IVERSITY
DC
O M M I T T E ENEWSLETTER
Winter 2006
Inside This Issue
Collaborating To
Expand the Pipeline:
Increasing Diversity
into the Legal
Profession .......................1
Personal Note from
the Editor ........................2
The James M. Nabrit
Lecture Series .................2
LGBT Legal
Career Fair ......................3
National Youth
Leadership Forum...........4
K&LNG Sponsors
Dallas-Ft. Worth
Black-Tie Dinner .............4
Work-Life Balance:
One Working Mother’s
Perspective ......................5
The North Star
Challenge ........................8
Katrina No Match
for the Generosity of
K&LNG Personnel ...........9
The Final Report:
K&LNG Dallas Holiday
Outreach .......................11
Collaborating To Expand the Pipeline:
Increasing Diversity in the Legal Profession
Attorneys of color comprise less than 15% of the U.S.’s total lawyer population, while the
population as a whole is becoming increasingly diverse. Over one-third of the U.S.’s current
population is not white, and the number is expected to climb to over 50% in the relatively
near future. It is critically important that we diversify the legal profession. However, the
number of students of color applying to law school is not rising; in fact, in many law schools
the enrollment of students of color – particularly male students – is declining. For the legal
profession in the 21st Century, this is unacceptable.
Many in the legal profession continue to proactively pursue diversity as a goal for the
profession. But law firms, corporate legal departments, the government, and the judiciary
cannot recruit lawyers of color who
do not exist. Diversity efforts will
encounter inherent obstacles as long as
there remain too few people of color
who decide to enter the profession in
the first place.
Among newly employed lawyers in
the U.S. in 2001, only 6.5% were
African Americans, 6.7% Asians, 3.4% ABA President and K&LNG Partner, Michael Greco, giving opening remarks
Hispanics, 1.5% Latinos, 0.6% Native
Americans and 0.5 % multiracial individuals. With the exception of the numbers for Asians,
these figures are considerably lower than the corresponding proportions that the groups
represent in the U.S. population.
On November 3-5, 2005, a group of professionals representing diverse organizations involved
in establishing programs and processes dedicated to increasing minority representation in the
legal profession met at Rice University in Houston, Texas for a 2 ½-day conference. The event
was sponsored by the American Bar Association’s Presidential Advisory Council on Diversity
Continued on page 6
PERSONAL N O T E F R O M T H E ED I T O R
February 2006 will mark the three-year anniversary
of Carl Cooper’s appointment as Chief Diversity
Officer of Kirkpatrick & Lockhart Nicholson
Graham LLP. It makes me very proud
to be a part of a law firm that has
forged a new path in this area in order
to create an environment in which its
lawyers, executives and staff can feel
comfortable and thrive by utilizing all
of the knowledge, skills and strengths
that are born from our differences,
while at the same time allowing us to
by Mary M. O’Day
Partner, K&LNG Pittsburgh
work together as a team. Our diversity
is one of the firm’s many strengths.
Diversity Commi�ee
Membership
Carl G. Cooper
Chief Diversity Officer
Pittsburgh
Paul W. Sweeney, Jr.
Chair
Los Angeles
Jaime Ramón
Dallas
Patricia C. Shea
Harrisburg
Tina Two
London
Christian T. Major
London
Beatrice A. Butchko
Miami
Betty Louie
New York
Helen E. Tuttle
Newark
Mary M. O’Day
Pittsburgh
Edward W. Diggs
Pittsburgh
It is with great pleasure and enthusiasm
that I serve as Executive Editor for the
Winter/Spring 2006 edition of K&LNG
Diversity Newsletter. I am proud to say that all of
the articles submitted for this edition capture and
exemplify the intent, spirit and enthusiasm of what
we are doing as a firm, as professionals and as
individuals to vindicate our commitment to diversity.
I sincerely want to thank all of the authors and the
many other professionals who worked so hard on this
newsletter. My special thanks go out to Ben Kail,
who had the task of keeping the process on track and
carrying the substantial burden of the administrative
responsibilities of this publication. Traci Melko in
the graphic arts department also deserves special
mention for her dedication and patience, as does
Clara Boza and her Marketing team, including Jim
Duffy and Joanna Peduto. This publication is truly
a team effort of which we all can be proud.
Mary M. O’Day
Partner, K&LNG Pittsburgh
The James M. Nabrit, Jr. Lecture Series
On Thursday, March 2, 2006, the third annual James M. Nabrit, Jr.
