ogletree, deakins, nash, smoak & stewart, p.c. · 2021. 1. 8. · ogletree, deakins, nash,...

Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

Ogletree, Deakins, Nash, Smoak & Stewart, P.C.

2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

4520 Main StreetKansas City, MO 64111Phone: 816.471.1301Fax: 816.471.1303www.ogletree.com

LOCATIONSAtlanta, Austin, Berlin, Birmingham, Boston, Charleston, Charlotte, Chicago, Cleveland, Columbia, Dallas, Denver, Detroit, Greenville, Houston,Indianapolis, Jackson, Kansas City, Las Vegas, London, Los Angeles, Memphis, Mexico City, Miami, Milwaukee, Minneapolis, Montreal, Morristown,Nashville, New Orleans, New York, Oklahoma City, Orange County, Paris, Philadelphia, Phoenix, Pittsburgh, Portland (ME), Portland (OR), Raleigh,Richmond, Sacramento, San Antonio, San Diego, San Francisco, Seattle, St. Louis, St. Thomas, Stamford, Tampa, Toronto, Torrance, Tucson, Washington,D.C.

DIVERSITY LEADERSHIPHead(s) of Firm: C. Matthew Keen, Managing ShareholderDiversity team leader(s): Michelle Wimes, Chief Diversity and Professional Development Officer

NUMBER OF ATTORNEYSTOTAL NUMBER OF ATTORNEYS

Currently As of December 31, 2019

Worldwide 937 934U.S. offices only 890 888

Ogletree, Deakins, Nash, Smoak & Stewart, P.C.2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY


Law Firm Demographic Profile

Does your firm have more than one tier of partnership?

Yes

ASSOCIATES (2019) SUMMER ASSOCIATES (2019)

Men Women

White/Caucasian 100 101African-American/Black 7 11

Hispanic/Latinx 16 13Alaska Native/American Indian 0 0

Asian 11 27Native Hawaiian/Pacific Islander 0 0

Multiracial 3 11Openly LGBTQ 4 5

Individuals with Disabilities 0 1Total 137 164

Men Women






These totals do not include attorneys with race listed as "Not Specified". These totals do not include attorneys with race listed as "Not Specified". Donot track LGBT or Disabled status for summer associates.

EQUITY PARTNERS (2019) NON-EQUITY PARTNERS (2019)

Men Women






Men Women






OF COUNSEL (2019) NEW HIRES (2019)

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?

Matt Keen, Managing Shareholder of Ogletree Deakins, takes the lead in announcing all significant decisions relating to diversity and inclusion and emphasizes the expectationthat the lawyers understand their role(s) in the Firm's diversity and inclusion initiatives. These messages are reinforced by the managing shareholders in each office who ensure thatindividuals understand that they are also responsible for reaching, maintaining, and exceeding the stated goals. Some specific efforts are set out as follows:

1. The Chief Diversity and Professional Development Officer (CDPDO) gives frequent reports to the Board and makes recommendations which are included in the Board minutes.The CDPDO reports directly to the Managing Shareholder of the firm. 2. Diversity site on Firm Intranet with ample resources and postings including an annual report andbrochures on diversity and inclusion efforts.3. A quarterly e-newsletter, "PDI Connection," is delivered to the firm via e-mail.4. Semi-annual retreats with one or more diversity/inclusion education sessions (e.g. rainmaking for women, the business case for diversity, skills training).5. E-blasts to entire firm to notify of special diversity events.

At Ogletree Deakins, we strive for attorneys and staff to understand that professional development, diversity, and inclusion are integral to their outstanding performance andexceptional client service. The firm understands the importance of reflecting the global workplace of the clients we serve and how diversity and inclusion can help to provide aclimate that encourages business growth while enhancing the workplace environment. Attorneys are provided with the tools that enrich diversity and foster an environment ofinclusion that enhances the firm overall while individually contributing to the advancement of individual career paths for our attorney population. This support encourages morecreative solutions for our clients.

