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Vault/MCCA Guide to Law Firm Diversity Programs • 2010 Edition

Smith, Gambrell & Russell, LLP


Suite 3100, Promenade II1230 Peachtree Street, N.E.Atlanta, GA 30309Phone: 404/815-3500Fax: 404/815-3509www.sgrlaw.com

LocationsAtlanta, GA; Washington, DC; Jacksonville, FL; New York, NY; Frankfurt, Germany

Diversity LeadershipHead(s) of Firm: Stephen M. Forte, Managing PartnerDiversity team leader(s): Dana M. Richens, Diversity Partner

Number of Attorneys as of July 2009Firmwide: 182U.S. offices only: 181



Law Firm Demographic Profile

Does your firm have more than one tier of partnership?Yes

ASSOCIATES (2008) SUMMER ASSOCIATES (2008)

Men Women Men WomenWhite/Caucasian 33 22 White/Caucasian 4 3

African-American/Black 0 3 African-American/Black 0 1Hispanic/Latino 0 1 Hispanic/Latino 0 0

Alaska Native/American Indian 2 0 Alaska Native/American Indian 0 0Asian 2 3 Asian 0 1

Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 0Multiracial 0 0 Multiracial 0 0

Openly GLBT 0 3 Openly GLBT 1 0Attorneys with disabilities 0 0 Attorneys with disabilities 0 0

Total 37 29 Total 4 5

EQUITY PARTNERS (2008) NON-EQUITY PARTNERS (2008)







OF COUNSEL (2008) NEW HIRES (2008)









Strategic Plan and Diversity Leadership

How does the firm's leadership communicate the importance of diversity to everyone at the firm?Firm leadership--in particular, our Managing Partner--has been instrumental in advancing our Diversity Initiative. Our Managing Partner attends DiversityCouncil meetings and speaks at events sponsored by the Council to demonstrate the Firm's commitment to diversity. This commitment flows down throughother committees and processes of the Firm, such as hiring and recruiting, where it is acknowledged that diversity among our attorneys and staff allows us tobest serve our clients and communities. Information such as notices of diversity training and activities of the Diversity Council are communicated primarily viae-mail and the firm's bi-weekly newsletter. The Firm Web site also highlights our commitment to diversity.

Who has primary responsibility for leading diversity initiatives at your firm?Dana M. Richens, Diversity Partner

Does your law firm currently have a diversity committee?Yes

If yes, does the committee's representation include one or more members of the firm's management/executive committee (or equivalent)?Yes

If yes, how many attorneys are on the committee, and in 2008, what was the total number of hours collectively spent by the committee inthe furtherance of the firm's diversity initiatives?Total attorneys on committee: 8Total hours spent on diversity: 40

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

The Diversity Council communicates with Firm management to ensure that projects we undertake are consistent with and supported by Firmpolicies.

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?

In 2006, the Firm formalized its longstanding commitment to diversity with a Diversity Initiative, the centerpiece of which has been the creation of theDiversity Council and the development of a written Diversity Charter.

How often does the firm's management review the firm's diversity progress/results?The Firm's progress with respect to diversity is reviewed on an on-going basis as part of general Firm business.

How is the firm's diversity committee and/or firm management held accountable for achieving results?Accountability for achieving results in diversity is measured on an informal basis.

Is your firm minority-owned or women-owned?No



Law Firm Diversity Initiatives

INITIATIVES FOR ALL DIVERSE ATTORNEYS

AlreadyCompleted

CurrentlyAddressing

Not a CurrentPriority

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

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

X I I I Conduct firmwide diversity training for all attorneys and staff

X I I I Focus on strengthening firm's mentoring program

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

I I I Support law firm's internal affinity networks

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

I X Coordinate or work with clients on diversity issues

X I Develop/expand relationships with minority bar associations and other legal diversityorganizations to offer firm's support of these networks




INITIATIVES SPECIFICALLY FOR MINORITY ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


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

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

I X Increase the number of minority attorneys in leadership positions

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

I Manage/monitor allocation of work assignments and/or hours billed to ensure minority attorneyshave equal access/inclusion on top client matters

