“Meet your clients on the field Our Core Values of shared values. We have a conviction at Reed Smith right in our core, that the more diverse our Integrity - Quality - Teamwork talent base is, the more inclusive our culture is, the better we are Respect - Performance able to serve our clients.” Sandy Thomas, global managing Innovation - Improvement partner
At Reed Smith, we are passionate about diversity and inclusion. Our core values are at the heart of everything
we do; they represent who we are and who we want to be.
“I believe in the power of change. “The events in Charlottesville in 2017, as well as We are here to transform our culture those in Barcelona, gave our global firm a chance into a culture of inclusion where to consider our core values and recommit to them – we value, reward and respect values that include respect and inclusion. Of course, everyone’s diversity. The most we are a commercial enterprise, but we are also a dynamic and innovative law firm partnership and a team of 3,000 individuals of all should also be the most diverse backgrounds, creeds, and colors. What makes us and inclusive.” strong is the diversity within our ranks. In my view, John Iino, chief diversity officer the appropriate response to the horrible events in Charlottesville and Barcelona, is to condemn – forthrightly and without qualification – those who would divide us based on hatred. Those who sow discord in our communities are simply wrong and it is antithetical to the way we want to live our professional lives at Reed Smith, working together and supporting each “The power of women in leadership other. And in response we can work every day to make is proven in their ability to drive Reed Smith a model of our core values, a firm built on innovation, performance and and strengthened by our differences. We know that profitability. Reed Smith is leading when we come to work every day, striving to be our the way in gender balance and best selves, hatred and division have no place.” equality.”
Sara Begley, global chair, WINRS Alexander “Sandy” Thomas, global managing partner ContentsContents
Diversity and inclusion 4
Why diversity matters 5
Our D&I program 6
Innovative programming 7
Recruitment, mentoring and promotion 11
2017 Diversity Summit 19
Affinity groups and other networks 23
LGBT+ and PRISM ...... 23
Hispanic/Latino affinity group (UNIDOS) . . . . 28
Asian American affinity group ...... 31
STAARS 33
Veterans (RS Vets) ...... 36
LEADRS ...... 37
WINRS 41
Talent spotlight 46
Allies and champions 51
Driving progress through partnerships 54
Our commitment ...... 55
Diversity & Inclusion committee 58 Diversity and inclusion
We don’t want to be just known for our diversity; we want to be leaders in driving the progress of diversity and inclusion
We have a deep dedication to diversity and inclusion and have cultivated a working environment where we value, reward, respect and celebrate everyone’s diversity, hiring the very best talent, which makes us a stronger workforce and ultimately leads to the best results for our clients.
As a global law firm, our senior leaders are committed to driving change and valuing the strength of our diversity around the world. Our approach is proactive rather than reactive. We don’t wait for our clients to request more diversity; instead, we take the lead with our organization-wide diversity and inclusion framework.
For more than 15 years, we have had an enterprise-wide and formal Diversity & Inclusion (D&I) program in place, led by our chief diversity officer and supported by the firmwide committee. We are focused on driving change through incentives for our practice and industry group leaders, and office managing partners; our hiring committees; and the promotion process led by our global department chairs.
Global 2020 strategy
There are four pillars to our firmwide 2020 strategic plan; one of the pillars is strengthening and diversifying talent.
Align financial Grow client performance “That signals our commitment to D&I relationships to quality to the entire partnership. I know we have support from the senior leaders for everything we’re trying to do. Whoever Retention, I talk to, I can always point to the fact development Strengthen and brand and that this is one of the four pillars of our productivity of reputation diverse talent firmwide strategic plan and the global managing partner is behind it.”
John Iino, chief diversity officer
4 | Diversity and inclusion Annual report 2017 Why diversity matters
Diversity and inclusion matters because it’s simply the right thing to do, it matters to our clients and it’s good for our business
There is growing awareness of the fact that diverse companies achieve better results. Many successful companies view diversity and inclusion as essential to business performance and growth.
McKinsey & Co. examined the financial data of more than 1,000 major companies across 12 countries, as well as the gender and ethnic makeup of their workforces. The findings highlighted that companies with diverse executive “PNC’s emphasis on teams posted bigger profit margins than their rivals, compared with diversity is borne from companies with relatively little diversity in their senior positions. the fundamental belief that diverse teams are • Companies in the top quartile for racial and ethnic diversity more creative, innovative, are 35 percent more likely to have financial returns above their and simply produce respective national industry medians. better results. At PNC, it • Companies in the top quartile for gender diversity are 15 percent is a business imperative more likely to have financial returns above their respective that we not only recruit, national industry medians. retain and develop a diverse workforce Catalyst took a look at Fortune 500 companies with women on their within the walls of our board of directors and found that these companies had a higher institution, but that we return on equity by at least 53 percent, were superior in sales by at partner with law firms least 42 percent, and had a higher ROI, to the tune of 66 percent. who embrace these same values, and service
HP declared Facebook MetLife General our organization with it would begin announced it Counsel Ricardo diverse teams.” withholding up would be requiring Anzaldua sat down to 10 percent of outside counsel to with 75 law firms to Alicia Powell, chair, legal invoiced fees from field teams with at help them create a department diversity & law firms that least 33 percent formal plan to retain inclusion council, managing don’t meet certain women and ethnic and promote diverse chief council - asset diversity criteria. minorities. talent or risk losing management group, PNC MetLife’s business.
Diversity and inclusion Annual report 2017 | 5 Our D&I program “Diversity is being invited
Our mission is focused on the recruitment, retention, and to the party. Inclusion is professional development of our diverse lawyers. We are being asked to dance.” transforming our culture through “tone at the top” messaging Vernaˉ Myers, diversity expert within and innovative training, mentoring and sponsorship the legal profession and prolific programming focused on inclusive behavior and actions. TED.com speaker
We support our diverse lawyers through our affinity groups and other networks, African American/Black, Asian American, Disabled, Hispanic/Latino, BAME, LGBT+, and Veterans, as well as our Women’s Initiative Network of Reed Smith (WINRS).
2017 GE Global Law & Policy Outside Counsel Diversity & Inclusion Award We were proud Our exemplary Diversity & Inclusion program, along with our related efforts and tangible results, to be ranked as was selected as the best from among 20 law number 29 on firms invited to participate. the Inclusive Top 50 UK GE specifically noted partner Daniel Winterfeldt’s ground- Employers list 2017 breaking work with the InterLaw Diversity Forum (which he founded in 2008) and InterLaw’s Apollo Project. Daniel The list was compiled by a was invited to give a one-hour keynote address at an event dedicated panel of judges. where Reed Smith received the award. Organizations were scored on their performance in a range of areas within the diversity arena. This exclusive resource has identified the true leaders in this field, focusing on representation at management, senior, executive and board level.
“Our relationship with GE is one of our most valued, and we are extremely proud to be one of its ‘go-to’ law firms. We are grateful for the opportunity to work together toward generating meaningful impact that demonstrates the value of diversity and inclusion in the legal profession.” Constantine Karides, relationship partner for GE
6 | Diversity and inclusion Annual report 2017 Innovative programming
Diversity in RFPs
Our new RFP protocol continues our goal of creating a culture of inclusion. The importance of this issue to our clients means that we have to be able to field a diverse and inclusive team on their matters.
To that end, in consultation with our Executive Committee, our chief marketing officer, and our chief diversity officer, we have launched a protocol by which we review the composition of our teams being proposed in various client panel appointments and RFPs.
While we are not specific as to what is considered “diverse and inclusive” for any proposed team, we believe that by intentionally focusing on the diversity of our teams, we will be fielding the most appropriate team for our clients.
PGL and OMP scorecards
In 2017, we began circulating scorecards for each of our practice groups and offices, measuring diversity metrics for each group and office, including headcount by title, YTD attrition, YTD hires and YTD promotions. Our goal is that the scorecards will incentivize and motivate our leaders to focus on the recruiting, retention and promotion of diverse lawyers within their office/group.
The scorecards are tied to the Management Bonus Plan we adopted at the beginning of the year, which provides specific metrics and factors for determining bonuses for practice group leaders (PGLs) and office managing partners (OMPs). In addition to historical metrics, such as revenue, utilization, morale, etc., we review performance against the diversity metrics - and specifically the YTD trends - in assessing progress with diversity.
Client-level scorecards
Similar to our PGL and OMP scorecards, in 2018 we also plan to roll out client- level scorecards for clients, to give the relationship partners real-time diversity metrics on the composition of the teams. In addition to headcount and hours, we also plan to measure financial credits, i.e., what percentage of credits are being allocated to women and diverse lawyers. We believe that financial credits are critical in the retention and promotion of our talent.
Diversity and inclusion Annual report 2017 | 7 Reverse mentoring
In January 2018 we were excited to launch our innovative reverse-mentoring program. Mid-level associates, senior associates and counsel have the opportunity to be paired with and mentor more senior lawyers, our firm’s leadership and significant rainmakers on the experiences of our diverse lawyers.
The pairing is an opportunity for a potential growth experience for the mentors, as well as the mentees, and a way to build solid relationships with senior members of our firm. The participants are initially encouraged to spend time getting to know each other on both a professional and a personal basis, so they develop a strong mentor/mentee relationship, which will then produce a better outcome for both parties.
Purpose of the program
To educate diverse lawyers about the To educate senior perspectives and lawyers and firm expectations of leaders about the senior firm experiences and lawyers and perspectives of leaders. diverse lawyers.
To build inter-generational and cross-cultural relationships between junior and senior lawyers, thereby enhancing understanding and engagement between generations, cultures, offices and practice groups, and helping diverse associates advance in their careers.
8 | Diversity and inclusion Annual report 2017 Mansfield Rule
Our firm is one of approximately 40 firms that have adopted the Mansfield Rule, which is based on the premise that the best way to retain and advance women and minority lawyers is to place more of these lawyers in positions of power, where decisions that affect their lives and other law firms are being made. The Mansfield Rule was inspired by NFL’s Rooney Rule, and is named after Arabella Mansfield, the first woman admitted to the bar in the United States. We have already implemented and tested it this year in our equity partner promotion process and are happy to report that we met the requirements: of the recommendations from the practice group leaders considered by our Senior Management team, 30 percent of the candidates were either minorities or women. Furthermore, as we turn to our annual assessment of practice group leaders and office managing partners, we plan to comply with the rule in considering new appointments. More than anything, we believe that our attention to the rule has resulted in consideration of a broader talent pool of candidates, as well as assessing candidates who, although they may not be quite ready for such positions, have the ability and potential to be groomed for such opportunities in the near future.
