Townsend and Townsend and Crew - Vault.com · Townsend and Townsend and Crew Two Embarcadero Center, 8th floor San Francisco, CA 94111 Phone: 415-576-0200 Fax: 415-576-0300 Locations

Law Firm Diversity Profile

Townsend and Townsend and Crew

Response to Spring 2010 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database(http://mcca.vault.com). Copyright © 2010 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.


Two Embarcadero Center, 8th floorSan Francisco, CA 94111Phone: 415-576-0200Fax: 415-576-0300www.townsend.com

LocationsSan Francisco, Palo Alto, Seattle, Denver, Walnut Creek, San Diego, Washington, D.C., and Tokyo.

Diversity LeadershipHead(s) of Firm: Maureen Sheehy, ChairDiversity team leader(s): Mehrnaz Boroumand Smith, Partner; Head of Diversity Committee

Number of Attorneys as of March 2010Firmwide: 190U.S. offices only: 189




Law Firm Demographic Profile

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

ASSOCIATES (2009) SUMMER ASSOCIATES (2009)

Men Women Men WomenWhite/Caucasian 47 13 White/Caucasian 6 4

African-American/Black 0 0 African-American/Black 0 0Hispanic/Latino 3 2 Hispanic/Latino 0 0

Alaska Native/American Indian 0 0 Alaska Native/American Indian 0 1Asian 13 5 Asian 5 1

Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 0Multiracial 1 0 Multiracial 1 0

Openly GLBT 2 0 Openly GLBT 0 0Attorneys with disabilities 0 0 Attorneys with disabilities 0 0

Total 64 20 Total 12 6

EQUITY PARTNERS (2009) NON-EQUITY PARTNERS (2009)







OF COUNSEL (2009) NEW HIRES (2009)










Strategic Plan and Diversity Leadership

How does the firm's leadership communicate the importance of diversity to everyone at the firm?Townsend has an active diversity committee. The Committee sends quarterly emails to all employees regarding the Firm's diversity efforts at law schools andin our communities. Attorneys are frequently invited to various diversity events hosted by schools and organizations and sponsored by the Firm.

Who has primary responsibility for leading diversity initiatives at your firm?Mehrnaz Boroumand Smith, 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)?No

If yes, how many attorneys are on the committee, and in 2009, what was the total number of hours collectively spent by the committee inthe furtherance of the firm's diversity initiatives?Total attorneys on committee: 7Total hours spent on diversity: [No response]

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

The Chair of the Diversity Committee regularly confers with management to insure that the Firm's diversity goals are being met.

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?

While we are pleased with the wide diversity in our Firm, we are always seeking ways to increase diversity. We do not have a "formal" plan,attorneys attend diversity functions at various law schools and the Firm interviews at Diversity Career Fairs and at Lavender Law. The Firm alsosponsors a Diversity Scholarship to assist a diverse law student in paying his or her law school tuition.

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

How is the firm's diversity committee and/or firm management held accountable for achieving results?The Chair of the Firm regularly meets with the head of the Diversity Committee to discuss the committee's work and assess its efforts.

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

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

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

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

I X 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 X I I Support law firm's internal affinity networks

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

X I X Coordinate or work with clients on diversity issues

X I X 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


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

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

X I X Increase the number of minority attorneys in leadership positions

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

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

I Other (please specify): All assignments are staffed with the attorneys most qualified to handle thework.





INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


X 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

X I X Increase the number of women in leadership positions

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

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

I Other (please specify): All assignments are staffed with the attorneys most qualified to handle thework.





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

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

I X 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 Fund scholarships for minority high school or college students Mentor 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 schools: Harvard Law

Other private schools: BYU, GWU, Santa Clara, Stanford, Denver

Public state schools: UC Davis, UC Hastings, UVA, Texas, UC Berkeley, Colorado, University of Washington

Historically Black Colleges and Universities (HBCUs): Resume collect at Howard University

Diversity job fairs: Lavender Law, Bay Area Diversity Career 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?[No response]




Recruitment - New Associates

ALL 2L SUMMER ASSOCIATES (2009) OFFERS MADE* (2009)*Summer associates who received an offer of full-time employment







