Baker, Donelson, Bearman, Caldwell & Berkowitz, PC · Participate in established pipeline programs, such as SEO, Legal Outreach, Prep for Prep or Street Law Fund scholarships for

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.

Baker, Donelson, Bearman, Caldwell & Berkowitz, PC

2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

Baker Donelson Center211 Commerce Street, Suite 800Nashville, TN 37201Phone: 615-726-5600Fax: 615-726-0464https://www.bakerdonelson.com

LOCATIONSBirmingham, Alabama; Washington, District of Columbia; Fort Lauderdale, Orlando and Tallahassee, Florida; Atlanta and Macon, Georgia; Baton Rouge,Mandeville and New Orleans,Louisiana; Baltimore, Maryland; Jackson, Mississippi; Columbia, South Carolina; Chattanooga, Johnson City, Knoxville,Memphis and Nashville, Tennessee; Houston, Texas; Falls Church, Virginia

DIVERSITY LEADERSHIPHead(s) of Firm: Tim Lupinacci, Chairman and CEO; Jennifer Keller, President and COODiversity team leader(s): Mark Baugh, Shareholder and Chair of Diversity; Cheryl Hunt, Diversity & Inclusion Manager

NUMBER OF ATTORNEYSTOTAL NUMBER OF ATTORNEYS

Currently As of December 31, 2019

Worldwide 653 672U.S. offices only 653 672

Baker, Donelson, Bearman, Caldwell & Berkowitz, PC2020 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 62 54African-American/Black 2 4

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

Asian 2 3Native Hawaiian/Pacific Islander 0 0

Multiracial 0 2Openly LGBTQ 3 0

Individuals with Disabilities 1 0Total 67 64

Men Women






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?

All employees of the Firm (attorneys and staff) attend a ten minute daily docket wherein we meet in small groups to discuss various client service best practices. The Firm'sdiversity initiatives are frequently shared during these daily dockets.

A quarterly newsletter is published and circulated both internally and externally to clients.

The Firm's commitment to diversity is shared with new employees during their orientation to the Firm.

Each month, our business services departments have the opportunity to submit important information pertaining to their department to our managing partners and officeadministrators, who are then charged with sharing that content in monthly timekeeper and staff meetings.

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

Mark Baugh, Shareholder and Chair of Diversity

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: 12Total hours spent on diversity: 2500

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?

The Diversity Committee reviews the Firm's Diversity Strategic Plan annually to assess whether goals have been met and to review aspects of the Plan accordingly. The Chair ofDiversity and Diversity & Inclusion Manager prepare an annual report to the Firm's management, which is also circulated to the Board of Directors and Diversity Committee. Theannual report reflects upon the diversity initiatives of the previous year and their results.

The Firm signed onto Diversity Lab's Mansfield Rule 3.0 during 2019, in which there are accountability metrics that have to be met in order to become Mansfield certified.

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 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 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 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 X Coordinate or work with clients on diversity issues

X 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 X Increase the number of minority attorneys at the associate level

X X Increase the number of minority attorneys at the partnership level

X X Increase the number of minority attorneys in leadership positions

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

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

X X Other (please specify): Provide business development training by an external consultant that is specificallytailored for minority lawyers.





INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


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

X X Increase the number of women at the associate level

X X Increase the number of women at the partnership level

X X Increase the number of women in leadership positions

X X Focus on strengthening firm's mentoring program for women

X 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 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 X Increase the number of LGBTQ attorneys at the associate level

X X Increase the number of LGBTQ attorneys at the partnership level

X X Increase the number of LGBTQ attorneys in leadership positions

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

X 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 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.

[No response]




Recruitment - New Associates

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

Ivy League law schools: We do not currently recruit on campus at any Ivy League schools; however, we receive resumes of students at Ivy League schools and do conductinterviews in our offices.

