shook, hardy & bacon, l.l.p. · shook, hardy & bacon, l.l.p. 2020 vault/mcca law firm...

Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database

(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

Shook, Hardy & Bacon, L.L.P.

2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

2555 Grand BoulevardKansas City, MO 64108Phone: 816 474 6550Fax: 816 421 5547www.shb.com

LOCATIONSAtlanta; Boston; Chicago; Denver; Houston; Kansas City; London; Los Angeles; Miami; Orange County; Philadelphia; San Francisco; Seattle; Tampa;Washington, DC

DIVERSITY LEADERSHIPHead(s) of Firm: Madeleine McDonough, Firm ChairDiversity team leader(s): Lolly Cerda, Diversity and Inclusion Manager

NUMBER OF ATTORNEYSTOTAL NUMBER OF ATTORNEYS

Currently As of December 31, 2019

Worldwide 515 521U.S. offices only 507 513

Shook, Hardy & Bacon, L.L.P.2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY



Law Firm Demographic Profile

Does your firm have more than one tier of partnership?

Yes

ASSOCIATES (2019) SUMMER ASSOCIATES (2019)

Men Women

White/Caucasian 68 62African-American/Black 3 7

Hispanic/Latinx 6 5Alaska Native/American Indian 0 0

Asian 3 6Native Hawaiian/Pacific Islander 0 0

Multiracial 2 3Openly LGBTQ 4 4

Individuals with Disabilities 2 0Total 82 83

Men Women






Shook began tracking disability status information for new hires in 2003and launched a voluntary internal survey in 2013 to determine the numberof attorneys who consider themselves differently-abled. Therefore, ourdisability-related data may not be inclusive of attorneys hired before 2003.


EQUITY PARTNERS (2019) NON-EQUITY PARTNERS (2019)

Men Women






Men Women








OF COUNSEL (2019) NEW HIRES (2019)

Men Women

White/Caucasian n/a n/aAfrican-American/Black 38 30





Men Women











Strategic Plan and Diversity Leadership

How does the firm's leadership communicate the importance of diversity to everyone at the firm?

Shook believes that leadership must model inclusion. (1) The firm chair, elected Executive Committee members, division chair or vice-chairs, and high-level leaders serve on ourD&I Committee and Task Forces, participate in training and discussions and take lessons back to their departments; (2) Our chair and other leaders attend internal and externalD&I events, accept awards on the firm's behalf and present internal D&I awards to exemplary employees; (3) Leaders regularly encourage attendance at D&I programs; (4) Ourwebsite devotes a page to diversity and inclusion and our firm vision statement emphasizes our commitment to create a diverse and inclusive environment; (5) We use emailand our intranet to communicate our commitment to diversity and inclusion; (6) We host nationally acclaimed speakers to educate our employees about D&I issues and send ouremployees to local and national D&I conferences; (7) Our chair holds quarterly firm-wide and monthly partners' Open Forum discussions to listen and engage with employees,communicating the importance of key D&I initiatives; (8) We hold a Diversity & Inclusion Retreat for our minority and LGBTQ+ attorneys every other year; (9) Our Co-Chairs ofour Diversity Initiatives speak to firm leaders and committees about integrating D&I initiatives into their departments, divisions and practice groups; (10) We hold D&I dialoguesfor all attorneys and professional staff; (11) We created and continue to use our Diversity & Inclusion Commitment Plan to gauge attorney and staff participation in D&I initiativesand include the Commitment Plan as a component of the annual attorney evaluation and compensation process (12) Our Co-Chairs of our Diversity Initiatives travel to our variousoffices and meet with our minority and LGBT attorneys.

Who has primary responsibility for leading diversity initiatives at your firm?

Lolly Cerda, Diversity & Inclusion Manager/Buffy Mims and John Lewis, Co-Chairs of Diversity Initiatives

Does your law firm currently have a diversity committee?

Yes

If yes, do one or more members of the firm's management/executive committee (or the equivalent) serve on the diversity committee?

Yes

If yes, how many attorneys are on the committee, and in 2019, what was the total number of hours collectively spent by the committee in the furtherance ofthe firm's diversity initiatives?