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

Michelle P. Wimes, Chief Diversity & Professional Development Officer

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 2019, what was the total number of hours collectively spent by the committee in the furtherance ofthe firm's diversity initiatives?

Total attorneys on committee: 15Total hours spent on diversity: 4500Comments: The CDPDO, as mentioned above, participates in board and management meetings which can occupy up to 4 hours a month that directly relate to Diversity andInclusion initiatives. In addition, there is a full time senior manager, specialist and senior coordinator dedicated to D&I initiatives and 50% of a FTE who provides administrativesupport. Outside of the PDI department there are various members of the firm, including non-committee members, who undertake discrete projects (hosting specialty bar meetings,chairing sub-committees, leading our business resource/affinity groups, writing or speaking on diversity, etc.) which are not typically cataloged. Given the size of the firm and thescope of projects undertaken, it is difficult to quantify efforts; however, it is likely that an estimated 10,000 hours per year is a conservative estimate of the collective number ofhours spent on diversity and inclusion efforts by all members of the firm.

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

Yes

If yes or partially, please explain.

In alignment with the Ogletree Deakins' overall Strategic Plan and Core Values (One Team, Mutual Respect, Exceptional Client Service and Open Governance), the CDPDOand the two managers in the Professional Development and Inclusion (PDI) department creates the PDI 3-year Strategic Action Plan. This plan operationalizes the professionaldevelopment and inclusion efforts.

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?

The firm-wide Strategic Action Plan includes a diversity and inclusion component. The firm's Board of Directors is responsible for implementing and communicating the goalsoutlined in the Strategic Action Plan. The Board meets quarterly to discuss the progress toward the goals and is responsible for communicating the firm's commitment to diversityand inclusion at the annual all attorney retreat and annual shareholder meeting.

Additionally, the Diversity & Inclusion Steering Committee (DISC) (chaired by the firm's managing shareholder) meets quarterly to discuss the firm's Diversity StrategicAction Plan and the progress toward completing goals outlined in the plan. The DISC is also responsible for preparing an annual report that outlines completed action items.TheManagement Committee (which includes the office managing shareholders of our current 54 offices — 47 offices are in the continental U.S.), is required to submit a proposal tothe PDI chief annually with a line-item budget for local diversity and inclusion initiatives, sponsorships, and events. These local initiatives are aligned with and measured againstthe firm's national initiatives.



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

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




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)

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

X 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.)



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.

Through the Cristo Rey Network of schools, thousands of students from underserved communities are provided an extraordinary college preparatory education and a unique four-year integrated corporate work-study experience that develops their minds and hearts to become lifelong contributors to society. Ogletree Deakins is proud to be one of the morethan 2,500 corporate sponsors that employ high school students each year.



Recruitment - New Associates

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

Ivy League law schools: Columbia University & University of Pennsylvania

Other private law schools: University of Notre Dame; Campbell; Vanderbilt; Duke; Fordham; Cumberland; Suffolk; Boston College; Roger Williams; Boston University;Northeastern; Wake Forest; Stetson; Villanova; Chapman; Lewis and Clark; St. Louis University

Public state law schools: Washington University (UW); William & Mary Law School; University of Virginia; Windsor; Osgoode; Queens; Western; UNC; UC Irvine; Sandra DayO'Connor College of Law; Florida State University College of Law; University of Florida; Temple; University of Wisconsin ; University of Toronto; University of South Carolina;NC Central ; Alabama Law School; University of Colorado Law School

Law schools of Historically Black Colleges and Universities (HBCUs): N/A

Diversity job fairs: Lavender Law Diversity Career Fair, HNBA Diversity Career Fair, Indianapolis Bar Association Midwest Diversity Career Fair, Annual Bay Area DiversityCareer Fair, Rocky Mountain Diversity Legal Career Fairx

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?