Other private law schools: Belmont University College of Law; Cumberland School of Law, Samford University; Emory University School of Law; Howard University Schoolof Law; Loyola University New Orleans College of Law; Mississippi College School of Law; South Texas College of Law; Southern University Law Center; Tulane Law School;Vanderbilt Law School; Washington University in St. Louis School of Law.We accept resumes through a resume drop process at the following schools: ; Duke University Schoolof Law; Mercer University School of Law; Southern Methodist University School of Law; Wake Forest University School of Law; Washington & Lee School of Law; William &Mary Law School.

Public state law schools: Georgia State University College of Law; Louisiana State University Law Center; Southern University Law Center; University of Alabama School ofLaw; University of Baltimore School of Law; University of Georgia School of Law; University of Houston Law Center; University of Maryland School of Law; University ofMemphis School of Law; University of Mississippi School of Law; University of Tennessee College of Law; University of Texas School of Law.We accept resumes through aresume drop process at the following schools: University of North Carolina; University of Virginia School of Law.

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

Diversity job fairs: Damali Booker 1L Minority Clerkship Job Fair; Lavender Law Conference; 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?

Baker Donelson awards three scholarships each year to diverse law students who have completed their first year of law school. Each recipient is awarded a salaried 2L SummerAssociate position in one of our offices in which we have a summer program. In addition, they are awarded $10,000 which will be paid during the student's third year of law schoolto help defray the costs of law school tuition and related expenses.

The Firm is also proud to participate in the Leadership Council on Legal Diversity (LCLD) 1L Scholars Program in which we award three LCLD Scholar positions to diverse 1Llaw students each summer. Recipients are awarded a salaried 1L Summer Associate position in one of our offices in which we have a summer program.




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






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









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:

Young Mayden Legal Search; Shuart & 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 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?

No impact other than possibly a tolling of the usual time for first consideration of succession.

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

2





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

Associates 0 2 2 170

Of counsel 30 17 47 156

Non-equity partner 1 6 7 148

Equity partner 0 0 0 198




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






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









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 leaders

Total number of positions 17 28 11

Number of such positions held by:

Minorities 0 0 1

Women 4 10 3

LGBTQ attorneys 1 0 0

Individuals with Disabilities 0 1 0

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? 21

Minorities heading offices: [No response]

Women heading offices: Phyllis Cancienne, Baton Rouge, LA (18); Brigid Carpenter, Nashville, TN (96); Nancy Degan, New Orleans, LA (49); Kelly O. Johnson, Tallahassee, FL(8)

LGBTQ attorneys heading offices: Samuel Felker, Ft. Lauderdale, FL (9)

Individuals with Disabilities heading offices: [No response]

PRACTICE GROUP/DEPARTMENT LEADERS

Minorities heading practices: [No response]

Women heading practices: Tonya Grindon, Business Department (188); Kristine Roberts, Finances Services Department (99); Jenna Bedsole, Labor & Employment (60); AngieDavis, Labor & Employment **Vice chair**(60); Jennifer Cooper, Product Liability & Mass Tort (17); Christy Crider, Health Care Litigation (21); Mary Ann Jackson, CorpFinance & Securities (36); Julie Kass, Health Law (63); Lori Patterson, Financial Svcs. Litigation & Compliance (32); Jackie Prester, Financial Svcs. Transactions (32)

LGBTQ attorneys heading practices: [No response]

Individuals with Disabilities heading practices: Thomas Barnard, Gov't. Enforcement & Investigations **Vice chair** (30)

COMMITTEE LEADERS

Minorities heading committees: Mark Baugh, Diversity (12)

Women heading committees: Christy Crider, Women's Initiative (29); Jennifer Keller, Recruiting (104); Kristine Roberts, Governance (4)

LGBTQ attorneys heading committees: [No response]

Individuals with Disabilities heading committees: [No response]




The Firm Says

Diversity and inclusion is a key component of the pillars of Baker Donelson's Vision and Values. Not only is Baker Donelson an equal opportunity employer; we strive to create awelcoming and inclusive environment for all our employees.