Lecture Series sponsored by Kirkpatrick & Lockhart Nicholson Graham
LLP (“K&LNG”) will take place at Howard Law School. The event
will feature The Honorable Anthony Kennedy, Associate Justice of
the United States Supreme Court, as the lunchtime speaker, and Yale
Law School’s Alfred M. Rankin Professor of Law, Drew S. Days, III
as the James M. Nabrit, Jr. lecturer in the afternoon.
In 2004, K&LNG initiated the multi-year lecture series in honor of
James M. Nabrit, Jr., former president of Howard University and former
dean of its law school. In 1951, Mr. Nabrit filed the case of Bolling
v. Sharpe in the U.S. District Court. Bolling was later consolidated
with other cases and became known as the companion case to Brown
v. Board of Education. It is, therefore, with the greatest sense of pride
that K&LNG has agreed to continue its sole sponsorship of one of
Howard Law School’s most significant events this year.
The Honorable
Anthony Kennedy
Drew S. Days, III
Sandra L. Geiger
San Francisco
Ndenisarya Meekins
Washington
2
DIVERSITY COMMITTEE NEWSLETTER
LGBT Legal Career Fair
Since 1990, the American Association of Law
Schools (“AALS”) has required its member schools
to adopt a nondiscrimination policy that includes
nondiscrimination on the basis of sexual orientation.
AALS further requires that a school’s facilities be
made available only to employers whose practices
are consistent with the AALS statement of equal
opportunity. As a result, law firms that recruit on
campuses of AALS members must include “sexual
orientation” in their nondiscrimination policies.
While this is generally good news for lesbian, gay,
bisexual and transgender (“LGBT”) law students, it
is still difficult as a practical matter for law students
to ascertain which firms maintain a truly hospitable
working environment for LGBT attorneys and which
firms pay only lip service to the AALS requirement.
Even as more law firms are embracing diversity
initiatives generally, often it is not evident whether
firms consider such initiatives to extend beyond
racial and gender diversity to include issues of sexual
orientation.
Against this backdrop, the National Association of
Law Placement (“NALP”) advises that reporting
of numbers of openly LGBT lawyers continues to
lag far behind the reporting of other demographic
information on race and gender. NALP reports that
just 30% of all firms and offices reported at least
one openly LGBT lawyer in 2004, and that “openly
[LGBT] lawyers account for just 1% of the more than
133,000 lawyers and summer associates reported by
firms and offices in the 2004-2005 NALP Directory
of Legal Employers.” NALP reports that many law
firms simply do not fill in this category of the NALP
form; whether this means that there are no lawyers
to report in the category or that the firm simply does
not collect the data, the implication is troubling
for LGBT law students investigating prospective
employers.
As a result, many law students find
themselves facing a difficult decision
of whether or not to be “out” on
their resumes and during interviews.
For some, the consequence of this
decision could mean omitting from
their resumes substantial participation
by Barry J. Gilman
and leadership roles with their
Associate, K&LNG New York
undergraduate or law school LGBT
student organizations or other related
experience, depriving both the students and potential
employers of the opportunity to explore the full
range of students’ accomplishments and capabilities.
In addition, important questions regarding a firm’s
culture and policies relevant to an LGBT candidate
may remain unaddressed.
Prompted by these concerns, Alberta
Blum Bertolino, then Legal Recruitment
Manager of K&LNG’s New York
office, and I developed a proposal to
hold a job fair for LGBT law students
in the New York City metro area
where students could meet with
legal employers to discuss not only
employment opportunities but also
law firm culture and policies that affect
LGBT attorneys. Last January, we
contacted the Lesbian, Gay, Bisexual
and Transgender Law Association of
Greater New York (“LeGaL”) to host
Continued on page 10
WINTER 2006
3
National Youth
Leadership Forum
K&LNG Sponsors DallasFt. Worth Black Tie Dinner
The National Youth Leadership Forum is a nonprofit,
educational organization that was founded in 1995
to help prepare young people with scholastic merit
and strong leadership potential for future careers in
law. The organization conducts forums on law in
Washington, DC aimed at high school juniors and
seniors who are interested in becoming lawyers.
On October 22, 2005, Kirkpatrick & Lockhart
Nicholson Graham LLP (“K&LNG”) was pleased
to be one of the corporate sponsors of the sold
out 2005 Black-Tie Dinner. The 2005 theme,
“Imagine Tomorrow,” called upon the community to
continue the journey towards equality and recommit
to a movement on behalf of all lesbian and gay
Americans.
