leclairryan - vault · 2019. 5. 8. · leclairryan

Law Firm Diversity Profile

LeClairRyan

Response to Spring 2010 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database(http://mcca.vault.com). Copyright © 2010 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

LeClairRyan

951 East Byrd StreetRiverfront Plaza, East Tower, 8th FloorRichmond, VA 23225Phone: 804.783.2003Fax: 804.783.2294www.leclairryan.com

LocationsAlexandria, VA; Blacksburg, VA; Boston, MA; Charlottesville, VA; Dearborn, MI; Hartford, CT; Glen Allen, VA; Los Angeles, CA; New Haven,CT; New York, NY; Newark, NJ; Norfolk, VA; Philadelphia, PA; Richmond, VA (3 locations); Roanoke, VA; San Francisco, CA; VirginiaBeach, VA; Washington, D.C.; Williamsburg, VA

Diversity LeadershipHead(s) of Firm: Chairman & CEO: Gary D. LeClair; Chief Operating Officer: Micheal L. Hern; Chief Administrative Officer: Dennis M.Ryan: Barry R. Kozak; Secretary & General Counsel: David I. Greenberg; Assistant General Counsel: E.G. Allen III; Chief Financial Officer:Joseph D. Cheely; Chief Growth Officer: Stanley K. Joynes; Business Development Officer: Lori D. Thompson; Chief Information Officer:Howard Phillips; Chief Practice Officer: David FreinbergDiversity team leader(s): Thomas M. Wolf, Diversity Committee Chairman; George P. Braxton, Director, Recruiting and Diversity

Number of Attorneys as of March 2010Firmwide: 303U.S. offices only: 303


LeClairRyan


Law Firm Demographic Profile

Does your firm have more than one tier of partnership?Yes

ASSOCIATES (2009) SUMMER ASSOCIATES (2009)

Men Women Men WomenWhite/Caucasian 30 26 White/Caucasian 1 5

African-American/Black 4 3 African-American/Black 0 1Hispanic/Latino 1 3 Hispanic/Latino 0 0

Alaska Native/American Indian 0 0 Alaska Native/American Indian 0 0Asian 1 3 Asian 1 0

Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 0Multiracial 0 0 Multiracial 0 0

Openly GLBT 1 1 Openly GLBT 0 0Attorneys with disabilities 0 1 Attorneys with disabilities 0 0

Total 37 37 Total 2 6

EQUITY PARTNERS (2009) NON-EQUITY PARTNERS (2009)







OF COUNSEL (2009) NEW HIRES (2009)








LeClairRyan


Strategic Plan and Diversity Leadership

How does the firm's leadership communicate the importance of diversity to everyone at the firm?Diversity is a core value at LeClairRyan. Firm leadership demonstrates commitment by holding the Diversity Committee and Director of Diversity accountablefor strategic programing and inclusion awareness as well as the recruitment and retention of a diverse workforce. The Diversity Committee communicatesthrough firm-wide meetings, regular e-mails, the intranet and a bi-annual newsletter.

Who has primary responsibility for leading diversity initiatives at your firm?Ultimately, the Chairman and President are responsible for the advancement of all core values. Additionally, the Chairman of the Diversity Committee and theDirector of Diversity are tasked with executing the Diversity Plan.

Does your law firm currently have a diversity committee?Yes

If yes, does the committee's representation include one or more members of the firm's management/executive committee (or equivalent)?Yes

If yes, how many attorneys are on the committee, and in 2009, what was the total number of hours collectively spent by the committee inthe furtherance of the firm's diversity initiatives?Total attorneys on committee: 12Total hours spent on diversity: 633

Does the committee and/or diversity leader establish and set goals or objectives consistent with management's priorities?Yes

Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm?Yes

If yes, is it formal or informal?

Formal

How often does the firm's management review the firm's diversity progress/results?Annually

How is the firm's diversity committee and/or firm management held accountable for achieving results?The Diversity Committee submits an annual report and survey to the firm's Executive Committee which includes several recommendations and action items.The Executive Committee responds to each recommendation and action item. Additionally, the firm's strategic planning committee issues a bi-annual reportwhich measures progress on diversity initiatives.