I




INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


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

I X Increase the number of women at the associate level

I X Increase the number of women at the partnership level

I X Increase the number of women in leadership positions

I Focus on strengthening firm's mentoring program for women

I Manage/monitor allocation of work assignments and/or hours billed to ensure women haveequal access/inclusion to top client matters

I




INITIATIVES SPECIFICALLY FOR OPENLY GLBT ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


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

I X Increase the number of GLBT attorneys at the associate level

I X Increase the number of GLBT attorneys at the partnership level

I X Increase the number of GLBT attorneys in leadership positions

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

I




INITIATIVES SPECIFICALLY FOR ATTORNEYS WITH DISABILITIES

AlreadyCompleted

CurrentlyAddressing


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

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

I Increase the number of attorneys with disabilities in leadership positions

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

I



Pipeline Initiatives

Does your firm actively engage in initiatives to feed the diversity pipeline by encouraging minority students to consider law as a careerand/or assisting them in pursuing such opportunities?• Participate in established pipeline programs, such as SEO, Legal Outreach, Prep for Prep or Street Law: No• Fund scholarships for minority high school or college students: No• Mentor high school or college students: No• Participate in or host mock trial programs or career events: No• Provide internships or employment to minority high school or college students: No• Outreach to middle school students: No

Please discuss any additional efforts to reach out to diverse undergraduates, high school, middle school or grade school students.While the Firm does not have any formal outreach programs, a number of individual attorneys within the firm serve as mentors in various community outreachprograms.



Recruitment - New Associates

Does your firm annually recruit at any of the following types of institutions?Ivy League schools: None

Other private schools: American University, Boston College, Boston University, Emory University, Mercer University, Northwestern University, University ofMiami

Public state schools: Florida State University, Georgia State University, University of Alabama, University of Florida, University of Georgia, University of NorthCarolina at Chapel Hill, University of Tennessee

Historically Black Colleges and Universities (HBCUs): Howard University, North Carolina Central University

Diversity job fairs: 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: No• Advertise in minority law student association publications: Yes• Participate in or host minority law student job fairs: Yes• Sponsor minority law student association events: Yes• Firm lawyers participate on career panels at schools: Yes• Outreach to leadership of minority student organizations: Yes• Scholarships or intern/fellowships for minority students: No• Other (please specify):SGR participates in both the Southeastern Minority Job Fair and the Atlanta Bar Association Minority Clerkship Program. We recruit at historically blackcolleges/universities, including Howard University and North Carolina Central University, as well as law schools with a significant Hispanic population, suchas the University of Miami. We also maintain relationships with and sponsor events on behalf of minority student bar associations at local and regional lawschools. For example, since the 2007-2008 academic year, SGR has partnered with the Emory University Black Law Students Association in sponsoring theEmory BLSA/SGR Speaker Series, which has featured prominent members of the legal profession.

Do you have any programs specifically targeted at first-year students?Atlanta Bar Association Minority Clerkship Program



Recruitment - New Associates

ALL 2L SUMMER ASSOCIATES (2008) OFFERS MADE* (2008)*Summer associates who received an offer of full-time employment






Total 4 2 Total 4 2

OFFERS ACCEPTED* (2008) NEITHER ACCEPTED NOR DECLINED* (2008)

*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





Openly GLBT 1 0 Openly GLBT 0 0Attorneys with disabilities n/a n/a Attorneys with disabilities 0 0

Total 3 1 Total 0 0



Recruitment - Lateral Associates and Partners

LATERAL ASSOCIATE HIRES (2008) LATERAL OF COUNSEL HIRES (2008)






Total 4 3 Total 3 0

LATERAL PARTNER HIRES (2008) NEW PARTNERS PROMOTED (2008)*Both equity and non-equity *Both equity and non-equity promoted from associate or of counsel rank