Our goal is to create an atmosphere at our Firm that honors the diverse quality in each of our employees. Our management philosophy promotes the treatment of every person withdignity and respect, values the contribution that each person makes as an individual, strives to enable our colleagues to be comfortable being themselves and encourages everyperson to realize his or her potential.

Baker Donelson's commitment to inclusion in the workplace and the communities we serve is primarily implemented through our Diversity and Inclusion Committee and Women'sInitiative, which is comprised of our ethnic, gender, LGBTQ and racial initiatives that provide strategic direction and counsel to help Baker Donelson achieve meaningful,measurable, and lasting progress toward gender and racial parity at all ranks within the Firm. Their chairs are members of the compensation committee, which also evaluates equityshareholders, and they participate in the promotion of associates to shareholders.

We are proud of the national recognition we have received for our diversity efforts, including:

• High rankings in several categories in Vault, Inc.'s 2020 national survey of law firm associates, including 27th in overall best law firms for diversity, 11th in diversity for women,and 30th in diversity for lgbtq individuals.

• Achieved a score of 90 on the Human Rights Campaign Corporate Equality Index (CEI), which serves as the national benchmarking tool on corporate policies and practicesrelated to LGBT employees. The HRC survey is an objective benchmark of important employer benefits and protections for lesbian, gay, bisexual and transgender (LGBTQ)employees and their families and robust requirements of corporate responsibility to our community. We are also listed as one of the Top Law Firms for Equality in the U.S.

• We have been certified by the Women in Law Empowerment Forum US as a Gold Standard Firm for five years.

• We have been named one of Working Mother magazine's Best Law Firms for Women (2019).

Recruitment & Retention - At the beginning of the Firm's diversity initiative, in 2002, we had seven minority attorneys. Admittedly, the Firm was much smaller at the time, but wenonetheless committed to a goal of increasing our minority attorney population by 100 percent in two years. We met that goal. Today, we have nearly 70 minority attorneys andnearly 250 women attorneys. We are committed to not only retaining our diverse talent, but continuing to increase it.

• We annually award three recipients the Baker Donelson Diversity Scholarship, which provides diverse law students a salaried second-year Summer Associate position and$10,000 to be paid during the students' third year of law school to help defray the cost of tuition and related expenses.

• Our summer associate program has experienced a steady growth of diverse students, which has resulted in an increase in our diverse associate hiring.

• We have implemented a flex-time policy for our attorneys, allowing lawyers to deviate from the standard billable-hour format. We support the desire of our attorneys to balancea challenging professional career with their personal lives and other outside interests and responsibilities. The Firm's Women's Initiative has created a flex-time committee toinvestigate and recommend flex-time policies and changes in order to be competitive in this area and to address attorney wishes.

• We focus on attracting and retaining diverse attorneys through our participation in minority job fairs, the Leadership Council on Legal Diversity, as well as active recruitment athistorically African-American law schools.

• LGBTQ attorneys actively participate in Baker Donelson's recruiting efforts, and the Firm is a long-time and committed participant and recruiter at the annual Lavender LawConference and Career Fair, sponsored by the National LGBT Bar Association, an affiliate of the American Bar Association. Baker Donelson also recruits at several well-knownminority job fairs which attract LGBTQ applicants, and we have proudly sponsored Pride Festivals for years, including events in Baton Rouge, Chattanooga, Nashville, NewOrleans and Memphis.

• Our parental leave policy enables work-life balance by providing 16 weeks of paid leave that male and female full-time and regular part-time employees are eligible to take asprimary caregivers surrounding the birth, adoption, or foster placement of a child under the age of six. The gender-neutral policy also allows for three weeks of paid leave fornon-primary caregivers, which employees can take consecutively or use over a 20-week period. The policy includes intermittent leave, allowing both primary and non-primarycaregivers to continue to work on an intermittent basis during leave and transition back to full-time practice at their own pace. Baker Donelson installed 23 Parental LeaveAdvisors to ensure expectant and new parents have a point person for guidance to navigate the transitions before leave and upon their return, as well as a point of connectionduring leave.