The forums offer students a six-day exploration
of the legal profession. America’s brightest high
school students (who hail from all 50 states and from
diverse backgrounds) have the opportunity to interact
with distinguished legal scholars and practitioners,
participate in seminars on current legal issues
and explore some of the nation’s top law schools,
prestigious Washington law firms, local and federal
courtrooms and the United States Supreme Court.
Chief Diversity Officer Carl Cooper was asked to
make opening remarks to kick off the October 18
session and in a subsequent field trip taken later in
the week, students toured K&LNG’s Washington
office. The 44 participants were in awe at the number
of personnel—and the amount of paper—within the
office. During the students’ visit to K&LNG, H.
Russell Frisby, Ben Hayes, Julia Johnson, Mike
Missal, Alan Porter, Phil Schulman and Holly
Spencer formed a panel to discuss various aspects of
a legal career and to answer the students’ questions,
including, among other things, how to prepare for
a career in law. The students found the field trip
informative and insightful for evaluating whether
law was the right profession for them.
The keynote speaker for the
2005 Black-Tie Dinner was
award winning actress and
one of America’s foremost
comediennes, Lily Tomlin. The
Elizabeth Birch Equality Award,
given annually to an individual,
by Viviana M. Wilson
Paralegal, K&LNG Dallas
company or organization that
has affected gay and lesbian equality on a national
scope, was presented to actress Sharon Stone for
her contributions to the gay community, specifically
her work with the American Foundation for AIDS
Research.
The success of the Black-Tie Dinner was directly
related to the tremendous support of the DallasFort Worth community, as this year’s event was
completely sold out — 3,060 tickets in all. Black-Tie
Dinner, Inc. is a nonprofit organization that raises
funds for gay and lesbian supportive organizations
through a premier event of empowerment, education
and entertainment in partnership with the DallasFort Worth community. Since 1982, the nation’s
largest gay and lesbian fund-raising dinner has
grown and prospered in a supportive environment
with yearly distribution increases to the Black-Tie
beneficiaries. This year, the Black-Tie Dinner
distributed $1,240,000, the largest amount in its
history.
Proceeds from the 2005 Black-Tie Dinner were
dispersed to twenty local beneficiaries and the
national beneficiary, HRC. “The funds distributed
to The Resource Center of Dallas are critically
Continued on page 7
4
DIVERSITY COMMITTEE NEWSLETTER
Work-Life Balance:
One Working Mother’s Perspective
All working parents have experienced it – the
apprehension over whether they can succeed in their
career and succeed as a parent. When this tangible
apprehension appears, parents often ask themselves,
“How can I strike a balance between my career and
my role as a parent?” “Can it be done?” “Work-Life
Balance – Is there really such a thing?” There is at
the law firm of Kirkpatrick & Lockhart Nicholson
Graham LLP.
I am a living testament to this fact. On February 7,
2005, the day my daughter Lauren was born, I
joined the ranks of working parents. I experienced
the absolute joy of parenthood as well as the
apprehension of being a working parent – wondering
whether I could still excel in my legal career without
compromising my new role as a mother.
Shortly after my return from maternity leave, I
approached Jaime Ramón, the partner for whom
I work, Bob Wolin, the Dallas office’s Managing
Partner, and Jeannine Rupp, the Firmwide Director
of Personal and Professional Life Integration, and
had a very candid discussion with them about my
desire to strike a balance between my role as a lawyer
and my role as a mother. I explained the difficulty
I was having achieving such balance working fulltime five days a week in the office, leaving the house
just after my daughter awakens, and arriving home
just before she goes to bed. I also explained that my
husband and I had made the very personal decision
that we did not want to arrange for outside child care
for our daughter but instead wanted to care for her
ourselves, which meant we both would be making
adjustments to our work schedules. My husband
would leave the teaching profession full-time and
would substitute teach on a part-time basis. I, too,
would modify my work schedule so that I could be
home with my daughter more often. Thankfully,
Jaime and Bob understood my predicament and
fully supported my decision to transition to parttime status.
As a preliminary matter, I consulted the firm’s
official part-time policy. The policy is flexible in
its application but generally provides that lawyers
may request and receive part-time employment if
they demonstrate a potential for and commitment to
a long-term career with the firm. Part-time lawyers
are compensated based on a percentage of what their
full-time salary would otherwise have
been such that the lawyer will receive a
reduction in salary that is commensurate
with the reduction in the number of hours
they are required to work. Generally
speaking, part-time lawyers receive
80% pay for 80% billable/approved
non-billable hours worked. Part-time
by Amy Scott
lawyers must be flexible in their work
Associate, K&LNG Dallas
habits to ensure that client needs and
work quality are not compromised. At a minimum,
part-time lawyers should be present in the office for
the equivalent of at least three full business days per
week. Significantly, all part-time arrangements are
designed to satisfy each individual’s personal and
professional circumstances; thus, the arrangements
are custom-made to achieve the greatest balance
between the needs of the lawyer and the needs of
the firm.