OFFERS ACCEPTED* (2009) NEITHER ACCEPTED NOR DECLINED* (2009)

*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






Total 3 1 Total 0 0




Recruitment - Lateral Associates and Partners

LATERAL ASSOCIATE HIRES (2009) LATERAL OF COUNSEL HIRES (2009)






Total 1 1 Total 1 0

LATERAL PARTNER HIRES (2009) NEW PARTNERS PROMOTED (2009)*Both equity and non-equity *Both equity and non-equity promoted from associate or of counsel rank






Total 0 0 Total 4 2

NEW EQUITY PARTNERS* (2009)*Whether hired laterally or promoted from within

Men WomenWhite/Caucasian 1 1

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

Alaska Native/American Indian 0 0Asian 0 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 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 Other (please specify)

Do you use executive recruiting/search firms to seek to identify new diversity hires (partners or associates)?No

If yes, are any of these executive recruiting/search firms women and/or minority-owned?Not applicable

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:Not applicable




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 9

1ST-YEAR ASSOCIATES 2ND-YEAR ASSOCIATES






Total 7 1 Total 4 1

3RD-YEAR ASSOCIATES 4TH-YEAR ASSOCIATES






Total 5 2 Total 2 2

5TH-YEAR ASSOCIATES 6TH-YEAR ASSOCIATES






Total 0 1 Total 1 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 9

7TH-YEAR ASSOCIATES 8TH-YEAR PLUS ASSOCIATES






Total 1 1 Total 1 0

OF COUNSEL NON-EQUITY PARTNERS






Total 3 2 Total 4 0

EQUITY PARTNERS






Total 3 0





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)

Increase/review compensation relative to competition Increase/improve current work/life programs Adopt dispute resolution process Succession plan includes emphasis on diversity and greater inclusion of non-white 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, particulary non-white attorneys (i.e., minority attorneys, for

whom research indicates a greater inclusion 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 Other (please specify)

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 apartner at your firm?Working part-time will not affect an attorney's eligibility for partnership; however, working part-time may extend the time to reach income or equity partnership.

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





PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS(2009) Men Women Total (full and part-time)

Associates 0 0 0 84Of counsel 6 2 8 18Non-equity partner 2 1 3 26Equity partner 2 2 4 60




Management Demographic Profile

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

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






Total 2 1 Total 4 2

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







Townsend does not have a Partner Review Committee.

ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT






Total 4 3




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 9

Practice group/ CommitteeLeadership positions (2009) U.S. office heads department leaders leadersTotal number of positions 6 6 26Number of such positions held by:Minorities 0 2 2Women 2 0 5GLBT attorneys 0 0 1Attorneys with disabilities 0 0 0




Management Demographic ProfilePlease provide information regarding all diverse attorneys who currently (as of March 2010) headed 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? 7

Minorities heading offices: [No response]

Women heading offices: Maureen Sheehy, Chair of the Firm; Iris Mitrakos, Partner in Charge, San Diego; Gwen Peterson, Partner in Charge, Walnut Creek

GLBT attorneys heading offices: N/A

Attorneys with disabilities heading offices: N/A

PRACTICE GROUP/DEPARTMENT LEADERSMinorities heading practices: Richard Hsu, Tech Transactions; Patrick Jewik, Electronics & Software

Women heading practices: Annie Rogaski, Palo Alto, Litigation Committee

GLBT attorneys heading practices: N/A

Attorneys with disabilities heading practices: N/A

COMMITTEE LEADERSMinorities heading committees: [No response]

Women heading committees: Maureen Sheehy, Compensation Comm. (5); Mehrnaz Boroumand Smith, Diversity Comm. (8); Maureen Sheehy, ManagementComm. (4); Maureen Sheehy, Policy Comm. (7); Annette Parent, Professional Dev. Comm. (5)

GLBT attorneys heading committees: Tim Cahn, Recruitment Comm. (6)

Attorneys with disabilities heading committees: N/A




The Firm Says

[No response]

Documents

Townsend and Townsend and Crew - Vault.com · Townsend and Townsend and Crew Two Embarcadero Center, 8th floor San Francisco, CA 94111 Phone: 415-576-0200 Fax: 415-576-0300 Locations