Bryan Cave LLP
2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
211 N. Broadway
Suite 3600
St. Louis, MO 63102
Phone: 314 259-2000
Fax: 314 259-2020
www.bryancave.com
LOCATIONS
Atlanta, GA; Boulder, CO; Charlotte, NC; Chicago, IL; Colorado Springs, CO; Dallas, TX; Denver, CO; Irvine, CA; Jefferson City, MO; Kansas City, MO;
Los Angeles, CA; Miami, FL; New York, NY; Overland Park, KS; Phoenix, AZ; San Francisco, CA; Southern Illinois; St. Louis, MO; Washington, DC;
Frankfurt; Hamburg; Hong Kong; London; Paris; Shanghai; Singapore
DIVERSITY LEADERSHIP
Head(s) of Firm: Therese Pritchard, Chair of Firm
Diversity team leader(s): Lisa Demet Martin, Chief Diversity Officer; Lolly Cerda, Diversity Project Manager
NUMBER OF ATTORNEYS
TOTAL NUMBER OF ATTORNEYS
Firmwide
U.S. offices only
Currently
As of December 31, 2014
1005
923
1013
939
Response to Spring 2015 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2015 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Bryan Cave LLP
2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Law Firm Demographic Profile
Does your firm have more than one tier of partnership?
Yes
ASSOCIATES (2014)
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
SUMMER ASSOCIATES (2014)
Men
Women
136
5
5
0
9
0
4
4
0
159
124
17
6
0
14
0
5
3
0
166
Men
Women
276
9
3
1
6
0
2
2
0
297
67
2
4
1
0
0
0
3
0
74
EQUITY PARTNERS (2014)
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
Men
Women
10
2
4
0
0
0
2
2
0
18
9
2
1
0
3
1
2
0
0
18
Men
Women
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
NON-EQUITY PARTNERS (2014)
Due to confidentiality, equity and non-equity numbers are combined.
OF COUNSEL (2014)
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
Due to confidentiality, equity and non-equity numbers are combined.
NEW HIRES (2014)
Men
Women
126
1
1
1
3
0
2
6
0
134
90
4
7
0
4
0
4
7
0
109
Response to Spring 2015 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2015 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
Men
Women
18
2
4
0
5
0
3
2
0
32
19
4
4
0
6
0
2
0
0
35
Bryan Cave LLP
2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Strategic Plan and Diversity Leadership
How does the firm's leadership communicate the importance of diversity to everyone at the firm?
Forms of communication include updates by the chair of the firm at the firmwide annual partners' meeting; update by chief diversity officer at local partner meetings, quarterly
diversity reports to office managing partners and CSG leaders; leadership training for all lawyers and members of management; the firm website, diversity site on the firm's
intranet, diversity calendar, e-mails, firmwide updates from chair of firm, meetings, conference calls, videoconferences, and social media.
Who has primary responsibility for leading diversity initiatives at your firm?
Lisa Demet Martin, Chief Diversity Officer
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 2014, what was the total number of hours collectively spent by the committee in the furtherance of
the firm's diversity initiatives?
Total attorneys on committee: 14
Total hours spent on diversity: 2002
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?
Quarterly
How is the firm's diversity committee and/or firm management held accountable for achieving results?
The Chief Diversity Officer is in charge of implementing and leading Bryan Cave's global diversity effort. We do not measure diversity success just in terms of statistics. Instead,
we look at diversity success in terms of our firm culture. We ask ourselves how has the firm culture become more diverse and inclusive over the past year as a result of this
diversity initiative? Along with the firm chairman, firm leadership and Diversity Committee, the Chief Diversity Officer is continually assessing our diversity successes and
opportunities for change. Our approach is comprehensive and strategic, and includes specific goal setting, accountability measures, and metrics to monitor our progress. The Chief
Diversity Officer reports to the Executive Committee on a quarterly basis, and provides office managing partners and CSG leaders quarterly reports on diversity data applicable
to their specific offices/CSGs. Further, as part of their annual self evaluation, every Bryan Cave partner must state how they have helped further diversity at the firm. These selfevaluations are a critical component of the partner compensation process.
Is your firm minority-owned or women-owned?
