers, Sachse, Miller Supervisors. & Munson, LLP in Juneau, Alaska, Details about the LMJ Scholarship practicing administrative and Alaska ■■William Moon is a litigation attorney Program can be found at www.mcca. Native law. with Boies Schiller & Flexner, LLP com/scholarships.

46 DIVERSITY & THE BAR SEP.OCT.2016 MCCA.COM

PROFILE IN PERSEVERANCE | BY TOM CALARCO

Attorney Beth Kolbe: Helping Others with Disabilities

SOMETIMES tragic events can make our lives far richer than we would Her participation as a com- ever have expected. For Sidley Austin attorney Beth Kolbe, her life has been petitive swimmer took her out of her home town and widened her blessed with a wonderful twist of fate. horizons. “The travel I did with swim- At the age of 14, she was in an the Tiffin Center, where my mom ming opened up the world to me auto accident that left her with no worked, people donated months of and so I applied to Harvard,” said muscle function in her legs and their vacation time for her so she Kolbe, who graduated as a valedic- minimal use of her arms and hands. could stay with me, and my Dad torian of her high school class. She couldn’t move her fingers or had meals cooked for him while But more important than her grip anything. we were at the hospital. We even swimming achievements was being “I never thought about staying had people come over and build a able to be independent for her per- in a nursing home,” Kolbe said. ramp at our house. Everyone kind sonal care. With the kind of injury “It was never an issue for me. I of just pitched in.” she had, the prognosis was that always knew I was just going to get Prior to her accident, Kolbe de- she would need help with such ev- stronger and get back to my life as scribed herself as a nerd who liked eryday tasks as washing, dressing, soon as possible. I’m a person who to participate in sports and music. and other more intimate needs for thrives on action.” She was a girl in motion both men- the rest of her life. Of course, she tally and physically, participating in wasn’t going to let that stop her. softball, basketball, soccer, gym- “No one told me I couldn’t live nastics, and her favorite, volleyball, independently,” she said. “So I tried as well as being an A-student. A to see how far I could go, and I crucial part of her recovery was continually tried to do more on my water therapy. own. It took a little over four years. “I didn’t like swimming before- The doctors told me they had never hand,” she said. seen anyone with my type of injury But being in the water after her become completely independent.” accident transformed her. Totally able to care for herself, “I immediately loved the water,” she chose to start at Harvard in she said. “It was really freeing to 2004 instead of competing at the Kolbe had grown up as the girl not need a device to move.” Paralympics in Athens, Greece, next door, the youngest of three She connected with the Toledo children, in Tiffin, Ohio, a small wheelchair sports organization, Kolbe town near Toledo. Her father was which encouraged her to partici- competed an elementary school teacher and pate in swimming events. in the 2008 her mother provided care for those “At my first swim meet, I met Paralympic with developmental disabilities. Cheryl Angelelli, a Paralympic Games in “I have a very supportive family swimmer, and her husband Shawn Bejing, China. and they were a huge part of my Kornoelje, a Paralympic coach,” recovery, my support, and my Kolbe said. “They encouraged me to strength,” she said, of her parents compete nationally. Once I realized and her older brother and sister. I was good in the water, I trained Not only was her family there really hard and put a lot of focus and for her, but her community. effort into it because it was this new “It felt like the entire town avenue for me. I hadn’t thought I rallied around us,” she said. “At could be an athlete anymore.”