Working in concert with Jaime, Bob, and Jeannine,
I developed a part-time arrangement whereby I
would work on Mondays, Wednesdays and Fridays,
spending Tuesdays and Thursdays caring for my
daughter. I recognized that for this arrangement to
succeed, I would need to be flexible. If client-driven
responsibilities required me to be in the office on any
given Tuesday or Thursday, I certainly would do so.
And although I would not be scheduled to work in
the office on Tuesdays and Thursdays, I would make
myself available from home via email, telephone and
BlackBerry, so I could respond promptly to urgent
client needs.
Continued on page 7
WINTER 2006
5
Pipeline
continued from page 1
and the Law School Admission Council. Nearly
200 stakeholders, representing kindergarten through
twelfth grade (“K-12”) educators, community college
faculty and administrators, college and university
educators and staff, corporate general counsels and
executives, and representatives from foundations
and other institutions were present.
The goals of the conference were to:
■
■
by Carl G. Cooper
K&LNG Chief Diversity Officer
■
■
■
■
■
Disseminate information and provide
a snapshot of where the legal academy
and legal profession stand in regard to
pipeline diversity;
Provide a forum for individuals and
groups with an interest in expanding
racial and ethnic diversity in the
pipeline to share information and
develop strategies;
Encourage and motivate conference attendees from
pertinent stakeholder groups – K-12 educators,
legal educators, law firms, corporations, bar
associations – to commit to a specific, practical
post-conference “next step;”
Produce a post-conference report or call to
action that will be distributed to attendees and
other interested parties as well as posted on the
conference website;
Produce an online diversity directory: a
comprehensive collection of programs and
initiatives from across the country that enhance
diversity in the pipeline to the legal profession;
Collect data and samples for a Pipeline Projects
Tool Book, which will serve as a template for
reproducing selected programs; and
Develop a follow-up plan that monitors and
reports on the conference-related goals achieved
in one, three and five years.
The Diversity Initiative was launched by the newly
installed president of the American Bar Association,
Mike Greco, a partner in the Boston office of
6
Kirkpatrick & Lockhart Nicholson Graham LLP and
was the first of his four (4) presidential initiatives.
The conference keynote speaker, former Attorney
General Janet Reno, set the tone for the conference
when she suggested that K-12 might be too late and
that the conferees would be better served if they
could capture the imagination and aspiration of
children as young as 0-3 years old!
The format of the conference included plenary
sessions facilitated by experts in the field, followed
by breakout sessions consisting of practitioners
from the stakeholder groups. Each breakout
group had a facilitator and stenographer as well as
student scriveners who captured the essence of the
discussions, transcribed them and then reported out
to the main assembly at the end of each session and
at the beginning of each day.
The curriculum was demanding and the pace was
intense as the conferees tried to come up with
practical, innovative and fundable solutions to the
plight of the terribly low representation of a diverse
workforce within the legal profession, given the
demographic explosion of the new labor force and
general population growth occurring throughout
the country.
A Pipeline Directory of Diversity Programs and
Initiatives, launched prior to the beginning of the
program and expanded during the conference,
is now available to all interested stakeholders
throughout the country to register their programs.
Moreover, participants from four regions of the
country are now collaborating, communicating,
and cooperating to establish better programs that
will have a greater impact on increasing the pool
of quality applicants. For more information on
the ABA Pipeline Program, please visit the ABA’s
“Collaborating to Expand the Pipeline” website:
http://www.abanet.org/op/pipelineconf/home.html
Carl G. Cooper
K&LNG Chief Diversity Officer
DIVERSITY COMMITTEE NEWSLETTER
Work-Life Balance
continued from page 5
My part-time arrangement became effective in July
2005, and I am pleased to report this arrangement is
working out beautifully. I credit its success in large
part to Jaime Ramón’s and Bob Wolin’s absolute
support of me and Jeannine Rupp’s compassionate
guidance throughout the process.
of practicing law because of K&LNG’s innovative
work-life balance program; I have experienced all
of the treasures of motherhood while continuing to
excel in my legal career. These programs vividly
demonstrate that being a parent and being a lawyer
are not mutually exclusive professions.
