Transcription
Akin Gump Strauss Hauer & Feld LLP2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY2001 K Street N.W.Washington, DC 20006Phone: 1 202.887.4000Fax: 1 202.887.4288https://www.akingump.comLOCATIONSAbu Dhabi, Beijing, Dallas, Dubai, Fort Worth, Frankfurt, Geneva, Hartford, Hong Kong, Houston, Irvine, London, Los Angeles, Moscow, New York,Philadelphia, San Antonio, San Francisco, Singapore, Washington, D.C.DIVERSITY LEADERSHIPHead(s) of Firm: Kim Koopersmith, ChairpersonDiversity team leader(s): Nimesh Patel, Chief Diversity & Inclusion OfficerNUMBER OF ATTORNEYSTOTAL NUMBER OF ATTORNEYSWorldwideU.S. offices onlyCurrentlyAs of December 31, 20199817701001803Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database(http://mcca.vault.com). Copyright 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Akin Gump Strauss Hauer & Feld LLP2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEYLaw Firm Demographic ProfileDoes your firm have more than one tier of partnership?YesASSOCIATES c/LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with DisabilitiesTotalSUMMER ASSOCIATES 8The firm does not share disability nic/LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with enWomen552702025n/a68333108012n/a48The firm does not share disability data.OF COUNSEL (2019)The firm does not share disability data.Women211203024n/a29NON-EQUITY PARTNERS (2019)The firm does not share disability /LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with DisabilitiesTotalMenThe firm does not share disability data.EQUITY PARTNERS c/LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with lackHispanic/LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with DisabilitiesTotalNEW HIRES ucasianAfrican-American/BlackHispanic/LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with DisabilitiesTotalThe firm does not share disability data.Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database(http://mcca.vault.com). Copyright 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Akin Gump Strauss Hauer & Feld LLP2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEYStrategic Plan and Diversity LeadershipHow does the firm's leadership communicate the importance of diversity to everyone at the firm?Akin Gump's leadership communicates the importance of diversity and inclusion through a variety of channels. The firm's internal portal and external website feature sectionsthat emphasize Akin Gump's commitment to diversity and inclusion and outline the firm's diversity and inclusion related accolades. E-mail announcements are sent by the firm'schairperson when the firm or an individual attorney is honored in the area of diversity and inclusion. The firm's Chief Diversity and Inclusion Officer also travels regularly aroundthe firm's offices, meeting with lawyers and business services in each location. The firm has Diversity and Inclusion Councils in the larger offices in the United States and inLondon. The Chairs of each Diversity and Inclusion Council regularly meet with the Chief Diversity and Inclusion Officer. There are also regular meetings of the firmwideDiversity and Inclusion Council, and the Chair of the firm and the Chief Diversity and Inclusion Officer meet at least once a month. The Chief Diversity and Inclusion Officer alsoparticipates in practice group leader meetings and partner meetings.Who has primary responsibility for leading diversity initiatives at your firm?Nimesh Patel, Chief Diversity & Inclusion OfficerDoes your law firm currently have a diversity committee?YesIf yes, do one or more members of the firm's management/executive committee (or the equivalent) serve on the diversity committee?YesIf yes, how many attorneys are on the committee, and in 2019, what was the total number of hours collectively spent by the committee in the furtherance ofthe firm's diversity initiatives?Total attorneys on committee: 15Total hours spent on diversity: [No response]Comments: The firm does not currently separately track hours spent on diversity initiatives. Initiatives in the areas of attorney recruiting, professional development and clientservice all contribute to the firm's diversity efforts as a whole.Does the committee and/or diversity leader establish and set goals or objectives consistent with management's priorities?YesIf yes or partially, please explain.Akin Gump created a firmwide diversity and inclusion committee more than a decade ago. Additionally, in January 2019, the firm hired Nimesh Patel, as our Chief Diversity& Inclusion Officer, to bring expertise in executing the firm's diversity and inclusion strategy. Given the firm's commitment to diversity and inclusion, our Chairperson, KimKoopersmith, believed it was imperative that the position report directly to her. She and the CDIO regularly present key findings and updates to the Management Committee.In 2019, we also updated and reissued the firm's diversity and inclusion strategic plan, which has four elements: (i) leadership commitment and engagement; (ii) recruiting and thediversity pipeline; (iii) professional development and inclusive workplaces; and (iv) engaging with strategic partners to further diversity and inclusion in the firm and across thelegal profession.Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm?YesIf yes, is it formal or informal?FormalHow often does the firm's management review the firm's diversity progress/results?QuarterlyHow is the firm's diversity committee and/or firm management held accountable for achieving results?The firm's Chairperson and Chief Diversity and Inclusion Officer are primarily responsible for driving accountability for the firm's diversity and inclusion strategy, in partnershipwith the firmwide diversity and inclusion council. Our process includes setting key priorities in the execution of our diversity and inclusion strategic plan, continuously assessingour results through robust data analytics, and engaging with leaders across the firm to ensure broader ownership of diversity and inclusion efforts. The CDIO shares the resultsof our efforts, specifically including the data analytics with the chairperson, firmwide diversity and inclusion council, management committee, practice group leaders, and officepartners-in-charge.Is your firm minority-owned or women-owned?NoResponse to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database(http://mcca.vault.com). Copyright 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Akin Gump Strauss Hauer & Feld LLP2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEYLaw Firm Diversity InitiativesINITIATIVES FOR ALL DIVERSE dertake communication from firm management that diversity is a top priority of the firmFormalize diversity plan and committee with action steps and accountability to managementXConduct firmwide mandatory diversity training for all attorneys and staff annuallyXImplement bias interrupters with respect to hiring/assignments/evaluations/compensation reviews/promotions/etc.XFocus on strengthening firm's mentoring programXXNot a CurrentPriorityConduct internal diversity needs assessment (e.g., culture and environment surveys) and/or retain diversityconsultant to examine how firm culture might be more welcoming of minoritiesXXSupport law firm's internal affinity networksHire a director of diversity or other full-time professional to implement the firm's diversity programXXCoordinate or work with clients on diversity issuesXXDevelop/expand relationships with minority bar associations and other legal diversity organizations to offerfirm's support of these networksResponse to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database(http://mcca.vault.com). Copyright 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Akin Gump Strauss Hauer & Feld LLP2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEYLaw Firm Diversity InitiativesINITIATIVES SPECIFICALLY FOR MINORITY ATTORNEYSAlreadyCompletedCurrentlyAddressingNot a CurrentPriorityXIncrease the number of minority attorneys at the associate levelXIncrease the number of minority attorneys at the partnership levelXIncrease the number of minority attorneys in leadership positionsXFocus on strengthening firm's mentoring program for minority attorneysXManage/monitor allocation of work assignments and/or hours billed to ensure minority attorneys have equalaccess/inclusion on top client mattersINITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYSAlreadyCompletedCurrentlyAddressingNot a CurrentPriorityXInstitute a formal part-time policy that addresses partnership prospectsXIncrease the number of women at the associate levelXIncrease the number of women at the partnership levelXIncrease the number of women in leadership positionsXFocus on strengthening firm's mentoring program for womenXManage/monitor allocation of work assignments and/or hours billed to ensure women have equal access/inclusion to top client mattersXProvide accommodations specific to mothers (e.g., lactation rooms)XImplement policies to address gender pay equityResponse to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database(http://mcca.vault.com). Copyright 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Akin Gump Strauss Hauer & Feld LLP2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEYLaw Firm Diversity InitiativesINITIATIVES SPECIFICALLY FOR OPENLY LGBTQ ATTORNEYSAlreadyCompletedCurrentlyAddressingNot a CurrentPriorityXOffer same-sex domestic partners the same benefits available to married individualsXIncrease the number of LGBTQ attorneys at the associate levelXIncrease the number of LGBTQ attorneys at the partnership levelXIncrease the number of LGBTQ attorneys in leadership positionsXFocus on strengthening firm’s mentoring program for LGBTQ attorneysXManage/monitor allocation of work assignments and/or hours billed to ensure LGBTQ attorneys have equalaccess/inclusion on top client mattersXEnsure that EEO and non-discrimination policies specifically address gender identityXProvide accommodations for LGBTQ attorneys (e.g. bathroom facilities)INITIATIVES SPECIFICALLY FOR ATTORNEYS