Total attorneys on committee: 10Total hours spent on diversity: 593Comments: These are documented hours spent at Diversity & Inclusion Committee meetings by attorneys and do not fully capture the extensive time of professional staff membersof the committee) This number also does not include time spent attending D&I conferences for training, which we do not track, or hours spent on action items on our Diversity &Inclusion Checklist or various diversity and inclusion activities.

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

Yes

If yes or partially, please explain.

The committee and the diversity leadership consistently work closely with firm management in implementing new initiatives and advancing established goals which both focus onand support and enhance diversity and inclusion for all employees.

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?

Twice a year

How is the firm's diversity committee and/or firm management held accountable for achieving results?

Shook's Executive Committee, senior management, Diversity & Inclusion, Search, Professional Development and Associates Committees, and Office and Division ManagingPartners share in the responsibility of leading our diversity and inclusion efforts and holding the firm accountable for achieving an inclusive work environment where all arerespected. We pay close attention to our initiatives, measure our progress and evaluate efficacy on an ongoing basis. We willingly provide transparency of our D&I journey toall firm employees.Our attorneys are held accountable with our Diversity & Inclusion Commitment Plan, which is an easy way to make diversity and inclusion an integral partof the daily lives and practice of our attorneys. The Commitment Plan offers many ideas involving a wide array of D&I activities, trainings and programs. Partners' CommitmentPlans are reviewed by the Executive Committee during the compensation process. All other attorney Commitment Plans are reviewed and incorporated into year-end evaluation,compensation, and bonus processes. By linking active participation in the firm's D&I commitment to compensation, we communicate the importance of everyone working towardcreating an inclusive environment.

Is your firm minority-owned or women-owned?

No




Law Firm Diversity Initiatives

INITIATIVES FOR ALL DIVERSE ATTORNEYS

AlreadyCompleted

CurrentlyAddressing

Not a CurrentPriority

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

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

X Conduct firmwide mandatory diversity training for all attorneys and staff annually

X Implement bias interrupters with respect to hiring/assignments/evaluations/compensation reviews/promotions/etc.

X Focus on strengthening firm's mentoring program

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

X Support law firm's internal affinity networks

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

X Coordinate or work with clients on diversity issues

X Develop/expand relationships with minority bar associations and other legal diversity organizations to offerfirm's support of these networks





INITIATIVES SPECIFICALLY FOR MINORITY ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


X Increase the number of minority attorneys at the associate level

X Increase the number of minority attorneys at the partnership level

X Increase the number of minority attorneys in leadership positions

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

X Manage/monitor allocation of work assignments and/or hours billed to ensure minority attorneys have equalaccess/inclusion on top client matters

XOther (please specify): We hold a Diversity Retreat every other year for minority and LGBT attorneys. Weengage in proactive individual engagement, where we examine the needs of our minority attorneys, theirperformance reviews and hours. We partner with team leaders to assess any problems, understand the attorneys'needs, create a comprehensive plan for success, and continuously revise our approach for the betterment of allour talent.





INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


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

X Increase the number of women at the associate level

X Increase the number of women at the partnership level

X Increase the number of women in leadership positions

X Focus on strengthening firm's mentoring program for women

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

X Provide accommodations specific to mothers (e.g., lactation rooms)

X Implement policies to address gender pay equity

X

Other (please specify): Available to all attorneys, Shook offers flexibility programs, including a ramp-up policyand an alternative work schedule policy, and maintains a partnership with the Diversity & Flexibility Alliance.Our ramp-up policy, which we call "Phase-Back," allows attorneys returning from parental leave the option towork a reduced-hours schedule during a three-month transition period. The option is available to all primarycaregiver attorneys (regardless of whether they are the birth parent or adoptive parent), with no impact on theirprogression toward partnership. Additionally, our Alternative Work Schedule (AWS) program allows attorneysto work reduced hours on a flexible schedule that accommodates the needs of the attorney and the firm. Fornumerous years, Shook has had an active Women's Management Council, a group of female partners, whichworks with the D&I Committee and our Women's Initiatives Subcommittee to create and offer programming tobenefit women attorneys. A junior WMC was also created to support our women associates in their earlier yearsof practicing. Finally, we provide access and encourage utilization of external business development trainingprograms for women, such as The Center for WorkLife Law at UC Hastings College of the Law among othernoteworthy organizations.





