mcguirewoods promotes · mcguirewoods llp is dedicated to the value of diversity & inclusion...

McGuireWoods LLP is dedicated to the value of diversity & inclusion –a commitment proven by the number of our partners in leadership roles

who are of color, women or LGBTQ. With leaders like these, our diverse and women lawyers have promising futures.

McGuireWoods Promotes

McGuireWoods Proudly Supports the Vault/MCCA Law Firm Diversity Database.

Ava E. Lias-Booker, Diversity & Inclusion Committee ChairKelly Fullwood, Senior Manager, Diversity & Inclusion | [email protected]

Gateway Plaza | 800 East Canal Street | Richmond, VA 23219-3916

1,100 lawyers | 22 offices | www.mcguirewoods.com

Response to Spring 2019 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database

(http://mcca.vault.com). Copyright © 2019 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

McGuireWoods LLP

2019 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

800 East Canal StreetRichmond, VA 23219Phone: 804-775-1000Fax: 804-775-1061mcguirewoods.com

LOCATIONSAtlanta, GA; Austin, TX; Baltimore, MD; Charlotte, NC; Charlottesville, VA; Chicago, IL; Dallas, TX; Houston, TX; Jacksonville, FL; London, UK; LosAngeles, CA; New York, NY; Norfolk, VA; Pittsburgh, PA; Raleigh, NC; Richmond, VA; San Francisco, CA; Tysons, VA; Washington, DC; Wilmington,NC

DIVERSITY LEADERSHIPHead(s) of Firm: Jonathan P. Harmon, Chairman; J. Tracy Walker IV, Managing PartnerDiversity team leader(s): Ava Lias-Booker, Chair of the Diversity & Inclusion Committee

NUMBER OF ATTORNEYSTOTAL NUMBER OF ATTORNEYS

Currently As of December 31, 2018

Worldwide 1024 1078U.S. offices only 1000 1045

McGuireWoods LLP2019 VAULT/MCCA LAW FIRM DIVERSITY SURVEY



Law Firm Demographic Profile

Does your firm have more than one tier of partnership?

Yes

ASSOCIATES (2018) SUMMER ASSOCIATES (2018)

Men Women

White/Caucasian 158 137African-American/Black 7 17

Hispanic/Latinx 9 1Alaska Native/American Indian 0 1

Asian 17 17Native Hawaiian/Pacific Islander 0 0

Multiracial 8 5Openly LGBTQ 3 2

Individuals with Disabilities n/a n/aTotal 199 178

Men Women






We do not track individuals with disabilities. We do not track individuals with disabilities.

EQUITY PARTNERS (2018) NON-EQUITY PARTNERS (2018)

Men Women






Men Women

White/Caucasian n/a n/aAfrican-American/Black n/a n/a

Hispanic/Latinx n/a n/aAlaska Native/American Indian n/a n/a

Asian n/a n/aNative Hawaiian/Pacific Islander n/a n/a

Multiracial n/a n/aOpenly LGBTQ n/a n/a

Individuals with Disabilities n/a n/aTotal n/a n/a

We do not distinguish between equity and non-equity partners externally. Allpartner data is captured in the equity partner field We do not track individualswith disabilities.

We do not distinguish between equity and non-equity partners externally. Allpartner data is captured in the equity field. We do not track individuals withdisabilities.

OF COUNSEL (2018) NEW HIRES (2018)

Men Women






Men Women










Strategic Plan and Diversity Leadership

How does the firm's leadership communicate the importance of diversity to everyone at the firm?

McGuireWoods communicates the importance of diversity in a number of ways. Diversity & Inclusion is a core value that we honor through our actions. We include diversity-related articles in our internal newsletter. The firm maintains a Diversity & Inclusion page on its internal portal where diversity and inclusion topics are posted. We have a diversitydirectory which lists self-identified attorneys by diverse categories, making them easily searchable throughout the firm. Our Diversity & Inclusion brochure on our websitehighlights important leadership messages about diversity initiatives at the firm.

Who has primary responsibility for leading diversity initiatives at your firm?

J. Tracy Walker IV, Managing Partner; Ava Lias-Booker, Chair of the Diversity & Inclusion Committee; Stacy Reyan, Chief Human Resources Officer; Kelly Fullwood, Managerof Diversity & Inclusion.