Vendor Diversity program In February 2018, we launched our Vendor Diversity Program, as part of our broader Vendor Management Program. We believe that our commitment to diversity and inclusion should apply to not only our firm, but also the vendors we engage. Under the Vendor Diversity Program, our vendors are required to complete a vendor enrollment form online through ReedSmith.com. The form includes the ability of each vendor to be certified as a minority-, women- or diverse-owned supplier. In addition, all potential vendors must acknowledge and comply with the Reed Smith Supplier Code of Conduct and the Reed Smith Modern Slavery and Human Trafficking Policy.
Diversity and inclusion Annual report 2017 | 9 Recruitment, mentoring and promotion
In 2017, we announced the appointment of Houston partner Marlen D. Whitley as our firm’s first executive director for diversity recruiting. Marlen is our firm’s first partner focused on recruiting diverse talent and will oversee all aspects of recruiting diverse lawyers in the United States.
“We want candidates to know that at Reed Smith, you can be yourself and still flourish. You can be your very best self.”
Marlen Whitley, partner and executive director of diversity recruiting
We recognize that a diverse structure alone does not define true diversity. Instead, we strive to realize the true value of our constituents - lawyers, staff and clients - by fully integrating their unique talents and perspectives into every aspect of our business.
To sustain and strengthen our team, we are committed to supporting a variety of pipeline diversity initiatives directed at diverse students entering the legal profession even before they start law school and continue through graduation and beyond. We support diverse law students by providing the tools and opportunities to succeed in law school and in the legal profession through our participation in diversity initiatives, such as those highlighted on the following pages.
“Recruits often ask me what sets Reed Smith apart from other law firms. I love that question, because it’s an easy one to answer. It’s our culture and sense of family that makes working at Reed Smith so special, and that as a firm, we are committed to building a diverse and Jen Ross, inclusive working environment for our attorneys and staff U.S. director of legal recruiting, enabling us to deliver exceptional results for our clients.” Pittsburgh Jennifer Ross, director of legal recruiting, Pittsburgh office
10 | Diversity and inclusion Annual report 2017 In 2017 In 2018 39 percent of our U.S. 46 percent of our U.S. % summer associate % summer associate 39class was diverse. 46 class are diverse. Women comprised and women consist % 56 percent of this % of 67 percent. 56class. 67
In 2017, our focus on diversity and inclusion % resulted in the highest % 36.33 levels of diverse lawyers 35.72 in our history. 19.20 % 17.47%
2016 2017 2016 2017 Total diverse lawyers Total female lawyers 100% of the 2018 summer% class in % San Francisco are diverse and/or women.
Diversity and inclusion Annual report 2017 | 11 % 44 41% 31%
% 21 17 %
Equity partner Associate 2016 2017 Total lateral hires lateral hires lateral hires Attrition rate for diverse lawyers (U.S.) 2017 U.S. lateral hires
On January 1, 2018, we announced our most diverse and inclusive promotion cadre ever. 23% 37 %
% partner promotees that % partner promotees that were were diverse (U.S.) women (firmwide) 27 % 40 %
% all promotees that were diverse % all promotees that were women (U.S.) (firmwide)
12 | Diversity and inclusion Annual report 2017 Deborah Broyles Diverse Scholars Award
Our Diverse Scholars Program began in 2002. In 2016 we renamed the program to honor late partner Deborah Broyles, who was our firm’s director of global diversity & inclusion. She was known for her legal work and community activism; Deborah was a trailblazer in diversity efforts in the legal profession and her contributions to promoting diversity in the profession and throughout the United States were significant and transformative.
Each year, we provide $20,000 to each of two or more outstanding law Our late partner school students in the United States who demonstrate academic excellence Deborah Broyles. and a commitment to diversity and inclusion. The award supports each honoree’s law school-related expenses, and we also provide a paid summer associate position at our firm between the students’ second and third years of study.
“Jalen Brown and Our 2017 Deborah J. Broyles Diverse Scholars Zainab Ramahi Award winners: second-year law students epitomize the Jalen Brown and Zainab Ramahi qualities and characteristics it takes to be a Jalen Brown great lawyer and Jalen excels not only in the class room, but also in embody the drive the community. A student in the top 10 percent of and perseverance his class at Loyola University School of Law, Jalen required to be has been selected to be an academic tutor for the Deborah J. 2017-18 academic year and has joined the staff of Broyles Diverse the Loyola Consumer Law Review and is a member Scholars. We of the Moot Court Honors Appellate Advocacy commend them Program. for their academic Jalen has demonstrated a lifelong commitment to community service. achievements and His service began through his work at church through grade school and commitment to high school. As an undergraduate at the University of Illinois at Urbana– their communities Champaign, Jalen served on the philanthropy committee of his fraternity, and look forward Phi Kappa Psi. In law school, he has continued to devote time to service to having them projects, including helping to feed the homeless and volunteering for MLK join us next Family Health Day, and this year, he will be mentoring inner-city students at a summer.” local community college. John Iino, chief diversity officer
Diversity and inclusion Annual report 2017 | 13 Zainab Ramahi
You would be hard pressed to find a candidate who has demonstrated more commitment to diversity and inclusion in the spirit of our Diverse Scholars Award than Zainab.
After graduating from the University of Waterloo in Ontario, Zainab co-founded Muslim Social Services, an organization that strives to support refugees and racialized newcomers in her local community, including responding to issues related to the resettlement of over 1,500 Syrian refugees.
Zainab participated in the Equinox Summit, which brought together global experts in education to explore how to best bridge gaps in high school For more education. Zainab also developed an anti-oppression training handbook information during her participation as an action group leader with the Waterloo Public about the Interest Research Group. Deborah J. Broyles Diverse Zainab is earning Honors and High Honors in the majority of her law school Scholars classes at UC Berkeley School of Law, while actively participating in an Program extensive list of student groups and organizations. and how to apply, please She serves as equity and inclusion chair for the Coalition for Diversity at the visit diversity. law school, editor-in-chief of the Berkeley Journal of Middle Eastern & Islamic reedsmith.com. Law and co-director of the Prisoner Advocacy Network.
In 2017 we were proud to be recognized as a “Top Performer” by the Leadership Council on Legal Diversity (LCLD)
Our firm was one of 52 organizations recognized by the LCLD, which is dedicated to creating a truly diverse U.S. legal profession. The LCLD’s action programs are designed to attract, inspire and nurture talent in society and within member organizations, thereby helping a new and more diverse generation of lawyers ascend to positions of leadership.
“Our firm’s commitment to diversity does not end at our front door; rather, we truly believe that as the legal profession adopts a more inclusive position in terms of hiring, staffing, and management, it will be far stronger and more representative of our complex society. We humbly accept the LCLD’s commendation as a Top Performer and look forward to helping it further its mission in 2018.” John Iino, chief diversity officer
14 | Diversity and inclusion Annual report 2017 1L Diversity Fellowship Programs
We partner with clients to hire diverse first-year law students to our summer associate program. In 2017, we had 1L diversity fellowship programs with clients GE, PNC, Citizens Bank, BNY Mellon, Anthem and McKesson. As an example, the Reed Smith / McKesson 1L Diversity Fellowship Program provides an award in the amount of $5,000 and a 2018 summer associate position to a diverse, first-year law student who has demonstrated strong academic scholarship, dedication to pro bono work, community service and/or leadership, and an understanding of the importance of diversity and inclusion in the legal profession.
The successful candidate spends seven weeks of the summer program at our San Francisco office and three weeks at McKesson’s San Francisco headquarters. During the program, the fellow will work on a variety of projects covering multiple areas of law, including litigation, transactions, commercial contracts and compliance, and regulatory counseling.
Our 1L LCLD Scholars Program
We are proud to be a member of the Leadership Council on Legal Diversity (LCLD). As a member, our Pittsburgh, Chicago, Philadelphia and Tysons, Virginia offices are pleased to participate in the 1L LCLD Scholars Program, which is designed to strengthen the legal pipeline by expanding the number of opportunities for diverse first-year law students. The program offers students the opportunity to work side-by-side with our lawyers as part of our 2018 Summer Associate Program.
Previous 1L LCLD scholars
Ben Paulsen: “As a 1L, having seven successful and accomplished 2Ls on my side and giving me advice was invaluable to the success of my summer and the remainder of my law school career. These summer associates have remained close friends, and I am excited to start my legal career working beside them. The LCLD conference was also an incredible experience, not only for its content but also the people in attendance. I made several friends at the conference I am still in touch with today. This network of LCLD fellows is truly an asset as I start my legal career at Reed Smith. I chose to join Reed Smith because the firm repeatedly gave me the opportunities to grow and develop in ways I did not see at other firms. Reed Smith offers its associates a platform to succeed.
Diversity and inclusion Annual report 2017 | 15 For me, that platform started with the LCLD conference and continued throughout my time at Reed Smith. I was able to work on real, substantive matters ranging from pro bono cases to going on a client secondment where I had the opportunity to learn about the inner workings of the largest company in the country.”