48 DIVERSITY & THE BAR SEP.OCT.2016 MCCA.COM but she decided that she wouldn’t miss year, and how it influences candidates on the 2008 Paralympics in China. As a disability issues. After graduation from college freshman, she became manag- Harvard, she worked for a year with a er of the Harvard women’s swim team, Harvard professor, helping him with his later competing as a member of team for research for his book on global healthcare. three years. Her college coach helped At Stanford Law School, with her com- refine her technique in preparing for the petitive swimming career behind her, she international Paralympic competitions. had more time for social and volunteer Her specialty was the backstroke. In 2007, activities. She worked at YELP (the Youth she won four medals, including one gold, and Education Law Project), a program Recently, she became a member of the at the Parapan American Games in Rio de that helps the disadvantaged access edu- board of AbleThrive, which is devoted Janeiro and participated in the Paralym- cational opportunities. to helping those with disabilities world- pic Games in Beijing, China, in 2008. In “I helped families with kids in special wide and provides tips on how to cope for 2009, as she wound down her competitive education get the accommodations they those with disabilities. swimming career before entering law needed, which often involved negotia- “One of my best friends from college, school, she won a bronze medal at the tions with the school board,” she said. Brittany Martin, who has a father has a World Cup in London in 2009. During She also became more involved in ex- disability, founded the organization and her five years of competition with the tracurricular activities, as a senior editor she asked me to be a board member,” she national team, she set 13 American records for the Stanford Law and Policy Journal, said. “I remember when I was injured I and a Parapan American record in the serving as co-president of the student gov- had no one with a similar injury to learn 100-­meter backstroke. ernment, and on the national level, serving from. We provide tips on how to become During that same period, the energetic terms as vice-president and president of independent more quickly for those who Kolbe was just as actively engaged in pre- the National Association of Law Students don’t have a resource to help them. I love paring for her professional career in the le- with Disabilities, vice president from 2010 mentoring women with disabilities.” gal profession. It was something for which to 2011, and president from 2011 to 2012. One of her how-to videos on the she was destined, though she did consider “At first, it was outside my comfort AbleThrive website is how a quadriplegic other career paths while at Harvard. zone,” she said. “But I enjoyed giving back whips her shoulder-length hair into a “My parents called me the little lawyer and being part of organizations that can ponytail. growing up,” she said, laughing, “Because improve life for students and those with Kolbe never looks back with regret. I argued a lot.” disabilities.” “If I could go back in time and not get At Harvard she focused on health care policy with regard to disability issues, and obtained an internship in 2006 with “If I could go back in time and not get in that car Senator John Kerry in his DC office. “It was a life-changing experience,” and go to Columbus, I would go in the car." she said. “The disability community is so active in DC and I found the city to be It was onto Sidley Austin in D.C. after in that car and go to Columbus, I would more accessible than Boston.” law school, where she had interned go in the car. I feel like the opportunities At the time, Kerry was one of the during the summer of 2011. that I’ve had since the accident—swim- leaders in the fight to lift the ban against “What drew me to the firm was their ming, Harvard, Stanford, and my interest the use of stem cells in medical treatment, healthcare practice,” she said. “I knew in health which defines my career—are which was a political football before a way from day one I wanted to work in health- huge parts, but also the people that I’ve to obtain them without the use of human care. My practice focuses on regulatory met and the personal growth I’ve had embryos was developed in 2007. One of its issues. I also engage in policy efforts on by dealing with these issues, as well as most promising applications is in reversing the Hill on issues such as Medicare and being aware of the many people across the damage caused by spinal cord injuries Medicaid coverage. For instance, if a the country who deal with them—it is like Kolbe’s. As a result, Kerry approved client has a new product for the market, incredible to be a part of this community her request to join him on the Senate floor we might work to ensure it is covered where we all have a shared experience. I during the stem cell debate. appropriately by the government.” think it’s given me a more interesting life, “I worked with his speech writers Kolbe is very happy with her life and a new perspective, and experiences that and met a number of senators, including work at Sidley Austin. I wouldn’t otherwise have had. I greatly Senator Kennedy,” she said. “I love the field I’m in. I get to do all appreciate that.” ■ While setting records with the swim my pro bono projects in disability issues.” TOM CALARCO ([email protected]) based team, Kolbe completed her thesis on how Disability right activism is something in Loveland, Ohio, is a freelance writer and author of the media treats disability in an election in which she wants to get more involved. seven books on the Underground Railroad.

