DeCaro,Doran,Siciliano,Gallagher&DeBlasis,LLP

Transcription

1 17251 Melford Boulevard Suite 200 Bowie, MD Phone: 301/ Fax: 301/ LOCATIONS Bowie, Maryland; Fairfax, Virginia; Queenstown, Maryland DIVERSITYLEADERSHIP Head(s) of Firm: Thomas L. Doran, Managing Partner; Jeffrey R. Decaro, Partner; Alan R. Siciliano, Partner; Charles E. Gallagher, Partner; Samuel J. DeBlasis, Partner; Christopher R. Dunn, Partner; Warren D. Stephens, Partner Diversity team leader(s): Anne Marie McGinley, Partner NUMBEROFATTORNEYSASOFDECEMBER31,2010 Firmwide: 19 U.S. offices only: 19

2 LawFirmDemographicProfile Does your firm have more than one tier of partnership? Yes ASSOCIATES (2010) SUMMER ASSOCIATES (2010) White/Caucasian 3 5 Total 3 5 White/Caucasian n/a 2 Total n/a 2 EQUITY PARTNERS (2010) NON-EQUITY PARTNERS (2010) White/Caucasian 7 n/a Total 7 n/a White/Caucasian 2 1 Total 2 1 OF COUNSEL (2010) NEW HIRES (2010) White/Caucasian 1 n/a Total 1 n/a White/Caucasian 1 n/a Total 1 n/a

3 StrategicPlanandDiversityLeadership How does the firm's leadership communicate the importance of diversity to everyone at the firm? The firm's leadership communicates the importance of diversity to everyone at the firm through it's Mission Statement, and in its actions. DeCaro Doran's on going commitment to achieving diversity in the workplace is conveyed to all potential candidates through the firm's website and recruitment publications, in the firm's Office Manual, which is reviewed in detail and a copy provided to each new hire, and continued through its training and awareness programs. Who has primary responsibility for leading diversity initiatives at your firm? Anne Marie McGinley, Partner, serves as the firm's Diversity and Workplace Issues Committee Chair 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 2010, what was the total number of hours collectively spent by the committee in the furtherance of the firm's diversity initiatives? Total attorneys on committee: 2 Total hours spent on diversity: 25 Comments: In addition to the Committee Chair, Anne Marie McGinley, Samuel J. DeBlasis, Partner (whose legal expertise is in employment law issues), Linda Colevas, Office Administrator, Jerry Chen, Comptroller, and Argentina Herrera (representing the administrative staff) serve on the diversity committee. 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. The partnership's policy with regard to attaining diversity and addressing other workplace issues has been incorporated into the firm's Office Manual which is reviewed periodically with all employees. 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? The diversity committee reports directly to the partnership, and is required to demonstrate that the committee is actively engaged in promoting a diverse culture in the firm through recruitment and retention efforts, training and mentoring, and development of educational programs for increasing diversity awareness within and outside of the organization. Is your firm minority-owned or women-owned? No

4 LawFirmDiversityInitiatives INITIATIVES FOR ALL DIVERSE ATTORNEYS Already Completed Currently Addressing Not a Current Priority Undertake communication from firm management that diversity is a top priority of the firm Formalize diversity plan and committee with action steps and accountability to management Conduct firmwide diversity training for all attorneys and staff Focus on strengthening firm's mentoring program Conduct internal diversity needs assessment (e.g., culture and environment surveys) and/or retain diversity consultant to examine how firm culture might be more welcoming of minorities Support law firm's internal affinity networks Hire a director of diversity or other full-time professional to implement the firm's diversity program Coordinate or work with clients on diversity issues Develop/expand relationships with minority bar associations and other legal diversity organizations to offer firm's support of these networks

5 LawFirmDiversityInitiatives INITIATIVES SPECIFICALLY FOR MINORITY ATTORNEYS Already Completed Currently Addressing Not a Current Priority Increase the number of minority attorneys at the associate level Increase the number of minority attorneys at the partnership level Increase the number of minority attorneys in leadership positions Focus on strengthening firm's mentoring program for minority attorneys Manage/monitor allocation of work assignments and/or hours billed to ensure minority attorneys have equal access/inclusion on top client matters INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS Already Completed Currently Addressing Not a Current Priority Institute a formal part-time policy that addresses partnership prospects Increase the number of women at the associate level Increase the number of women at the partnership level Increase the number of women in leadership positions Focus on strengthening firm's mentoring program for women Manage/monitor allocation of work assignments and/or hours billed to ensure women have equal access/inclusion to top client matters

