TORT TRIAL AND INSURANCE PRACTICE SECTION THE COMMITTEE ON DIVERSITY IN THE PROFESSION'S MODEL FIRM PROGRAMS AND PRACTICES

"Ending Lip Service to Diversity Commitments"

Please  Click Here...  to submit Law Firm Activity Report

Please  Click Here...  to submit Bar Association Activity Report

Please  Click Here...  to become a signatory to the diversity model firm program

Congratulations to the following firms who are making the first commitments to ending lip service; Click here for the listing of firms...

To ensure that the legal profession reflects the diversity of the American society which it serves, so that all citizens can enjoy equal access to the judicial system, and to achieve equal opportunity in the legal profession, the Committee on Diversity in the Profession of the Tort Trial and Insurance Practice Section makes the following recommendations to its members and their law firms:

Recruitment and Committment

Stress your firm's commitment to lawyers of color and women lawyers in the firm's promotional materials and website. Highlight this commitment to diversity in discussions with prospective hires and law schools. Develop a website that looks, and is, diversely inclusive. Include a written statement demonstrating your firm's commitment to diversity in your firm newsletter Reach out to local law schools with a policy which embraces diversity to advertise employment opportunities. Actively participate in local law student summer law clerk programs, recruiting law students of color and women law students. Hire local second and third year law students law students of color and women law students to work at your firm during the summer and/or the academic year.

Hiring

Ensure that your firm's strategic plans include provisions promoting diversity relating to hiring, retention and advancement. Strategic plans should be based on the demographics of the firm's community, with voluntary timetables not to exceed ten years. Example: by the year 2008, 35% of associates be comprised of diverse attorneys and 12% of partners diverse. By the year 2013, 40% diversity among associates and 18% partner diversity. Monitor, measure and review progress toward your firm's strategic plans and goals on an annual basis, preferably by a managing partner. Include senior diverse attorneys in the interviewing process when possible. Hire lateral associates of color and women, ensuring that lateral associates are fully aware that the firm intends and desires to promote lateral diverse associates to partnership positions. Lateral partners further should be expected to be role models and mentors for associates coming up the leadership ladder of the firm.

Retention and Promotion

Involve a managing partner and members of your firm's management in communicating the firm's commitment to diversity, and that diversity goals are strongly supported by each member of the firm. Immediately stop behavior and practices that are prejudicial to the firm's diverse population in order to effectuate a firm-wide change in attitude and perception. Publicly renounce without identifying individual firm members that your firm has a 'zero tolerance' level for improper conduct and statements. Review and revamp internal policies and practices affecting assignments of matters to associates, assignment of associates to particular partners. Review and revamp internal policies and practices affecting the inclusion of lawyers of color and women lawyers in marketing efforts, including client contact. Adopt goals and timetables for hiring and advancing lawyers of color and women lawyers. Review and revise as appropriate internal policies and practices to eliminate bias in reviews and evaluations that determine performance, compensation and advancement. Review and revamp internal policies and practices affecting retention rates, to eliminate bias and maximize promotional potential for lawyers of color and women.

Mentoring

Implement a formal, written mentoring program, with careful selection of mentors which should include partners of the firm. Provide adequate training to mentors and mentees Ensure that a managing partner regularly checks with lawyers of color and women lawyers, to learn of their perspective on their individual perspective of how they are progressing with the firm, and how effective the mentoring program is.

Networking

Attend and/or sponsor career days with law schools which encourage, and are committed to, diversity in the legal profession. Provide financial support to law school scholarships and/or work study programs for law students of color and women law students. Establish a law school outreach committee or task force within your law firm. Attend programs sponsored by local minority and speciality bar associations. Buy an ad for the program, stating your firm's commitment to diversity.

Please  Click Here...  to submit Law Firm Activity Report

Please  Click Here...  to become a signatory to the diversity model firm program