MCCA.COM SEP.OCT.2016 DIVERSITY & THE BAR 49 DIVERSITY NEWS BY MARVA DESKINS HAMILTON AND SYLVIA BIER

Intentional Diversity: The Story of a Meaningful Diversity Collaboration

ACHIEVING MEANINGFUL DIVERSITY AND INCLUSION in the legal Investing Together profession continue to be a long and uphill battle. Organizations serious From their five focus areas, the team identified three manageable, about advancing the ball find that it requires commitment, time, investment impactful, and interactive goals and a strategic approach. For Cummins Inc., the world’s largest independent to accomplish within the first 12 engine manufacturer and Faegre Baker Daniels LLP, an AM Law 200 law firm months of their collaboration. A tour of the Cummins Mid- with roots dating back to 1863, a joint commitment to diversity and inclusion range Engine Plant was the Col- led to an alliance of equal partnership in learning, growing, and impacting laboration’s “know the business” experience. Summer associates and diversity within their organizations and beyond. legal interns from both Faegre and Cummins, along with attorneys, This article tells the true story and Karen Weber, two Cummins participated in a 60-minute tour of of an active law firm and corporate in-house counsel, were selected to an engine plant. The tour provided client’s diversity and inclusion spearhead the effort. Together with an excellent learning opportunity collaboration. It demonstrates that Brita and Faegre’s senior client re- for all participants, was a tangi- success requires being present lations staff, the four attorneys met ble reminder of the essence of together, investing together, and in January 2015 to dream big about Cummins and its business, and an holding each other accountable. the possibilities and opportunities opportunity to observe a client’s to deepen and enhance diversity operations, environment and Being Present Together and inclusion efforts. Karen recalls workplace culture. For Haroon, On a balmy night in July 2014, that first meeting as “exciting!" whose practice includes products during the Minority Corporate The discussion was lively, the ideas liability, the tour brought to life the Counsel Association’s (MCCA) robust and freely shared, and the careful and precise construction of annual Diversity Gala, Sharon territory new, unchartered and the engines and enhanced for him Barner, Cummins’ general counsel brave—with the team floating the ability to aggressively defend and Brita Horvath, Faegre’s man- around a myriad of ideas—in- Cummins’ engines and products. ager of diversity and inclusion met cluding creating a legal diversity Four months later, the team each other for the first time. Their organization in Indianapolis. organized an implicit bias training conversation led to a meeting that The team met monthly, and session that MCCA customized falls where they pledged to explore from those early meetings, identi- for nearly 50 Cummins and Faegre ways, rooted in appreciative ap- fied five key focus areas to explore attorneys and other professionals. proaches, in which their organiza- and expand: The implicit bias training was an tions could advance diversity and 1. Interactive shared learning interactive session that encour- inclusion efforts collaboratively. experiences; aged introspection, as well as While Cummins and Faegre had 2. Exposure and visibility conversation on the biases and worked together for over two opportunities; prejudices that we all have, but decades, the opportunity to impact 3. “Know the business” may be unaware of or afraid to diversity beyond summer associate experiences; acknowledge. The training also recruitment efforts presented a 4. Partnering on existing programs; highlighted—with data— the im- new and exciting adventure. and pact of biases on the retention and Before long, Marva Deskins 5. Intentionality to impact reten- advancement of diverse attorneys. Hamilton and Haroon Anwar, two tion and advancement of diverse By anonymous evaluations of the Faegre attorneys and Sylvia Bier attorneys. session, the session was asuccess