We participate in the LCLD Summit, Allegheny County Bar Diversity Summer Clerkship Program, Twin Cities Diversity in Practice (TCDIP) 1L Summer Rotation Clerkship



Recruitment - New Associates

ALL 2L SUMMER ASSOCIATES (2019) OFFERS MADE* (2019)

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

Men Women






Men Women






These totals do not include attorneys with race listed as "Not Specified". Donot track LGBTQ or Disabled Status for Summer Associates.

Comments or explanations regarding the data provided above: One female andmale summer associate did not specify their race

OFFERS ACCEPTED* (2019) NEITHER ACCEPTED NOR DECLINED (2019)

* 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






One female and male summer associate did not specify their race



Recruitment - Lateral Associates and Partners

LATERAL ASSOCIATE HIRES (2019) LATERAL OF COUNSEL HIRES (2019)

Men Women






Men Women






LATERAL PARTNER HIRES* (2019) NEW PARTNERS PROMOTED* (2019)

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

Men Women






Men Women






NEW EQUITY PARTNERS* (2019)

* Whether hired laterally or promoted from within

Men Women








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:

Parker + Lynch: President, Laurie Chamberlin; Randstad: CEO, Karen Fichuk & Traci Fiatte; FGP: Female Executive VP & COO; Garb Jaffe & Associates: Female Owned, EveJaffe; Special Counsel: Female-Operated: Laurie Chamberlin (President); Garcia Legal Search: Female-Owned, Lisa Machado Garcia ; AbstoneLalley, Inc: Minority-Owned,Rodney Abstone; The Greer Group: Female-Owned: Deborah Greer (President); Frankel Staffing: Female-Owned: Lee Frankel (Co-Founder and VP); Pacific Legal Search —Female-owned; Adams & Martin — Christy Carbajal, Vice President; Julie Hagen, Vice President; The Morton Group: President, Sue Morton; Godshall: Owner & President, JulieGodshall Brown; Legal Placements, Inc.: President & CEO, Lori DiCesare; Kent Daniels - Laura Vieyra, Executive Director; Talent Management and Kimberly Feith, President



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 9

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 9

7TH-YEAR ASSOCIATES 8TH-YEAR PLUS ASSOCIATES

Men Women






Men Women






OF COUNSEL NON-EQUITY PARTNERS

Men Women






Men Women






EQUITY PARTNERS

Men Women









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?

While the shareholder elevation process is prorated, the decision to work part-time does not preclude the ability of an associate to make shareholder, and it does not precludethe ability of a shareholder to remain a shareholder. Reduced-hours schedules are tailored to meet the needs of attorneys and may include weekly, monthly or yearly schedules.Attorneys are required to work at least 60% of a standard schedule, but proposals to work less will be considered. In addition, reduced hours attorneys are eligible for firm bonuses.

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

7 current Equity Shareholders. Our HRIS system does not have an option to pull a complete job/FTE history into a report, so we are only able to share those that are currently on areduced schedule.




PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS(2019) Men Women Total (full and part-time)

Associates 1 5 6 295Of counsel 16 20 36 134

Non-equity partner 3 18 21 201Equity partner 2 2 4 188



Management Demographic Profile

F I R M W I D E C O M M I T T E E S 2 0 1 9

EXECUTIVE/MANAGEMENT COMMITTEE* HIRING COMMITTEE*

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

Men Women






Men Women






The Board of Directors is Ogletree's highest governing body. Ogletree does not have a formal hiring committee.

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






Compensation Committee There is no formal Associate Review Committee Office ManagingShareholders review associates in their own offices.

ATTORNEYS ON THE DIVERSITY COMMITTEE OREQUIVALENT

Men Women






These totals do not include attorneys with race listed as "Not Specified".