No
Response to Spring 2015 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2015 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Bryan Cave LLP
2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Law Firm Diversity Initiatives
INITIATIVES FOR ALL DIVERSE ATTORNEYS
Already
Completed
Currently
Addressing
Not a Current
Priority
X
Undertake communication from firm management that diversity is a top priority of the firm
X
Formalize diversity plan and committee with action steps and accountability to management
X
Conduct firmwide diversity training for all attorneys and staff
X
Focus on strengthening firm's mentoring program
X
Conduct internal diversity needs assessment (e.g., culture and environment surveys) and/or retain diversity
consultant to examine how firm culture might be more welcoming of minorities
X
Support law firm's internal affinity networks
X
Hire a director of diversity or other full-time professional to implement the firm's diversity program
X
Coordinate or work with clients on diversity issues
X
Develop/expand relationships with minority bar associations and other legal diversity organizations to offer
firm's support of these networks
Response to Spring 2015 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2015 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Bryan Cave LLP
2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Law Firm Diversity Initiatives
INITIATIVES SPECIFICALLY FOR MINORITY ATTORNEYS
Already
Completed
Currently
Addressing
Not a Current
Priority
X
Increase the number of minority attorneys at the associate level
X
Increase the number of minority attorneys at the partnership level
X
Increase the number of minority attorneys in leadership positions
X
Focus on strengthening firm's mentoring program for minority attorneys
X
Manage/monitor allocation of work assignments and/or hours billed to ensure minority attorneys have equal
access/inclusion on top client matters
INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS
Already
Completed
Currently
Addressing
Not a Current
Priority
X
Institute a formal part-time policy that addresses partnership prospects
X
Increase the number of women at the associate level
X
Increase the number of women at the partnership level
X
Increase the number of women in leadership positions
X
Focus on strengthening firm's mentoring program for women
X
Manage/monitor allocation of work assignments and/or hours billed to ensure women have equal access/
inclusion to top client matters
Response to Spring 2015 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2015 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Bryan Cave LLP
2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Law Firm Diversity Initiatives
INITIATIVES SPECIFICALLY FOR OPENLY GLBT ATTORNEYS
Already
Completed
Currently
Addressing
Not a Current
Priority
X
Offer same-sex domestic partners the same benefits available to married individuals
X
Increase the number of GLBT attorneys at the associate level
X
Increase the number of GLBT attorneys at the partnership level
X
Increase the number of GLBT attorneys in leadership positions
X
Ensure that EEO and non-discrimination policies specifically address gender identity
INITIATIVES SPECIFICALLY FOR ATTORNEYS WITH DISABILITIES
Already
Completed
X
Currently
Addressing
Not a Current
Priority
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
Ensure that EEO and non-discrimination policies specifically address individuals with disabilities
Response to Spring 2015 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2015 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Bryan Cave LLP
2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
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 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.
Lawyers in our St. Louis office volunteer in a Legal Division program through Junior Achievement where they conduct sessions in all grade levels on law and related careers.
Associates in that same office participate in the College bound program career day focused on law. Our Phoenix office participates in a side venture of the Diversity Leadership
Alliance of which pipeline is a core mission.
Response to Spring 2015 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2015 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Bryan Cave LLP
2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Recruitment - New Associates
Does your firm annually recruit at any of the following types of institutions?
Ivy League schools: Yes. Columbia University, Cornell University, University of Pennsylvania.
Other private schools: Yes. Brooklyn Law School, Cardozo Law School, Duke University, Emory University School of Law, Fordham University, George Washington University,
Hofstra University School of Law, Loyola Law School-Los Angeles, Loyola University-Chicago School of Law, New York Law School, New York University School of Law,
Northwestern University, Pepperdine University School of Law, St. Louis University, University of Chicago, University of Denver, University of Notre Dame, University of
Southern California, Vanderbilt University, Washington University.
Public state schools: Yes. Georgia State University College of Law, Sandra Day O'Connor College of Law • Arizona State University, Southern Illinois University School of
Law, University of Arizona, University of California-Berkeley, University of California-Davis, University of California-Hastings, University of California-Irvine, University of
California • Los Angeles, University of Colorado Law School, University of Florida Levin College of Law, University of Georgia School of Law, University of Illinois, University
of Kansas, University of Michigan, University of Missouri-Columbia, University of Missouri-Kansas City, University of Virginia.
Historically Black Colleges and Universities (HBCUs): Yes. Howard University.
Diversity job fairs: Yes. Bay Area Diversity Job Fair, Cook County Minority Job Fair, Heartland Legal Diversity Job Fair, Lavender Law Career Fair, Southeastern Minority Job
Fair, St. Louis Diversity 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?