50 DIVERSITY & THE BAR SEP.OCT.2016 MCCA.COM Tips for Collaborating on Diversity Eff orts and hopefully opens the door for more Here are some tips for establishing diversity and inclusion collaborations, or fulfi lling work which could deepen their similar initiatives, with business partners or stakeholders with whom you share a loyalty to their employer, and increase the commitment to diversity and inclusion. likelihood that they will be invested in 1. Connect with stakeholders on shared diversity and inclusion goals. In order to their fi rms and remain for the long haul. launch a successful collaboration, it is essential that stakeholders (general counsel, The Spotlight CLE truly creates a “win- client relationship partner, firm management) be engaged and on board from the win” for all involved. outset. Schedule a meeting to gauge interest and determine the organization’s willingness to invest and commit. Holding Each Other Accountable 2. Enlist a team to lead the eff ort.Identify individuals in each organization with the Lastly, by sharing ideas, taking equal passion, time and commitment to advance the eff ort. Within the law firm, senior responsibility, and investing time and to mid-level attorneys who work with the client or partner organization are ideal money into the diversity and inclusion given that they are already familiar with the client’s business. Enlisting the help collaboration, Cummins and Faegre hold of diversity and client relations professionals is also worthwhile as those individ- each other accountable to achieve their uals serve as additional resources and bring varying perspectives and skills that goals and make their collaboration a great enhance the collaboration. success. Both organizations encourage 3. Identify potential frameworks and corresponding ideas. “Think big. No idea is each other to refl ect on their diversity and unachievable." At the team’s first meeting, ideas ranged from partnering on com- inclusion values, priorities, needs, oppor- munity service projects to instituting a diversity legal organization in Indianapolis. tunities, and challenges. Hopefully, these 4. Select and prioritize frameworks. Select and prioritize frameworks to be eff orts will lead to greater impact, more accomplished within the first 12 to 24 months. Then, reserve a “parking lot” for eff ective results, and a meaningful and good ideas that may not be immediate priorities. The commitment to diversity and sustained improvement in diversity and inclusion is an ongoing eff ort, and every idea deserves consideration. inclusion in the legal profession. ■ 5. Track your successes and your failures. There is no point to starting an initiative SYLVIA BIER ([email protected]) is an if there’s no way to evaluate or measure impact and outcome. Think of modules, attorney whose practice is focused on labor and matrixes, and other tools to hold the collaboration team accountable, whether employment law with a hint of benefits law, global setting certain goals or seeking feedback. mobility and immigration. She currently works Most of all, if you and/or your organization are committed to fostering intentional as in-house counsel with Cummins Inc., where and meaningful diversity, do not stay on the sidelines. Take steps. Do something. she counsels human resources professionals and managers in all aspects of federal and state Remember: “Little drops of water make a mighty ocean!" employment and traditional labor law matters, supports the global mobility and immigration strategy teams, proactively addresses legal risks, and collaborates with external partners and left participants with much food for Faegre’s diverse attorneys. The CLEs to eff ectively manage and resolve litigation, thought. Overall, participants found the provide substantive, relevant training for arbitrations, and other legal matters. training to be informative, substantive Cummins’ attorneys and are customized and insightful, and welcomed the oppor- for, and responsive to, Cummins’ business MARVA DESKINS Hamilton (Marva.hamilton@ tunity to interact with one another and and legal needs and risks. Most important- faegrebd.com) is counsel at Faegre Baker Daniels apply concepts in a shared and stimulat- ly, the Spotlight CLE showcases diverse LLP. Her practice focuses on employment counseling and internal investigations where she advises ing format. attorneys’ skills, experience and expertise on day-today human resource matters, counsels The team is currently working on while enhancing their development with clients through government audits, defends clients two Spotlight Continuing Legal Educa- growth opportunities. The opportunity ex- in administrative adjudications, and helps clients tion (CLE) sessions that will “spotlight” poses diverse attorneys to, and strengthens resolve complex regulatory and enforcement issues. the talents, expertise and capabilities of their ties with, an institutional fi rm client,

MCCA.COM SEP.OCT.2016 DIVERSITY & THE BAR 51 MOVERS & SHAKERS ANIL PATEL ALICIA J. BATTS Kilpatrick Townsend Squire Patton Boggs