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 (2019) U.S. office headsPractice group/

department leaders Committee leadersTotal number of positions 50 44 15Number of such positions held by:

Minorities 4 2 6Women 15 16 6LGBTQ attorneys 0 4 2Individuals with Disabilities 0 0 1

Does not include attorneys who chose "Not Specified"

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? 47

Minorities heading offices: Thomas McInerny, San Francisco (29); Jimmy Robinson, Richmond (10); Vince Verde, Orange County (34)

Women heading offices: Margaret Alli, Detroit (15); Cynthia Bremer, Minneapolis (9), Carolyn Brock, Houston (23); Stacy Bunck, Kansas City (17); Jacqueline Damm, Portland(16); Leah Freed, Phoenix (21); Katherine Helms, Columbia (19); Kristin Higgins, Dallas (36); Melissa Hodges, Memphis (9); Margaret Jones, Washington (35); Erika Leonard,Austin (20); Karen Morinelli, Tampa (23); Lyne Richardson, Torrance (10); Tiffany Stacy, San Antonio (6)

LGBTQ attorneys heading offices: 1 (privacy individual) (52)

Individuals with Disabilities heading offices: N/A

PRACTICE GROUP/DEPARTMENT LEADERS

Minorities heading practices: Kimya Johnson, D&I (23); Vince Verde, Trial (66); Shafeeqa Giarratani, Mine Safety and Health (4)

Women heading practices: Leigh Nason, AA &OFCCP (17); Jennifer Santa Maria, Arbitration (57); Margaret Hanrahan, Class Action (99); Diana Nehro, Cross Border (36);Danielle Vanderzanden, Data Privacy (24); Kimya Johnson, D&I (23); Rayna Jones, Drug Testing (48); Stephanie Smithey, Employee Benefits (61); Margaret Campbell, EthicsCompliance (44); Sharon Gross, Ethics Compliance (44); Ashley Cuttino, Litigation (376); Carson Burnham, M&A (88); Lara de Leon, Pay Equity (22); Elizabeth Washko, PayEquity (22); Ruth Goodboe, Labor Relations (164); Sharon Margello, Unfair Competition (147); Shafeeqa Giarratani, Mine Safety and Health (4)

LGBTQ attorneys heading practices: 4 (privacy of individuals) (17); (5); (56); (46)

Individuals with Disabilities heading practices: N/A

COMMITTEE LEADERS

Minorities heading committees: Elizabeth Ebanks, Black and African American Business Resource Group (73); Rodney Moore, Black and African American Business ResourceGroup (73); Caroline Tang, Asian American Business Resource Group (72); Tae Phillips, Asian American Business Resource Group (72); Stephen Quezada, Hispanic BusinessResource Group (60); Fito Agraz, Hispanic Business Resource Group (60); Norma Manjarrez, Hispanic Business Resource Group (60)

Women heading committees: Elizabeth Ebanks, Black and African American Business Resource Group (73);Caroline Tang, Asian American Business Resource Group (72);Norma Manjarrez, Hispanic Business Resource Group (60); Kerri Reisdorff, Women's Initiative (442); Natalie Turner, LGBTQ Business Resource Group (21); Kelly Hughes,Family Group (N/A); Trina Ricketts, Family Group (N/A)

LGBTQ attorneys heading committees: 2 (privacy of Individuals) LGBTQ Business Resource Group (21)

Individuals with Disabilities heading committees: 1 (privacy of individual), ODFamily



The Firm Says

The firm's member Diversity and Inclusion Steering Committee (DISC) supports the Chief Diversity and Professional Development Officer (CDPDO) in developing, coordinatingand implementing Ogletree Deakins' firm-wide diversity and inclusion efforts and to support local offices in meeting their specific diversity and inclusion needs. The DISC is co-chaired by the CDPDO and the Chair of the Firm and includes key shareholders and staff from around the firm.

DISC members serve on subcommittees to further firmwide D&I initiatives as well as serve as liaisons to DISC Ambassadors located in each office.

Ogletree Deakins seeks to attract top talent at all levels (from equity shareholder to first year associate) without regard to race, gender, sexual orientation, gender identity, and/orphysical ability. The PDI department works collaboratively with the Director of Recruiting and Engagement to enhance our diversity recruiting and retention initiatives.

