proskauer - vault · 2017 vault/mcca law firm diversity ... and non-equity partners of counsel...

Response to Spring 2017 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database

(http://mcca.vault.com). Copyright © 2017 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

Proskauer

2017 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

11 Times SquareNew York, NY 10036Phone: 212-969-3000Fax: 212-969-2900www.proskauer.com

LOCATIONSBeijing; Boca Raton; Boston; Chicago; Hong Kong; London; Los Angeles; New Orleans; New York; Newark; Paris; Sao Paolo; Washington, D.C.

DIVERSITY LEADERSHIPHead(s) of Firm: Joseph Leccese, ChairmanDiversity team leader(s): Peter Wilson, Jr., Diversity & Inclusion Officer

NUMBER OF ATTORNEYSTOTAL NUMBER OF ATTORNEYS

Currently As of December 31, 2016

Firmwide 764 759U.S. offices only 660 662

Proskauer2017 VAULT/MCCA LAW FIRM DIVERSITY SURVEY



Law Firm Demographic Profile

Does your firm have more than one tier of partnership?

ASSOCIATES (2016) SUMMER ASSOCIATES (2016)

Men Women

White/Caucasian 168 142African-American/Black 4 5

Hispanic/Latino 9 8Alaska Native/American Indian 0 0

Asian 20 35Native Hawaiian/Pacific Islander 0 0

Multiracial 6 5Openly GLBT 7 5

Individuals with disabilities n/a n/aTotal 207 195

Men Women






We currently do not track lawyers with disabilities

EQUITY PARTNERS (2016) NON-EQUITY PARTNERS (2016)

Men Women






Men Women

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

Hispanic/Latino n/a n/aAlaska Native/American Indian n/a n/a

Asian n/a n/aNative Hawaiian/Pacific Islander n/a n/a

Multiracial n/a n/aOpenly GLBT n/a n/a

Individuals with disabilities n/a n/aTotal n/a n/a

Consistent with our external reporting practices, we do not distinguishbetween equity and non-equity partners

OF COUNSEL (2016) NEW HIRES (2016)

Men Women






Men Women









Strategic Plan and Diversity Leadership

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

Proskauer's diversity initiative is part of the Firm's overall strategic plan, and is communicated through various methods and channels, including: Partner Retreats, ExecutiveCommittee Meetings, Partner lunch meetings, formal training programs, town hall meetings, special events open to clients and guests, Legal Director meetings, public support(financial and other) of various diversity related organizations, pro bono work, Heritage Month observances, the Firm website, email updates and announcements, our intranet andthe diversity brochure, newsletters, and Annual Report.

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

Peter Wilson, Jr., Diversity & Inclusion Officer

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 2016, what was the total number of hours collectively spent by the committee in the furtherance ofthe firm's diversity initiatives?

Total attorneys on committee: 23Total hours spent on diversity: 5040Comments: The Diversity Steering Committee meets regularly and 4each member is also assigned to one or more subcommittees. The committee members regularly work on avariety of events and projects to further the Firm's diversity efforts including interviews, internal and external events, outside organization functions, mentoring, panel discussionsand more, amounting to a significant commitment of time by all members. Additionally, the Diversity and Inclusion Officer and members of the diversity team work full-time onforwarding the Firm's diversity efforts.

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?