Anil Patel has joined Alicia J. Batts has joined Kilpatrick Townsend’s in- Squire Patton Boggs as ternationally-recognized partner in the Antitrust Intellectual Property De- and Competition Practice. partment. Dr. Patel joined Ms. Batts joins the fi rm the fi rm as counsel and with a well-established a member of the fi rm’s practice representing Patent Litigation Team. clients in mergers and Dr. Patel focuses his acquisitions as well as practice on intellectual property litigation involving general investigations before federal and state agencies. pharmaceutical and chemical inventions. In addition Her agency and counseling practice includes consumer to his private practice experience, Dr. Patel also served protection matters before the Federal Trade Commis- as U.S. Counsel for Cipla USA, Inc. At Cipla, he led the sion and state authorities. Her federal antitrust litiga- U.S. legal team and was responsible for a range of legal tion practice spans the full range of antitrust and unfair matters, including matters relating to intellectual prop- competition-related litigation, including class actions erty (IP), regulatory and antitrust law. and competitor suits. Dr. Patel earned his JD from Emory University School She has signifi cant experience advising clients on of Law where he served as managing editor of the Em- the antitrust aspects of multimillion dollar acquisitions, ory International Law Review. He received his Ph.D., including most recently, Grifols S.A. in its US $4.1B cum laude, in physical chemistry from the University acquisition of Talecris Biotherapeutics Holdings Corp., of Florida. Dr. Patel’s doctoral thesis investigated the as well as Areas Management and the Lonza Group. optical pumping phenomena in semiconductors at low Ms. Batts received her AB from Harvard College, temperatures using nuclear magnetic resonance. Dr. and earned her JD from Columbia Law School, where Patel received his Bachelor of Science, cum laude, from she was the managing editor of the Columbia Business Troy University. Law Review. She is the vice chair of the Emerging Is- sues in Healthcare Law Conference Planning Commit- tee for the American Bar Association. Ms. Batts is also a member of the DC Appleseed Foundation Board of Directors and co-chair of its nomination committee.

52 DIVERSITY & THE BAR SEP.OCT.2016 MCCA.COM MOVERS & SHAKERS

EARL ADAMS, JR. J. DANIEELE CARR Saul Ewing LLP Polsinelli

Saul Ewing LLP has hired Earl Ad- Polsinelli recently welcomed J. Dan- ams, Jr. to join the fi rm as a partner ielle Carr as the fi rm’s fi rst director in the Litigation and Public Law of diversity and inclusion where she practices. will help lead eff orts to advance the Mr. Adams provides regulatory fi rm’s initiatives across all areas of and legislative counsel and advice to diversity and inclusion. corporate, education and non-profi t Carr spent the fi rst 13 years of clients. He helps clients navigate her professional career as a practic- complex government regulatory and ing commercial litigation attorney. administrative legal issues and regularly represents them before She has since gained deep experience in diversity roles with law the legislative and executive branches of local, state and federal fi rms and major, global recruiting fi rms, including six years as government. Capitalizing on nearly 15 years of experience in both executive director for the Chicago Committee on Minorities in the private sector and government, Mr. Adams helps clients in Large Law Firms and three years as a managing director for the four distinct areas: regulatory approvals; enforcement actions; as nation’s largest legal recruiting fi rm. compliance counsel; and in advocacy before both the executive During her distinguished career, Carr has received many and legislative branches. A registered lobbyist, Mr. Adams will be prestigious distinctions including being named a 2015 honoree by further developing the fi rm’s public law practice. Prior to joining Who’s Who Diversity in Color, receiving The St. Louis American Saul Ewing, he was an attorney with a global law fi rm and served Foundation’s “Excellence in Business Performance Award” in for fi ve years as chief of staff to Maryland’s lieutenant governor. 2015, and being named a “Diverse Business Leader” by the St. Mr. Adams serves as a director on the boards of the Metropol- Louis Business Journal in 2013. itan Washington Airports Authority, SEED School of Maryland Carr is actively involved in the St. Louis community through and the Prince George’s County Parks Foundation, and he is a her participation serving as a Hearing Board Member for the member of the President’s Advisory Council of the Greater Bal- Attorney Registration and Disciplinary Commission, treasurer of timore Committee. Mr. Adams is also the President-Elect of the the St. Louis Chapter of Jack & Jill of America, Leadership Coun- Boston College Law School Alumni Assembly. His professional cil on Legal Diversity Law Student Mentor, steering committee honors and recognitions include: Baltimore Business Journal’s 40 Member for the Minority Counsel Program, and a founder of the Under 40; Maryland Daily Record’s Very Important Profession- St. Louis Legal Diversity Job Fair, among other organizations and als; and membership in both the LEADERship Class of Greater roles. Washington and Leadership Greater Washington. Carr earned her law degree from the University of Michigan He earned his law degree from Boston College Law School, his Law School after completing a Bachelor of Arts in political sci- MPA from the Harvard Kennedy School and his undergraduate ence, magna cum laude, from the University of Northern Iowa. degree, cum laude, from Morehouse College.

