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yet 54 percent of the largest departments of more than 75 attorneys have these eff orts as part of their diversity plan.


TRACKING AND MEASURING DIVERSITY EFFORTS OF OUTSIDE COUNSEL Over one-half of the departments with 26 attorneys or more reported that they survey or meet with their outside counsel to track results and measure progress. Ninety-one percent of respondents, overall,


said that they did not track hours billed for specifi c diversity groups, yet 53 percent of the largest legal departments (i.e., more than 75 attorneys) stated that they tracked billable hours for race/ethnic minority attorneys, and one-half stated that they track hours for women attor- neys. Only 18 percent of these large departments track hours billed for LGBT attorneys, and even fewer (11 percent) track hours for physically challenged or disabled attorneys. Overall, only 8 percent of responding legal


departments reported that they have changed their relationship with any law fi rm based on the diversity metrics or eff orts of the fi rm. T ose departments that did implement some type of change most commonly reported that the change resulted in a reallocation in work assigned to the fi rm. Table 2 illustrates the various ways in which


the legal departments that do track or measure the diversity eff orts and progress of their outside counsel approach the issue. While this informative data sheds light


on the demographics and diversity programs for legal departments as of 2010, MCCA has plans to continue this research and update these results in years to come. To download a free copy of Sustaining Pathways to Diversity® A Comprehensive Examination of Diversity Demographics, Initiatives, and Policies in Corporate Legal Departments, please visit http:// www.mcca.com/_data/global/images/Research/ MCCA_CLDD_Book.pdf. D&B


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TABLE 1: DIVERSITY DEMOGRAPHICS OF U.S. DIRECT REPORTS IN PARTICIPATING COMPANIES


(Individuals may be counted in more than one demographic category.) SIZE OF U.S. LEGAL DEPARTMENT (TOTAL ATTORNEYS EMPLOYED 1/1/2010)


PERCENT OF U.S. DIRECT REPORTS WHO ARE:


(non-Hispanic) 84 % 77 % 84 % 85 % 87 % 83 % Men 56 % 41 % 49 % 59 % 62 % 68 % Women 44 % 59 % 51 % 41 % 38 % 32 %


White


Race/ethnic Minority Men 7 % 6 % 6 % 9 % 6 % 11 %


White (non- Hispanic) Men 49 % 35 % 43 % 50 % 55 % 57 %


Hispanic) Women 35 % 42 % 41 % 35 % 32 % 27 % Openly LGBT 3 % 3 % 5 % 2 % 3 % 2 % Physically


Minority Women 9 % 17 % 11 % 6 % 6 % 6 % White (non-


Race/ethnic


Challenged or Disabled


<1 % ** ** ** ** **


Results for Race/Ethnic Minority vs. White and Men vs. Women are based on 390 companies with complete data on these categories. These 390 companies had 2,330 Direct Reports to the top legal offi cer. Results for Openly LGBT are based on 335 companies which provided data in this category, and these 335 companies employed 1,902 Direct Reports. Results for Physically Challenged or Disabled are based on 326 companies which provided data in this category, and these 326 companies employed 1,781 Direct Reports. ** Insuffi cient cases for analysis.


TABLE 2: TRACKING DIVERSITY EFFORTS AND RESULTS OUTSIDE OF COUNSEL


No Tracking 25%


cking


Meetings with Outside Counsel 13%


e 3%


Surveys of Outside


Counsel 13%


s of e el 13%


Informal rackin


ma Tracking 23%**


* Formal tracking includes any organized system for tracking work performed by outside counsel other than a survey. Ex: through billing system, in a database, other formal records. ** Informal tracking includes encouragement to work with diverse outside counsel, actively looking for diverse outside counsel, making sure lead outside counsel is a minority.


JANUARY/FEBRUARY 2012 DIVERSITY & THE BAR® Formal Tracking 28%* racking 47 All 2-5 6-10 11-25 26-75 > 75


Race/ethnic Minority 16 % 23 % 16 % 15 % 13 % 17 %


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