Quarterly

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

The Firm is committed to ensuring that time, attention and resources are paid to our goal of attaining equal opportunity and diversity in the practice of law. Our national DiversitySteering Committee is comprised of representatives from many of the Firm's offices. The committee includes partners, senior counsel, associates and other professionals that lendtheir unique perspectives in conceiving and implementing our diversity-related programs and initiatives. This range of membership allows for the continual review of progress,and the committee connects regularly to work on a variety of events and projects to further the Firm's diversity efforts. These projects and events include affinity group sponsoredCLE programs, professional development workshops, social and networking programs, Heritage Month celebrations and more. The committee also evaluates statistics anddemographics on a continual basis, and we participate in numerous diversity surveys and questionnaires throughout the year in order to assess our progress. These quantitativemeasures allow us to create internal benchmarks for success and provide a platform for us to note our best practices and learn from our peers. The Firm emphasizes qualitativemeasures in tracking our progress as well, including support of diversity events and affinity groups by partners and senior counsel; mentoring; staffing decisions; recruiting policiesand practices; publicizing achievements of women, LGBT associates, and associates of color; staying informed of new ideas and developments in diversity by speaking at orparticipating in various diversity panels and conferences; and promoting an overall environment of inclusion.

The Diversity and Inclusion Strategic Plan was created by the Diversity Steering Committee as another way to track progress throughout the year.

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 diversity training for all attorneys and staff

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

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





INITIATIVES SPECIFICALLY FOR OPENLY GLBT ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


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

X Increase the number of GLBT attorneys at the associate level

X Increase the number of GLBT attorneys at the partnership level

X Increase the number of GLBT attorneys in leadership positions

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

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




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 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.

Proskauer is actively engaged in numerous initiatives to build a pipeline of legal talent for the future. These initiatives include partnerships with programs and organizations thatprovide internships, awards, workshops and mentoring opportunities for students at various stages of their academic careers.

We collaborate with Street Law, a corporate diversity initiative that develops classroom and grassroots programs to educate students and communities about law, democracy andhuman rights. Most recently, Proskauer volunteers teamed up with clients and their corporate legal departments to teach basic legal concepts to high school students from theUrban Assembly Academy for Government and Law.

We partner with America Needs You (ANY), an organization that provides intensive career development, mentorship and professional network opportunities for ambitious, low-income college students. Its Fellows Program offers high-achieving, first-generation college students career development workshops, internships at partner organizations andprofessional development grants. We hosted an ANY panel discussion on pursuing a legal career. A growing number of our lawyers have also become involved by serving as"Mentor Coach" dedicated to their Fellow's personal and professional growth.

Proskauer is also a participant in the Legal Outreach Program, which offers high school students from underserved New York City communities training, guidance and mentoringtoward the goal of enrollment in selective colleges and competitive law schools. As a law firm partner of Legal Outreach since 2009, Proskauer hosts several high school studentsfor a four-day summer internship. Recently we expanded our relationship with Legal Outreach and have designated four ninth grade student annually as "Proskauer Scholars"providing them with mentors and various types of support throughout their high school years.




Recruitment - New Associates

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

Ivy League schools: Columbia University, Cornell University, Harvard University, University of Pennsylvania, Yale University

Other private schools: Boston College, Boston University, Brooklyn Law School, Cardozo Law School, Duke University, Emory University, Fordham University, GeorgeWashington University, Georgetown University, Hofstra University, Loyola Law School (LA), Loyola University (New Orleans), New England School of Law, New York LawSchool, New York University, Northeastern University, Northwestern University, Pepperdine University, Seton Hall University, Stanford University, Suffolk University, TulaneUniversity, University of Chicago, University of Southern California, Vanderbilt University, Washington University (St. Louis), Washington & Lee University

Public state schools: Louisiana State University, Rutgers University Newark, University of California-Berkeley, University of California-Davis, University of California-Hastings,University of California-Los Angeles, University of Connecticut, University of Illinois, University of Iowa, University of Michigan, University of Minnesota, University ofMississippi, University of North Carolina-Chapel Hill, University of Texas, University of Toronto, University of Virginia, College of William & Mary, University of Wisconsin

Historically Black Colleges and Universities (HBCUs): Howard University

Diversity job fairs: Harvard BLSA Career Fair, DC Diversity Consortium, UCLA Law Firm Diversity Reception, Howard Law's Annual Private Sector Reception, Berkeley 1LLaw Firm Diversity Fair, Georgetown BLSA 2016 Diversity Reception, Lavender Law Job Fair, LeGaL Career Fair, NYU 1L Diversity Career 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)

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

Proskauer participates in numerous initiatives aimed at introducing first-year law students to our Firm, the types of law our lawyers practice and the legal community as a whole.