The Denver office offers a scholarship for a first-year law student of racial, religious and/or ethnic backgrounds traditionally under-represented in the legal community, disabled
students, and openly gay, lesbian, bisexual and transgender students from a Colorado law school. Partners in our Irvine office mentor first year law students at University of
California-Irvine. Kansas City participates in the Kansas City's Metropolitan Bar Association's First Year Diversity Clerkship Program. In New York, we participate in the
New York City Bar Association's Minority Fellowship Program and bring in a 1L law student as a summer associate. Our Phoenix office is a co-sponsor of the American Bar
Association Judicial Intern Opportunity Program which brings students between their first and second year of law school to Phoenix for six-week judicial clerkships. Additionally,
they participate in the Diversity Legal Writing Intern program, co-sponsored by the law schools and the Arizona Bar. The St. Louis office participates annually in the St. Louis
Diversity Clerkship Program which is geared at first year law students from several regional schools. In addition, we participate in the Leadership Council on Legal Diversity
(LCLD) 1L Scholars Program which is designed to strengthen the legal pipeline by expanding the opportunities for diverse first year law students.
Response to Spring 2015 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2015 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Bryan Cave LLP
2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Recruitment - New Associates
ALL 2L SUMMER ASSOCIATES (2014)
OFFERS MADE* (2014)
* Summer associates who received an offer of full-time employment
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
Men
Women
9
2
2
0
0
0
1
1
0
14
8
2
1
0
2
1
3
0
0
17
OFFERS ACCEPTED* (2014)
Men
Women
9
2
2
0
0
0
1
1
0
14
8
1
0
0
2
1
3
0
0
15
NEITHER ACCEPTED NOR DECLINED (2014)
* Summer associates who accepted an offer of full-time employment
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
Men
Women
9
2
2
0
0
0
1
1
0
14
6
1
0
0
2
1
3
0
0
13
* Summer associates who neither accepted nor declined an offer of full-time
employment because of postgraduate clerkship/fellowship
Response to Spring 2015 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2015 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
Men
Women
0
0
0
0
0
0
0
0
0
0
2
0
0
0
0
0
0
0
0
2
Bryan Cave LLP
2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Recruitment - Lateral Associates and Partners
LATERAL ASSOCIATE HIRES (2014)
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
LATERAL OF COUNSEL HIRES (2014)
Men
Women
5
2
1
0
1
0
1
0
0
10
1
1
1
0
0
0
0
0
0
3
LATERAL PARTNER HIRES* (2014)
Women
3
0
0
0
2
0
0
1
0
5
8
2
0
0
2
0
1
0
0
13
* Both equity and non-equity promoted from associate or of counsel rank
Men
Women
2
0
2
0
0
0
0
0
0
4
0
0
0
0
0
0
0
0
0
0
Men
Women
16
1
2
0
1
0
0
0
0
20
3
0
0
0
0
0
0
0
0
3
NEW EQUITY PARTNERS* (2014)
* Whether hired laterally or promoted from within
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
Men
NEW PARTNERS PROMOTED* (2014)
* Both equity and non-equity
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
Due to confidentiality, equity and non-equity numbers are combined.
Response to Spring 2015 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2015 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
Men
Women
5
0
0
0
1
0
0
0
0
6
1
0
0
0
0
0
0
0
0
1
Bryan Cave LLP
2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
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)?
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:
Not tracked.
Response to Spring 2015 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2015 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Bryan Cave LLP
2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Retention and Professional Development
ATTORNEYS WHO LEFT THE FIRM IN 2014
1ST-YEAR ASSOCIATES
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
2ND-YEAR ASSOCIATES
Men
Women
2
0
0
0
0
0
0
0
0
2
1
0
0
0
0
0
0
0
0
1
3RD-YEAR ASSOCIATES
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
Men
Women
2
0
0
0
0
0
0
0
0
2
4
0
1
0
0
0
1
0
0
6
Men
Women
1
0
0
0
1
0
1
0
0
3
2
0
0
0
0
0
0
0
0
2
Men
Women
1
1
0
0
0
0
0
0
0
2
2
0
0
0
1
0
0
0
0
3
4TH-YEAR ASSOCIATES
Men
Women
0
0
0
0
1
0
0
0
0
1
1
0
0
0
0
0
0
0
0
1
5TH-YEAR ASSOCIATES
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
6TH-YEAR ASSOCIATES
Men
Women
2
0
1
0
0
0
0
0
0
3
1
1
1
0
0
0
1
0
0
4
Response to Spring 2015 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2015 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
Bryan Cave LLP
2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Retention and Professional Development
ATTORNEYS WHO LEFT THE FIRM IN 2014
7TH-YEAR ASSOCIATES
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
8TH-YEAR PLUS ASSOCIATES
Men
Women
4
1
1
0
0
0
0
0
0
6
1
1
0
0
0
0
0
0
0
2
OF COUNSEL
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
Men
Women
6
0
0
0
0
0
1
0
0
7
5
1
0
0
1
0
0
0
0
7
Men
Women
9
0
0
0
1
0
0
0
0
10
5
0
0
0
0
0
0
0
0
5
NON-EQUITY PARTNERS
Men
Women
21
2
0
0
0
0
0
1
0
23
20
2
0
0
1
0
0
1
0
23
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
Due to confidentiality, equity and non-equity numbers are combined.