Is your firm minority-owned or women-owned?No


LeClairRyan


Law Firm Diversity Initiatives

INITIATIVES FOR ALL DIVERSE ATTORNEYS

AlreadyCompleted

CurrentlyAddressing

Not a CurrentPriority

X I Undertake communication from firm management that diversity is a top priority of the firm

X I I I Formalize diversity plan and committee with action steps and accountability to management

X I I I Conduct firmwide diversity training for all attorneys and staff

X I I I Focus on strengthening firm's mentoring program

X I I I Conduct internal diversity needs assessment (e.g., culture and environment surveys) and/orretain diversity consultant to examine how firm culture might be more welcoming of minorities

I X I I Support law firm's internal affinity networks

X I I I Hire a director of diversity or other full-time professional to implement the firm's diversity program

X I Coordinate or work with clients on diversity issues

X I Develop/expand relationships with minority bar associations and other legal diversityorganizations to offer firm's support of these networks


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INITIATIVES SPECIFICALLY FOR MINORITY ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


I X Increase the number of minority attorneys at the associate level

X I Increase the number of minority attorneys at the partnership level

I X Increase the number of minority attorneys in leadership positions

I X Focus on strengthening firm's mentoring program for minority attorneys

I X Manage/monitor allocation of work assignments and/or hours billed to ensure minority attorneyshave equal access/inclusion on top client matters

I


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INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


X I Institute a formal part-time policy that addresses partnership prospects

X I Increase the number of women at the associate level

X I Increase the number of women at the partnership level

X I Increase the number of women in leadership positions

I X Focus on strengthening firm's mentoring program for women

I X Manage/monitor allocation of work assignments and/or hours billed to ensure women haveequal access/inclusion to top client matters

I


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INITIATIVES SPECIFICALLY FOR OPENLY GLBT ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


X I Offer same-sex domestic partners the same benefits available to married individuals

X I Increase the number of GLBT attorneys at the associate level

I X Increase the number of GLBT attorneys at the partnership level

I X Increase the number of GLBT attorneys in leadership positions

X I Ensure that EEO and non-discrimination policies specifically address gender identity

I


LeClairRyan



INITIATIVES SPECIFICALLY FOR ATTORNEYS WITH DISABILITIES

AlreadyCompleted

CurrentlyAddressing


X I Increase the number of attorneys with disabilities at the associate level

I X Increase the number of attorneys with disabilities at the partnership level

I X Increase the number of attorneys with disabilities in leadership positions

I X Ensure that EEO and non-discrimination policies specifically address individuals with disabilities

I


LeClairRyan


Pipeline Initiatives

Does your firm actively engage in initiatives to feed the diversity pipeline by encouraging minority students to consider law as a careerand/or assisting them in pursuing such opportunities?

Participate in established pipeline programs, such as SEO, Legal Outreach, Prep for Prep or Street Law Fund scholarships for minority high school or college students Mentor high school or college students Participate in or host mock trial programs or career events Provide internships or employment to minority high school or college students Outreach to middle school students

Please discuss any additional efforts to reach out to diverse undergraduates, high school, middle school or grade school students.The Richmond, Virginia offices partner with Capital One to host a career day for the local Boys and Girls Club on an annual basis.


LeClairRyan


Recruitment - New Associates

Does your firm annually recruit at any of the following types of institutions?Ivy League schools: No.

Other private schools: Seton Hall, University of Richmond, Wake Forest, Washington and Lee

Public state schools: George Mason, Rutgers University, University of North Carolina, University of Virginia, William and Mary

Historically Black Colleges and Universities (HBCUs): not at this time.

Diversity job fairs: CLEO Job Fair, Mid-Atlantic Black Law Students Association, New Jersey Law Firm Group, Southeastern Minority Job Fair, Virginia BarAssociation Diversity Job Fair

Do you have any special outreach efforts directed to encourage minority law students to consider your firm?

Hold a reception for minority students Advertise in minority law student association publications Participate in or host minority law student job fairs Sponsor minority law student association events Firm lawyers participate on career panels at schools Outreach to leadership of minority student organizations Scholarships or intern/fellowships for minority students Other (please specify)

Next year, our Hill/LR award will include a five week internship.

Do you have any programs specifically targeted at first-year students?No


LeClairRyan


Recruitment - New Associates

ALL 2L SUMMER ASSOCIATES (2009) OFFERS MADE* (2009)*Summer associates who received an offer of full-time employment






Total 2 6 Total 0 6

OFFERS ACCEPTED* (2009) NEITHER ACCEPTED NOR DECLINED* (2009)

*Summer associates who accepted an offer of full-time employment*Summer associates who neither accepted nor declined an offer of full-timeemployment because of postgraduate clerkship/fellowship






Total 0 5 Total 0 0


LeClairRyan


Recruitment - Lateral Associates and Partners

LATERAL ASSOCIATE HIRES (2009) LATERAL OF COUNSEL HIRES (2009)







LATERAL PARTNER HIRES (2009) NEW PARTNERS PROMOTED (2009)*Both equity and non-equity *Both equity and non-equity promoted from associate or of counsel rank







NEW EQUITY PARTNERS* (2009)*Whether hired laterally or promoted from within

Men WomenWhite/Caucasian 5 0

African-American/Black 0 0Hispanic/Latino 0 0

Alaska Native/American Indian 0 0Asian 0 0

Native Hawaiian/Pacific Islander 0 0Multiracial 0 0

Openly GLBT 0 0Attorneys with disabilities 0 0

Total 5 0


LeClairRyan


Recruitment - Lateral Associates and Partners

What activities does the firm undertake to attract diverse attorneys?