Admittedly, the days I am in the office are long as I
try to attain my billable requirement in three days as
opposed to five. And, yes, I have on occasion needed
to go into the office on a Tuesday or Thursday and I
have worked from home on Tuesdays and Thursdays,
as well. But these instances have been exceptions
more than the rule. When weighed against what I
have been able to experience with my daughter on all
the other Tuesdays and Thursdays I’ve been off, the
price is a small one to pay. I have seen my daughter
crawl for the first time. I have seen her stand up all
on her own and then tumble down into my lap for the
very first time. I have experienced the indescribable
joy of watching her explore her surroundings with
boundless curiosity and I have relished her laughter
when something amuses her. At the same time, I have
continued to work on exciting new matters that come
into our office and continued to interact with clients
as before, as I continue to develop in my practice
area. Quite simply, I have been able to experience
the joy of my daughter as well as the exhilaration
The K&LNG work-life balance
programs under which I and
others have benefited are just the
beginning. In its continual effort
to set itself apart from others,
K&LNG is expanding its parttime program to include initiatives
that go far beyond what other law
firms offer. The new initiatives are
scheduled for launch in early 2006
and a discussion of these initiatives
will be presented in the spring
edition of our Diversity Newsletter,
so stay tuned……
K&LNG Associate Amy Scott
with her daughter Lauren
On a final note, I, like so many others, have struggled
to respond to both the unique demands of the legal
profession and the tugging of maternal heartstrings;
but I consider myself fortunate to work for a law firm
that empowers its employees to strike the ever-sodelicate balance of parenthood and practicing law.
Amy Scott
Associate, K&LNG Dallas
Dallas-Ft. Worth Black-Tie Dinner
continued from page 4
important for the Center’s 35 HIV/AIDS and GLBT programs,” says Linda G. Moore, President of The
Resource Center of Dallas, and Counsel with K&LNG. Lambda Legal Defense and Education Fund also
received a large endowment. “The funds will assist Lambda Legal in its impact litigation effort,” says Julie
E. Lennon, Member of the Leadership Counsel of Lambda Legal, and Partner with K&LNG.
The event was attended not only by the Administrative Partner of the Dallas office of K&LNG, Robert E.
Wolin, but also by its lawyers and staff, as well as by clients of K&LNG. The attendance is reflective of
K&LNG’s unprecedented level of commitment for achieving diversity and equality.
Viviana M. Wilson
Paralegal, K&LNG Dallas
WINTER 2006
7
The North Star Challenge
On October 25, 2005, K&LNG launched the North
Star Challenge. What is the North Star Challenge?
It is a promise of achievement.
Given the success of our essay contest at the Robert
Treat Academy, K&LNG’s Newark-based Diversity
Committee knew that there were more
students in our community who would
benefit from our involvement. The
North Star Academy, a Newark public
charter school serving grades 5 through
12, was especially enthusiastic about the
opportunity to work with us. As a result
of the students’ hard work, the unwavering
support they receive from their parents
by Stephanie M. Gayol
Associate, K&LNG Newark
and teachers, and a rigorous 11-month
extended day program, one hundred
percent of North Star’s first two graduating classes
were accepted to four-year colleges and universities.
Notwithstanding the success, Paul BambrickSantoyo, North Star’s Codirector, was especially
concerned with his students’ SAT scores. He noted
that while the students excelled academically, it
was their Scholastic Aptitude Test (“SAT”) scores,
if anything, that hindered their ability to pursue an
education at the nation’s most competitive four-year
colleges and universities. Thus began the North Star
Challenge.
K&LNG’s Newark office donated $2,400 to North
Star to purchase the College Board’s Official SAT
Online Course. Many students in prior North Star
classes had never had the opportunity to take an
SAT prep course, and we hope that this will make a
difference in their SAT scores. By taking part in the
North Star Challenge, students of the Class of 2007
have committed themselves to actively engaging in
a 12-week online SAT program. Parents were also
asked to take the North Star Challenge by continuing
to provide unwavering support and guidance to their
children.
K&LNG has committed to providing students with an
added source of support throughout the process and
sought to introduce ourselves at a kickoff reception
and information session on October 25, 2005 titled
K&LNG-North Star Reception: Finding Your
Direction. Twenty-five students and their parents
attended the kickoff. They arrived with looks of
enthusiasm, eager to take on the Challenge.
