EMPLOYER OF CHOICE
MORGAN STANLEY ERIC GROSSMAN
NORTHEAST M
organ Stanley’s Legal and Compliance Division (LCD)
has led a sustained eff ort to increase diversity aware-
ness and inclusion. T e diversity and inclusion eff orts have been spearheaded by an 11-year-old Diversity and Inclusion Committee comprised of more than 80 members worldwide. T e highlights of Morgan Stanley’s diversity program
include its annual Leadership and Excellence in Inclusion and Diversity (LEID) award based on Morgan Stanley’s outside counsel survey. Morgan Stanley expects its outside counsel to demonstrate a similar commitment to diversity in the areas of recruitment, retention, and promotion. T e outside counsel that is most distinguished is presented with the LEID award at Morgan Stanley’s annual diversity and inclusion reception. Morgan Stanley’s legal department also participates in
the New York City Bar Association’s Cyrus R. Vance Center for International Justice’s South African Visiting Lawyer Program to bring lawyers from historically disadvantaged backgrounds in South Africa to New York for one-year fel- lowships at law fi rms and corporate legal departments. “Morgan Stanley strives to create a spirit of inclusion by
bringing together and valuing dedicated professionals with diverse backgrounds, talents, perspectives, cultural identi- ties, and experiences,” says Eric F. Grossman, chief legal offi cer. “We encourage all of our people to bring their full selves to the table, leveraging their diff erences to help our fi rm achieve its full potential.” At Morgan Stanley, a leading global fi nancial services
fi rm, diversity and inclusion are not optional, but business imperatives. “We know that the diversity of our people is one of
Morgan Stanley’s greatest strengths,” says Grossman. “To maintain our leadership, we need the broadest possible knowledge of the global markets in which we operate; that means our workforce must include the most skilled and creative individuals who represent a broad cross-section of our global community.” Morgan Stanley’s Legal and Compliance Division has dedi-
cated itself to increasing the use of minority- and women-owned law fi rms. Its Supplier Diversity subcommittee collaborates with the National Association of Minority and Women Owned Law Firms, a nonprofi t trade association comprised of minority- and women-owned law fi rms, on which three Morgan Stanley com- mittee members serve in an advisory capacity.
CHEVRON CORPORATION HEW PATE
WESTERN A
s a global oil company, Chevron values and appreci- ates the diversity of
the people and cultures with which it works.
“We recognize that by respecting and understanding the
unique talents and characteristics of each individual and by leveraging their skills, ideas and experiences, we are better able to execute our business around the world,” says Hew Pate, Chevron’s general counsel. “To us, diversity extends beyond cultural, sexual orientation, gender, national, reli- gious, and ethnic diff erences—it also encompasses diversity of thought and perspective, and does not mean political correctness. Such diversity not only helps us achieve our company vision, also it enriches our workplace.” Chevron has made great strides in recruiting and retain-
ing diverse legal professionals. “Approximately 15 percent of our lawyers are visibly diverse and more than 30 percent are women,” Pate says. “Additionally, in terms of retaining legal professionals, our diverse legal department provides a collegial, inclusive environment where everyone’s thoughts, ideas, and diversity are recognized. We know that each per- son’s perspective can be the game-changer in our business.” T e diversity imperative is evident in all aspects of
recruitment and retention. “Our innovative diversity pro- grams are really tied to our various relationships. When we engage recruiters, we tell them that we want a diverse slate of candidates. And if that slate does not refl ect the diversity that we want, we’ll tell them to present a new slate. We have seen meaningful improvements in our diversity through emphasizing our needs and expectations to these business partners,” Pate says. Pate also emphasized requirements and expectations for
diversity with outside counsel as well. “Since 2005, we have recognized our outside counsel
for their commitment to diversity,” Pate says. “Each year, we honor three to four of our outside counsel law fi rms at our diversity award ceremony and reception. In addition to this recognition, we also make a contribution to a diverse legal organization of each fi rm’s choice and place an ad in a law journal announcing the award recipients. From our perspective, the award is a way of openly recognizing our outside counsel for their commitment to diversity, and it also underscores the importance of diversity to us.”
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MCCA.COM
NOVEMBER/DECEMBER 2012 DIVERSITY & THE BAR®
2012 AWARD WINNERS
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