Our signature pipeline initiative is the Silver Scholar Program, which is designed to increase diversity at Proskauer and in the legal profession more broadly. Named after EdwardSilver (the Firm's first elected chairman and a premier labor lawyer of his time), the program awards scholarships of up to $30,000 to first- and second-year law students whocombine outstanding academic achievement with demonstrated leadership abilities and active community involvement.

We sponsor diverse 1L receptions in our New York, Boston, and Los Angeles offices. Our annual "Home for the Holidays" reception for minority law students during winter breakis sponsored by our diverse lawyer affinity network and allows our attorneys to connect with candidates to answer any questions they may have about our practice and firm life, ingeneral.

The members of our Diverse Lawyer Network have also traditionally hosted a reception and dinner for rising 2L students during the summer. This intimate gathering allows ourlawyers to connect with diverse students and share insight about the practice of law and the Firm, creating another touch-point for us prior to campus interviews.

Proskauer is a proud supporter of the Sponsors for Educational Opportunities (SEO) program, which places talented students of color in paid internships focused on careers in avariety of industries. Its Corporate Law Program offers newly admitted 1L students an opportunity to intern at top law firms before they officially start law school. Proskauer hasbeen an SEO partner firm since 2008, hosting two interns in our New York office each summer.




Recruitment - New Associates

ALL 2L SUMMER ASSOCIATES (2016) OFFERS MADE* (2016)

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

Men Women






Men Women






OFFERS ACCEPTED* (2016) NEITHER ACCEPTED NOR DECLINED (2016)

* 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 (2016) LATERAL OF COUNSEL HIRES (2016)

Men Women






Men Women






LATERAL PARTNER HIRES* (2016) NEW PARTNERS PROMOTED* (2016)

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

Men Women






Men Women






NEW EQUITY PARTNERS* (2016)

* 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, 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


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 the past 12 months:

David Carrie LLC; Major Lindsey & Africa; SJL Attorney Search




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 6

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 6

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, gay/lesbian attorneys, or individuals with disabilities)

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, particularly non-white attorneys (i.e., minority attorneys, for whom researchindicates 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


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

Comments:Proskauer recognizes that family or other compelling personal circumstances may arise that require its lawyers to seek schedule accommodations in order to help balance thedemands of personal life with the responsibilities of professional life, and that a lawyer can work a reduced schedule and continue to make a meaningful contribution to the Firm'spractice. The Firm is committed to providing flex-time/alternative work schedule options ("flex-time arrangements") to its lawyers. Lawyers in good standing or those who arescheduled to join the Firm are eligible to apply to work under a flex-time arrangement. The Firm's goal is to accommodate lawyers who seek to reduce their work commitment inorder to meet dependent care obligations (which include child care obligations and obligations to other dependent members of a lawyer's immediate family), or who demonstrateother compelling personal circumstances.

We also recently announced another program also intended to ease the transition of lawyers returning from primary caregiver leave. CaRe, short for Caregiver Return allowslawyers to return from leave to work on a 75% schedule and receive 100% of their pre-leave compensation for the first six months following their return. The Program respondsdirectly to feedback from our lawyers that the transition back into the workplace after an extended leave presents unique challenges. CaRe eases the pressure on these caregivers,and reaffirms our commitment to supporting the needs of our lawyers at key stages of their personal lives.

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?

Eligibility will not be affected, although timing of consideration may be delayed.