Newark’s Administrative Partner, Anthony P. La
Rocco, began our kickoff by highlighting our office’s
commitment to the community and the North Star
Challenge. Paul Bambrick-Santoyo, North Star’s
Codirector, stressed the need for students to make
a commitment to studying for the SATs and the
instrumental role parents would play in supporting
them throughout the process. The information
session consisted of an informal discussion with
students and parents about financial aid, the SAT,
perspectives on commuting versus living at college,
and more. Ayanna Taylor, North Star’s Career
Counselor, provided a general overview of the SAT
and college admissions process.
Danielle Severonos, a representative from George
Washington University in Washington, D.C., shared
with parents and students the sometimes harsh reality
of paying for college. Parents asked necessarily
pointed questions about FAFSA forms and various
kinds of public and private aid for their children.
These parents were not just along for the ride; they
were determined to find a way to make this happen
for their families. Two mothers with children already
in college volunteered to be point persons to help
answer other parents’ questions. This truly was a
community coming together in the spirit of family
and achievement.
Our K&LNG community came together, too. A
Diversity Committee initiative quickly evolved into
an office-wide event. Monica Rodriguez, Newark’s
Marketing Manager, a Vassar College alumna who
routinely interviews prospective students, offered
her insight on the interview process. I then joined
two other K&LNG associates, Emily Won and
continued on page 12
8
DIVERSITY COMMITTEE NEWSLETTER
Katrina No Match for the Generosity
of K&LNG Personnel
Once again K&LNG personnel have proven they
have heart—a very large heart. The response to those
in need of assistance after Hurricane Katrina has been
phenomenal. Scores of K&LNG lawyers and staff
personally contributed large sums to the Red Cross
and other relief organizations. In addition, each office
had an individual approach to providing support.
personnel at Reunion Center and at a local job fair.
The state of Texas took on such a huge number of
evacuees that the Dallas office felt the need to go
above and beyond the call to serve. Dallas lawyers
and staff responded by opening their wallets and
their hearts to meet the needs of the newly displaced.
Their donations were given to local churches and
synagogues, the Red Cross, Salvation Army, and
Humane Society. Here are a few of the stories.
Vondel Dawley and her family donated toiletries,
canned food, baby items and clothes to a hotel that
had taken in Katrina evacuees.
Tracey Harris and her husband, Dorian, had
a sleepless but fulfilling Labor Day weekend
volunteering at Reunion Arena. They counseled
the displaced, researched long-term housing
possibilities, shuttled some of the displaced to
other locations, assisted with documenting personal
situations on the online database, and helped in
securing job interviews. Their efforts to aid the
displaced continue, as the needs are still there.
Julie Lennon’s home is Hattiesburg, MS. Her family
lost property and treasured memorabilia in the storm.
Julie drove to Mississippi from Dallas. She arrived
safely at her destination, and stayed for several days
in her mother’s home with extended family.
David Rawlinson spent Labor Day weekend
moving between the convention center and the
Salvation Army Service Center, where he unloaded
boxes and carried supplies.
Deanna Perkins is a State-Certified Medical
Technician who used to assist paramedics with
Advanced Life Support. When Deanna first heard
that displaced persons were being transported to
Dallas, she drove down to the convention center to
see what she could do to help. Personnel there put
her to work in the medical triage area to assist with
arriving evacuees.
John Dickey and Tina Herring spearheaded a
collection of toiletries and personal care items from
Dallas personnel. These were then dispensed to
The Dallas Office held a “jeans day,” where anyone
who paid a minimum of $5 for Heart Fund/Katrina
relief had the option of wearing jeans to the office.
Karen Bomer volunteered time and money at SPCA.
She even offered to go to Louisiana to help.
Tracey Harris and Ben Kail went to a Dallas job
fair on September 9. They distributed toiletries and
assisted the displaced in completing job applications,
seeing that the applications got into the appropriate
hands for interviews.
Amy Scott and Sharon Palmer spearheaded a
collection from Dallas personnel of diapers and other
necessities, delivering them to the local Salvation
Army drop site.
Debbie Williams donated mileage on American
Airlines to provide miles for family members to
reunite.
Vicki Blackburn delivered diapers and toiletry
items for office collection.
Gary Huckleby unloaded boxes at Reunion
Arena.
Susan Elmore and her family donated goods to the
Family Resource Center in their area and collected
money on several weekends for the volunteer fire
department.