INITIATIVES SPECIFICALLY FOR OPENLY LGBTQ ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


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

X Increase the number of LGBTQ attorneys at the associate level

X Increase the number of LGBTQ attorneys at the partnership level

X Increase the number of LGBTQ attorneys in leadership positions

X Focus on strengthening firm’s mentoring program for LGBTQ attorneys

X Manage/monitor allocation of work assignments and/or hours billed to ensure LGBTQ attorneys have equalaccess/inclusion on top client matters

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

X Provide accommodations for LGBTQ attorneys (e.g. bathroom facilities)

X

Other (please specify): In 2012, the Mid America LGBT Chamber of Commerce was formed as an affiliatechamber of the National Gay & Lesbian Chamber of Commerce. This organization advocates, promotes andfacilitates the success of the LGBTQ+ business community and their allies through the guiding principles ofequality, inclusion, economics and education. Additionally, we participate in the Barnes Leadership Serieshosted by the Chamber and Shook has served as host of this series the past seven years.Further examples ofour commitment to and support of LGBTQ+ community include: • Shook Kansas City attorneys continue toassist individuals who legally change their names after gender reassignment and counsel LGBTQ+ couples whowant to adopt children. Shook's Director of Pro Bono Services serves as a resource to state and local LGBTQ+organizations on legal issues affecting the transgender community. • Shook continues to participate as a recruiterand sponsor of the National LGBTQ+ Bar Association's Annual Career Fair & Conference (Lavender Law).•Shook continues to sponsor and participate in the annual Kansas City AIDS Walk and World AIDS Day events.•Shook continues to provide financial support to LGBTQ+ bar associations in Kansas City and San Francisco,KC LEGAL and Bay Area Lawyers for Individual Freedom.• We continue to sponsor the Service MembersLegal Defense Network's Annual Dinner in Washington, D.C. Shook has been involved with SLDN programssince 2009.We sponsor the University of Missouri—Kansas City's PRIDE Breakfast and provide a table forthe University of Missouri-Kansas City School of Law's student Outlaws' group. Proceeds from the annualevent help fund scholarships for LGBTQ+ undergraduate students who have lost parental support due to theirorientation.





INITIATIVES SPECIFICALLY FOR ATTORNEYS WITH DISABILITIES

AlreadyCompleted

CurrentlyAddressing


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

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

X Increase the number of attorneys with disabilities in leadership positions

X Focus on strengthening firm’s mentoring program for attorneys with disabilities

X Manage/monitor allocation of work assignments and/or hours billed to ensure attorneys with disabilities haveequal access/inclusion on top client matters

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

X Implement accommodations for current and future attorneys with disabilities (e.g., access, technology, etc.)

XOther (please specify): In 2013, we launched a voluntary internal survey to ascertain which attorneys considerthemselves to be differently-abled. This information gathering was the first step in creating initiativesspecifically for attorneys with disabilities. In order to provide opportunities for education, our Parents' TaskForce hosted a luncheon/seminar on children with special needs. Additionally, our D&I Committee has hostedsessions on the deaf culture, experiences, and leveraging diversity and fostering equality for the deaf. Wecontinue to offer a variety of education on differently-abled issues.




Pipeline Initiatives

Does your firm actively engage in initiatives to feed the diversity pipeline by encouraging minority students to consider law as a career and/or assisting themin 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 minority 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.

Shook attorneys devote significant time volunteering as mentors and tutors at area high schools. We also sponsor the Cristo Rey work-study internship program in Kansas Cityand San Francisco, which provides disadvantaged high school students with the opportunity to gain work experience with our firm during the school year. We have sponsored ateacher through Teach for America (TFA), a corps of recent college graduates who commit to teaching for two years in urban and rural public schools. Shook annually supports theUniversity of Missouri Kansas City's PRIDE Breakfast, whose proceeds fund scholarships for LGBTQ+ undergraduate students who have lost financial support from their parents,and to Jackson County Court Appointed Special Advocates (CASA) Light of Hope Breakfast, an organization that serves one-third of the children served in Missouri. We alsosupport the Judicial Internship Opportunity Program, Kozyak Minority Mentoring Foundation Annual Picnic in Miami, and local middle school and high-school events focused onstrengthening the pipeline of minority law students. The SHB Foundation has donated over $806,500 to universities and organizations working to increase the number of diverselaw school graduates.