EQUITY PARTNERS
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
Men
Women
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
Due to confidentiality, equity and non-equity numbers are combined.
Response to Spring 2015 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2015 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Bryan Cave LLP
2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Retention and Professional Development
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 individuals with disabilities)
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, particularly 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 a partner at your
firm?
Associates remain on partnership track and partners may also work a flexible schedule. Associates have been promoted to partner while working flex schedules.
How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability?
[No response]
Response to Spring 2015 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2015 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Bryan Cave LLP
2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Retention and Professional Development
PART-TIME ATTORNEYS
(2014)
PART-TIME ATTORNEYS
Men
Women
Total
TOTAL NUMBER OF ATTORNEYS
(full and part-time)
Associates
1
15
16
325
Of counsel
23
42
65
243
Non-equity partner
3
4
7
371
Equity partner
n/a
n/a
n/a
n/a
Due to confidentiality, equity and non-equity numbers are combined.
Response to Spring 2015 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2015 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Bryan Cave LLP
2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Management Demographic Profile
FIRMWIDE COMMITTEES 2014
EXECUTIVE/MANAGEMENT COMMITTEE*
HIRING COMMITTEE*
* Attorneys on the Executive/Management Committee or equivalent
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
* Attorneys on Hiring Committee or equivalent
Men
Women
15
0
0
0
0
0
0
0
0
15
5
0
0
0
0
0
0
0
0
5
PARTNER REVIEW COMMITTEE*
Women
50
5
0
0
4
0
0
2
0
59
39
8
1
1
3
0
1
4
0
53
* Attorneys on the Associate Review Committee or equivalent
Men
Women
15
0
0
0
0
0
0
0
0
15
5
0
0
0
0
0
0
0
0
5
ATTORNEYS ON THE DIVERSITY COMMITTEE OR
EQUIVALENT
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
Men
ASSOCIATE REVIEW COMMITTEE*
* Attorneys on the Partner Review Committee or equivalent
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
Men
Women
5
2
0
0
1
0
0
1
0
8
5
2
0
0
0
0
0
1
0
7
Response to Spring 2015 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2015 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
White/Caucasian
African-American/Black
Hispanic/Latino
Alaska Native/American Indian
Asian
Native Hawaiian/Pacific Islander
Multiracial
Openly GLBT
Individuals with disabilities
Total
Men
Women
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
Bryan Cave LLP
2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Management Demographic Profile
OTHER LEADERSHIP ROLES
U.S. office heads
Practice group/
department leaders
Committee leaders
17
16
18
Minorities
1
1
2
Women
5
0
9
GLBT attorneys
1
0
0
Individuals with disabilities
0
0
0
Leadership positions (2014)
Total number of positions
Number of such positions held by:
Please provide information regarding all diverse attorneys who currently head offices, practice groups 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 HEADS
How many offices does your firm have in the United States? 19
Minorities heading offices: Joseph McCoy, Chicago (65)
Women heading offices: Marcy Bergman, San Francisco (38); Robin Dubas, Dallas (14); Jennifer Jackson, Santa Monica (66); LaDawn Naegle, Washington DC (51); Diana
Vuylsteke, Jefferson City (2)
GLBT attorneys heading offices: Keith Dunsmore, Charlotte (17)
Individuals with disabilities heading offices: 0
PRACTICE GROUP/DEPARTMENT LEADERS
Minorities heading practices: Evan Chuck, International Trade (22)
Women heading practices: Rebecca Nelson, Antitrust (59); Jennifer Odom, Commercial Litigation (458); Sarah Sise, Employee Benefits (30)
GLBT attorneys heading practices: 0
Individuals with disabilities heading practices: 0
COMMITTEE LEADERS
Minorities heading committees: Craig D. Jeffrey, Recruiting Committee (112); Holly P. Lopez, Recruiting Committee (112)
Women heading committees: Meridyth M. Andresen, Recruiting Committee (112); Ellen E. Bonacorsi, Pro Bono Committee (6); Zhonette Brown, Recruiting Committee (112);
Robin Dubas, Recruiting Committee (112); Jennifer Dempsey, Recruiting Committee (112); Renee E. Frost, Opinion Committee (10); Holly P. Lopez, Recruiting Committee
(112); Lisa Demet Martin, Firmwide Diversity Committee (15); Therese Pritchard, Executive Committee (15)
GLBT attorneys heading committees: 0
Individuals with disabilities heading committees: 0
Response to Spring 2015 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2015 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Bryan Cave LLP
2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
The Firm Says
Promoting and embracing diversity is one of Bryan Cave's core values, and the top levels of firm leadership have committed themselves to making our firm and the profession
more diverse and inclusive. We place such a high priority on diversity because it enriches the quality and fabric of our firm. It brings value to our people and also to our clients.