6 LawFirmDiversityInitiatives INITIATIVES SPECIFICALLY FOR OPENLY GLBT ATTORNEYS Already Completed Currently Addressing Not a Current Priority Offer same-sex domestic partners the same benefits available to married individuals Increase the number of GLBT attorneys at the associate level Increase the number of GLBT attorneys at the partnership level Increase the number of GLBT attorneys in leadership positions Ensure that EEO and non-discrimination policies specifically address gender identity INITIATIVES SPECIFICALLY FOR ATTORNEYS WITH DISABILITIES Already Completed Currently Addressing Not a Current Priority Increase the number of attorneys with disabilities at the associate level Increase the number of attorneys with disabilities at the partnership level Increase the number of attorneys with disabilities in leadership positions Ensure that EEO and non-discrimination policies specifically address individuals with disabilities

7 PipelineInitiatives 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 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 tor 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. DeCaro Doran strongly believes that their diversity initiative should not end at the doorstep, but rather extend into the community. To that end, DeCaro Doran is actively involved in a number of community outreach projects. DeCaro Doran has been directly involved in Maryland's Law Links program for the past 12 years. Law Links promotes law-related, citizenship education in public high schools by affording minority and underprivileged students the opportunity to serve as summer interns in law firms and law agencies in their county. Each year our law firm has hosted a student intern from the Prince George's County Public School system, which has the largest minority enrollment outside of Baltimore City. Past interns have been of African-American, Asian-American, Hispanic, Ethiopian, and Nigerian descent. By inviting these students to work in our firm, they are paid a wage for an eight week period each summer, and in the process, observe the law in action by attending court hearings, trials, and other legal proceedings. More important, these students learn job skills, workplace etiquette, and life skills. Several years ago, when Law Links lost its funding and was slated to be eliminated in Prince George's County, the program was saved largely as a result of the efforts of one of our partners, Chris Dunn, who solicited a number of local law firms, colleagues, and politicians, and raised more than $13, to fund the program for another summer. Subsequently, we have continued to support the program financially, by sponsoring interns, and by participating as guest speakers for the Law Links Institute. Other efforts to include minority and culturally diverse students in the workplace include recruiting for entry level staff positions from the county's "work-study" programs. The firm's efforts in this regard resulted in one such student entering law school after completing her undergraduate work.

8 Recruitment-NewAssociates Does your firm annually recruit at any of the following types of institutions? Ivy League schools: None Other private schools: Catholic University Columbus School of Law; George Mason University School of Law; Howard University, Thomas Cooley School of Law Public state schools: University of Maryland School of Law; University of Baltimore School of Law Historically Black Colleges and Universities (HBCUs): Howard University, Thomas Cooley School of Law Diversity job fairs: None 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? The firm does not specifically target first-year law students. However, all applications/resumes received from first year law students are reviewed, and on three occasions, first year students (all three students were women) with exceptional academic records have been invited to participate in the Summer Associate Program.

9 Recruitment-NewAssociates ALL 2L SUMMER ASSOCIATES (2010) OFFERS MADE* (2010) White/Caucasian n/a 2 Total n/a 2 * Summer associates who received an offer of full-time employment OFFERS ACCEPTED* (2010) NEITHER ACCEPTED NOR DECLINED (2010) * Summer associates who accepted an offer of full-time employment * Summer associates who neither accepted nor declined an offer of full-time employment because of postgraduate clerkship/fellowship

10 Recruitment-LateralAssociatesandPartners LATERAL ASSOCIATE HIRES (2010) LATERAL OF COUNSEL HIRES (2010) LATERAL PARTNER HIRES* (2010) NEW PARTNERS PROMOTED* (2010) * Both equity and non-equity * Both equity and non-equity promoted from associate or of counsel rank NEW EQUITY PARTNERS* (2010) * Whether hired laterally or promoted from within

11 Recruitment-LateralAssociatesandPartners 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)? 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

12 RetentionandProfessionalDevelopment 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 ST-YEAR ASSOCIATES 2ND-YEAR ASSOCIATES 3RD-YEAR ASSOCIATES 4TH-YEAR ASSOCIATES 5TH-YEAR ASSOCIATES 6TH-YEAR ASSOCIATES

13 RetentionandProfessionalDevelopment 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 TH-YEAR ASSOCIATES 8TH-YEAR PLUS ASSOCIATES OF COUNSEL NON-EQUITY PARTNERS EQUITY PARTNERS