Jorge M. Rojas: “The highlight of my 1L summer was working on a large, newsworthy case that involved a major client and certain interplay with local politics. As I worked through the documents and met with the attorneys on the case, I paused “Ensuring that we one day for a moment and thought to myself, have a diverse ‘Wow – this is the real deal.’ I remember how workforce is not exciting that realization was, how fortunate I felt to a choice but an play even a small part in such a large case. essential part of Truthfully, working two summers at Reed Smith the very DNA of reinforced what I discovered after my first week as a 1L summer associate: our firm. We must if you want to work for the most prestigious firm in the city, with the most have plurality of accomplished and respected attorneys in the legal industry, and servicing thoughts, ideas the most sophisticated clientele, then Reed Smith is the place for you. Few and approaches law firms have such deeply embedded roots in a local community and, to reflect the simultaneously, such a large and powerful global footprint. Reed Smith is society we are one such firm.” Lateral recruitment part of.” We have created a number of programs designed Andrew Jenkinson, Farzeen Tariq: “During my 1L summer at Reed to attract diverse aspiring lawyers to our firm. For all managing partner, Smith I loved attending the firm’s community events lateral lawyer candidates, meaning partners, counsel London office that help support social justice initiatives in Chicago. and associates, we require candidates to discuss in The events opened my eyes to the brilliant things their lateral due diligence questionnaires, his or her Reed Smith attorneys do every day, and also helped commitment to diversity and inclusion, and to include me get acquainted with people from other firms and examples of activities evidencing the commitment. At professions. The LCLD conference was empowering the law student and lateral lawyer recruitment levels, we because it equipped me with tools to be assertive participate in numerous diverse bar association events, as a diverse woman attorney. I still follow the recruitment programs, and other sponsorship and takeaways from an LCLD seminar on generational membership efforts around the country, including the differences between millennials and baby boomers, because it has helped Bay Area African American Partners Group, Lavender me understand how to deal with generational differences in the workplace in Law, the National Asian Pacific American Bar Association an effective manner. The LCLD conference also informed me of important (NAPABA) Annual Convention, the Southern California factors such as retention rate, satisfaction-level of diverse associates at the Chinese Lawyers Association Annual Membership firm, and minorities in leadership positions at the firm. While all firms still Meeting, the Chicago Committee on Minorities in Large need to work on these factors, Reed Smith is ahead of the curve in many of Law Firms, the Philadephia Diversity Law Group, the these aspects.” Washington, DC Metro Bilingual & Diversity Job Fair, Lambda Legal and a multitude of other diversity-related events throughout the country.
16 | Diversity and inclusion Annual report 2017 Gregory Vose: “My first summer with Reed Smith was both daunting and a lot of fun. Being a summer associate can be intimidating in a lot of ways but getting to know the other summer associates was the best part of my summer. They helped me navigate the experience as a 1L and were able to give advice on what was to come in law school. Knowing that the other summers had already accepted offers to return to Reed Smith as associates motivated me to return for a second summer. I wanted to come back to a place where I already knew many of the people working there. These relationships are the unique opportunity that the 1L LCLD program provides. While I’m still new to my full time job as an associate, I can already say that the connections I made during both my first and second summers at Reed Smith have paid off. Rarely does a program give law students this kind of opportunity. Participating in Reed Smith’s 1L LCLD program allowed me to set the course of my career from my first year of law school.”
Lateral recruitment We have created a number of programs designed “As a lateral associate, it to attract diverse aspiring lawyers to our firm. For all was important to me to find lateral lawyer candidates, meaning partners, counsel a firm that is as dedicated to and associates, we require candidates to discuss in providing exceptional service their lateral due diligence questionnaires, his or her to its clients as it is to the commitment to diversity and inclusion, and to include success and development examples of activities evidencing the commitment. At of its attorneys. Reed Smith the law student and lateral lawyer recruitment levels, we was just what I was looking participate in numerous diverse bar association events, for. I am proud to work recruitment programs, and other sponsorship and alongside innovative industry membership efforts around the country, including the leaders who are committed Bay Area African American Partners Group, Lavender to advancing and retaining Law, the National Asian Pacific American Bar Association diverse leaders.” (NAPABA) Annual Convention, the Southern California Zalika Pierre, associate chair Chinese Lawyers Association Annual Membership of Reed Smith’s African- Meeting, the Chicago Committee on Minorities in Large American Affinity group; Board Law Firms, the Philadephia Diversity Law Group, the of Directors, Metropolitan Black Washington, DC Metro Bilingual & Diversity Job Fair, Bar Association. Lambda Legal and a multitude of other diversity-related events throughout the country.
Diversity and inclusion Annual report 2017 | 17 LCLD fellows and pathfinders
In 2017, Chicago-based intellectual property partner Keyonn Pope was our firm’s Leadership Council on Legal Diversity (LCLD) fellow for 2017.
Additionally, associates Zalika Pierre, a member of our Financial Industry Group in New York, and Maytak Chin, a member of our Complex Litigation Group in San Francisco, were selected as our 2017 LCLD pathfinders.
The LCLD Fellows Program is an intensive, year-long professional
development program that mentors the legal-industry diversity leaders of Keyonn Pope tomorrow. Designed for lawyers with eight to 15 years of experience, the LCLD Fellows Program connects high- potential lawyers with leading general counsel and managing partners. © W.Jackson The LCLD Pathfinders Program is tailored for lawyers with three to five years of experience. The program provides practical tools for developing and leveraging professional networks, leadership skills and career development strategies.
LCLD pathfinder Zalika Pierre
LCLD pathfinder
© W.Jackson Maytak Chin Our firm is among the original co-founders of the LCLD, which now includes more than 265 members comprising the general counsel of a number of Fortune 500 corporations, along with the managing partners of the nation’s largest law firms.
18 | Diversity and inclusion Annual report 2017 2017 Diversity Summit
For many years, our firm has been a frontrunner with its commitment to diversity in the legal profession, and we have encouraged others in our profession to do the same. And while we have progressed and made great strides, we realize that there is still much to do.
For that reason we initiated our 2017 Diversity Summit as a way to bring Summit welcome people together – our people and our clients – to emphasize how diversity address by Sandy and inclusion can benefit our firm and those we serve. Thomas.
“This may seem odd coming from me, given that I do not fit into any of the categories for which we have affinity groups, but in my eight and a half years as a partner at this firm, I do not think I have ever been more proud of what this firm is and what it represents, than I am today. Bravo for the leadership on this issue, and thank you for opening my eyes much more to what we can and should do to make our firm and our profession far better than it is.”
John Ellison, senior partner
Diversity and inclusion Annual report 2017 | 19 Highlights of our summit
• Driving Progress: Being Successful as a Leader Driving Diversity in Today’s Legal Profession
• Keynote speech by Elena Bombis from the United Nations on the new UN Global Compact Guide for Rights of Persons with Disabilities
• Pitch and proposal masterclass, focusing on how to effectively incorporate diversity into pitches and business development
• Special feature on our disability affinity group, LEADRS (Looking for Excellence and Advancement of Attorneys with Disabilies at Reed Smith)
• Diversity and inclusion workshops hosted by our affinity groups
We hosted 200 attendees in Philadelphia, consisting of diverse and non-diverse Reed Smith lawyers and over 70 clients and guests. The summit brought together a wide variety of lawyers and experts dedicated towards the advancement of diversity and inclusion in the legal profession, and featured over 25 speakers on a wide variety of topics.
During the summit we heard presentations from people in a wide range of professions, speaking on such topics as pay equity and the UNIDOS presentation – the rise of the Latino lawyer. rise of the Latino lawyer.
The summit was such a success that we are planning to combine our London office with our Washington D.C. office for our 2018 Diversity Summit.
20 | Diversity and inclusion Annual report 2017 LEADRS special feature conference
LEADRS held a conference within the summit to help raise more awareness of disability issues, under the “diversity and inclusion” umbrella.
LEADRS specifically led three panel discussions focused on disability:
• Surviving and excelling as an executive or lawyer with a disability in the workplace
• HR and policy issues regarding support, retention, recruitment and accommodation of persons with disabilities in the workplace
• Driving a virtuous cycle: Achieving the objective of recruitment, retention, employment, and promotion of persons with disabilities in the legal profession and corporate workplace
Diversity and inclusion Annual report 2017 | 21 Veterans diversity workshop
This workshop addressed the challenges veterans face in transitioning from the military into the civilian workforce. We discussed the unique skill-set commonly possessed by veterans - commitment, discipline, strategic awareness and work ethic - as well as access tools for support, and recruitment and training programs. We explored how Panel speakers Jesse Miller, Noël Lipana and Vinny veterans and corporations could Townsend. benefit from partnering.
Our guest speaker was Noël Lipana, Lt. Col. California Air National Guard & United States Air Force (retired). Noël focuses on helping establish the Center for Post Traumatic Growth, to serve combat veterans and their families.
Panel hosted by STAARS
(Sustaining and Training African Partner Daniel Winterfeldt American Attorneys at Reed Smith) presented our Reed Smith Equality & Inclusion Champion This facilitated panel discussion explored the Award to GE. Other finalists importance of developing significant client relationships were Microsoft and GSK with a view to working more collaboratively within diverse legal teams.
22 | Diversity and inclusion Annual report 2017 Affinity groups and networks
LGBT+ and PRISM
Our LGBT+ network, PRISM (Pride, Respect and Inclusion Simply Matter), is a visible champion for inclusion, diversity and LGBT+ engagement. PRISM acts as a forum for socializing, mentoring and networking within our firm, and the wider LGBT+ community.
Along with partnering on events with LGBT+ support and networking groups, PRISM hosts an annual summer party in London with clients to champion the need to promote an inclusive environment for LGBT+ employees. PRISM event hosted by Reed Smith in Los Angeles.
Managing partner Andrew Jenkinson speaking at our annual London summer party.
Diversity and inclusion Annual report 2017 | 23 “We are thrilled to have been ranked again this year in the Stonewall Workplace Equality Index, as one of the 100 best employers for LGBT+ people in the UK. We are proud to be included in the 2017 index alongside several of our key clients and to have achieved our goal of improving our score on last year. Our ranking is a reflection of our continued work in supporting our LGBT+ employees and ensuring a friendly, supportive and respectful environment for all of our employees.”
Alicia Millar, vice-chair of PRISM
Reed Smith ranked at 75 in Stonewall’s Top 100 Employers list
The Stonewall list is the definitive index of the best employers for lesbian, gay, bisexual and transgender staff in the UK. We are proud to be listed for the second year in a row and to be one of only 17 law firms listed.
PRISM was pleased to announce that in 2017 we continued sponsorship of Lambda Legal Defense and Education Fund. We have been a national sponsor of Lambda Legal for over a decade, and are happy to be able to both support and partner with the U.S.’s oldest and largest legal advocacy group fighting for equal rights for the LGBT+ and HIV+ communities.