Recruitment - New Associates

Does your firm annually recruit at any of the following types of institutions?

Ivy League law schools: None

Other private law schools: University of Chicago Law School; Northwestern University Pritzker School of Law; Washington University School of Law; South Texas College ofLaw — Houston; Tulane University; Chicago Kent College of Law; University of Miami; Notre Dame; American University; SMU Dedman

Public state law schools: University of Missouri-Kansas City School of Law; University of Kansas School of Law; University of Iowa College of Law; University of MissouriSchool of Law; Washburn University School of Law; University of Houston Law Center; University of Texas School of Law; Michigan State; Florida International School of Law

Law schools of Historically Black Colleges and Universities (HBCUs): None

Diversity job fairs: Southeastern Minority Job Fair; Heartland Diversity Legal Job Fair; Lavender Law Career Fair; Cook County Bar Association Minority Job Fair; VeteransCareer Fair; Southwest Black Law Students Association

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)

Do you have any programs specifically targeted at first-year students?

Shook Scholars Institute — We have a 1L Student "Scholars Institute" where 12 candidates from law schools around the country are selected and brought to the firm for a three-day intensive Trial Program, Deposition Skills Program, and numerous speaker and panel discussion segments.




Recruitment - New Associates

ALL 2L SUMMER ASSOCIATES (2019) OFFERS MADE* (2019)

* Summer associates who received an offer of full-time employment

Men Women






Men Women






OFFERS ACCEPTED* (2019) NEITHER ACCEPTED NOR DECLINED (2019)

* 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

Men Women






Men Women









Recruitment - Lateral Associates and Partners

LATERAL ASSOCIATE HIRES (2019) LATERAL OF COUNSEL HIRES (2019)

Men Women






Men Women






Staff attorneys are included in Of Counsel metrics, as provided in the surveydefinition.

LATERAL PARTNER HIRES* (2019) NEW PARTNERS PROMOTED* (2019)

* Both equity and non-equity * Both equity and non-equity promoted from associate or of counsel rank

Men Women






Men Women






NEW EQUITY PARTNERS* (2019)

* Whether hired laterally or promoted from within

Men Women









Recruitment - Lateral Associates and Partners

What activities does the firm undertake to attract diverse attorneys?

Partner programs with women, minority, LGBTQ 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

Firm is Mansfield Rule certified

If the firm is not Mansfield Rule certified, does it plan to be certified?

Other (please specify)We have a 1L Student "Scholars Institute" where 12 candidates are selected from law schools around the country and brought to the firm for a three-day intensive Trial Program,Deposition Skills Program, and numerous speaker and panel discussion segments.

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

No

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

Not applicable

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

Not applicable




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 1 9

1ST-YEAR ASSOCIATES 2ND-YEAR ASSOCIATES

Men Women






Men Women








3RD-YEAR ASSOCIATES 4TH-YEAR ASSOCIATES

Men Women






Men Women








5TH-YEAR ASSOCIATES 6TH-YEAR ASSOCIATES

Men Women






Men Women












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 1 9

7TH-YEAR ASSOCIATES 8TH-YEAR PLUS ASSOCIATES

Men Women






Men Women








OF COUNSEL NON-EQUITY PARTNERS

Men Women






Men Women








EQUITY PARTNERS

Men Women











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, LGBTQ attorneys, or individuals with disabilities)

Increase/review compensation relative to competition

Implement procedures to ensure gender pay equity

Increase/improve current work/life programs

Adopt dispute resolution process

Succession plan includes emphasis on diversity and greater inclusion of minority 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, particularly minority attorneys (for whom research indicates a greaterinclusion 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

Comments:As part of Shook's effort to assist all of our attorneys with work-life integration/flexibility and to provide a supportive environment for all who need a flexible schedule, wedeveloped two policies/programs. We have developed a ramp-up policy, which we call "Phase-Back." This allows attorneys returning from parental leave the option to work areduced-hours schedule during a three-month transition period. The option is available to all primary caregiver attorneys (regardless of whether they are the birth parent or adoptiveparent), with no impact on their progression toward partnership. Secondly, our Alternative Work Schedule (AWS) program allows attorneys to work reduced hours on a flexibleschedule, accommodating the needs of the attorney and the firm. In conjunction with these policies, the Flex Policy Advisor educates attorneys about all aspects of our parentalleave and ramp-up options. Together, the Flex Policy Advisor, Diversity & Inclusion Manager, Firm Chair, Division Managing Partners, and other firm leadership educates thefirm about our flexibility programs, benefits, best practices, management, and other issues related to "Phase-Back," AWS and otherwise working flexibly.