MCCA.COM SEP.OCT.2016 DIVERSITY & THE BAR 53 MCCA® LAW DEPARTMENT MEMBERS 2016 The Minority Corporate Counsel Association (MCCA) ® MCCA acknowledges the support of the following law Since 1997 departments whose financial contributions have helped to advance the goal of furthering diversity in the legal profession.

3M Company Discover Financial Services JPMorgan Chase & Co. Resources USA, Inc.

AARP DTE Energy Company Johnson & Johnson Salesforce.com, Inc.

Abercrombie & Fitch Duke Energy Corporation Kaiser Foundation Health Plan Inc. Sempra Energy AbstoneLalley, Inc. Eaton Corporation KeyCorp Shell Oil Company Accenture LLP Emergent BioSolutions Law School Admission Council Siebert Brandford Shank & Co., LLC AECOM Entergy Corporation Liberty Mutual Insurance Company SourceAmerica Allstate Insurance Company Estée Lauder Companies Inc. LifeVantage Corporation Staples, Inc. Altria Client Services Exelon Business Services Company Liquidity Services, Inc. American Express Company Exxon Mobil Corporation LPL Financial LLC Starbucks Coff ee Company Anthem, Inc. Fannie Mae Marriott International, Inc. Starwood Hotels & Resorts Worldwide Ascena Retail Group, Inc. Federal Home Loan Bank of MassMutual Financial Group Pittsburgh Avis Budget Group McDonald's Corporation State Farm Insurance Companies Federal Home Loan Bank of San Becton, Dickinson and Company The Clorox Company Francisco Merck & Co., Inc. BIC International Flagstar Bank MetLife Inc. The Conference Board, Inc. Bloomberg L.P. Flextronics Microsoft Corporation The Vanguard Group, Inc. BNY Mellon Freddie Mac Mondelez International Twitter, Inc. Bristol-Myers Squibb Company Morgan Stanley Fujitec America, Inc. UBS Financial Services Carter's, Inc. Gap Inc. Nabholz Construction Services CBS Corporation UnitedHealth Group Genentech, Inc National Grid Chevron Corporation United Services Automobile National Urban League General Electric Company Association "USAA" Choice Hotels International, Inc. Nationwide Mutual Insurance GlaxoSmithKline United Technologies Corporation CIGNA Corporation Company Google Inc. Citigroup Global Markets Inc. New York Life Insurance Company Verizon Communications Graduate Management Admission Comcast NBCUniversal Council NFM, Inc. Visa Inc. ConAgra Foods, Inc. Hewlett Packard Enterprise Northrop Grumman Corporation VMware Inc. Cox Communications Inc. H.J. Russell & Company Nuclear Electric Insurance Limited Walmart Stores, Inc. Crawford & Company Honda North America, Inc. Off ice Depot, Inc. Waste Management DAP Products Inc. HP Inc. Pacific Gas and Electric Company Wells Fargo & Company Darden Restaurants, Inc. - [GMRI, HSBC Bank USA Pearson, Inc. Inc.] Wyndham Worldwide Huntington Ingalls Industries Pepco Holdings, Inc. Deere & Company Xcel Energy IBM Corporation PepsiCo Inc. Dell Inc. Xerox Corporation Ingersoll-Rand PLC Porzio Life Sciences, LLC Detroit Employment Solutions Corporation Intel Corporation Premier Media Inc. Xylem Inc. DHL America International Paper Company Prudential Financial Yazaki North America Inc. Diageo North America, Inc. JM Family Enterprises, Inc. Quest Diagnostics Incorporated Zara USA, Inc.