Does your law firm currently have a diversity committee?

Yes

If yes, do one or more members of the firm's management/executive committee (or the equivalent) serve on the diversity committee?

Yes

If yes, how many attorneys are on the committee, and in 2018, what was the total number of hours collectively spent by the committee in the furtherance ofthe firm's diversity initiatives?

Total attorneys on committee: 20Total hours spent on diversity: 3900

Does the committee and/or diversity leader establish and set goals or objectives consistent with management's priorities?

Yes

Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm?

Yes

If yes, is it formal or informal?

Formal

How often does the firm's management review the firm's diversity progress/results?

Monthly

How is the firm's diversity committee and/or firm management held accountable for achieving results?

Primary decision-makers are held accountable for diversity through performance evaluations and monthly progress reporting on key metrics.

Is your firm minority-owned or women-owned?

No




Law Firm Diversity Initiatives

INITIATIVES FOR ALL DIVERSE ATTORNEYS

AlreadyCompleted

CurrentlyAddressing

Not a CurrentPriority

X Undertake communication from firm management that diversity is a top priority of the firm

X Formalize diversity plan and committee with action steps and accountability to management

X Conduct firmwide mandatory diversity training for all attorneys and staff annually

X Implement bias interrupters with respect to hiring/assignments/evaluations/compensation reviews/promotions/etc.

X Focus on strengthening firm's mentoring program

X Conduct internal diversity needs assessment (e.g., culture and environment surveys) and/or retain diversityconsultant to examine how firm culture might be more welcoming of minorities

X Support law firm's internal affinity networks

X Hire a director of diversity or other full-time professional to implement the firm's diversity program

X Coordinate or work with clients on diversity issues

X Develop/expand relationships with minority bar associations and other legal diversity organizations to offerfirm's support of these networks





INITIATIVES SPECIFICALLY FOR MINORITY ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


X Increase the number of minority attorneys at the associate level

X Increase the number of minority attorneys at the partnership level

X Increase the number of minority attorneys in leadership positions

X Focus on strengthening firm's mentoring program for minority attorneys

X Manage/monitor allocation of work assignments and/or hours billed to ensure minority attorneys have equalaccess/inclusion on top client matters

X Other (please specify): We hold a diversity retreat on a biennial basis. The firm has a leadership program fordiverse associates.





INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


X Institute a formal part-time policy that addresses partnership prospects

X Increase the number of women at the associate level

X Increase the number of women at the partnership level

X Increase the number of women in leadership positions

X Focus on strengthening firm's mentoring program for women

X Manage/monitor allocation of work assignments and/or hours billed to ensure women have equal access/inclusion to top client matters

X Provide accommodations specific to mothers (e.g., lactation rooms)

X Implement policies to address gender pay equity

X Other (please specify): The firm has a leadership program for women associates.





INITIATIVES SPECIFICALLY FOR OPENLY LGBTQ ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


X Offer same-sex domestic partners the same benefits available to married individuals

X Increase the number of LGBTQ attorneys at the associate level

X Increase the number of LGBTQ attorneys at the partnership level

X Increase the number of LGBTQ attorneys in leadership positions

X Focus on strengthening firm’s mentoring program for LGBTQ attorneys

X Manage/monitor allocation of work assignments and/or hours billed to ensure LGBTQ attorneys have equalaccess/inclusion on top client matters

X Ensure that EEO and non-discrimination policies specifically address gender identity

X Provide accommodations for LGBTQ attorneys (e.g. bathroom facilities)

X Other (please specify): We hold a diversity retreat on a biennial basis. The firm has a leadership program fordiverse associates.





INITIATIVES SPECIFICALLY FOR ATTORNEYS WITH DISABILITIES

AlreadyCompleted

CurrentlyAddressing


X Increase the number of attorneys with disabilities at the associate level

X Increase the number of attorneys with disabilities at the partnership level

X Increase the number of attorneys with disabilities in leadership positions

X Focus on strengthening firm’s mentoring program for attorneys with disabilities

Manage/monitor allocation of work assignments and/or hours billed to ensure attorneys with disabilities haveequal access/inclusion on top client matters

X Ensure that EEO and non-discrimination policies specifically address individuals with disabilities

X Implement accommodations for current and future attorneys with disabilities (e.g., access, technology, etc.)