24 | Diversity and inclusion Annual report 2017 Top marks on Human Rights Campaign Foundation’s sixteenth annual scorecard For the fifth consecutive year we received a perfect score of 100 per cent on the 2018 Corporate Equality Index (CEI), a national benchmarking survey and report on corporate policies and practices related to LGBTQ workplace equality. We satisfied all of the CEI’s criteria results in a 100 per cent ranking and designation as a “Best Place to Work for LGBTQ Equality.”
Lavender Law Conference and Career Fair, San Francisco, CA, 2017 We are proud to join some of the largest and most successful companies in the world to both support and sponsor Lavender Law. The LGBT Bar brings over 1,300 of the country’s best and brightest LGBT+ and ally lawyers, in-house counsel, judges, law students, academics, and advocates together every year at Lavender Law to network, for professional practice development, and for continuing legal education.
Members of our team at the Lavender Law fair.
Diversity and inclusion Annual report 2017 | 25 On December 1, 2017, events were held all over the world to show support for World AIDS Day, which is powered by the National AIDS Trust (NAT). The event raises awareness and support for people living with HIV and commemorates those who have died from AIDS-related illnesses. Our London office showed their support by wearing red for the day, and through voluntary contributions we raised £645.
We hosted an event at our London office for aspiring solicitors’ ASPride. The event was held to increase understanding and awareness of LGBT+ in the legal profession. London managing partner Andrew Jenkinson opened the event highlighting our commitment to diversity. Various other speakers and panelists shared their experiences and inspirational stories of being out in the workplace. Our director of learning and development Alicia Millar, shared the great work our PRISM network does and why inclusion is so important to our firm.
LGBT+ and PRISM events and awards
Partner Daniel Winterfeldt and trainee solicitor Jonathan Andrews feature in The OUTstanding and Financial Times leading LGBT+ and ally executives and LGBT+ future leader lists 2017. Since 2013 the OUTstanding lists, presented by the FT, have celebrated LGBT+ executives and allies who are not only successful in their careers, but are also creating workplaces for other LGBT+ people.
In June 2017, we held our first “Pride in the Industry: A Celebration of the LGBTQ+ Community in Entertainment & Media” event in Los Angeles where we invited clients as well as those who support diversity and inclusion in business and in the community. Our 245+ guests enjoyed a live performance by up-and- coming artist Gia (a client), cocktails and tasty food. It really was a special evening celebrating the richness of our diversity. “Pride in the Industry” event.
26 | Diversity and inclusion Annual report 2017 Partner Kyri Evagora, a long-standing member of the firm’s Executive Committee, was appointed global vice chair of our firm’s Business & Finance Department.
Associate Miriam Edelstein was voted onto the board of directors of the Mazzoni Centre in Philadelphia, the largest health care provider in the Philadelphia region specifically targeting the unique health care needs of lesbian, gay, bisexual and transgender people.
Partner Alan York was honoured in the 2017 Texas Super Lawyers Top 100 Attorneys in Houston and Top 100 Attorneys in Texas.
Out & Equal In October 2017, we became corporate sponsors of Out & Equal’s Global Workplace Summit, an annual conference attended by thousands from across the globe. We joined scores of our largest clients in sponsoring the event, which was held in Philadelphia. In addition, we hosted a reception welcoming lawyers, staff, and clients in our Philadelphia office. The reception featured the executive director of the Greater Philadelphia LGBT Chamber of Commerce, who spoke to the audience about supplier diversity and the critical support of corporate partners in fostering broader diversity and inclusion of minorities across industries. The sponsorship and networking event were spearheaded by our PRISM team. With so many key clients in attendance, such as PNC, American Airlines, and GSK, we hope to make this an annual opportunity to strengthen both our support of LGBT+ workplace initiatives as well as business relationships.
Diversity and inclusion Annual report 2017 | 27 Hispanic/Latino affinity group (UNIDOS – United)
“As the outgoing In addition to providing our firm and our clients with a valuable talent pool, UNIDOS associate UNIDOS helps promote the internal interests of Hispanic/Latino lawyers liaison, I am proud as well as serving as a resource to the Hispanic/Latino communities in the of Reed Smith’s D&I global markets that we serve. Internally, UNIDOS functions as an integral resource for Hispanic/Latino lawyers by offering access to an inclusive, efforts and success closely knit community where every participating lawyer plays a vital role. stories. As a lateral UNIDOS understands that Hispanics/Latinos may face a host of challenges and leader of the in the professional sphere, and its members are committed to providing the diversity bar, it was support and mentoring necessary to overcome such challenges. critical that my firm made me feel The message of UNIDOS is clear: It does not matter whether you are an included, encouraged experienced partner looking to help forge the next generation of Hispanic/ my viewpoints, and Latino leaders or a young associate seeking the necessary guidance to excel celebrated my unique in the legal field – you are welcome, you can contribute, and you belong. identity. Reed Smith has exceeded these requirements and Hispanic Bar Association mentorship program supported my own event D&I efforts in the legal Every year, the HBA-NJ conducts a mentorship community.” program to match Latino law students with Latino legal Julia Lopez, senior professionals from top New Jersey law firms, legal associate, Princeton departments, government agencies and public interest office organizations. Julia Lopez organized a successful kickoff event, which took place on November 14, 2017 at Rutgers Law School in Newark, New Jersey. The HBA-NJ’s goal is to foster relationships with law students, and offer guidance and advice as they adjust to the demands of law school, navigate the recruitment process, and evaluate potential career options and strategies. The kickoff event included a panel discussion on “How to Land the Job Interview, Navigating the Job Search, and the Art of a Legal Resume,” and was followed by a networking reception and resumé workshop. HBA Swearing-In Ceremony.
28 | Diversity and inclusion Annual report 2017 UNIDOS events and awards On November 9, 2017, the Hispanic Bar Association of New Jersey (HBA- NJ) held its 38th Installation and Swearing-In Ceremony at the Stone House in Warren, New Jersey. The officers and trustees of the HBA-NJ were sworn into office by the Honorable Jose L. Linares, Chief Judge of the United States District Court for the District of New Jersey.
Julia Lopez was sworn in as president-elect. Daniel Mateo also attended and previously served as president in 2011-2012. The signature event was attended by over 300 lawyers, federal and state judges, and law students. Associate Julia Lopez (right) Partner Cristina Shea was elected as the fixed share partner observer to our receiving her HBA firm’s Executive Committee to serve a one-year term. “Top Lawyers Under 40 Award” Reed Smith counsel Eduardo De la Peña was named vice president of AIJA’s (International Association of Young Lawyers) International Arbitration Commission. In this capacity, he will serve for three years (2017-2020).
Partner Jose Astigarraga was rated Band 1 in International Arbitration
Julia Lopez received the Hispanic Bar Association’s prestigious “Top Lawyers Under 40” award in 2017 for her demonstrated professional excellence, integrity, leadership, commitment to the Hispanic community, and dedication to improving the legal profession.
Diversity and inclusion Annual report 2017 | 29 • Partners Dan Mateo and Edward • Partner Tina Tellado presented a CLE Estrada (PGL of our global financial panel at the 21st Annual Conference of industry group) facilitated a successful the National Employment Law Council, in-house panel featuring Alex Gonzalez, entitled “Back Down the Rabbit Hole: assistant general counsel, New Jersey Class Action Wavers and Arbitration Resources Corporation; John D. Agreements.” The panel was moderated Rosero, vice president and chief legal by Virginia Pagliery, associate general officer, Prudential Financial; and Gelvina counsel with MasTec North America, Inc., Rodriguez-Stevenson, associate general a Reed Smith client. counsel, The Children’s Hospital of Philadelphia. The panel focused on • Associate Zaher Lopez presented a addressing typical stereotypes that often CLE panel at the 28th Annual California shape the view of Latino lawyers in big Minority Counsel Program conference, law, how to debunk and overcome those entitled “A Baby Boomer, a Gen X-er stereotypes, and how to leverage cultural and a Millennial Walk Into a Law Firm,” differences in order to develop business focusing on generational differences and ultimately become a rainmaker. (and similarities) between baby boomers, Gen X-ers, and millennials, and • UNIDOS partnered with HSBC’s Hispanic/ exploring strategies for creating better Latino Diversity Committee for its annual understanding and productive workplaces. signature event attended by Reed Smith lawyers Lee Ann Dillon, Diane Frenier, • Partner Mildred Segura was selected Arnie Bartfield, Crystal Persaud, Rafael to participate in the Hispanic National Santos-Hernandez, X’Ania Marie Saldana, Bar Association’s Latina Commission’s and Julia Lopez. The event highlighted distinguished 2017 Leadership Academy. influential Hispanic women who have The Latina Commission was created in impacted the Latino culture in business, 2008 to study, and remedy, the status of arts, history, and government. Christina Latinas in the legal profession; Latinas Liciaga, head of HSBC’s UK customer suffer the lowest representation of any services department, delivered the racial or ethnic group compared to their keynote address. overall presence in the nation.
• Associate Jorge Rojas was featured in Panoramas, a scholarly platform hosted by the Center for Latin American Studies at the University of Pittsburgh.
• Joint HSBC event “Diversity in the Global Workplace” in June 2017.
30 | Diversity and inclusion Annual report 2017 Asian American affinity group
Our Asian American affinity group operates to promote Asian American interests within our firm and the communities we serve, as well as to foster opportunities for professional, personal and cultural growth. Group membership strives to embrace and/or bridge cultural differences among Asian Americans in ways that encourage cross-collaboration, promote respect, and create an impactful and powerful community.
2017 group highlights
• Partner Janet Kwuon was elected to the firm’s Executive Committee, to serve a three-year term.
• Associate Karen Lee Lust was featured in legal trade publications (including The American Lawyer) for helping to launch new initiatives for working mothers.
• Associate Sheek Shah was selected to the associate board (and as secretary) of the Chicago Committee on Minorities in Large Law Firms.
• Associate Han Deng was selected for the 2017 New York Metro Rising Star list under the “Banking” category by Super Lawyers (a Thomson Reuters business and leading lawyer ratings service).
• Associate Erica Yen moderated a CLE panel at the 29th annual National Asian Pacific American Bar Association (NAPABA) conference, entitled “#SoMuchData: How Upcoming FRE 902 Amendments Will Impact Data Collection and Authentication.”
