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WEIL, GOTSHAL & MANGES LLP GLENN WEST


SOUTH/SOUTHWEST T


he values of toler- ance, diversity, and respect are infused in the practices of Weil,


Gotshal & Manges LLP since its founding in 1931, when


Frank Weil, Sylvan Gotshal, and Horace Manges found many doors closed to them because of religious beliefs. “It is fair to say that we have taken a leadership role in


diversity in each of our 21 worldwide offices, working hard to develop a culture that celebrates the differences among our attorneys and staff,” says Glenn West, managing part- ner. “At Weil, diversity extends beyond the ‘usual suspects’ of gender and race to religion and geography. “At Weil, this isn’t just rhetoric—our results speak for


themselves,” West says. “Today, within our global firm, four of the 17 members of the global Management Committee are women and one is openly gay.” According to West, during the past five years, 49 percent


of newly elevated U.S. partners at Weil have been women. In its Miami, Houston and Dallas offices, six of the seven new partners are women, and three are women of color. He also notes that in Dallas, 43 percent of the firm’s partners


are women. Additionally, of the two Management Committee members from Dallas, one is a Latina and serves as co-head of the 190-lawyer Complex Commercial Litigation Practice group—the largest practice in our Litigation Department.” A diversity pioneer, nearly two decades ago Weil became


the first major New York law firm to institute a firm-wide diversity training program and a formal diversity policy, and subsequently became one of the first firms to create a full-time diversity professional position. Today, Weil has solidified its commitment through an


innovative annual diversity training requirement for all attorneys and staff members in its U.S. and London offices. Te firm was also a pioneer in creating professional develop- ment affinity groups to enhance recruitment and retention. Weil is unique among law firms to hold regular conferences for its African American, Asian American, Hispanic, and LGBT groups that include professional development, client networking, and recruiting activities. Weil was the only law firm in the country to secure a


top-10 spot in the 2011-2012 Vault Law Firm Rankings in three distinct categories: overall prestige, best firms to work for, and overall diversity, earning specific recognition for uniquely attaining the Vault Trifecta. Weil’s Dallas, Houston, and Miami offices were the 2012 Sager Award winners for the South/Southwest region.


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CROWELL & MORING LLP JASON MURRAY


WESTERN F


ounded by a small group of lawyers who left a large corporate firm because they


believed in doing things differently—diversity is a


cornerstone for Crowell & Moring LLP. “We are a service business, and we want the best and


most-talented lawyers to feel at home and thrive here, regardless of their background. Tat in turn helps us respond to our clients’ interest in having lawyers with vary- ing experience and perspectives working on their matters,” says Jason Murray, managing partner of the Crowell Los Angeles office. “Second, tolerance, inclusiveness, and the celebration of differences are core values for us. It’s part of what defines Crowell & Moring as a firm.” As a thought leader, Crowell & Moring has taken steps


to ensure opportunities for and enhance the visibility of its diverse attorneys. Tese include the “firm-wide circulation of monthly


‘highlights’ discussing accomplishments, such as speaking engagements and accolades secured by women and diverse attorneys, including those based on the West Coast. Tese efforts are particularly important for our West Coast attor- neys, as they can heighten their visibility among firm leaders, primarily based in Washington, D.C., who might otherwise have limited face-to-face interactions with these attorneys.” Attorneys in its three West Coast offices —Orange


County, San Francisco, and Los Angeles, have taken active leadership roles, with the full encouragement and sup- port of the broader firm, in a number of local, regional and national affinity bars, including the California Minority Counsel Program, Orange County Hispanic Bar Association, Japanese American Bar Association (Los Angeles), and Women Lawyers’ Association of Los Angeles. “Tese involvements are not only a way for our West


Coast lawyers to make meaningful contributions to the pro- fession, but they also provide our attorneys, including more junior attorneys, with a platform for professional develop- ment, including project management, public speaking, and honing strategic thinking skills. Tis is beneficial for the individuals, the community, and the firm,” Murray added. “A supportive and inclusive environment is important, not


only to diverse professionals, but it is part of our overall cul- ture and a key reason why lawyers, diverse and ‘non-diverse’ alike, join Crowell & Moring and stay for the long haul.”


NOVEMBER/DECEMBER 2012 DIVERSITY & THE BAR® 39


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