• We continue to build our mentoring and sponsorship programs for our diverse and women attorneys and are preparing them for leadership positions throughout the Firm.

Community Engagement - In cultivating different ideas and perspectives, we strive to exceed expectations by encouraging and supporting our attorneys in activities that promotediversity. Our involvement in these organizations and activities ranges from sponsorships, hosting events, board involvement and much more.

• We participate in Bar Association High School Internship Programs. Since 2008, we have hired high school students through these programs to work in several of our officesduring the summer.

• We sponsor and host events that provide a forum to discuss the continued growth and development of minority business enterprises.

• We are participating members in several Stonewall Bar Associations, and are active in LGBTQ business organizations.

Women's Initiative - The goals of the Baker Donelson Women's Initiative are to secure leadership roles for women in the Firm; recruit and retain female attorneys; create diverseclient service teams; and mentor the next generation of women leaders, both within and outside the Firm. Each of our offices has a Women's Initiative Committee that worksdirectly with the office and the community to promote the advancement of women in the Firm and in the profession.

Our women attorneys have been tapped for numerous leadership roles across the Firm and in the communities we serve. The Firm believes that encouraging and supporting womenleaders creates an environment of innovation and inclusion that better serves our clients and our communities.

We remain diligent in our efforts to recruit and support women across the Firm.




We launched the Women's Initiative Business Development Grant Program in 2016 to help women grow their business through in-person visits with clients and prospects bysupplementing their existing budgets.

The "Women to Equity" (W2E) program, formed in 2017, is for women income shareholders who want to advance to equity in the next three to five years. W2E members eachdrafted business development plans, set multi-year revenue goals, participated in monthly business development training programs and monthly calls with their accountabilitypartners. The inaugural class of W2E nearly tripled their client visits and increased both their client attorney and originating attorney revenue by close to seven figures.

LGBTQ - Included under our Diversity & Inclusion Committee umbrella is our LGBTQ subcommittee, Baker Affinitas, an alliance of LGBTQ and non-LGBTQ attorneys. Ourgoals are to enhance the recruitment and retention of LGBTQ attorneys; help promote an inclusive atmosphere designed to foster the professional and personal development of itsmembers; provide mentoring opportunities; and assist LGBTQ attorneys in pursuing leadership opportunities within the Firm and in the legal profession.

Mansfield Rule Participation - In 2019, Baker Donelson signed on to participate in the Mansfield Rule, a national initiative among leading law firms working to diversify firmleadership by expanding their pipelines, increasing transparency, and participating in candid knowledge sharing. The program measures whether law firms have affirmativelyconsidered at least 30 percent women, lawyers of color, and LGBTQ+ lawyers for leadership and governance roles, equity partner promotions, formal client pitch opportunities,and senior lateral positions. The most recent Mansfield Rule version, 3.0, has added lawyers with disabilities to the existing categories being tracked. We are excited to help furtherthe goal of the Mansfield Rule to boost the representation of diverse lawyers in law firm leadership by broadening the pool of candidates considered for these opportunities.

The Firm's commitment to diversity and inclusion is regularly showcased in monthly internal communications in which news about the Firm's diversity efforts and events ispublished. We also publish quarterly newsletters, Diversity Matters and Strive, in which we explore topics related to diversity & inclusion and women in the legal profession.

As a best-run business, we know that our clients received better counsel and innovative solutions to complex problems from diverse teams. Baker Donelson is about more thanbenchmarks, numbers, and our own financial success. It is about building a workplace, a place of business, and an industry where ALL people feel, not only welcomed, but athome.

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Baker, Donelson, Bearman, Caldwell & Berkowitz, PC · Participate in established pipeline programs, such as SEO, Legal Outreach, Prep for Prep or Street Law Fund scholarships for