WITH DISABILITIESAlreadyCompletedCurrentlyAddressingNot a CurrentPriorityXIncrease the number of attorneys with disabilities at the associate levelXIncrease the number of attorneys with disabilities at the partnership levelXIncrease the number of attorneys with disabilities in leadership positionsXFocus on strengthening firm’s mentoring program for attorneys with disabilitiesXManage/monitor allocation of work assignments and/or hours billed to ensure attorneys with disabilities haveequal access/inclusion on top client mattersResponse to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database(http://mcca.vault.com). Copyright 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Akin Gump Strauss Hauer & Feld LLP2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEYXEnsure that EEO and non-discrimination policies specifically address individuals with disabilitiesXImplement accommodations for current and future attorneys with disabilities (e.g., access, technology, etc.)Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database(http://mcca.vault.com). Copyright 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Akin Gump Strauss Hauer & Feld LLP2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEYPipeline InitiativesDoes your firm actively engage in initiatives to feed the diversity pipeline by encouraging minority students to consider law as a career and/or assisting themin pursuing such opportunities?Participate in established pipeline programs, such as SEO, Legal Outreach, Prep for Prep or Street LawFund scholarships for minority high school or college studentsMentor minority high school or college studentsParticipate in or host mock trial programs or career eventsProvide internships or employment to minority high school or college studentsOutreach to middle school studentsPlease discuss any additional efforts to reach out to diverse undergraduates, high school, middle school or grade school students.High School Pipeline EffortsSince 2013, the firm has supported the New York Bar Association's Thurgood Marshall Summer Law Internship Program, which places high-achieving inner-city high schoolstudents with legal employers for the summer and provides them with additional programming before, during, and after the summer designed to help them prepare for a legalcareer.The firm also sponsors various organizations that support diverse students in the areas in which we work such as NJ LEEP (Law and Education Empowerment Project), which is acollege access and success program serving students and families in the greater Newark area.Pre-Law School Pipeline EffortsSince 2008 the firm has been a sponsor of the SEO Law Fellows program, which provides internship opportunities for rising diverse first-year students from many of the nation'smost prestigious law schools. In 2019, we hosted SEO interns in Dallas, Houston, Los Angeles, New York and Washington, D.C.Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database(http://mcca.vault.com). Copyright 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Akin Gump Strauss Hauer & Feld LLP2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEYRecruitment - New AssociatesDoes your firm annually recruit at any of the following types of institutions?Ivy League law schools: Columbia University, Cornell University, Harvard University, University of PennsylvaniaOther private law schools: American University, Boston University, Brooklyn Law School, Cardozo School of Law, Catholic University, Duke University, Emory University,Fordham University, George Washington University, Georgetown University, New York University, Southern Methodist University, Stanford University, Tulane University,University of Southern California, Vanderbilt University, Washington UniversityPublic state law schools: George Mason, University of California - Berkeley, University of California - Los Angeles, University of Houston, University of Michigan, University ofTexas, University of Virginia, William & MaryLaw schools of Historically Black Colleges and Universities (HBCUs): Howard UniversityDiversity job fairs: Lavender LawDo you have any special outreach efforts directed to encourage minority law students to consider your firm?Hold a reception for minority studentsAdvertise in minority law student association publicationsParticipate in or host minority law student job fairsSponsor minority law student association eventsFirm lawyers participate on career panels at schoolsOutreach to leadership of minority student organizationsScholarships or intern/fellowships for minority studentsOther (please specify)The firm hosts Robert Strauss/Akin Gump Diversity & Inclusion Scholarship and Pro Bono Scholars presentations at the law schools at which we recruit. The purpose of thesepresentations is to provide information on diversity and inclusion and the value of pro bono work at law firms and promote these two programs.Do you have any programs specifically targeted at first-year students?One of our most innovative programs is the Robert Strauss/Akin