Diversity and inclusion Annual report 2017 | 31 • Counsel Ernie Ocampo was appointed to the board of directors of the University of Southern California’s Asia Pacific Alumni Association. APAA connects and supports USC alumni of Asian Pacific origin/descent with the university.
• Partner Nipun Patel joined other law firm leaders in strategizing diversity initiatives with in-house counsel at Coca-Cola, and gave a CLE presentation on client value at the North American South Asian Bar Association’s national conference.
• Partner and Asian American affinity group chair Siddesh Bale was elected to the governing board of the Chicago Committee on Minorities in Large Law Firms and together with partner Maryanne Woo, co-led an Asian Pacific American Heritage Month Presentation by Karen Korematsu, highlighting the work of the Fred T. Korematsu Foundation, whose mission is to educate to advance racial equity, social justice and human rights for all.
• Partner and chief diversity officer John Iino was appointed co-chair of the NAPABA Committee of Large Law Firm Management, and he was one of four alumni globally to receive the President’s Award from the USC Alumni Association, and earlier in the year received the USC Asian Pacific Alumni Association’s Leadership Award.
• Partner Ray Cardozo is active with a diversity pipeline organization named the Center for Youth Development through Law, where he is helping to plan a summer program for diverse high school youths from disadvantaged East Bay backgrounds. He served on the board for many years and is now a member of the organization’s Leadership Council.
• Partner Jennifer Cheng was selected as a recipient of the 2017 Outstanding 50 Asian Americans in Business Award. This prestigious award acknowledges the achievements of Asian American executives and entrepreneurs across a wide spectrum of industries and their contributions to the U.S. economy.
• Mentor lunch program - in 2017 the group launched a program to encourage lawyers to invite more senior lawyers to lunch, coffee or the like, with the express goal of fostering and strengthening mentoring relationships.
32 | Diversity and inclusion Annual report 2017 STAARS (Sustaining and Training African American Attorneys at Reed Smith) STAARS works to increase and support the growth of black lawyers at our firm across all ranks. True to our Diversity & Inclusion mission, STAARS endeavors to provide training, resources and other professional development opportunities to equip its members with the “CYOC gave me requisite skills to prepare them for leadership positions within our firm. a springboard to build friendships Charting Your Own Course (CYOC) and networks with diverse attorneys. Twenty-three of our firm’s lawyers participated in the 2017 CYOC conference. The conference offered a great opportunity to hear about CYOC is like no the career experiences of several partners and in-house counsel from other conference that companies such as Morgan Stanley, GE, Starbucks, Mass Mutual I have attended.” and Bank of America, among others. Maytak Chin, associate
Our team at the CYOC conference.
Diversity and inclusion Annual report 2017 | 33 Awards and highlights
• Partner Colette Honorable has been selected for membership into the National Black Lawyers – Top 100. The National Black Lawyers – Top 100 is an invitation-only professional honorary organization composed of the top 100 black lawyers, as well as non-black lawyers, from the different states who promote diversity and serve individuals, families and businesses that need lawyers to represent them under the U.S. legal system.
• Partner Daniella Landers was honored by the National Women’s Council of the National Diversity Council, with its 2017 Top 15 Business Women of Houston Award. These women make up a definitive list of female executives, influencers and achievers impacting various industries in corporate America.
• Partner Amber Finch served as the president of Black Women Lawyers Association of Los Angeles. Amber Finch was also named one of the Los Angeles Business Journal’s Most Influential Woman Attorneys in 2017.
• Partner and chair of our Complex Litigation Group (CLG) Peter Ellis was named one of Most Influential Minority Lawyers in Chicago. He was also elected to our firm’s Executive Committee, to serve a 3-year term.
• Associate Zalika Pierre was appointed to the Board of Directors of the Metropolitan Black Bar Association.
• Our Houston office scored 100 percent on the Houston Diversity Counsel’s 2016 Diversity Scorecard (one of only three firms).
• Thanks to amazing support and enthusiasm, our fundraising campaign in honor of Black History Month for the National Association for the Advancement of Colored People’s (NAACP) Legal Defense Fund (LDF)raised $13,000 from all participating offices. We managed to raise these sums thanks to individual staff and lawyers donating $10, and matching contributions from our U.S. offices and D&I program.
34 | Diversity and inclusion Annual report 2017 Multicultural Network – EME
Our firm’s Multicultural Network (MCN) in the UK was initially launched in 2015 and will relaunch in February 2018. The relaunch event will cater to all employees and involve a number of clients and guest speakers. MCN operates as an employee affinity group, but is also an external network and client-facing. MCN aims to promote and lead BAME (black, asian and minority ethnic) initiatives and celebrate multiculturalism. MCN provides an open collaborative space for all employees to share experiences and learn from each other.
In addition, MCN aims to be a driving force that supports our firm’s broader diversity and recruitment strategies. Throughout 2018, MCN will organize and host a variety of internal and external events, discussion forums and panels, among others.
Collaboration with similar external networks has been, and continues to be, a major part of the MCN initiative. Previous partnerships with The Network of Network’s multicultural BAME chapter (a cross-city network) and NOTICED (Networking Opportunities to Integrate, Celebrate and Educate on Diversity), the UK’s first inter-firm diversity network aimed at promoting networking opportunities, have been instrumental in achieving the MCN objective to be at the forefront of improving BAME experiences, not only within our firm but also in the wider legal profession.
“Client demand for diversity and inclusiveness in the legal teams that represent them presents us with the opportunity to expand those client relationships. By taking the time to identify women and diverse attorneys who specialize in those areas where the client has a need and introduce them to the client, we strengthen client relationships.”
Betty Graumlich, practice group leader, labour and employment group
Diversity and inclusion Annual report 2017 | 35 Veterans (RS Vets)
Our U. S. veteran affinity group (RS Vets) has a vision to bring the veteran experience to our relationships and a mission to professionally develop its members, engage with local communities to support veterans, and organize diverse legal teams to meet client demands.
Veterans are a unique demographic. Unlike other groups, these individuals at one point volunteered, or were drafted, to become part of a minority of the population. Currently only 0.4 percent of the U.S. population serves in the military, which is comprised of individuals from every socio-economic, ethnic and religious background. Veterans are educated, and experienced in fighting for basic human rights, justice and social inclusion, and the rule of law – the same principles that our firm champions in its relationships and cases.
However, service of these principles, in violent places Congratulations to Jesse and under demanding circumstances, has come with a Miller, partner in our San civilian-military divide. Part of this gap exists because of Francisco office, for his an unguided storyline that casts veterans as “heroes” or promotion to colonel on “broken.” This is not the legacy that veterans deserve, June 4, 2017. but it is the one that will stick if both civilians and veterans do not intentionally forge an understanding of one another.
While we acknowledge the challenges facing veterans and transitioning service members, we focus on the strengths, values and experiences that these candidates, employees and community members bring to our firm, its clients and our relationships.
New partnerships
We are currently working with the National Veterans Legal Services Program, where our team is analyzing new legislation that will affect veterans’ appeals process with the Board of Veterans’ Appeals - Veterans Affairs in relation to the provision of benefits.
We are in the process of establishing a relationship with, and learning how to support, the DJD Art Foundation, which incorporates art and recreation in supporting the healing and reintegration outcomes of war-affected individuals, families and communities.
36 | Diversity and inclusion Annual report 2017 LEADRS (Looking for Excellence and Advancement of Disabled Attorneys at Reed Smith)
We are proud to be a disability-smart organization, and we are determined to attract candidates from the widest possible talent pool and to increase the diversity of our firm. We want to demonstrate that jobs for people with disabilities are both available and achievable at the top of the legal profession. Our aim is to be the law firm of choice for disabled candidates. We are proud that since commencing our Our disability affinity group, LEADRS, was inspired by the 2012 LEADRS program, we London Paralympics. It is a key aspect of our diversity and have been successful in inclusion program, and focuses on supporting and enhancing recruiting more lawyers the professional and personal development of lawyers with all with disabilities, and types of disabilities, both mental and physical. Our LEADRS we have offered work members include people with and without disabilities, partners experience to more than and associates, from a wide range of practice areas, as well as representatives from our senior management, human resources, 40 aspiring lawyers with and learning and development teams. disabilities.
We understand the challenges people face as a result of their disabilities, and help them to address and overcome these challenges with support from our internal and external resources. We are also raising the profile of lawyers with disabilities, to provide role models for others, and our group assists in establishing and promoting disability-related policies, resources and procedures.
In the UK, as part of our partnership with MyPlusConsulting we run disability-awareness training and regular update sessions for our graduate recruitment interview panel. In March 2017, we jointly hosted a “Disability Cafe” event for clients and staff, to promote a greater understanding of disability and experiences around recruitment.
“Reed Smith has provided strong support from day one and throughout my legal career as an attorney with a chronic spinal cord injury, as exemplified by the firm’s wholehearted endorsement of LEADRS and its mission of promoting the success of people with disabilities in the legal profession.”
Kevin Hara, associate and LEADRS board member
Diversity and inclusion Annual report 2017 | 37 “Reed Smith created a unique recruitment programme solely for applicants with disabilities both for work experience and training contracts. … Our members struggle to break through the many hurdles that exist in legal recruitment and obtaining work experience on the Reed Smith scheme has made a tremendous difference to them. They have also offered mentoring by senior partners to our members. No request has been too much for Reed Smith and we are so very grateful for their valuable support.”
Jane Burton, chair, Lawyers with Disabilities Division of the Law Society of England and Wales
Our support continues for Aspiring Solicitors, which shares our commitment to increasing diversity in the legal profession. We also run an annual AS Ability event for students, clients and legal professionals to raise awareness and understanding of disability in the legal profession.
Reed Smith disabilities event Our London office played host to an annual event managed by Aspiring Solicitors, and was open to disabled students across the UK and Ireland keen to enter the legal profession. Disabled students had the opportunity to discuss their concerns about entering into “The event was brilliant – a career in law with a disability. Disabilities ranged from hearing impairments and mental health, to autism and a big thanks to all of you learning disabilities. who input into the day, it really confirmed my A panel comprised of our lawyers shared their experiences with the students and offered advice. decision to apply for The panel session proved particularly inspiring as the a training contract.” students felt able to be open and confident in sharing their personal experiences with the panel. Event attendee
38 | Diversity and inclusion Annual report 2017 “I found the day very insightful and presentations to be extremely useful for applying to Reed Smith. It was great to visit the firm and meet with representatives. I enjoyed the event very much.”