The Boston office collected $1,730. These funds
were donated to the American Red Cross.
continued on page 10
WINTER 2006
9
LGBT Legal Career Fair
Generosity of K&LNG Personnel
the event. As New York City’s local bar association
of LGBT attorneys and with an active law student
section, LeGaL proved to be the perfect sponsor for
the program. A planning committee was formed
that included Arthur Fama, Assistant Dean for
Career Services of Cardozo School of Law, and Tom
Maligno, the Director of Public Interest at Touro Law
Center and the immediate past President of LeGaL,
who coordinated the participation of students from
14 area law schools. On the employer side, Alberta
and I teamed up with lawyers and legal recruiting
managers from Sherman & Sterling and Thelen Reid
& Priest to garner the participation of New York
City law firms.
The Los Angeles office’s collection drive raised
a total of $995 in cash and checks, which were
forwarded to the American Red Cross. As a reward
for donating, the office held a “jeans day.” There are
quite a few animal lovers in the office, prompting
several to make donations to animal recovery groups
as well.
continued from page 3
After many hours of telephone conferences, planning
and outreach, the inaugural New York Metro Area
LGBT Legal Career Fair was held September 8 in
the newly-renovated atrium of Cardozo School of
Law. The career fair took the format of an informal,
information-gathering session, where students could
submit resumes to firms, and lawyers and recruitment
personnel could distribute recruiting materials and
speak with students about their firms and practices.
K&LNG’s Chief Diversity Officer, Carl Cooper,
traveled to New York for the event, and K&LNG’s
New York office was also represented by Betty
Louie, the New York office’s representative to the
Diversity Committee, Alberta and myself.
During her welcoming remarks, Tara Rice, President
of LeGaL, stressed the importance of the event
to area LGBT law students and thanked all the
participants for their tangible show of support for
nondiscrimination on the basis of sexual orientation.
Ms. Rice specifically recognized K&LNG’s
leadership role in developing and organizing the
event. By final count, approximately 100 students
from 14 area law schools, 40 New York City law
firms and the New York City Law Department
attended the event, and we look forward to even
broader participation in 2006.
continued from page 9
Miami personnel made individual donations to local
organizations’ collections for hurricane victims.
In the Newark office, individuals responded to
the disaster by making donations to a variety of
charities.
New York’s Loretta Durante built an impressive
gingerbread house to be raffled off at the office
holiday party. Proceeds from the raffle exceeded
$1,000 and went toward the SPCA with the goal of
helping animals stranded by the storm.
The Palo Alto and San Francisco offices were in
contact with Habitat for Humanity regarding fundraising to build a Habitat home in the New Orleans
area.
Pittsburgh’s Mona Cornelia, with assistance from
Jean Bailey, led a drive to support The Pittsburgh
Project, the group sponsoring over 400 evacuees
sent to the Pittsburgh area. Cash, clothing, toiletries
and personal items were generously given to aid the
evacuees. Donations were also generously provided
for families of Pittsburgh staff members who were
living in the hardest-hit hurricane areas.
In Washington, folks were allowed to wear jeans for
a minimum donation of $5. Donations continued to
arrive the following week, which brought the total
amount raised to $7,803. The proceeds were sent to
the American Red Cross in September.
Barry J. Gilman
Associate, K&LNG New York
10
DIVERSITY COMMITTEE NEWSLETTER
The Final Report
FROM THE DIVERSITY COMMITTEE
K&LNG Dallas Brings Holiday Cheer
to Homeless Children: The Vogel Alcove
Childcare Center for the Homeless Toy Drive
On Wednesday, December 14, 2005, staff and
lawyers from K&LNG’s Dallas office participated in
The Vogel Alcove Childcare Center for the Homeless
Toy Drive. With just 65 personnel in the Dallas
Office, 97 children were adopted as toy recipients.
Many in the office shouldered more than their fair
share of the burden, proving once again that doing
good deeds is, in fact, not a burden. The firm itself
K&LNG Partner Michael Napoli playing Santa for the children.
K&LNG’s Sara Robison and Amy Scott with Andrea, daughter of
K&LNG’s Yolanda Solis, and one of the children from The Vogel Alcove
WINTER 2006
contributed by providing the children with soft,
warm winter blankets as well as plush backpacks
in which to carry their belongings. Associate Amy
Scott organized the Toy Drive with
help from many other K&LNG lawyers
and staff. Partner Michael Napoli
played the part of Santa Claus, along
with associate Sheila Armstrong’s
husband, Kelley. The collection of
toys and cash contributions was truly
amazing and not only the children,
by Benjamin H. Kail
but also the K&LNG participants
K&LNG Managing Editor
were beneficiaries of this initiative
when they saw the joyful faces of the
children opening their presents. Perhaps The Vogel
Alcove Toy Drive can be best summed up in the
words of Administrative Partner Bob Wolin, who
stated: “When it is all said and done, perhaps the
nicest thing that anyone at K&LNG can say about a
colleague is that they have heart and soul.”