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

[No response]





PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS(2016) Men Women Total (full and part-time)

Associates 0 23 23 402

Of counsel 0 2 2 40

Non-equity partner n/a n/a n/a n/a

Equity partner 0 1 1 220




Management Demographic Profile

F I R M W I D E C O M M I T T E E S 2 0 1 6

EXECUTIVE/MANAGEMENT COMMITTEE* HIRING COMMITTEE*

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

Men Women






Men Women






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 (2016) U.S. office headsPractice group/

department leaders Committee leaders

Total number of positions 8 13 23

Number of such positions held by:

Minorities 0 0 1

Women 0 2 6

GLBT attorneys 0 0 0

Individuals with disabilities n/a n/a n/a

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? 8

Minorities heading offices: [No response]

Women heading offices: [No response]

GLBT attorneys heading offices: [No response]

Individuals with disabilities heading offices: [No response]

PRACTICE GROUP/DEPARTMENT LEADERS

Minorities heading practices: [No response]

Women heading practices: Elise Bloom, Labor (149); Daryn Grossman, Corporate (350)

GLBT attorneys heading practices: [No response]

Individuals with disabilities heading practices: [No response]

COMMITTEE LEADERS

Minorities heading committees: Jamiel Poindexter, Diversity Steering Committee (23)

Women heading committees: Julie Allen, Audit Letter Review Committee (6), New Business Committee (14), Opinion Review Committee (16); ; Sandra Crawshaw-Sparks,Lateral Integration Committee (13); ; Lauren Boglivi, Summer Program Committee (27); ; Kathleen McKenna, Personnel Practices Committee (12); ; Kristen Mathews,Knowledge Management Committee (14); ; Jessica Ball, Associate Council (19)

GLBT attorneys heading committees: [No response]

Individuals with disabilities heading committees: [No response]




The Firm Says

We believe that a diverse workforce enables the Firm to offer the highest quality of service to our clients by affording them the benefits of varied perspectives on and approaches tolegal issues. We actively staff our matters from a diverse pool of lawyers in order to maintain a collective approach that is reflective of a broad range of ideas and talent.

We are proud of recent accolades that affirm we are moving in the right direction. The Firm was short-listed in the inaugural 2016 Chambers Diversity Awards in the "MostInclusive Firm for Minority Lawyers" category. We were recognized for several noteworthy programs and initiatives, such as the Diverse Lawyer Mentoring Circle Program(MCP), Women's Sponsorship Program (WSP), Diverse Lawyer Network, recruitment of diverse lawyers, and other pipeline initiatives. In the 2016 American Lawyer Mid-LevelAssociates Survey, our overall ranking rose to #10 nationally (up from #41 last year). Our city ratings were as follows: Boston ranked #2 (up from #3); Los Angeles ranked #8(up from #19); New York ranked #10 (up from #30). We were short-listed for the Euromoney Legal Media Group Americas Women in Business Law Awards 2016 in the "BestInternational Firm for Diversity" category for the first time. In the 2016 Vault Guide to the Top 100 Law Firms, we were ranked as one of the top 25 law firms – the best of thebest – in three diversity-related categories: overall diversity, minorities, and women. The Firm was also honored in the "Gender Equity" category by the Yale Law Women's2015 Top Ten Family Friendly Firms Survey. For the second year in a row, we achieved 2015 Gold Standard Certification from the Women in Law Empowerment Forum,a distinguished recognition for the leadership roles achieved by women equity partners. Proskauer was also named a finalist for the prestigious Minority Corporate CounselAssociation Thomas L. Sager Award recognizing law firms that have demonstrated a sustained commitment to improve the hiring, retention, and promotion of minority lawyers.

The Firm has recently implemented several innovative programs/initiatives to focus on the career development and relationship capital of our diverse and women lawyers.

Our Diverse Lawyer Mentoring Circle Program (MCP) aims to enhance the development of junior-level diverse associates and help them better integrate into the Firm by givingthem one on one support from designated partner mentors. MCP amplifies the core benefits of individual mentoring - coaching, counseling and networking - by creating circles(i.e., teams) of mentor mentee pairs, with each circle encompassing four or five mentees and their mentors. Mentees develop a relationship with their mentor, while also gainingexposure to the different working approaches, management styles, insights and networks of their circle's partners, and learning from the experiences of their fellow mentees.