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 a partner at yourfirm?

At Shook, an attorney's decision to work a reduced hour schedule has no impact on their ability to make partner. There is no negative impact for attorneys who are already partnersand working a reduced hour schedule. Attorneys at Shook have become partners while working reduced hour schedules, and income partners have moved up and into equitypartnership while working reduced hour schedules.

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

8





PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS(2019) Men Women Total (full and part-time)

Associates 0 5 5 165

Of counsel 5 13 18 118

Non-equity partner 3 4 7 99

Equity partner 1 2 3 131

Staff attorneys are included in Of Counsel metrics, as provided in the survey definition.




Management Demographic Profile

F I R M W I D E C O M M I T T E E S 2 0 1 9

EXECUTIVE/MANAGEMENT COMMITTEE* HIRING COMMITTEE*

* Attorneys on the Executive/Management Committee or equivalent * Attorneys on Hiring Committee or equivalent

Men Women






Men Women






Shook only began tracking disability status information for new hires in 2003and launched a voluntary internal survey in 2013 to determine the number ofattorneys who consider themselves differently abled. Therefore, our disability-related data may not be inclusive of attorneys hired before 2003.


PARTNER REVIEW COMMITTEE* ASSOCIATE REVIEW COMMITTEE*

* Attorneys on the Partner Review Committee or equivalent * Attorneys on the Associate Review Committee or equivalent

Men Women






Men Women











ATTORNEYS ON THE DIVERSITY COMMITTEE OREQUIVALENT

Men Women










Management Demographic Profile

O T H E R L E A D E R S H I P R O L E S

Leadership positions (2019) U.S. office headsPractice group/

department leaders Committee leaders

Total number of positions 14 5 9

Number of such positions held by:

Minorities 0 0 3

Women 4 3 3

LGBTQ attorneys 0 0 1

Individuals with Disabilities 0 0 0

Shook only began tracking disability status information for new hires in 2003 and launched a voluntary internal survey in 2013 to determine the number of attorneyswho consider themselves differently abled. Therefore, our disability-related data may not be inclusive of attorneys hired before 2003.

Please provide information regarding all diverse attorneys who currently head offices, practice groups and committees. Enter responses inthe following format: Attorney, Office location/Practice group/Committee (No. of attorneys in office/practice group/committee).

U.S. OFFICE HEADS

How many offices does your firm have in the United States? 14

Minorities heading offices: 0

Women heading offices: Lynn Murray, Chicago, IL (23); Jennise Stubbs, Houston, TX (29); Eva Weiler, Orange County, CA (21); and Jennifer Voss, Tampa, FL (19)

LGBTQ attorneys heading offices: 0

Individuals with Disabilities heading offices: 0

PRACTICE GROUP/DEPARTMENT LEADERS

Minorities heading practices: 0

Women heading practices: Kristen Page, Business Litigation, Product Liability Litigation, and Public Policy (275); Ann Songer, Corporate Services, Intellectual Property, GeneralLiability, and Data & Discovery Strategies (163); Megan Egli, serves as an additional Practice Managing Partner, not assigned to a specific practice group at this time.

LGBTQ attorneys heading practices: 0

Individuals with Disabilities heading practices: 0

COMMITTEE LEADERS

Minorities heading committees: Jon Gray, Professional Development Committee (28); Greg Wu, Search Committee (28).

Women heading committees: Madeleine McDonough, Executive Committee (11); Jolie Justus, Pro Bono Committee (28); Carrie McAtee, Search Committee (28).

LGBTQ attorneys heading committees: Madeleine McDonough, Executive Committee (11)

Individuals with Disabilities heading committees: 0




The Firm Says

Shook embraces diversity and believes that genuine inclusion creates an environment where everyone feels they belong and can thrive. We believe our focus on diversity andinclusion constructs a more broad, rich, and vital environment for all, as well as fostering an environment that produces more innovative solutions for our clients.