The Vogel Alcove has grown from a tiny program
serving 11 children to an exemplary national model
serving 113 infants, toddlers and preschool children
daily and 450 annually. Under the leadership of
Doris Budner and Thelma Vogel, the Dallas Jewish
Coalition for the Homeless was created in 1986 to
help alleviate the plight of the homeless in Dallas.
All services are provided free of charge and without
regard to ethnicity, race, and religion or national
origin. Twenty affiliated homeless programs refer
families for the child care services, including
domestic violence shelters, homeless shelters and
transitional housing programs in the Dallas area.
Benjamin H. Kail
K&LNG Managing Editor
11
DIVERSITY
C
OMMITTEE N E W S L E T T E R
The North Star Challenge
continued from page 8
Stephanie Haggerty, in sharing
our personal stories about going
to college close to home versus
going away. Other associates and
partners attended the kickoff event
to provide students and parents with
informal advice based on their own
experiences.
BOSTON
LOS ANGELES
PALO ALTO
75 State Street
10100 Santa Monica Boulevard
630 Hansen Way
Boston, MA 02109
Seventh Floor
Palo Alto, CA 94304
617.261.3100 PHONE
Los Angeles, CA 90067
650.798.6700 PHONE
617.261.3175 FAX
310.552.5000 PHONE
650.798.6701 FAX
310.552.5001 FAX
DALLAS
We promised that the kickoff would
only be the beginning of the North
Star Challenge and, in that light, we
asked parents, students, their career
counselor and Codirector, and
K&LNG lawyers to sign a board
demonstrating their commitment
to the North Star Challenge. One
young student said to her mother,
“Mom, don’t forget to sign the
board.” Her mother smiled back at
her, and we knew that the North Star
Challenge was on. They left armed
with the power of information, a
workbook for their SAT course, and
the support of K&LNG.
PITTSBURGH
2828 North Harwood Street
MIAMI
Suite 1800
Miami Center - 20th Floor
Henry W. Oliver Building
535 Smithfield Street
Dallas, TX 75201
201 South Biscayne Boulevard
Pittsburgh, PA 15222
214.939.4900 PHONE
Miami, FL 33131
412.355.6500 PHONE
214.939.4949 FAX
305.539.3300 PHONE
412.355.6501 FAX
305.358.7095 FAX
HARRISBURG
SAN FRANCISCO
17 North Second Street
NEWARK
Four Embarcadero Center
18th Floor
One Newark Center
10th Floor
Harrisburg, PA 17101
Tenth Floor
San Francisco, CA 94111
717.231.4500 PHONE
Newark, NJ 07102
415.249.1000 PHONE
717.231.4501 FAX
973.848.4000 PHONE
415.249.1001 FAX
973.848.4001 FAX
LONDON
WASHINGTON
110 Cannon Street
NEW YORK
1601 K Street
London EC4N 6AR
599 Lexington Avenue
Washington, DC 20006
United Kingdom
New York, NY 10022
202.778.9000 PHONE
44 (0) 20 7648 9000 PHONE
212.536.3900 PHONE
202.778.9100 FAX
44 (0) 20 7648 9001 FAX
212.536.3901 FAX
Stephanie M. Gayol
Associate, K&LNG Newark
www.klng.com
BOSTON DALLAS HARRISBURG LONDON LOS ANGELES MIAMI NEWARK NEW YORK PALO ALTO PITTSBURGH SAN FRANCISCO WASHINGTON
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Kirkpatrick & Lockhart Nicholson Graham LLP (K&LNG) has approximately 1,000 lawyers and represents entrepreneurs, growth and middle market companies, capital markets participants,
and leading FORTUNE 100 and FTSE 100 global corporations nationally and internationally.
K&LNG is a combination of two limited liability partnerships, each named Kirkpatrick & Lockhart Nicholson Graham LLP, one qualified in Delaware, U.S.A. and practicing from offices in
Boston, Dallas, Harrisburg, Los Angeles, Miami, Newark, New York, Palo Alto, Pittsburgh, San Francisco and Washington and one incorporated in England practicing from the London office.
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© 2006 KIRKPATRICK & LOCKHART NICHOLSON GRAHAM LLP. ALL RIGHTS RESERVED.