Other (please specify): We do not track individuals with disabilities.




Pipeline Initiatives

Does your firm actively engage in initiatives to feed the diversity pipeline by encouraging minority students to consider law as a career and/or assisting themin pursuing such opportunities?

Participate in established pipeline programs, such as SEO, Legal Outreach, Prep for Prep or Street Law

Fund scholarships for minority high school or college students

Mentor minority high school or college students

Participate in or host mock trial programs or career events

Provide internships or employment to minority high school or college students

Outreach to middle school students

Please discuss any additional efforts to reach out to diverse undergraduates, high school, middle school or grade school students.

For many years, McGuireWoods' Atlanta office has offered an internship to a Spelman College undergraduate student interested in pursuing a legal career. The firm is a sponsor ofJust the Beginning - A Pipeline Organization.




Recruitment - New Associates

Does your firm annually recruit at any of the following types of institutions?

Ivy League law schools: Harvard Law School

Other private law schools: Case Western Reserve University School of Law, Chicago-Kent College of Law, DePaul University, Duke, Duquesne University School of Law,Emory University School of Law, Georgetown University Law Center, Loyola University School of Law, Notre Dame Law School, Northwestern Pritzker School of Law,Southern Methodist University Dedman School of Law, Southwestern Law School, University of Richmond School of Law, Vanderbilt University Law School, Wake ForestUniversity School of Law, Washington & Lee University School of Law, Washington University

Public state law schools: Georgia State University College of Law, Ohio State University Moritz College of Law, Temple University Beasley School of Law, UC Davis School ofLaw, UC Hastings College of the Law, University of Baltimore School of Law, University of California Berkeley School of Law, University of Georgia School of Law, Universityof Houston Law Center, University of Illinois College of Law, University of Maryland Francis King Carey School of Law, University of Michigan Law School, University ofNorth Carolina School of Law, University of Pittsburgh School of Law, University of Texas at Austin School of Law, University of Virginia School of Law, William & Mary LawSchool

Law schools of Historically Black Colleges and Universities (HBCUs): Howard University School of Law

Diversity job fairs: Cook County Minority Job Fair, Southeastern Minority Job Fair

Do you have any special outreach efforts directed to encourage minority law students to consider your firm?

Hold a reception for minority students

Advertise in minority law student association publications

Participate in or host minority law student job fairs

Sponsor minority law student association events

Firm lawyers participate on career panels at schools

Outreach to leadership of minority student organizations

Scholarships or intern/fellowships for minority students

Other (please specify)

Do you have any programs specifically targeted at first-year students?

Although not exhaustive, the following list includes several programs the firm supports to encourage students to pursue a legal career. The Leadership Council on Legal Diversity1L Scholars Program, Charlotte Legal Diversity Clerkship Program, Pipeline to Practice, University of Virginia Walter Ridley Scholarship Event, William & Mary BLSA OliverHill Scholarship Dinner, University of Chicago Latino/a Law Students Mentor Program.




Recruitment - New Associates

ALL 2L SUMMER ASSOCIATES (2018) OFFERS MADE* (2018)

* Summer associates who received an offer of full-time employment

Men Women






Men Women







OFFERS ACCEPTED* (2018) NEITHER ACCEPTED NOR DECLINED (2018)

* Summer associates who accepted an offer of full-time employment * Summer associates who neither accepted nor declined an offer of full-timeemployment because of postgraduate clerkship/fellowship

Men Women






Men Women






We do not track individuals with disabilities. None of the summer associates deferred their decision due to clerkship.




Recruitment - Lateral Associates and Partners

LATERAL ASSOCIATE HIRES (2018) LATERAL OF COUNSEL HIRES (2018)

Men Women






Men Women







LATERAL PARTNER HIRES* (2018) NEW PARTNERS PROMOTED* (2018)

* Both equity and non-equity * Both equity and non-equity promoted from associate or of counsel rank

Men Women






Men Women







NEW EQUITY PARTNERS* (2018)

* Whether hired laterally or promoted from within

Men Women






We do not track individuals with disabilities. We do not distinguish betweenequity and non-equity partners externally. All partner data is captured in theequity section.