The Women's Sponsorship Program (WSP) aims to retain our talented mid-and senior-level women lawyers by taking a special interest in their careers and providing them withtools that can help them to assume leadership roles in the future. WSP takes career development beyond traditional mentoring. The Firm selects partner sponsors who not onlyserve as advisers, but also proactively advocate on behalf of their protégées. In addition, sponsors are expected to ensure that each protégée is given challenging work assignmentsthat will maximize her potential; introduce her to other partners and clients; and bring her to outside events such as client gatherings. In addition, protégées attend training sessionsfocused on key skills such as business development and executive presence.

We recently announced another program also intended to ease the transition of lawyers returning from primary caregiver leave. CaRe, short for Caregiver Return allows lawyersto return from leave to work on a 75% schedule and receive 100% of their pre-leave compensation for the first six months following their return. The Program responds directlyto feedback from our lawyers that the transition back into the workplace after an extended leave presents unique challenges. CaRe eases the pressure on these caregivers, andreaffirms our commitment to supporting the needs of our lawyers at key stages of their personal lives.

Our New Parent Career Coach (NPCC) program helps Proskauer women lawyers navigate the transitions from working fulltime to maternity leave, and from maternity leaveback to work. The program was created to meet a need expressed by associates who informed us that coming back to work from an extended leave -particularly after childbirth -could be very difficult. To address the issue, we engaged a workforce strategies consulting group to design a customized program. Participating lawyers benefit from working withexperienced career coaches who help them manage the challenges of being a new parent and a practicing lawyer at the same time. Our diversity professionals personally reach outto participants when they go on or return from maternity leave.

The Proskauer Caregivers Network (PCN) focuses on the needs and concerns of lawyers and staff who must devote significant time to caring for children, parents, other familymembers and friends. The network provides resources and support to help our professionals handle their caregiving obligations.

In addition to our most recent initiatives, Proskauer has long recognized that compelling personal circumstances may require our lawyers to seek a more-flexible schedule to helpbalance the responsibilities of their professional and personal lives. We established the Flex-Time Program to enable our lawyers to work a reduced schedule without sacrificingthe ability to build on their past accomplishments and make a meaningful contribution to the Firm's success. Our Flex-Time Lawyer Affinity Group (FTLAG) is a resource forlawyers who have chosen to work a reduced schedule to accommodate personal obligations. FTLAG helps these lawyers maximize their contributions to the Firm and their ownprofessional development, including leadership and promotion opportunities. The group also serves as a resource for lawyers transitioning back from extended leaves of absence.

Our Diverse Lawyer Retreat is held every two years for all of our minority and LGBT attorneys. A significant portion of the retreat is devoted to career coaching. We also scheduletime for our Diverse Lawyer Network to collaborate and discuss programming ideas, strategies to build/enhance their brand within the Firm, and additional ways to continue tosupport one another.

Lastly, we also see the need to continue to engage employees at all levels of the Firm. Our goal is to empower all levels of the organization, including staff, to be active inour diversity initiatives. In order to overcome this obstacle, we try to create a variety of ways to keep our employees engaged. For example, Proskauer hosts heritage monthcelebrations in our offices throughout the year to educate others about different cultures and to create a more inclusive environment. We invite speakers to discuss their experiencesand interesting diversity and inclusion topics. Every employee is invited to attend and participate in these events.

We are proud of the strides we've made toward increasing diversity within our Firm and the legal industry in general. We will continue to develop unique strategies for targetingour diversity and inclusion goals. With each accomplishment and accolade, we raise the bar higher and challenge ourselves to reach that new standard.

proskauer - vault · 2017 vault/mcca law firm diversity ... and non-equity partners of counsel...

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