Partner programs with women, minority, gay/lesbian or disability-focused bar associations Participate at diversity job fairs Attend events at diversity legal organizations Seek referrals from other attorneys Utilize online job services (e.g., MCCA Job Bank) Hire recruiting professional who specializes in identifying diverse candidates Other (please specify)

Do you use executive recruiting/search firms to seek to identify new diversity hires (partners or associates)?Yes

If yes, are any of these executive recruiting/search firms women and/or minority-owned?Yes

If yes, list all women and/or minority-owned executive search/recruiting firms to which the firm paid a fee for placement services in thepast 12 months:Carter, White and Shaw


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Retention and Professional Development

A T T O R N E Y S W H O L E F T T H E F I R M I N 2 0 0 9

1ST-YEAR ASSOCIATES 2ND-YEAR ASSOCIATES

Men Women Men WomenWhite/Caucasian n/a n/a White/Caucasian n/a n/a

African-American/Black n/a n/a African-American/Black n/a n/aHispanic/Latino n/a n/a Hispanic/Latino n/a n/a

Alaska Native/American Indian n/a n/a Alaska Native/American Indian n/a n/aAsian n/a n/a Asian n/a n/a

Native Hawaiian/Pacific Islander n/a n/a Native Hawaiian/Pacific Islander n/a n/aMultiracial n/a n/a Multiracial n/a n/a

Openly GLBT n/a n/a Openly GLBT n/a n/aAttorneys with disabilities n/a n/a Attorneys with disabilities n/a n/a

Total n/a n/a Total n/a n/a

NOTE: This section is not applicable because we do not classify ourassociates by year. A total of 17 associates (5 men, 12 women) left our firmin 2009. Two were African-American women and one was an Asian woman.


3RD-YEAR ASSOCIATES 4TH-YEAR ASSOCIATES









5TH-YEAR ASSOCIATES 6TH-YEAR ASSOCIATES










LeClairRyan



A T T O R N E Y S W H O L E F T T H E F I R M I N 2 0 0 9

7TH-YEAR ASSOCIATES 8TH-YEAR PLUS ASSOCIATES









OF COUNSEL NON-EQUITY PARTNERS






Total 0 0 Total 3 3

EQUITY PARTNERS






Total 5 0


LeClairRyan



Please identify the specific steps you are taking to reduce the attrition rate of diverse attorneys.

Develop and/or support internal employee affinity groups (e.g., networks within the firm for minorities, women, gay/lesbian attorneys, or attorneys withdisabilities or physical challenges)

Increase/review compensation relative to competition Increase/improve current work/life programs Adopt dispute resolution process Succession plan includes emphasis on diversity and greater inclusion of non-white men and women in firm leadership Work with diverse attorneys to develop career advancement plans Introduce diverse attorneys to key clients, including to lead engagements Review work assignments and hours billed to key client matters to make sure diverse attorneys, particulary non-white attorneys (i.e., minority attorneys, for

whom research indicates a greater inclusion problem), are not being excluded: Strengthen mentoring program for all attorneys Professional skills development program for all attorneys Provide a gender-neutral parental leave policy that covers adoptions Other (please specify)

Does your firm have part-time/flex-time policies that permit attorneys (male or female) to work alternative schedules?Yes

What impact, if any, will the decision to work part time have on an attorney's ability to make a partner, or if already a partner, to remain apartner at your firm?None. Our reduced hours policy allows attorneys to be considered for promotion in the same number of years as non-reduced hours attorneys. Billable hourexpectations and bonus thresholds are pro rated based on the hours reduction.

How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability?10


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PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS(2009) Men Women Total (full and part-time)

Associates 0 2 2 76Of counsel 3 2 5 27Non-equity partner 1 3 4 66Equity partner 2 4 6 134


LeClairRyan


Management Demographic Profile

F I R M W I D E C O M M I T T E E S 2 0 0 9

EXECUTIVE/MANAGEMENT COMMITTEE* HIRING COMMITTEE**Attorneys on the Executive/ Management Committee or equivalent *Attorneys on the Hiring Committee or equivalent






Total 14 3 Total 13 5Committee includes Director of Diversity who is not counted above.

PARTNER REVIEW COMMITTEE* ASSOCIATE REVIEW COMMITTEE**Attorneys on the Partner Review Committee or equivalent *Attorneys on the Associate Review Committee or equivalent






Total 6 2 Total 10 2Committee includes Director of Diversity who is not counted above.

ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT






Total 6 6Committee includes Director of Diversity who is not counted above.


LeClairRyan


Management Demographic Profile

O T H E R L E A D E R S H I P R O L E S 2 0 0 9

Practice group/ CommitteeLeadership positions (2009) U.S. office heads department leaders leadersTotal number of positions 21 29 25Number of such positions held by:Minorities 1 1 0Women 2 4 2GLBT attorneys 0 0 0Attorneys with disabilities 0 0 0


LeClairRyan


Management Demographic ProfilePlease provide information regarding all diverse attorneys who currently (as of March 2010) headed offices, practicegroups and committees. Enter responses in the following format: Attorney, Office location/Practice group/Committee(No. of attorneys in office/practice group/committee).

U.S. OFFICE HEADSHow many offices does your firm have in the United States? 22

Minorities heading offices: Susan North, Williamsburg, VA (8)

Women heading offices: Elizabeth Atkinson, Virginia Beach, VA (4); Susan North, Williamsburg, VA (8)

GLBT attorneys heading offices: [No response]

Attorneys with disabilities heading offices: [No response]

PRACTICE GROUP/DEPARTMENT LEADERSMinorities heading practices: Singleton McAllister, Federal Government Relations (8)

Women heading practices: Singleton McAllister, Federal Government Relations (8); Debra Dowd, Immigration and Naturalization (3); Robyn Kalocsay,Alternative Dispute Resolution (9); Donna Foster, Medical Malpractice Defense (29)

GLBT attorneys heading practices: [No response]

Attorneys with disabilities heading practices: [No response]

COMMITTEE LEADERSMinorities heading committees: [No response]

Women heading committees: Debra Dowd, Women's Initiative (79); Katja Hill, Associate (Review) Committee (12)

GLBT attorneys heading committees: [No response]

Attorneys with disabilities heading committees: [No response]


LeClairRyan


The Firm Says

LeClairRyan embraces diversity as a core value because the Firm recognizes the contribution a diverse workplace makes to the Firm, its clients, the legalprofession and to society as a whole. A diverse workplace includes and provides equal opportunity to persons with different characteristics, including race,religion, ethnicity, marital status, gender, sexual orientation, disability and age.

LeClairRyan not only affirms its commitment to comply fully with all applicable laws prohibiting unlawful employment discrimination, it also embraces diversityas a core value. LeClairRyan's personnel is united in their commitment to excellence in client service, including the delivery of practical and innovativesolutions to their clients' legal needs. LeClairRyan recognizes that (i) it must recruit, hire, retain, develop, promote and reward lawyers, paralegals, assistants,administrators, clerks and other staff who embrace our corporate culture and are best suited for the Firm's needs, (ii) all of its personnel must operate andfunction as a team that embraces, trusts and respects one another and (iii) the team must embrace and possess a wide array of ideas, backgrounds andexperiences.

LeClairRyan will be recognized in the legal profession and in the communities in which it operates as a leader in embracing and recognizing the contribution adiverse workplace makes to the Firm, its clients, the legal profession and to society as a whole.

LeClairRyan has set the following goals for its diversity plan:

* Become the employer of choice in the legal markets in which LeClairRyan operates by out performing its peers with a corporate culture that embracesdiversity and inclusion.

* Establish a training and mentoring program that sets LeClairRyan apart from its peers and which recognizes the essential contribution people with diversecharacteristics make to the effective delivery of excellent legal services.

* Establish a program that retains lawyers and personnel of all levels at a rate 50% greater than the national averages.

* Apply the same standards to all attorneys in promotions and compensation and provide equal opportunities for retention and development, which we believeshould result over time in our retaining and promoting men and women attorneys at approximately equal percentage rates.

* Apply the same standards to all attorneys in promotions and compensation and provide equal opportunities for retention and development, which we believeshould result over time in our retaining and promoting minority and non-minority attorneys at approximately equal percentage rates.

* Embrace the concept of reduced hours lawyers and a flexible work schedule, including making efforts to ensure that alternative work schedules are anequitable and viable option for all persons at the Firm.

* Have the composition of the Firm's personnel and leadership reflect the Firm's core value of diversity.

* Take the lead in establishing and sponsoring associations that seek to promote diversity and inclusion in the legal profession generally, and law firms,specifically.

* Be recognized both locally and nationally for demonstrating sustained commitment to improving the hiring, retention and promotion of minority attorneys.

* Implement a diverse supplier program that sets a target of spending 15% of all non-fixed expenses with women and minority owned businesses.

leclairryan - vault · 2019. 5. 8. · leclairryan

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