Recruitment - Lateral Associates and Partners

What activities does the firm undertake to attract diverse attorneys?

Partner programs with women, minority, LGBTQ or disability-focused bar associations

Participate at diversity job fairs

Attend events at diversity legal organizations

Seek referrals from other attorneys

Utilize online job services (e.g., MCCA Job Bank)

Hire recruiting professional who specializes in identifying diverse candidates

Firm is Mansfield Rule certified

If the firm is not Mansfield Rule certified, does it plan to be certified?


Do you use executive recruiting/search firms to seek to identify new diversity hires (partners or associates)?

Yes

If yes, are any of these executive recruiting/search firms women and/or minority-owned?

Yes

If yes, list all women and/or minority-owned executive search/recruiting firms to which the firm paid a fee for placement services in the past 12 months:

AFK Recruiting LLC; Garrison & Sisson; Greenberg & Associates




Retention and Professional Development

A T T O R N E Y S W H O L E F T T H E F I R M I N 2 0 1 8

1ST-YEAR ASSOCIATES 2ND-YEAR ASSOCIATES

Men Women






Men Women







3RD-YEAR ASSOCIATES 4TH-YEAR ASSOCIATES

Men Women






Men Women







5TH-YEAR ASSOCIATES 6TH-YEAR ASSOCIATES

Men Women






Men Women











A T T O R N E Y S W H O L E F T T H E F I R M I N 2 0 1 8

7TH-YEAR ASSOCIATES 8TH-YEAR PLUS ASSOCIATES

Men Women






Men Women







OF COUNSEL NON-EQUITY PARTNERS

Men Women






Men Women






We do not track individuals with disabilities. We do not distinguish between equity and non-equity partners externally. Allpartner data is captured in the equity section. We do not track individuals withdisabilities.

EQUITY PARTNERS

Men Women






We do not distinguish between equity and non-equity partners externally. Allpartner data is captured in the equity section. We do not track individuals withdisabilities.





Please identify the specific steps you are taking to reduce the attrition rate of diverse attorneys.

Develop and/or support internal employee affinity groups (e.g., networks within the firm for minorities, women, LGBTQ attorneys, or individuals with disabilities)

Increase/review compensation relative to competition

Implement procedures to ensure gender pay equity

Increase/improve current work/life programs

Adopt dispute resolution process

Succession plan includes emphasis on diversity and greater inclusion of minority men and women in firm leadership

Work with diverse attorneys to develop career advancement plans

Introduce diverse attorneys to key clients, including to lead engagements

Review work assignments and hours billed to key client matters to make sure diverse attorneys, particularly minority attorneys (for whom research indicates a greaterinclusion problem), are not being excluded

Strengthen mentoring program for all attorneys

Professional skills development program for all attorneys

Provide a gender-neutral parental leave policy that covers adoptions


Does your firm have part-time/flex-time policies that permit attorneys (male or female) to work alternative schedules?Yes

What impact, if any, will the decision to work part time have on an attorney's ability to make a partner, or if already a partner, to remain a partner at yourfirm?

None

How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability?

5





PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS(2018) Men Women Total (full and part-time)

Associates 0 1 1 377

Of counsel 9 28 37 253

Non-equity partner n/a n/a n/a n/a

Equity partner 0 4 4 415

We do not distinguish between equity and non-equity partners externally. All partner data is captured in the equity section.




Management Demographic Profile

F I R M W I D E C O M M I T T E E S 2 0 1 8

EXECUTIVE/MANAGEMENT COMMITTEE* HIRING COMMITTEE*

* Attorneys on the Executive/Management Committee or equivalent * Attorneys on Hiring Committee or equivalent

Men Women






Men Women







PARTNER REVIEW COMMITTEE* ASSOCIATE REVIEW COMMITTEE*

* Attorneys on the Partner Review Committee or equivalent * Attorneys on the Associate Review Committee or equivalent

Men Women






Men Women







ATTORNEYS ON THE DIVERSITY COMMITTEE OREQUIVALENT

Men Women






We do not track individuals with disabilities.