• Ogletree Deakins continues to recruit diverse law students and lateral attorneys at local and national job fairs across the country.

• Posting open attorney positions on minority job boards hosted by national diverse bar associations.

• Expanding the summer associate program to recruit and hire first year diverse attorneys.

• Participating in client secondment programs for our summer and junior associates.

• Participating in pipeline programs such as the Leadership Council on Legal Diversity.

• Developing a Recruiting Playbook for interviewing which incorporates our firm's success factors.

• Interviewing the ODWay (IODW) provides hiring attorneys with a list of suggested interview questions and tips to increase the percentage of good hires and avoid bad hires,thereby improving profitability, team morale, and ultimately, the quality and consistency of service we offer our clients.

• Ogletree Deakins' Diversity and Inclusion Legal Practice Group chaired by Kimya Johnson (Senior Counsel, Philadelphia) brings together experts in D&I programimplementation, affirmative action/OFCCP compliance, and pay equity to ensure clients are prepared to address the inherent challenges in building effective and legally compliantinitiatives. The group also harnesses the expertise within Ogletree Deakins Learning Solutions to craft and deliver diversity-oriented training that meets clients' needs.

• Ogletree Deakins encourages and supports attorney memberships and their participation in local, state, national, and international professional associations. Such membershipsprovide stellar client networking opportunities.Ogletree Deakins Women's Initiative (ODWIN) aims to empower women with the skills they need to advance within the firm.ODWIN Chair, Shareholder Kerri Reisdorff, and the group's Executive Leadership Committee work to propel the efforts even further.

• Six of our women shareholders hold board member seats with Women in Law Empowerment Forum (WILEF)

• ODWIN Sponsorship Program supports top-performing women non-equity shareholders' advancement opportunities.

• Business Accelerator Program (BAP) is a ten-month program for women non-equity

• Benefits and Flexible Work: The Board reviewed our current benefit offerings primarily impacting women relating to leaves and flexible work arrangements. The Board took thefollowing steps:

i. Paid family leave policy: The Paid Family Leave policy for attorneys provides a paid leave period of 16 weeks.

ii. Working parent "back to work" support: Business Resource Group, ODFamily, serves as a resource to assist parents transitioning back to work.

iii. Attorney On-Ramping: Designed to:

- Ease an attorney's transition back to work after a Paid Parental Leave (PPL).

- Provide an automatic reduced billable hours requirement for a limited period of time with no change in compensation or negative impact on two of our associate bonus programs.

• Back-Up Child Care: To support attorneys and staff in meeting their client obligations while balancing any last-minute needs at home, the Firm began to offer an on-demandback-up care service for childcare centers, in-home care, and care for an aging parent or other adult.

• REDUCED HOUR ATTORNEYS: The Reduced-hours policy makes it possible for reduced-hours attorneys to be eligible for equity shareholder and has designated twoshareholders as Reduced Hours Advisors. Additionally, in 2018, Kansas City office Shareholder Stacy Bunck became the first OMS working a reduced hour schedule.

• LGBT ATTORNEYS: ODAlliance, Ogletree Deakins' LGBT business resource group, was created in 2016 to provide a forum for our LGBT attorneys to engage and supporteach other while ensuring the recruitment, retention, and professional development of talented LGBT attorneys.

• ATTORNEYS OF COLOR: The firm supports each Business Resource Group with resource allocation that includes mentoring programs, training, professional development,and business development opportunities for its members. The firm leverages its annual shareholder meeting and all attorney retreat to host retreats (Bi-annual retreats for diverseattorneys have been hosted in the Fall of 2013, 2015, 2017, and 2019. The next one is slated for 2021) and events specifically targeted to encourage the growth and cultivation ofour diverse attorneys.

• RETENTION: Our firm is committed to promoting, supporting, and sustaining the health and well-being of all of our lawyers and professional staff. So, we are proud to sharethat we have made a pledge to support the American Bar Association's innovative and important campaign to improve the health and well-being of the nation's lawyers.