Total 6 2 Total 2 0

NEW EQUITY PARTNERS* (2008)*Whether hired laterally or promoted from within

Men WomenWhite/Caucasian 0 1

African-American/Black 0 0Hispanic/Latino 0 0

Alaska Native/American Indian 0 0Asian 1 0

Native Hawaiian/Pacific Islander 0 0Multiracial 0 0

Openly GLBT 0 0Attorneys with disabilities 0 0

Total 1 1



Recruitment - Lateral Associates and Partners

What activities does the firm undertake to attract diverse attorneys?• Partner programs with women, minority, gay/lesbian or disability-focused bar associations: Yes• Attend events at diversity legal organizations: Yes• Participate at diversity job fairs: Yes• Seek referrals from other attorneys: Yes• Utilize online job services (e.g., MCCA Job Bank): No• Hire recruiting professional who specializes in identifying diverse candidates: No

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 thepast 12 months:None



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 0 8

1ST-YEAR ASSOCIATES 2ND-YEAR ASSOCIATES






Total 0 0 Total 0 1

3RD-YEAR ASSOCIATES 4TH-YEAR ASSOCIATES






Total 0 0 Total 2 0

5TH-YEAR ASSOCIATES 6TH-YEAR ASSOCIATES






Total 3 0 Total 2 0




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 0 8

7TH-YEAR ASSOCIATES 8TH-YEAR-PLUS ASSOCIATES






Total 0 2 Total 2 1

OF COUNSEL NON-EQUITY PARTNERS






Total 2 0 Total 1 2

EQUITY PARTNERS






Total 1 1NOTE: Includes the death of one female equitypartner in 2008.




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, gay/lesbian attorneys, or attorneys withdisabilities or physical challenges): No• Increase/review compensation relative to competition: Yes• Increase/improve current work/life programs: Yes• Adopt dispute resolution process: No• Succession plan includes emphasis on diversity and greater inclusion of non-white men and women in firm leadership: Yes• Work with diverse attorneys to develop career advancement plans: Yes• Introduce diverse attorneys to key clients, including to lead engagements: Yes• Review work assignments and hours billed to key client matters to make sure diverse attorneys, particulary non-white attorneys (i.e., minority attorneys, forwhom research indicates a greater inclusion problem), are not being excluded: Yes• Strengthen mentoring program for all attorneys: Yes• Professional skills development program for all attorneys: Yes• Provide a gender-neutral parental leave policy that covers adoptions: No

Does your firm have part-time/flex-time policies that permit attorneys (male or female) to work alternative schedules?No

Comments:Considered on a case-by-case basis

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 apartner at your firm?Smith, Gambrell & Russell was the first large Atlanta law firm to elect an attorney working part-time to the partnership. Part-time employment is not apreclusive factor with respect to partnership.

How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability?None




PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS(2008) Men Women Total (full and part-time)

Associates 0 2 2 63Of counsel 0 0 0 24Non-equity partner 0 1 1 38Equity partner 0 0 0 61



Management Demographic Profile

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

EXECUTIVE/MANAGEMENT COMMITTEE* HIRING COMMITTEE**Attorneys on the Executive/ Management Committee or equivalent *Attorneys on the Hiring Committee or equivalent






Total 5 0 Total 1 1

PARTNER REVIEW COMMITTEE* ASSOCIATE REVIEW COMMITTEE**Attorneys on the Partner Review Committee or equivalent *Attorneys on the Associate Review Committee or equivalent






Total 3 0 Total 6 2

ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT






Total 3 5



Management Demographic Profile

O T H E R L E A D E R S H I P R O L E S 2 0 0 8

Practice group/ CommitteeLeadership positions (2008) U.S. office heads department leaders leadersTotal number of positions I 4 18 12Number of such positions held by:Minorities I 0 0 2

Women I 0 3 3

GLBT attorneys I 0 0 1

Attorneys with disabilities I 0 0 0



Management Demographic ProfilePlease provide information regarding all diverse attorneys who currently (as of July 2009) head offices, practicegroups and committees. Enter responses in the following format: Attorney, Office location/Practice group/Committee(No. of attorneys in office/practice group/committee).