Management Demographic Profile

O T H E R L E A D E R S H I P R O L E S

Leadership positions (2018) U.S. office headsPractice group/

department leaders Committee leaders

Total number of positions 20 17 10

Number of such positions held by:

Minorities 3 4 2

Women 3 6 1

LGBTQ attorneys 0 0 0

Individuals with Disabilities n/a n/a n/a

Please provide information regarding all diverse attorneys who currently head offices, practice groups and committees. Enter responses inthe following format: Attorney, Office location/Practice group/Committee (No. of attorneys in office/practice group/committee).

U.S. OFFICE HEADS

How many offices does your firm have in the United States? 20

Minorities heading offices: George Martin, Richmond; Hamid Namazie, Los Angeles-Downtown; Akash Sethi, Dallas

Women heading offices: Christina Egan, Chicago; Noreen Kelly, New York; Mary Nash Rusher, Raleigh

LGBTQ attorneys heading offices: 0

Individuals with Disabilities heading offices: We do not track individuals with disabilities.

PRACTICE GROUP/DEPARTMENT LEADERS

Minorities heading practices: Greg Kilpatrick, Securities & Capital Markets; Vishwa Link, Regulatory & Compliance; Raj Natarajan, Debt Finance; Gerald Thomas, Tax &Employee Benefits

Women heading practices: Diane Flannery, Products Environmental & Mass Tort Litigation; Cheryl Haas, Financial Services Litigation; Vishwa Link, Regulatory & Compliance;Amy Manning Antitrust Trade & Commercial Litigation; Kay McNab, Public Finance; Amber Walsh, Healthcare

LGBTQ attorneys heading practices: 0

Individuals with Disabilities heading practices: We do not track individuals with disabilities.

COMMITTEE LEADERS

Minorities heading committees: Jonathan Harmon, Board of Partners; Ava Lias-Booker, Diversity & Inclusion Committee; Jonathan Harmon, Executive Committee

Women heading committees: Ava Lias-Booker, Diversity & Inclusion Committee

LGBTQ attorneys heading committees: 0

Individuals with Disabilities heading committees: We do not track individuals with disabilities.




The Firm Says

Diversity & Inclusion is a core value at the firm and a cornerstone of our strategic plan. Our firm has developed and continues to develop specific programs to recruit, retain andpromote diverse talent — lawyers of color, women, LGBTQ and veteran lawyers.

The firm has six lawyer networks: African-American, Asian Pacific, Hispanic/Latinx, LGBTQ, Veteran and Women. These networks offer significant business development andnetworking opportunities for their members. Each lawyer network is led by members of the firm's Diversity & Inclusion Committee.

Our diverse lawyers participate in women and minority bar associations at the local, regional and national levels. We support these bar associations in different ways, such asencouraging our lawyers to take on key leadership roles and providing financial support for their missions.

We have a successful leadership development program for women associates to better prepare them with the essential skills to advance to the partnership ranks. The firm alsolaunched a Diverse Associates Leadership Program (DALP) for midlevel associates of color and LGBTQ associates. The goals and objectives are similar to those of the leadershipprogram for our women associates. The DALP provides our diverse associates with a network of peers, sponsors and mentors to ensure their long-term success at the firm.

On a biennial basis, the firm hosts a diversity retreat bringing together more than 120 lawyers of color, LGBTQ lawyers and firm leadership for two days of networking,professional development and client interaction. The retreat provides a specific forum for our attorneys to build relationships with one another, firm leaders and clients. The goal ofthe retreat is to retain our diverse lawyers and advance their careers.

We support many diverse organizations including the National Association of Women Lawyers, National Hispanic Bar Association, National Bar Association and the NationalLGBT Bar Association. The firm is a member of the Minority Corporate Counsel Association. We are a founding member of the Leadership Council on Legal Diversity andparticipate in its programs.

The firm actively supports diverse college students who wish to pursue a legal career. We provide Law Preview scholarships to diverse 1L students. We fund the McGuireWoodsNational Asian Pacific American Bar Association (NAPABA) Law Foundation Internship Program. Through the Mecklenburg County Bar Charlotte Legal Diversity Clerkshipprogram, we sponsor a clerkship for a diverse first-year law student annually. We also offers 1L internships through the Leadership Council on Legal Diversity 1L ScholarsProgram.

mcguirewoods promotes · mcguirewoods llp is dedicated to the value of diversity & inclusion...

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