The ABA's Well-being Campaign was designed to increase awareness of these challenges across a broad spectrum of legal employers — including law firms, corporate entities,government agencies and legal aid organizations — and foster recognition that more can and should be done to reduce problematic substance-use and mental health distress andimprove lawyer well-being.



2018-2019 AWARDS AND RECOGNITIONBy national organizations as follows: • In July 2019, for the third time, Ogletree Deakins was recognized as one of the "Best Law Firms for Women" by Working Mother. For the 12th year, Working Mother hasrecognized firms that utilize best practices in recruiting, retaining, promoting and developing women lawyers. Ogletree was among the 60 firms that earned spots on this year's list.

• For the fourth time, in June 2019, Ogletree Deakins was recognized as a WILEF (Women in Law Empowerment Forum) Gold Standard Firm for leadership roles achieved byequity women partners.

• In April 2019, Ogletree Deakins was named one of Lawyers of Color's D&I Leaders. This designation was presented to law firms with a black attorney percentage of 3.8 or morebased on data collected in the Black Student's Guide to Law Schools & Firms, the first ever comprehensive listing of black attorney percentages at nearly 400 law firms, includingthe nation's largest firms.

• In March 2019, for the third year in a row, Ogletree Deakins earned a perfect score of 100 on the Human Rights Campaign (HRC) Corporate Equality Index (CEI). CEI is abenchmarking tool created by HRC that focuses on corporate policies and practices that relate to LGBTQ employees.

• In July 2018, Ogletree was named to the Working Mother Best Law Firms for Women for 2018. For over a decade, Working Mother has recognized U.S. law firms that createand use best practices in retaining and promoting women lawyers.

• In July 2018, for the third time, Ogletree Deakins was recognized as a WILEF (Women in Law Empowerment Forum) Gold Standard Firm for leadership roles achieved byequity women partners.

• In June 2018, Ogletree Deakins was ranked #12 on The National Law Journal's 2018 Women in Law Scorecard, which ranks the nation's largest law firms according to theirinclusion of women attorneys

• In May 2018, Ogletree Deakins was ranked #2, in the 600+ Lawyers category, on Law360's Best Law Firms for Female Attorneys report. This ranking is based on U.S. attorneyheadcount in order to compare them with similarly sized firms. Any firm that had a below-average female representation at any level of the firm was excluded. The remainingfirms were ranked by the percentage of female non-partners and female partners at the firm. There were 62 law firms — in the 4 size categories - that outpaced their peers.

• In May 2018, Ogletree moved from #75 to #68 on American Lawyer Media's 2018 Diversity Scorecard ranking.

• In July 31, 2018 Ogletree received word of being named to the Working Mother Best Law Firms for Women for 2018. For over a decade, Working Mother has recognized U.S.law firms that create and use best practices in retaining and promoting women lawyers.

• In April 2018 Ogletree ranked among the top 25 firms in seven categories of the 2017 Vault Associate Survey, including all categories related to diversity:

• Overall Diversity (15)

• Diversity for Minorities (13)

• Diversity for Individuals with Disabilities (16)

• Diversity for Women (23)

• Diversity for LGBTQ (24)

• Transparency (16)

• Business Outlook (18)

This survey polled over 17,000 associates at approximately 500 law firms to assess their perceptions in 20 categories, such as firm culture, transparency, and diversity.

To conclude, Ogletree Deakins believes that diversity and inclusion are integral to the firm's outstanding performance and premier client service. The firm's top-talented, vibrantworkforce reflects the growing diversity of our communities and clients and contributes unique perspectives and creative approaches. This, in turn, generates the highest quality ofservice, propels outstanding business results, and serves the needs of our client and the communities in which we live and work.

ogletree, deakins, nash, smoak & stewart, p.c. · 2021. 1. 8. · ogletree, deakins, nash,...

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