Event attendee
LEADRS Awards and highlights
• The Lawyer Awards - Ethical Initiative of the Year
• The Legal Business Awards - CSR Program of the Year
• The Lawyer Business Leadership Awards - Most Effective Program
• The Legal Innovation Awards - Diversity Innovation
• The Law Society Excellence Award for Diversity and Inclusion
• Recognized by the UK Diversity Legal Awards
• Winner of the White Hat Award from the Legal Clinic for the Disabled in Philadelphia
• Disability conference hosted by LEADRS at our 2017 Diversity Summit
Through LEADRS, our firm has reconfirmed its commitment in seeking to attract, recruit and retain lawyers with disabilities. We endeavor to accommodate all lawyers and applicants with disabilities, including in the job application process.
Diversity and inclusion Annual report 2017 | 39 InterLaw Diversity Forum
We are proud to sponsor and support the work of the InterLaw Diversity Forum, which was established in 2008 by founder, chair and Reed Smith partner Daniel Winterfeldt. InterLaw encompasses all strands of diversity and inclusion (including LGBT+, BAME, disability, and social mobility), with a particular focus on cultural change in the workplace and ‘multiple identities’/intersectionality.
The InterLaw Diversity Forum runs its LGBT+, BAME, and Disability Networks, manages its Apollo Project with media partner the Financial Times, conducts research into the legal profession, runs its Purple Reign project, and provides mentoring through InterLawConnect.
In 2017 we sponsored The Apollo Project, alongside General Electric and National Grid. Launched in 2014, it is a global cross-sector initiative for businesses and organizations of all sizes, which provides practical tools to better embed more inclusive workplace practices and cultures to promote meritocracy. This year’s award ceremony for the Apollo Project was held at the fashionable Ivy restaurant in central London. Fiona Woolf, former Lord Mayor of the City of London, co-hosted the event in her capacity as a patron of the Project.
Purple Reign is a photographic project which uses a multimedia platform of photographic portraits, text profiles and film. It celebrates the success of LGBT+ professionals and recognises the support of allies and the importance of intersectionality. InterLaw collaborated with client JP Morgan on a bespoke Purple Reign event to launch JP Morgan’s new European Legal D&I Committee in October 2017.
In 2017, we sponsored the high profile InterLaw Diversity Forum’s Winter Carnival, which to date has raised over £400,000 for the Albert Kennedy Trust and Switchboard LGBT+ Helpline.
40 | Diversity and inclusion Annual report 2017 WINRS (Women’s Initiative Network at Reed Smith)
Better gender balance leads to better results
In 2017 our firm was again ranked by the Women in Law Empowerment Forum (WILEF) as “Gold Standard Certified” for a record seven years in a row.
We are one of only two law firms in the United States to have met or exceeded all of the criteria to achieve this certification for seven consecutive years.
According to WILEF, “[t]he Certification Award is the only one of its kind directed toward certifying, publicly recognizing, and broadly publicizing eligible law firms that have integrated women into the highest leadership positions in the firm.”
As of November 2017 WINRS A growing global community of lawyers, WINRS operates as a “virtual practice group” and is dedicated to further enhancing our workplace to more effectively develop, reward, engage and attract women lawyers. The group helps members to navigate career transitions and 5238 challenges, such as work-life balance, partner % of our associates % of our counsel promotions and practice group choices. were women were women This includes sponsorship, where women identified as partner-ready receive mentoring and counseling, and can apply for business development grants.
In 2017, partner Sara Begley became the new global director of WINRS, continuing the initiative’s focus on talent development. Sara has 2450 expanded WINRS’ focus on collaborations with clients around gender parity issues, and has % of our partners % of our firm’s were women senior management worked to increase our profile as a leading firm positions are held driving gender equality, including a presentation by women to a global audience at the Word Bank.
Diversity and inclusion Annual report 2017 | 41 Sara Begley on a panel at the World Bank.
We were selected for the sixth consecutive year to be on Working Mother’s annual list of the Best Law Firms for Women. The list recognizes 50 U.S. law firms for their policies in the advancement of women and for the implementation of work-life balance initiatives.
“It is incumbent on all lawyers – women and men alike – to work together to create an environment where all lawyers – no matter their gender – can achieve their highest potential,” said Sara. “I am proud of the great work we have done at Reed Smith and grateful for the firm’s dedication to and support for such an important issue.”
We continue to focus on programs to develop, retain, and advance talented Theresa Davis women lawyers at critical times in their careers, most notably through accepting Working Mother award. ReturneRS and PipelineRS. ReturneRS received a robust and thoughtful response to a survey in Q4 2017 focused on how the firm can best support working parents. A 2018 key initiative is to further develop programs to support working mothers on their dual paths to advancement and fulfilment at home.
42 | Diversity and inclusion Annual report 2017 We collaborated with HR to roll out new benefits for lawyers returning from maternity leave. These include Mindful Return, a four-week e-course designed for new mothers to take while on maternity leave to help them prepare mentally for returning to their careers; Milk Stork, a breast-milk shipping service that helps working mothers continue to breastfeed while making their business travel easier and less stressful; and hospital-grade electric breast-milk pumps in each of our U.S. offices.
We continue our focus on increasing the number of women in leadership, having sent four partners to the prestigious Hastings Leadership Academy for Women in 2017. We also are proud to be a member of the 30% Club, which campaigns for greater representation of women on the boards of FTSE 100 companies, with a minimum target of 30 percent. When we joined, we were one of the few businesses that had already reached the club’s target for that year: to have a female member on the board. In 2017, we began participation in the 30% Club’s cross-mentoring program, which pairs our partners in the U.S. and U.K. with rising stars and senior members of other 30% Club organizations, such as Mastercard, Bank of America, and Voya Financial.
In 2017 we launched a global Women in the Courtroom Initiative to ensure women litigators are prepared for future leadership roles in the courtroom and other litigation and arbitration settings. Spearheaded by WINRS in partnership with our Litigation department, the initiative formalizes training and mentoring that address the unique disadvantages that women litigators face. Additional training programs are in the pipeline and a symposium on advancing women in the courtroom will take place in March 2018 in Philadelphia.
In 2017 we were proud to launch The 1973 Club, a prestigious club named to mark the year in which women first gained access to the London Stock Exchange trading floor. The club aims to increase gender diversity in the private equity industry, from supporting those first entering the industry, to rallying women to stay in or return to the sector by bolstering their connections, both personal and professional. The 1973 Club will continue to host regular events to provide an infomal setting for women to network with each other and build the relationships that underpin everything in the industry.
Diversity and inclusion Annual report 2017 | 43 WINRS 2017 highlights around the globe
• We hosted the annual event for UPS’s Women’s Leadership Business Resource Group in Pittsburgh, with Sara Begley delivering the keynote address on “Driving Profits and Performance by Investing in Women.” Sara also presented at Merck’s in-house counsel summit on the Equal Pay Act.
• In Pittsburgh we hosted quarterly idea-sharing and Q&A events for women in business, with attendees from PNC, MSA, PPG, Highmark, Westinghouse, US Steel, and others.
• Our Philadelphia office co-sponsored a book signing with Grace Killelea, author of The Confidence Effect.
• Our Washington, D.C. office co-sponsored an event featuring linguistics expert Deborah Tannen, who was interviewed by NPR special correspondent Susan Stamberg.
• In New York we held a three-part series on women in the boardroom.
• We held a global video conference on using LinkedIn as a profile-raising tool, led by a consultant from LinkedIn.
The National Women’s Law Centre Anniversary Gala.
44 | Diversity and inclusion Annual report 2017 • We hosted our first-ever event in Frankfurt, which centered around the theme “advice to my younger me,” and included speakers and audience members from organizations such as General Electric Healthcare, Boehringer, Deutsche Bank, and Goodyear.
• Our Munich/EMEA group hosted “Get inspired – by female founders,” with participants from companies such as Amazon, GSK, and Siemens.
• Our Abu Dhabi office organized a WINRS visit and AmCham event.
• London held numerous events, including a client dinner and tour of the National Portrait Gallery and a Power Women/Power London seminar.
• Paris held its annual seminar on gender diversity.
• Singapore hosted a wine-tasking event for women in industry, with guests from Rio Tinto, Marsh, London Megal Exchange, Puma Energy, and others.
• In collaboration with WeAreTheCity, WINRS London launched “The Art of Success,” a study of the behavioral characteristics, personality traits, and journeys of ascension of female leaders in the City of London. The findings of the survey will serve as a guide on how to achieve success for women. Results will be announced in March 2018 to coincide with International Women’s Day.
• Kit Chaskin was awarded the Lynne Freeman Award for Talent Development for her outstanding support of women across the firm.
Tamara Box, managing partner EME, was ranked ninth in the 2017 Financial Times & HERoes champions of women in business list. The list celebrates 50 senior female role models who help to increase gender diversity in the workplace. Tamara is listed for her passion for gender parity and has ensured that Reed Smith is visible in community, industry and global initiatives championing women.
• Alicia Millar, senior learning and development manager EME, was featured in Brummell Magazine’s Inspirational Women List for 2017. The list shines a spotlight on 30 women in the City of London who are influential industry change-makers.
• Margaret Campbell, partner EME, was shortlisted in the “Mentor of the Year” category at the prestigious 2017 Women of the Future Awards. The awards continue to unearth and recognize the inspirational stars of tomorrow across diverse sectors, and are the platform for successful young women in Britain.
Diversity and inclusion Annual report 2017 | 45 Diverse talent spotlight
Dan Mateo, partner and Julia Lopez, associate Dan and Julia are members of our Complex Litigation Group, and have both contributed significantly to diversity and inclusion initiatives within our firm and in the legal community. They have been long-standing board members and leaders of the Hispanic Bar Association of New Jersey (HBA-NJ) and Hispanic National Bar Association (HNBA).