Diversity improves the quality of legal services we provide by teaming professionals with diverse perspectives to tackle our clients' legal challenges. Diversity benefits our firm
directly by enabling us to attract world -class legal talent and firm leaders.
With commitment that starts at the top and is shared by all of us, we have made significant strides in diversity. Our chair is one of only a handful of women to head an AmLaw 200
firm and the firm has earned Gold Certification from the Women in Law Empowerment Forum. In addition to our chair, several women partners sit on the firm's Executive and
Management Committees. Five of the firm's domestic offices plus two offices abroad are led by women managing partners, as are several core firm practice areas.
Bryan Cave's four affinity groups are a valuable resource for our diverse lawyers and the firm. The affinity groups promote the retention, professional growth and advancement
of their members by creating opportunities for training, mentoring, networking inside and outside the firm, and business and leadership development. They foster communication
among attorneys with shared interests and backgrounds, and provide a platform for frank dialogue about diversity and inclusion at the firm. The firm's strategic commitment to
diversity has no borders and our diversity initiatives are fully integrated around the world. Affinity groups extend to all our offices, we recruit and hire diverse talent worldwide,
and we look to retain and promote diverse lawyers globally.
The women lawyers affinity group is dedicated to providing a platform for the career development and success of Bryan Cave's women lawyers. The group facilitates relationship
building with clients and potential clients and provides professional, business development and community leadership opportunities for our women attorneys. Through internal
programming, such as skills and leadership training sessions and casual social events, connections develop among our women attorneys and establish important mentoring
relationships between junior and more experienced women lawyers at the firm.
The lawyers of color affinity group provides an active network for its members and offers a variety of opportunities for dialogue, mentoring, skills training, and leadership and
business development. Affinity group members from offices around the world meet quarterly to discuss issues that impact the recruitment, retention and promotion of lawyers of
color. In June, approximately 100 lawyers of color from throughout the firm convened in the firm's Atlanta office for the group's second firm wide meeting
Bryan Cave is committed to offering an inclusive and welcoming environment for lesbian, gay, bisexual and transgender people. The LGBT Lawyers affinity group provides a
platform for open dialogue and offers programming to support that commitment. In 2014, the group held its annual meeting in our Washington, D.C., office with several members
of firm leadership in attendance. Through a relationship that was initiated by the LGBT Lawyers affinity group and with extensive contributions from Bryan Cave lawyers outside
the group, the firm has played a dynamic role in litigation nationwide seeking to strike down statutes and state constitutional amendments that discriminate against same-sex
couples in connection with the right to marry. For the eighth year in a row, Bryan Cave achieved a perfect score on the Human Rights Campaign's Corporate Equality Index,
reflecting our welcoming and open environment and best -practice policies for LGBT lawyers.
Bryan Cave is committed to offering balanced hours to lawyers who require flexibility in their work schedules because of family obligations or other demands. The Lawyers with
Alternative Work Schedules & Sites (LAWSS) affinity group was formed to meet the needs of our lawyers who work alternative or reduced schedules or telecommute. The group's
mission is to identify strategies for career and business development, and develop best practices for supporting and encouraging work/life balance while continuing to meet the
goals and objectives of the firm and each individual.
In 2014, the firm completed an intensive curriculum of diversity workshops for our lawyers. This program focuses on raising awareness and identifying specific strategies and best
practices to support the recruitment, development, and promotion of women lawyers, lawyers of color, and LGBT lawyers at the firm. The program kicked off with workshops for
the firm's top leadership. The Executive and Management Committees were the first participants, followed by all office managing partners and practice group leaders. After all
members of firm management had participated in the workshops, the program was rolled out to all of our U.S. lawyers. The response to the program was overwhelmingly positive
and the firm is already working on the next series of workshops.
Our mentoring program connecting members of our firm leadership with diverse associates completed its fifth year in 2014. Members of our Executive and Management
Committees serve as mentors to mid-level associates of color. Participation by the firm's senior leadership reinforces the firm's message of inclusion and exemplifies our
commitment to diversity.
Response to Spring 2015 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database
(http://mcca.vault.com). Copyright © 2015 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.