Our diversity and inclusion vision is:

• To cultivate inclusive behavior where everyone is respected, rewarded, equipped, and invested in because of their differences;

• To create a culture where our behaviors and processes align with our values, purpose, and vision;

• To promote a culture where people can belong rather than have to fit in;

• To eliminate siloes and fully integrate diversity and inclusion into the business and practice of law;

• To create an inclusive environment where diversity is represented at all levels.

In 2019, we focused on improving the wellbeing of firm talent through ongoing professional development opportunities, including business development for minority attorneysand cultural educational opportunities for professional staff. Additionally, we championed continuing collaboration with our clients, while building an ever-increasing nationalpresence. Towards year-end, we held a strategic planning meeting which resulted in the following long terms goals for 2020 and beyond:

• Enhance onboarding and integration mechanisms, and feedback and evaluations in order to retain lateral attorneys; and create a process to track their career progression;

• Define and implement methods to increase the hiring and retention of minority and LGBTQ+ attorneys by 5%;

• Intentional focus to increase minorities and LGBTQ+ attorneys in the leadership pipeline;

• Develop mechanisms to gain a better understanding of why attorneys leave and a means of disseminating that information accordingly;

• Enhancement of client partnerships by the creation of a Client Diversity Advisory Council to share and review best practices and developments, improve communications,increase and expand important dialogue, and further engage our clients while introducing new firm attorneys to them;

• Intentionally increase the diversity on a select group of client teams;

• Effective and inclusive talent development, management, and retention practices to allow all Shook employees to flourish.

• Establishment of an Employee Resource Group ("ERG) for LGBTQ+ Attorneys and Professional Staff

Shook supports multiple pipeline and education programs, partners with other firms, champions ongoing collaborations with our clients, and continuously strives to create andrevamp programs and initiatives to align with our ever-changing needs. We provide grants and scholarships to law schools nationwide, and serving as a national diversity andinclusion resource for law firms and corporations to increase diversity and inclusion in the legal profession as a whole.

In order to retain our diverse lawyers at all levels of the firm, we believe it is vital to have successful diverse lawyers at the partnership level to serve as mentors and role modelsfor new minority lawyers. We focus on programs which will better equip our diverse talent. Some of these programs include: diversity retreats; a quarterly program providingsupport and professional development opportunities focused on challenges minority attorneys face; and an intentional focus on inclusive leadership development, education,wellbeing and awareness.

Shook actively seeks firms owned by women, minorities, and LGBTQ+ individuals for business relationships. We promote diversity with co-counsel, minority suppliers and serveas partners and sponsors of specialty bar associations. Shook has participated and is a member of the Kansas City chapter of the Mid-America Minority Business DevelopmentCouncil for over 11 years. We are also a member of Kansas City's Minority Supplier Council (MSC).

We promote and facilitate equitable education and social engagement with and between people of diverse populations through pro bono services and community engagement.Shook actively partners with and supports more than 80 legal and community organizations, local and national, whom promote the advancement of ethnic and racial minorities,women, LGBTQ+ individuals, veterans, and the differently-abled. We support, sponsor, and are members of over 200 community organizations.

Our other efforts include: hosting resume/interview workshops, sponsorship of college events and programs, outreach to minority student organizations, and support of highschool pipeline programs. The SHB Foundation has provided funding in excess of $806,500 to law schools across the country focused on programs developing diverse talent.Involvement in the LGBTQ+ Community includes assisting individuals with legal name changes after gender reassignment and counseling LGBTQ couples seeking to adopt.Shook's Director of Pro Bono Services serves as a resource to state and local LGBTQ+ organizations on legal issues affecting the transgender community. Shook sponsors theAIDS Walk, World AIDS Day events, and the Business Equality Gala Awards luncheon. Additionally, we consistently provide financial support to LGBTQ+ bar associations.

Shook makes distinct an unwavering commitment to diversity and inclusion, as evidenced in our hiring and training practices, pipeline initiatives, professional development,succession planning, day-to-day attorney practice and ongoing community engagement across all of our committees, subcommittees, and the firm.

shook, hardy & bacon, l.l.p. · shook, hardy & bacon, l.l.p. 2020 vault/mcca law firm...

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