U.S. OFFICE HEADSHow many offices does your firm have in the United States? 4

Minorities heading offices: None

Women heading offices: None

GLBT attorneys heading offices: None

Attorneys with disabilities heading offices: None

PRACTICE GROUP/DEPARTMENT LEADERSMinorities heading practices: None

Women heading practices: Patricia J. Hill, Labor and Employment (6); Katharine F. Rowe, JAX Intellectual Property (3); Kathryn Zickert, Land Use and Zoning(6)

GLBT attorneys heading practices: None

Attorneys with disabilities heading practices: None

COMMITTEE LEADERSMinorities heading committees: Thomas H. Hong, Professional Personnel (8); Tracie Johnson Maurer, Associate Training (1)

Women heading committees: Dana M. Richens, Diversity Council (11); Jane Haverty, Pro Bono Service (1); Tracie Johnson Maurer, Associate Training (1)

GLBT attorneys heading committees: Dana M. Richens, Diversity Council (11)

Attorneys with disabilities heading committees: None



The Firm Says

Smith, Gambrell & Russell, LLP is dedicated to providing a work environment where each person is valued for his or her perspectives, skills and talents; istreated respectfully; is able to communicate openly; and is encouraged to develop to his or her full potential as a contributor to the success of the firm and thecommunities we serve.

Among the principles that guide SGR's approach to diversity management is our recognition that diversity management is simply the right thing to do. Inaddition, managing our diversity allows us to enhance the workplace and, in so doing, achieve competitive advantage.

To formalize our longstanding commitment to diversity, SGR formed in March 2006 a Diversity Council, comprised of 11 attorneys and staff membersfrom various SGR U.S. offices. Council membership is diverse across many attributes including gender, race and ethnicity, religious affiliation and sexualorientation. The Council meets regularly, including with firm management, to lead and guide the diversity management process with respect to firm policiesand practices.

Since the summer of 2006, more than 400 attorneys and staff members in SGR's three U.S. offices have participated in formal diversity training under thedirection of Roosevelt Thomas Consulting and Training. Diversity training is now an integral part of all new-hire orientation. We also have implemented waysto encourage open communication among all who work here--for example, through participation in a diversity survey and establishment of "town hall"-stylemeetings where issues that implicate our differences can be aired and solutions created.

We recognize that attracting the widest possible array of talent enhances our ability to service our clients and our communities. As a result, SGR recruits ata wide variety of law schools, including the law schools of several historically black universities; participates in the Southeastern Minority Job Fair and theMinority Clerkship Program sponsored by the Atlanta Bar Association; and maintains relationships with and sponsors events on behalf of minority student barassociations at local and regional law schools. For example, since the 2007-2008 academic year, SGR has partnered with the Emory University Black LawStudents Association in sponsoring the Emory BLSA/SGR Speaker Series, which has featured prominent members of the legal profession. Past participantsinclude Glenda Hatchett, former chief judge of the Fulton County Juvenile Court and host of her own legal television program; Thurbert Baker, AttorneyGeneral of the State of Georgia and gubernatorial candidate; Gwendolyn Keyes Fleming, Solicitor General of DeKalb County, Georgia; and David Nahmias,U.S. Attorney for the Northern District of Georgia and appointee to the Supreme Court of Georgia.

But we recognize that it is not enough simply to get qualified minority law students "in the door"; instead, through formal and informal mentoring, training andother programs, we strive to foster an environment where all of our lawyers, including minority lawyers, can flourish and build a career.

Specific examples of the firm's commitment to diversity include its offering of domestic-partner benefits; the option of an attorney to pursue a non-partnershiptrack; and the firm's commitment to the Bright Horizons Day Care Center.

The firm also sponsors attorney membership in and provides financial support to such organizations as Atlanta Women's Foundation, Georgia Association ofBlack Women Attorneys, Gate City Bar Association, Georgia Asian Pacific American Bar Association, Human Rights Campaign, Lambda Legal and StonewallBar Association.

Documents

Locations Atlanta, GA; Washington, DC; Jacksonville, FL ... · retain diversity consultant to examine how firm culture might be more welcoming of minorities ... such as SEO, Legal