In 2011-2012, Dan served as president of the HBA-NJ, and currently serves as co-chair of the HNBA’s Health and Life Sciences Committee (where he previously served as general counsel). Dan is one of the founding members of our Diversity Committee, served as the partner chair of our firm’s Hispanic/Latino affinity group (known as UNIDOS), and is a member of our LGBT+ – PRISM affinity group.
Julia currently serves as president elect of the HBA-NJ and has held a variety of leadership roles. She has been an appointed deputy regional president for Region III of the HNBA for the past three years. She has also served on the Minorities in the Profession Committee for the New Jersey State Bar Association and on the New Jersey Supreme Court Committee on Minority Concerns. Julia also acts as the associate chair of our Diversity Committee for the Princeton office, as well as previously serving as the associate chair of UNIDOS.
Julia Lopez and Dan Mateo at the HNBA Conference in Miami.
46 | Diversity and inclusion Annual report 2017 Amber Finch, partner
Making partner at a global law firm as an African American woman is one of Amber’s many accomplishments. Throughout her professional career she has never felt like giving up. One word to describe Amber is “driven.”
Amber started her journey at Stanford University and then continued at the University of Southern California Law School, where she interned at the federal public defender’s Office in San Diego and externed for the Hon. Barry T. Moskowitz, U.S. District Court Judge for the Southern District of California. Since then, she has spent time as a litigator at both big and small firms, and has worked her way up to partner at our firm. Amber has just completed her tenure as president of the Black Women Lawyers Association of Los Angeles, Inc (BWL), a non-profit organization committed to the advancement and development of women of color in the legal profession, where she mentored several minority law students and young lawyers. She has served on the firm’s recruiting and diversity committees, and has unofficially represented the firm in various diversity showcases, panels and presentations.
In the office, Amber’s main responsibility is to assist her policyholder clients with their insurance coverage needs. Yet she still finds time to give back via pro bono work and community service.
“Being a Black woman at a major law firm is not something that you see at every firm and it is not something that happens every day, so there are a lot of people out there who are rooting for you with every climb.”
For her pro bono work, Amber successfully petitioned the Ninth Circuit to vacate the immigration removal order imposed on a client, who is a legal permanent resident, and is also a regular volunteer at the Central District of California’s Federal Pro Se Clinic and a regular participant in our “Food for the Bar” law day.
When Amber isn’t working, being a mentor through BWL or receiving honors and awards, people can find her spending time with her four children, who range between the ages of 4 and 15.
Diversity and inclusion Annual report 2017 | 47 Jonathan Andrews, trainee solicitor
Jonathan is a member of LEADRS, our disability network; and PRISM, our LGBT+ network. He works to ensure our firm is a welcoming place that appreciates the talents of people from all walks of life.
Jonathan performs a range of board-level roles in order to raise awareness of autism inclusion in the workplace and in the wider society; he sits on Parliament’s Westminster Autism Commission, the government’s Health and Work Expert Advisory Board (where he drafted the national disability employment policy), and is a member of the Commonwealth’s board tackling disability inclusion globally. He is Mind’s equality improvement champion and co-founded its Equality Leaders Board, helping Mind in its efforts to promote good mental health and wellbeing; he’s also published a Mind toolkit, endorsed by Stonewall, on bi mental health.
Jonathan is a board member of Stonewall, the largest LGBT+ organization in Europe and the UK LGBT+ rights charity; and Ambitious about Autism, the national charity for young autistic people, where he’s worked with the government to expand the charity’s groundbreaking Autism Exchange internship program and increase autism employment. He also sits on the Law Society’s Equality, Diversity and Inclusion Committee, where he works to ensure the profession provides equality of opportunity. Social mobility is a strong passion of Jonathan’s; an ambassador for social mobility charities, he’s one of a growing number of lawyers who have returned to their old comprehensive school and who stress the importance of alumni achieving fair access to the profession, through global charity Future First.
Jonathan co-founded the London Bisexual Network, which works across various professions to ensure inclusivity, and which we sponsor. He has spoken at meetings and conferences of the Council of Europe, the Commonwealth, the OECD, EUROUT, and several business diversity initiatives such as LGBT Leaders and DiversCity.
Jonathan has won numerous international and UK awards including Entrepreneur of the Year at the World Autism Awards 2017, a pan- Commonwealth Queen’s Young Leader 2017, the youngest person to feature on the Financial Times’ Global OUTstanding Future Leaders list, and European Campaigner of the Year 2016. The first European to be shortlisted for the Commonwealth Youth Awards, he’s received a British Citizen Award from the House of Lords. In addition, Jonathan judges the National Autistic Society’s Autism Professional Awards.
48 | Diversity and inclusion Annual report 2017 Colette Honorable and Regina Speed-Bost
Colette is a former commissioner of the Federal Energy Regulatory Commission (FERC), and former trial lawyer and senior advisor at FERC.
Regina and Colette arrived at our firm in July 2017 to add to our energy practice, which is being enhanced to attract new clients.
Both Regina and Colette reflected on how the energy industry has changed to include a more diverse population. Regina recalled how she was often one of the few women and the only African American involved in a proceeding while at FERC. “The look and perspective of the energy industry has changed for the better to include more diverse perspectives, but there is still work to be done on that front,” commented Regina.
Colette Honorable (top) and Regina In an interview, Colette and Regina discussed what attracted them to our Speed-Bost. firm.
For Colette, “The strong brand name and global reach of Reed Smith, along with the chance to work with top attorneys in the regulatory field, meant it was not a hard sell to get me to consider joining the firm. At a diversity event the firm held [the 2017 Diversity Summit)] I saw how Reed Smith reaches out to women, people with disabilities and other minority groups, which solidified why this place would be home for me. Reed Smith is an amazing place to bloom and grow” stated Colette, who was
Diversity and inclusion Annual report 2017 | 49 a commissioner at the Arkansas Public Service Commission and past president of the National Association of Regulatory Utility Commissioners before being named to FERC by former President Barack Obama.
For Regina, it was important that, “Reed Smith is looking to develop a FERC regulatory practice that is second to none. They want to make headway in all aspects of what FERC regulates and have gone about it in a thoughtful way, which impressed me enough to make the move from my previous law firm.”
Luke Debevec, insurance recovery partner
Luke is a partner in our Insurance Recovery Group and a co-founder and board member of LEADRS (Looking for Excellence and Advancement of Disabled Attorneys at Reed Smith), an affinity group within our diversity and inclusion program. LEADRS strives to support and enhance the professional, personal, and career development of lawyers with disabilities of all types, physical and mental.
Having experienced the challenges of practicing law with a disability first- hand, Luke is committed to advocating for other lawyers and students who are living and working with disabilities. Luke pushed to host our firm’s diversity conference in Philadelphia in June 2017, so that we can lead not just internally, but also externally with clients and in our communities, driving greater encouragement, accommodation and support on these issues.
“Reed Smith strongly encouraged the formation of LEADRS and has consistently encouraged LEADRS’ work in seeking to recruit more people with disability, create policies that better support our needs, and ultimately encourage, promote and retain our talented attorneys with disability.” Luke Debevec
50 | Diversity and inclusion Annual report 2017 Allies and champions
Our success is fueled by allies and champions within our firm. To truly create an inclusive and diverse culture, all our lawyers must champion our efforts, especially those traditionally considered non-diverse. A few of the many allies and champions for our diversity and inclusion efforts are featured here.
Casey Ryan
Casey is the global head of legal personnel and a member of our firm’s senior management team. She is a member of our Labor and Employment Group and is listed in The Best Lawyers in America, Chambers USA and Pennsylvania Super Lawyers.
“Reed Smith’s commitment to a diverse and inclusive workforce is not only one of its core principles, it is one of its strongest attributes. Being a place where differences are recognized as strengths promotes a workplace where all can succeed.” Casey Ryan, global head of legal personnel, senior management team
Tamara Box Tamara Box is our firm’s managing partner for Europe and the Middle East and a leading finance lawyer. She was named a top 30 Inspirational Woman and Champion of Diversity by Brummell Magazine in 2015, and as Mentor of the Year by Women of the Future in 2016, and was ranked eighth in the 2017 Financial Times & HERoes 50 champions of women in business list. She is a founding member of the Steering Committee of the 30% Club and a member of the Court of Governors of the London School of Economics. Tamara is the chair of the “Women of Influence” campaign for the charity Cancer Research UK, and also sits on the advisory board of charity Theirworld.
“Innovation is fueled by a willingness to explore things that are ‘different.’ At Reed Smith, our vast diversity in people, customs, and cultures allows us to see the world through different eyes, thus stimulating new ideas and sparking the inventiveness necessary to provide leading edge solutions for our clients around the globe.” Tamara Box, managing partner, Europe & Middle East
Diversity and inclusion Annual report 2017 | 51 Carol Loepere Carol is a partner in, and former chair of, our Life Sciences Health Industry Group, practicing in health care law. She also serves on our firm’s Executive Committee and serves as the chair of its Talent Committee. Carol counsels on regulatory and legislative initiatives affecting health care providers and life sciences companies, including Medicare and Medicaid coverage and reimbursement, survey and certification, and contractual arrangements.
“I think diversity and inclusion has had a key role in recruiting top talent throughout our firm, especially in our D.C. office. Our commitment to diversity and inclusion and embracing it as part of our culture has been instrumental in us attracting top talent.” Carol Loepere, partner and Executive Committee chair of Talent Committee
Len Bernstein Len is the managing partner of the Philadelphia office, a member of the Financial Industry Group, and founded and chairs the firm’s Financial Services Regulatory Group (FSRG).
“In Philadelphia we started our firm’s first ever Diversity Lateral Outreach Committee comprising lawyers in our office who identify as diverse. Membership is welcome from any of our lawyers. The discussions have been incredible. We identify diverse lawyers in the community who could be lateral prospects at every level, and we arrange outreach. Improving the diversity of our office is vital.” Len Bernstein, managing partner, Philadelphia office
Constantine Karides Constantine is a partner in Reed Smith’s Financial Industry Group. Constantine counsels companies and funds on a wide range of matters including distressed credit and special situations transactions, private equity, restructurings, and corporate governance. “I am proud to help advance our commitment to equality, diversity and inclusion. I have seen first hand that diverse teams make stronger teams and our clients demand and respect it.” Constantine Karides, top client relationship partner
52 | Diversity and inclusion Annual report 2017 Carolyn Pepper
Carolyn Pepper is the co-leader of our global disability affinity group, LEADRS, and has spearheaded our ground-breaking work on disability in London since 2012. She is passionate about diversity and inclusion in all forms, and is a great supporter and champion of our work in this area.