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

54 DIVERSITY & THE BAR SEP.OCT.2016 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 Epstein Becker & Green PC Marrero & Wydler Sheppard Mullin Richter Hampton Anderson Kill PC Faegre Baker Daniels LLP McGuireWoods LLP LLP

Arent Fox LLP Finnegan Henderson Farabow Miles & Stockbridge P.C. Shook, Hardy & Bacon LLP Garrett & Dunner LLP Arnstein & Lehr LLP Miller Law Group Steptoe & Johnson PLLC Barta, Jones & Foley, PC Fish & Richardson PC Mitchell Silberberg & Knupp LLP Sterne, Kessler, Goldstein & Fox, Fisher & Phillips LLP Beveridge & Diamond PC Montgomery Barnett Brown Read PLLC Blank Rome LLP Fitzpatrick Cella Harper & Scinto Hammond & Mintz LLP Stevens & Lee Bookoff McAndrews, PLLC Forman Watkins Krutz & Tardy, LLP Monty & Ramirez LLP Stinson Leonard Street LLP Bressler Amery & Ross PC Hamilton Miller & Birthisel LLP Morgan Lewis & Bockius LLP Sughrue Mion PLLC Bricker & Eckler LLP Harrity & Harrity, LLP Moritt Hock & Hamroff LLP Sullivan & Cromwell LLP Brown Law Group Hudson & Calleja, LLC Munger, Tolles & Olson LLP Sutherland Asbill & Brennan LLP Buchanan Ingersoll & Rooney PC Hughes Roch LLP Nixon Peaboby LLP

BuckleySandler LLP Husch Blackwell LLP NOSSAMAN LLP Taft Stettinius & Hollister LLP

Butler Snow LLP Ice Miller LLP Ober Kaler Grimes & Shriver The Willis Law Group

Calfee, Halter & Griswold LLP Innis Law Group LLC Ogletree Deakins Nash Smoak & Thompson Coburn LLP Stewart PC Cohen & Gresser LLP Irwin Fritchie Urquhart & Moore, Troutman Sanders LLP LLC Pepper Hamilton LLP Cole, Scott & Kissane, PA Vinson & Elkins LLP Phelps Dunbar LLP Constangy, Brooks, Smith & Jackson Lewis PC Waas Campbell Rivera Johnson & Prophete, LLP Jones Walker LLP Porzio Bromberg & Newman PC Velasquez LLP Cooley LLP Kaufman Dolowich & Voluck LLP Proskauer Rose LLP Weil, Gotshal & Manges LLP Cottrell Solensky & Semple, PA Kenyon & Kenyon LLP Quarles & Brady LLP Wheeler Trigg O'Donnell LLP Courington Kiefer & Sommers LLC Kirkland & Ellis LLP Roig Lawyers Willenken Wilson Loh & Delgado Cowles & Thompson PC Lam Lyn & Philip PC Rooney Rippie & Ratnaswamy LLP LLP Cozen O'Connor Law Off ice of Ricardo E. Oquendo, Sanchez & Amador LLP Winston & Strawn LLP DeMahy Labrador Drake Victor Esq. Sandberg Phoenix & von Gontard Rojas Cabeza (DLD Lawyers) Lim Ruger & Kim LLP PC Womble Carlyle Sandridge & Rice, Saul Ewing LLP LLP Drinker Biddle & Reath LLP Littler Mendelson PC Schiff Hardin, LLP Duane Morris LLP Loeb & Loeb LLP Young Conaway Stargatt & Taylor, Dunlap Codding Senniger Powers LLP LLP Lowe & Associates LLC - Elliott Greenleaf Counsellors & Advisors 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 SEP.OCT.2016 DIVERSITY & THE BAR 55