Gump Diversity & Inclusion Scholarship Program, which was originally launched in 2013 and restructured in2019 into a two year program. The program is offered in our five largest U.S. offices, with scholars spending six weeks of the first summer with the firm and four weeks at a firmclient. The second summer, the scholars participate in the firm's general 2L summer associate program. In addition to the salary they earn at the firm during their two summers, thescholars receive 25,000 to help offset law school expenses upon completion of the full program.The firm also offers the Pro Bono Scholars Program, which is another two-year program with scholars spending four weeks at the firm and seven weeks at a public interest/legalservices organization working entirely on pro bono matters in their first summer and then joining the firm's general 2L summer associate program the second summer.Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database(http://mcca.vault.com). Copyright 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Akin Gump Strauss Hauer & Feld LLP2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEYRecruitment - New AssociatesALL 2L SUMMER ASSOCIATES (2019)OFFERS MADE* (2019)* Summer associates who received an offer of full-time panic/LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with a27OFFERS ACCEPTED* (2019)Women140201024n/a19214101003n/a27NEITHER ACCEPTED NOR DECLINED (2019)* Summer associates who accepted an offer of full-time employmentThe firm does not share disability data.MenThe firm does not share disability data.The firm does not share disability /LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with lackHispanic/LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with a26* Summer associates who neither accepted nor declined an offer of full-timeemployment because of postgraduate n/BlackHispanic/LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with DisabilitiesTotalThe firm does not share disability data.Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database(http://mcca.vault.com). Copyright 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.MenWomen10000010n/a200000000n/a0
Akin Gump Strauss Hauer & Feld LLP2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEYRecruitment - Lateral Associates and PartnersLATERAL ASSOCIATE HIRES c/LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with DisabilitiesTotalLATERAL OF COUNSEL HIRES (2019)MenWomen161202011n/a2260003000n/a9The firm does not share disability data.Women71000002n/a800101000n/a2NEW PARTNERS PROMOTED* (2019)* Both equity and non-equity* Both equity and non-equity promoted from associate or of counsel rankMenWomen90000000n/a930000000n/a3The firm does not share disability /LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with DisabilitiesTotalThe firm does not share disability data.NEW EQUITY PARTNERS* (2019)* Whether hired laterally or promoted from c/LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with DisabilitiesTotalMenThe firm does not share disability data.LATERAL PARTNER HIRES* c/LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with lackHispanic/LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with 6The firm does not share disability data.Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database(http://mcca.vault.com). Copyright 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.MenWomen40012000n/a721000000n/a3
Akin Gump Strauss Hauer & Feld LLP2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEYRecruitment - Lateral Associates and PartnersWhat activities does the firm undertake to attract diverse attorneys?Partner programs with women, minority, LGBTQ or disability-focused bar associationsParticipate at diversity job fairsAttend events at diversity legal organizationsSeek referrals from other attorneysUtilize online job services (e.g., MCCA Job Bank)Hire recruiting professional who specializes in identifying diverse candidatesFirm is Mansfield Rule certifiedIf the firm is not Mansfield Rule certified, does it plan to be certified?Other (please specify)In summer 2019, Akin Gump formally joined the Mansfield Rule and we look forward to getting certified.Do you use executive recruiting/search firms to seek to identify new diversity hires (partners or associates)?NoIf yes, are any of these executive recruiting/search firms women and/or minority-owned?Not applicableIf 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 applicableResponse to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database(http://mcca.vault.com). Copyright 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Akin Gump Strauss Hauer & Feld LLP2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEYRetention and Professional DevelopmentATTORNEYS WHO LEFT THE FIRM IN 20191ST-YEAR panic/LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with DisabilitiesTotal2ND-YEAR ASSOCIATESMenWomen00000000n/a000000000n/a0The firm does not share disability frican-American/BlackHispanic/LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with DisabilitiesTotalThe firm does not share disability data.5TH-YEAR ASSOCIATES6TH-YEAR ASSOCIATESThe firm does not share disability H-YEAR ASSOCIATESMenThe firm does not share disability /LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with DisabilitiesTotalMenThe firm does not share disability data.3RD-YEAR panic/LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with lackHispanic/LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with xAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with DisabilitiesTotalThe firm does not share disability data.Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database(http://mcca.vault.com). Copyright 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Akin Gump Strauss Hauer & Feld LLP2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEYRetention and Professional DevelopmentATTORNEYS WHO LEFT THE FIRM IN 20197TH-YEAR panic/LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with DisabilitiesTotal8TH-YEAR PLUS ASSOCIATESMenWomen40100001n/a512100000n/a4The firm does not share disability 00n/a000000000n/a0NON-EQUITY PARTNERSMenWomen170200003n/a1990100011n/a11The firm does not share disability /LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with DisabilitiesTotalThe firm does not share disability data.EQUITY nic/LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with DisabilitiesTotalMenThe firm does not share disability data.OF ic/LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with lackHispanic/LatinxAlaska Native/American IndianAsianNative Hawaiian/Pacific IslanderMultiracialOpenly LGBTQIndividuals with 4The firm does not share disability data.Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database(http://mcca.vault.com). Copyright 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Akin Gump Strauss Hauer & Feld LLP2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEYRetention and Professional DevelopmentPlease 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, LGBTQ attorneys, or individuals with disabilities)Increase/review compensation relative to competitionImplement procedures to ensure gender pay equityIncrease/improve current work/life programsAdopt dispute resolution processSuccession plan includes emphasis on diversity and greater inclusion of minority men and women in firm leadershipWork with diverse attorneys to develop career advancement plansIntroduce diverse attorneys to key clients, including to lead engagementsReview work assignments and hours billed to key client matters to make sure diverse attorneys, particularly minority attorneys (for whom research indicates a greaterinclusion problem), are not being excludedStrengthen mentoring program for all attorneysProfessional skills development program for all attorneysProvide a gender-neutral parental leave policy that covers adoptionsOther (please specify)Akin Gump provides associates and counsel with the opportunity to complete self-evaluations and career advancement goals to assist with career progression.Does your firm have part-time/flex-time policies that permit attorneys (male or female) to work alternative schedules?YesComments:The firm's Reduced Workload Policy allows firm attorneys to work significantly reduced schedules and reflects the firm's commitment to providing a workplace that enablesattorneys to fulfill parenting and family care responsibilities or pursue activities designed to enhance their professional development or stature in the legal community whilecontinuing to work as productive and valued Akin Gump attorneys.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 yourfirm?The firm's Reduced Workload Policy specifically provides that attorneys working a reduced workload remain eligible for partnership and counsel promotion and we have a strongtrack record of lawyers working reduced workloads being promoted to partner and counsel.How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability?12 - one of whom is our Chairperson, Kim Koopersmith.Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database(http://mcca.vault.com). Copyright 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Akin Gump Strauss Hauer & Feld LLP2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEYRetention and Professional DevelopmentPART-TIME ATTORNEYS(2019)PART-TIME ATTORNEYSMenWomenTotalTOTAL NUMBER OF ATTORNEYS(full and part-time)Associates11314422Of counsel01313113Non-equity partner0001Equity partner044267Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database(http://mcca.vault.com). Copyright 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.
Akin Gump Strauss Hauer & Feld LLP2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY
Akin Gump created a firmwide diversity and inclusion committee more than a decade ago. Additionally, in January 2019, the firm hired Nimesh Patel, as our Chief Diversity & Inclusion Officer, to bring expertise in executing the firm's diversity and inclusion strategy. Given the firm's commitment to diversity and inclusion, our Chairperson, Kim
