THOMAS L. SAGER AWARD
AETNA INC. Northeast Region
AT AETNA INC., based in Hartford, Conn., diversity is embedded in a business model it put in place to grow and maintain its standing as one of the nation’s leading diversi- fi ed healthcare benefi ts companies. “A commitment to diversity and inclusion provides a
strategic competitive advantage because our workforce refl ects the customers we serve,” says Aetna’s General Counsel William J. Casazza. “When we tap into all dimensions of our diverse employee base, we better understand the unique needs of the people who depend on us. As a result, we are more eff ective at empowering people to live healthier lives.” Casazza is a strong advocate for diversity and inclusion
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within the law department and Aetna as a whole. As the executive sponsor of the Aetna Asian Employees Network, he has presented on the topic of promoting diversity within Aetna and the law department. Diversity is one of the met- rics Aetna uses to assess the law department, and Casazza reviews diversity-related performance to ensure that the law department exceeds expectations. Many of Aetna’s law department recent hires have been
women and people of color, and the company off ers a formal mentoring program to retain them. “Mentoring relationships provide many advantages,
including giving young talent access to more seasoned profes- sionals who can provide insight and guidance based on their own experience,” Casazza says. “Mentors also benefi t from the perspective and insight they get from younger profession- als who may be dealing with very diff erent dynamics driven by technology, changes in the legal practice, and emerging fi elds of law. Mentoring relationships also give everyone involved an opportunity to get a feel for how an organization or person operates under diff erent circumstances over time.” T e law department’s Shaping the Future program, for
attorneys with 12 or less years of experience, exposes partici- pants to the outside counsel who advise Aetna in emerging areas of law. Committed to developing future talent, Casazza cites
the Diverse 1L Summer Internship program that began this summer in partnership with one of its outside law fi rms. “T e program allows diverse fi rst-year law students to gain valuable experience working on Aetna legal matters and the unique perspective of working in-house at a law fi rm over the summer,” Casazza says.
DIVERSITY & THE BAR® NOVEMBER/DECEMBER 2013 REED SMITH LLP
Tyree P. Jones Jr. Western Region
IN 2001 AT THE inception of Reed Smith LLP’s formal diversity initiative, there were six minority partners fi rmwide. Today, there is more than ten times that number. How did the Pittsburgh, Pa.-based fi rm that represents leading international businesses accomplish such a feat? T e success is partly born of necessity—with more than 1,800 lawyers in 25 offi ces throughout the U.S., Europe, the Middle East, and Asia, the fi rm knows diverse talent helps it cultivate the global perspective required to serve its broad client base. T at success also stems from leadership’s commitment
to diversity. As global director of Diversity & Inclusion and chair
of the diversity committee, Tyree P. Jones Jr., a partner in the fi nancial industry group, has the unique challenge of addressing cultural diversity issues globally, while managing strategic programs to ensure U.S. offi ces are recruiting and retaining diverse talent. Engaging senior leadership in diversity eff orts is essen-
tial. “When we are at our annual partner retreats, we may have programs around diversity and inclusion. We engage partners from each offi ce to get some face time together and try to understand issues of diversity and inclusion that may manifest in those markets,” Jones says. Jones plays the unique role of helping to heighten sensitiv-
ity for those working with other cultures around the world, while developing diverse talent throughout the country. “When we are talking about making sure we are building
the organization utilizing and building on diversity, it has to be done in an inclusive way–everyone has a stake,” he adds. Recruitment eff orts include the Diverse Scholars Program,
which recognizes fi rst-year law students and awards a $15,000 scholarship and a summer position at one of the U.S. offi ces. T e program acknowledges students who exhibit a
demonstrable commitment to diversity and inclusion through their life experiences. As a result of an active recruitment campaign, 56 percent
of new hires are minorities or women. Diversity training and development is evident through
the CareeRS Initiative, which is a comprehensive com- petency-based program that is open to all associates to develop the skills to meet the needs of a diverse client base and to succeed in their own careers. T e CareeRS program includes a mentoring component in which every associate is assigned a partner who acts as his or her career advisor.
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