THOMAS L. SAGER AWARD
PEPPER HAMILTON LLP ROBERT HEIDECK
MID-ATLANTIC P 38
epper Hamilton LLP is committed to its diverse attorneys and enhancing their
opportunities through the creation of the Diversity
Committee and Partner in Charge of Diversity. T ey are responsible for developing and recommending strategic initiatives aimed at recruiting, hiring, retaining, mentoring, advancing, and supporting the development of diverse attor- neys and creating an inclusive environment and culture. “We view diversity in our workforce as both a means
to providing the best legal representation to our clients and a way to better serve the community in which we live and work,” says Managing Partner Robert E. Heideck. “Diversity begins by trying to see the world through another’s eyes. By doing so, we are able to cultivate a diverse workplace where we continually promote opportunities for all. T us, diversity can be found throughout the fi rm, including in positions of leadership.” Pepper Hamilton actively recruits and encourages the
hiring, development, promotion, and retention of female attorneys, attorneys of color, lesbian, gay, bisexual and transgender attorneys, attorneys from diff erent socio-eco- nomic backgrounds, and attorneys with disabilities. “Having attorneys with diverse viewpoints and breadth
of experience work on legal matters results in optimal client solutions,” Heideck says. “Diversity is important because it makes us a better law fi rm.” T e fi rm revised its compensation criteria for partners
to include an evaluation of their eff orts to enhance and promote diversity within the fi rm. Encouraged activities include building formal or informal mentoring relation- ships with diverse lawyers. Also, as part of an outreach/ relationship building initiative, a partner who serves on the Diversity Committee is assigned to meet regularly with each diverse associate. T e goal of the program is to develop a relationship, foster understanding, and build a sense of community with others in the fi rm. T e partners’ relation- ships with associates are intended to complement the associ- ate’s formal mentor/protégé relationship at the fi rm. Pepper has made signifi cant fi nancial contributions
to Villanova University School of Law to promote diver- sity, resulting in programs such as the Pepper Hamilton Scholarships for two three-year, full-tuition scholarships based on a combination of merit and fi nancial need to members of groups underrepresented in the profession.
DIVERSITY & THE BAR® NOVEMBER/DECEMBER 2012
SCHIFF HARDIN LLP RON SAFER
MIDWEST A
s managing partner, Ron Safer has staked his career on making Schiff Hardin LLP a
diversity leader among fi rms. T e fi rm has established
strategic goals, which includes leadership involvement in creating a culture of opportunity and advancement. “We hold the leaders of the fi rm accountable for attract-
ing, retaining, and advancing diverse attorneys,” says Safer. “I have the ultimate responsibility for the fi rm meeting these goals, and I publicly announced long ago that I would step down as managing partner if we did not make progress every year. I believe that type of personal accountability is critical to success.” Supporting that commitment is a unique, longstand-
ing policy that allows new associates to spend up to a year working in their choice of practice areas, rather than being assigned to one. Such a policy enables them to explore and experience the widest range of legal areas before selecting one primary discipline. Even when an associate selects a primary practice area, they’re still encouraged to select other practice areas to work. T is approach to personal career empowerment posi-
tions the fi rm to not only successful recruit, but retain and advance minority and women attorneys. Schiff Hardin was ahead of most fi rms in creating a
women’s networking group, which works to forge new paths for women attorneys, and clients and friends of the fi rm. “We recognize that diversity is a broad term and that
various diverse groups and individuals have their own opinions, ideas, and backgrounds, so our diversity commit- tee initiated subcommittees for gender, LGBT, and race, ethnicity, and national origin.” Safer notes the connection between the fi rm’s diversity
and its performance. “T e reason diversity is important is at once simple and
fundamental: Quality of client service,” he says. “A non-diverse fi rm ignores a deep and rich talent pool.
Would anyone hire a law fi rm that hired only lawyers with hazel eyes? One would question that fi rm’s judgment and you would know they were artifi cially limiting the talent pool from which they were selecting their lawyers. A fi rm where the vast majority of lawyers are white males similarly limits its options. Further, a diverse team is a superior team. Diverse perspectives yield better problem solving. T at proposition is beyond debate.”
MCCA.COM
2012 AWARD WINNERS
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52