interpreting diversity benchmarking data - new york city ... · new york, 2006 14 special counsel...

Interpreting Diversity Benchmarking Data

December 5, 2006

(c) Association of the Bar of the City of New York, 2006

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Agenda

Key Findings Interpreting DataData into Action2007 Benchmarking


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Diversity Benchmarking Study

93 signatory law firms 15 signatory law departmentsNYC offices onlyData as of January 2006Sponsors: Deloitte & UBS


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Overall Diversity in Signatory Firms

15.2%

35.0%

1.6% 0.1%

15.2%

35.2%

2.3%0.1%

Minorities Women Openly Gay Disabled

2004=16,604 2006=18,144


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Overall Diversity in Signatory Corporations

15.5%

44.2%

0.6% 0.0%

Minorities Women Openly Gay Disabled

2006=1,216


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Corporate Signatories:Women By Level 2006

50.6%41.5%

24.8% 25.0%

Level 4 (AllOther Attnys)

Level 3(ManagingAttorneys)

Level 2(DivisionHeads)

Level 1 (GeneralCounsels)


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Corporate Signatories:Minorities By Level 2006

19.7%

11.0%9.5%

18.8%

Level 4 (AllOther Attnys)

Level 3(ManagingAttorneys)

Level 2(DivisionHeads)

Level 1 (GeneralCounsels)


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Firm Signatories:Women By Level 2004-6

43.6%

35.3%

15.6%

45.0%

34.4%

16.6%

Associates Special Counsel Partner


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Firm Signatories:Minorities By Level 2004-6

21.1%

5.5% 4.7%

21.3%

8.2%

5.0%

Associates Special Counsel Partner


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New Partner Promotions, 2004-6

20.3%

7.0%

29.0%

7.4%

Women Minorities

2004=284 2006=246


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Lateral Partner Hires, 2004-6

12.8%

5.5%

20.3%

3.2%

Women Minorities

2004=219 2006=217


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Flexible Work ArrangementsFull- and Part-time:

4% corporate and firm83% working flexibly in-house are women85% working flexibly in firms are women

Part-time: 1% corporate, 4% firm100% working part time in-house are women84% working part time in firms are women


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Associate Turnover, 2006

22%

32%36%

22%

45%42%

19%

41%

32%

19%

32% 32%

Junior Mid-Level Senior

Men of Color Women of Color White Women White Men


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Special Counsel & Partner Turnover, 2006

29%

10%

31%

5%

18%

7%

20%

8%

Special Counsel Partner

Men of Color Women of Color White Women White Men


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Diversity Diagnostic Visual

TurnoverHiring

Representation

Promotions


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Hiring

Class of 2005• 26% Minority• 46% Women• 3% LGBT• 0.1% Disability

Lateral Partner• 3% Minority• 20% Women• 0.5% LGBT• 0% Disability

Top 20 Law Schools

• 26% Minority• 46% Women

NYC Partners• 5% Minority• 17% Women

• 2% LGBT• 0.1% Disability


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Representation

White Men White Women Women of Color Men of Color

33%46% 12% 9%

61% 30% 4% 4%

80% 15% 2% 3%

Associates

Special Counsel

Partner


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New Promotions to Partner

Pre-Partner Pool

Promotions

Women Minorities

40% 19%

29% 7%


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New Promotions to Partner

Promotions

Asians Minorities

12% 19%

4% 7%

Blacks

1%

4%

2%

3%

Hispanics

Pre-Partner Pool


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Associate Turnover

White Men White Women Women of Color Men of Color19%19% 22% 22%

32% 41% 45% 32%

32% 32% 42% 36%

Junior

Mid-level

Senior


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Associate Turnover

Asian Black Hispanic White20%22% 19% 19%

36% 47% 40% 36%

38% 34% 46% 32%

Junior

Mid-level

Senior


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Diversity Diagnostic Visual

TurnoverHiring

Associates

Counsel

Partners17% 5%

Women Minorities

34%

45%

8%

21%

Lateral Partner• 20% women• 3% minority

Class of 2005• 46% women• 26% minority

• 5% women of color• 7% white women• 8% white men• 10% men of color

• 31% women of color• 27% white women• 26% white men• 27% men of color


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What is Above Average?

Total NYC=5% or belowWithin 1 percent

Total NYC=6-25%Within 3 percent

Total NYC=25% or aboveWithin 5 percent


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Individual Bench Summaries

Signatory Firms ComparisonBetter than AverageAverageWorse than Average


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Signatory Company Example

Better than AverageWomen of color managing attorneysOpenly gay attorneysMinority new hires (levels 3-4)


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AverageMen of color levels 3-4White women levels 3-4Attorneys with disabilities


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Worse than AverageGeneral counsel and division heads by race and genderHiring division headsFWAs at all levels


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Signatory Company Example --Turning Data Into Action

Communicate LGBT best practiceExplore desire and viability of FWAsCapitalize on diversity of managing attorneys


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Signatory Firm Example

Better than AverageAfrican-American associatesWomen PartnersFWAs (including men partners)Mid-level women turnover


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Average2005 minority new hiresWomen partner promotions & hiresAfrican-American and Hispanic partners


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Worse than AverageAsian-American counsel & partnersMen of color associate turnoverMinority partner promotions & hiresOpenly Gay attorneys at all levels


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Signatory Firm Example --Turning Data Into Action

Publicize women’s and flexibility effortsExpand diversity efforts to LGBT and attorneys with disabilitiesFocus on Minority leadership, particularly Asian-American attorneysTarget root causes of minority associate turnover


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Getting Underneath Numbers --Turning Data Into Action

Leverage affinity groupsConvene focus groupsDistribute biennial employee surveys


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Individual Bench Summaries

Change Over TimeMost ImprovementStagnationDecline


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Signatory Firms Overall

ProgressOpenly Gay Attorney reportingWomen new partnersAsian-American special counsel


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StagnationAttorneys with disabilitiesMinority partners and promotionsMinority associates


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DeclineMinority lateral partnersWomen special counselsFull-time flexible work arrangements


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Overall Signatory Firms –Turning Data Into Action

Learn from success with womenPublicize LGBT successSpotlight Attorneys with Disabilities issuesFocus attention to racial/ethnic minorities

PipelineLateral hiringRetentionStereotypesLeadership


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2007 Benchmarking

Lateral associate & counsel hiringFirm leadership positionsAssociates by level vs. class yearCorporate turnoverCorporate Promotions

Interpreting Diversity Benchmarking Data

December 5, 2006

interpreting diversity benchmarking data - new york city ... · new york, 2006 14 special counsel...

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