Carolyn acts as a mentor to many young people and was named a top 30 Inspirational Woman and Champion of Diversity by Brummell Magazine in 2015, and a We Are the City Rising Star Champion, and was shortlisted as Woman Lawyer of the Year at the Law Society’s Excellence Awards.
“I hear time and time again from the young lawyers joining us that one of the key attractions of our firm for them is our commitment to diversity and inclusion. That tells us that we are attracting people who recognize what we are trying to achieve and who place diversity and inclusion at the very top of their agendas. There is always more to do but we are attracting the right people to continue and build on our progress which is a great place to be.” Carolyn Pepper, partner, London office
Ken Broughton Ken is the managing partner of the Houston office, a first-chair trial lawyer, and an experienced litigator focused on energy litigation, trust and financial institution litigation, commercial and construction litigation. “We are keenly dedicated to diversity and constantly striving to do even better.” Ken Broughton, managing partner, Houston
“Every lawyer learns in law school and experiences it every day in practice, that there is always more than one way to view a situation and execute a strategy. Diversity in hiring leads to diversity in thinking. Diversity in thinking increases the opportunities to find the best solutions. Avis Budget Group wants the best solutions. Avis Budget Group is committed to employing a diverse workforce; and is equally committed to only doing business with those vendors and suppliers that practice that same level of commitment.”
Michael Tucker, GC of Avis Budget.
Diversity and inclusion Annual report 2017 | 53 Driving progress through partnerships
We collaborate with a number of leading organizations to build on our efforts to promote and drive diversity and inclusion – our lawyers participate and assist in developing their programming, and attend their events; many also hold leadership positions within these organizations.
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54 | Diversity and inclusion Annual report 2017 Our commitment
More diversity means more innovation, more growth and better societies
We are proud to support and endorse American Bar Association (ABA) Resolution 113
Our firm’s commitment to diversity and inclusion mirrors the Resolution’s focus on urging all legal service providers, including law firms and corporations, to expand and create opportunities at all levels for diverse lawyers.
“The ABA has taken a great step toward helping the legal profession become more diverse and more reflective of the world in which we live and work. We know that diverse organizations perform better and end up with better outcomes. Our diverse attorney population allows us to assemble outstanding teams that deliver superior results to our clients.”
Sandy Thomas, global managing partner
Diversity and inclusion Annual report 2017 | 55 “Reed Smith consistently brings exceptional expertise and value to our matters, and is distinguished among its peers by a real commitment to diversity. They drive the diversity conversation with us. They don’t wait for us to ask. Reed Smith’s partnership in our diversity efforts is an important part of the business value they create for us as a client.”
Jason Barnwell, assistant general counsel. law firm engagement, Microsoft
56 | Diversity and inclusion Annual report 2017 Reinforcing our commitment to advance diversity and inclusion in the workplace, Sandy Thomas signed the CEO Action for Diversity & Inclusion™ pledge in 2017. He joined more than 330 CEOs and business leaders who have committed themselves and their organizations “The pledge is testament towards the goal of cultivating a trusting environment to the responsibility that where all ideas are welcomed and employees feel business leaders have in comfortable and empowered to discuss diversity and inclusion. advancing opportunity, equality and fairness. CEOs have come together, as colleagues not It’s through shared competitors, to act on diversity and inclusion, and create change that lasts. For our businesses, for our society, for values and engagement our future. that we will realize the true potential of our people, organizations, Our London office and communities to has signed up to build a better and more become a founding equitable world. It is our signatory of Mission honor and duty to do our INCLUDE. Mission INCLUDE takes diversity to another level part in ensuring that this with its progressive inclusivity scheme, which potential is fulfilled.” broadens the traditional corporate diversity debate and welcomes different ways of thinking Sandy Thomas, global and personality types into the mix, regardless of managing partner gender, ethnicity or sexuality. Mission INCLUDE focuses on individual talent and not the “label” attached to individuals.
UN Global Compact In 2017, we became a signatory to the UN Global Compact, the world’s largest corporate sustainability initiative. The Compact calls on companies to align strategies and operations with 10 universal principles covering human rights, labor, environment and anti-corruption, and to take actions that advance societal goals. We joined signatories from over 9,500 companies and 162 countries. Having done so, we now have an additional point of alignment with clients.
Diversity and inclusion Annual report 2017 | 57 Diversity & Inclusion committee
John M. Iino (Century City), Global Chair, Diversity & Inclusion Maria Earley (Washington, D.C.), Deputy of Diversity & Inclusion – U.S. Sakil A. Suleman (London), Deputy of Diversity & Inclusion – EMEA Marlen Whitley (Houston), Executive Director of Diversity Recruiting Pauline B. Vesleno (Los Angeles), Diversity & Inclusion Supervisor (Marketing) – U.S.
Our global Diversity & Inclusion Committee consists of firm leadership, our affinity group and network chairs, and local market chairs in our offices. Our affinity group and network chairs work on programming on a firmwide basis and our local market chairs are responsible for outreach and programming on a local level. Our diversity and inclusion efforts are also supported by dedicated personnel from our marketing, HR, recruiting, and operations departments.
Century City Philadelphia Ernie Ocampo (Market Chair) Nipun Patel (Market Chair) Shruti Engstrom (Associate Liaison) Chicago Maryanne Woo (Market Chair) Pittsburgh Denise Ware (Associate Chair) Jeffrey Aromatorio (Market Chair) Tim Carwinski (Associate Chair) Michael Kostiew (Associate Liaison) Nicolina Silvio (HR) Jennifer Ross (Director of Legal Recruiting) Rachel Steckel (HR) Houston Caitlin Smith (HR) Francisco Rivero (Market Chair) Chris Watt (Market Chair) Princeton Arturo Munoz (Associate Liaison) Dan Mateo (Market Chair) Julia Lopez (Associate Liaison) Los Angeles Terry Bates (Market Chair) Richmond Amber Finch (Market Chair) Betty Graumlich (Market Chair) Erica Yen (Associate Liaison) Pakapon Phinyowattanachip (Associate Brenda Espinoza (Newsletter Editor) Liaison)
Miami San Francisco Cristina Cardenas (Market Chair) Terence Hawley (Market Chair) Sujey Herrera (Associate Liaison) Monica Ortiz (Associate Liaison) Liling Poh (Associate Liaison) New York Michele Yuen (Associate Liaison) Mark Pedretti (Market Chair) John Scott (Market Chair) Silicon Valley Tsedey Bogale (Associate Liaison) Katy Basile (Market Chair) Geoff Young (Associate Liaison) Sharon Lai (Associate Liaison) Devon Jaffier (PR/Media) Justine Lee (Associate Liaison)
58 | Diversity and inclusion Annual report 2017 Tysons London Jennifer Cuddy (Associate) Sakil Suleman (Market Chair/EMEA Deputy) Carole Mehigan (Responsible Business Washington, D.C. Coordinator – EMEA) Tyree Jones (Market Chair) Adele Barrett (HR) Rahul Narula (Associate Liaison) Kevin Skelton (Chief HR Officer) Asia/Middle East Chloe Muir (Graduate Recruitment Advisor) Sai Pidatala (Abu Dhabi/Dubai Market Chair) Adele Barrett (Senior HR Manager & Engagement Leader – EME) Hannah Kong (Associate) Donna Dawson (Annual Report Editor)
Affinity groups and networks
Asian American Black/African American STAARS – Siddesh Bale (Partner Chair – Chicago) Sustaining and Training African American Maytak Chin (Associate Chair – San Francisco) Attorneys at Reed Smith Doug Cameron (SMT Sponsor – San Keyonn Pope (Partner Chair – Chicago) Francisco) Zalika Pierre (Associate Chair – New York) Sandy Thomas (SMT Sponsor – Washington, LGBT+ – PRISM – Pride, Respect and D.C.) Inclusion Simply Matter Alicia Millar (UK Vice-Chair – London) Hispanic/Latino - UNIDOS Deven Vyas (UK Vice-Chair – London) Mildred Segura (Partner Chair – Los Angeles) Thao Ngo (U.S. Partner Chair) Rafael Santos-Hernandez (Associate Chair – Andrew Jenkinson (UK Partner Chair – London) New York) Benoit Charot (Paris Partner Chair) Diane Frenier (SMT Sponsor – Princeton) Peter Rosher (Paris Partner Chair) Multi-cultural Network – BAME Miriam Edelstein (U.S. Associate Chair – Nicolle Odutoye (Trainee Solicitor – London) Philadelphia) John Oladeji (Trainee Solicitor – London) Kyri Evagora (EC Sponsor - New York) Tamara Box (SMT Sponsor – London) Casey Ryan (SMT Sponsor – Pittsburgh) Veterans – RS Vets Jesse Miller (Partner Chair – San Francisco) LEADRS – Looking for Excellence and Vincent Townsend (Associate Chair – San Advancement of Disabled Attorneys at Reed Francisco) Smith Michael Pollack (SMT Sponsor – Carolyn Pepper (Partner Co-Chair – London) Philadelphia) Jonathan Radcliffe (Partner Co-Chair – London) Vicki Morris (Associate Chair – Philadelphia) Tamara Box (SMT Sponsor – London)
Diversity and inclusion Annual report 2017 | 59 ABU DHABI ATHENS BEIJING CENTURY CITY CHICAGO DUBAI FRANKFURT HONG KONG HOUSTON KAZAKHSTAN LONDON LOS ANGELES MIAMI MUNICH NEW YORK PARIS PHILADELPHIA PITTSBURGH PRINCETON RICHMOND SAN FRANCISCO SHANGHAI SILICON VALLEY SINGAPORE TYSONS WASHINGTON, D.C. WILMINGTON reedsmith.com