“ The data from the survey may offer leads to show us where to look to fi nd more effective and lasting solutions.”
– EARL MACFARLANE
professional advancement/development structures. Here are details on some of the areas identifi ed by respondents that need additional attention.
MENTORING
Fully 80 percent of respondents stated that their fi rm has a formal mentoring program in place, and of that group 85 percent actively participate as either a mentor or a mentee. Despite these high participation numbers, the survey fi ndings detected some dissatisfaction among respondents with the eff ectiveness of these programs. When asked how they would describe the quality of
their mentor/mentee program, 8 percent of respondents found their programs of no benefi t at all, 50 percent said they were “somewhat useful,” and 42 percent found their programs “very useful.”
CAREER TOOLS
A signifi cant percentage of respondents expressed a desire for tools to assist in their careers. A key motiva- tion of mentoring relationships, for example, is profes- sional advancement and development—80 percent listed “career advancement” as the substance and main thrust of their mentoring interactions. Beyond advice provided in mentoring sessions, many
PLFs also off er opportunities for skill improvement: 90 percent of respondents are off ered complementary
MCCA.COM
BACKGROUND ON THE DUPONT MINORITY COUNSEL NETWORK
The DuPont Legal Minority Counsel Network (MCN) began in 1997 to pro- mote diversity throughout science-based manufacturing leader DuPont and its cho- sen providers of legal services. Today, the MCN has evolved into a far-reaching, col- laborative and cohesive body of attorneys of color who work for DuPont directly, or for one of its Primary Law Firms (PLFs) or Primary Legal Service Providers (PSPs). The MCN’s mission is to advance the company, the DuPont Legal Model, the individual members of the MCN, and the profession as a whole. To do this, the MCN strives to build relationships, empower its members, foster positive workplace environments, and ensure a critical mass of attorneys of color are engaged in legal work for DuPont. One of the many tangible ways in
which DuPont supports the MCN is to host and facilitate the Annual Minority Counsel Conference, where in-house attorneys, outside counsel, and PSPs of color network, discuss pressing legal issues, and tackle diversity matters. The challenges are shared by DuPont and these legal providers.
JANUARY/FEBRUARY 2012 DIVERSITY & THE BAR® 21
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