14 RetentionandProfessionalDevelopment 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 with disabilities 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, particularly 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) Since the firm's inception, the partnership has strived to reduce the attrition rate of all attorneys. To that end, the partnership had developed a retention plan that includes mentoring and career development, competitive salaries, business development opportunities that includes associates, continuing legal education, and a flexible work schedule that allows the associate to balance home and work life without compromising the needs of the clients. Does your firm have part-time/flex-time policies that permit attorneys (male or female) to work alternative schedules? Yes Comments: In 1996, the partnership first introduced a policy that encourages attorneys to elect an alternate work schedule that would create a balance between home and career. Both male and female attorneys have taken advantage of this initiative to flex their hours or work alternative schedules in order to assist with childcare and/ or participate in their children's school and extracurricular activities. The firm's leave policy had always included a generous period of paid "maternity" leave for the birth mother, and in 2004, we amended our leave policy to include paid "parental" leave for male and female attorneys (whether married or a with a domestic partner) for the birth or adoption of a child. The partnership has also included paid health insurance benefits for domestic partners in its benefits package for attorneys. Currently, two (2) female attorneys are working permanent part-time schedules, one (1) male partner, who has joint custody of his school age children, works a flex schedule to accommodate his custody agreement, and one (1) male associate works a non-traditional schedule of 5 a.m. to 2 p.m. in order to spend more time with his young family, while still maintaining full-time employment status. 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 your firm? Male and female attorneys working a part time or flexible schedule may be eligible for consideration for non-equity partnership, provided they meet all other performance criteria, including the requisite number of billable hours and have been successful in their business development efforts. An equity partner who elects to work a part-time schedule may, at the discretion of the partnership, be removed from equity status to the second tier partnership level, or non-equity, but still serve on the Executive Committee and retain all voting privileges. How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? [No response]

15 RetentionandProfessionalDevelopment PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS (2010) Total (full and part-time) Associates n/a Of counsel n/a n/a n/a 1 Non-equity partner n/a n/a n/a 3 Equity partner n/a n/a n/a 7

16 ManagementDemographicProfile F I R M W I D E C O M M I T T E E S EECUTIVE/MANAGEMENT COMMITTEE* HIRING COMMITTEE* * Attorneys on the Executive/Management Committee or equivalent * Attorneys on Hiring Committee or equivalent White/Caucasian 7 n/a Total 7 n/a White/Caucasian 1 1 Total 1 1 PARTNER REVIEW COMMITTEE* ASSOCIATE REVIEW COMMITTEE* * Attorneys on the Partner Review Committee or equivalent * Attorneys on the Associate Review Committee or equivalent White/Caucasian 7 n/a Total 7 n/a White/Caucasian 9 1 Total 9 1 ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT White/Caucasian 1 1 Total 1 1

17 ManagementDemographicProfile O T H E R L E A D E R S H I P R O L E S Leadership positions (2010) U.S. office heads Practice group/ department leaders Committee leaders Total number of positions Number of such positions held by: Minorities n/a n/a n/a 1 n/a 1 GLBT attorneys n/a n/a n/a n/a Please provide information regarding all diverse attorneys who currently head offices, practice groups 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 HEADS How many offices does your firm have in the United States? 3 Minorities heading offices: [No response] heading offices: [No response] GLBT attorneys heading offices: [No response] Attorneys with disabilities heading offices: [No response] PRACTICE GROUP/DEPARTMENT LEADERS Minorities heading practices: [No response] heading practices: [No response] GLBT attorneys heading practices: [No response] Attorneys with disabilities heading practices: [No response] COMMITTEE LEADERS Minorities heading committees: [No response] heading committees: Anne Marie McGinley; Diversity and Workplace Issues Committee; 2 attorneys on the Committee, along with 2 members of the management team, and one staff representative GLBT attorneys heading committees: [No response] Attorneys with disabilities heading committees: [No response]

18 TheFirmSays In broad terms, diversity can refer to differences based on age, gender, race, color, national origin, or disability, but can also include religious or political beliefs, socio-economics, sexual orientation, marital and parental status, education, and work experience. DDSGD believes that every individual is important and that by creating a work environment that recognizes and embraces each individual's unique character, background, abilities, and contributions, we can maximize the potential of all employees. We strongly believe that diversity in our legal team enriches our performance by making us more productive, innovative, and creative, which is critical to the success of our business. At DDSGD, we have made diversity a key objective in our strategic planning through initiatives aimed at improving recruitment and retention, education and development, and promotion of highly skilled and talented individuals who best represent all dimensions of diversity in all levels of our organization. Our proactive efforts include recruiting from colleges and law schools with a high female, minority, and culturally diverse student population, encouraging participation and support of minority bar associations, funding and participating in community outreach programs, implementing internal policies which address the unique challenges that face women and professionals with young families, providing equal access to health care benefits for domestic partners, and placement of women and minorities in leadership positions. Finally, we recognize that achieving diversity is an ongoing process that requires the continued renewal of our commitment to strategies of inclusion. Accordingly, in furtherance of its goals to create a positive work environment for all employees, with opportunities for them to achieve their full potential, DDSGD will continue to seek qualified candidates that reflect the diversity of our community; guide the development of every professional through mentoring and training, promote under represented attorneys to leadership positions, strive to maintain a level of diversity through retention, and educate and empower its employees through diversity awareness.